Considerations for an Inclusive Search and Selection Process

Numerous studies have proven the importance of diversity and inclusion in organizational effectiveness and success. McKinsey reported in 2020 that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile, and those in the top quartile for ethnic diversity outperformed those in the fourth one by 36 percent in profitability. These numbers have been on the rise since McKinsey started reporting on them seven years ago, and one can only imagine that trend will continue.

Given these insights, diversity is an incredibly important part of the search process and one that can be difficult to get right, because an authentic and meaningful DEI approach is about so much more than ticking boxes to build a diverse slate of candidates.

At Caldwell, we take an approach that acknowledges the importance of inherent diversity such as gender, race and ethnicity, but goes further to avoid placing our candidates into buckets- we want to treat our employees and candidates as people and not categories. By viewing diversity more holistically we embed inclusion into our competency-based assessment framework to evaluate DEI leadership aspects when assessing our candidate’s competencies.

With this in mind, download our inclusive search guide to learn:

  • Considerations to help you develop an inclusive search and selection process
  • Guidelines for before, during, and after the search
  • Examples of inclusive leadership interview questions
  • And more!
row of seven diverse leaders, inclusive leadership

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