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Diversity of Thought: Why Interim Managers are Key to Inclusion & Innovation

nterim Managers Thought Diversity Article Exec Grapevine Interim Guide Feb 2017

Diversity appears to be under-represented in the interim world – the Institute of Interim Management (IIM) reported that women make up just 28% of the interim managers surveyed in their 2014 annual report, with no recent statistics on other minority groups – however, the disappointing lack of diverse interim managers does not mean that interims cannot bring diversity to businesses. Conversely, interims are perfectly placed to instil the increasingly popular practice of diversity of thought.

Audeliss were interviewed by business publication Executive Grapevine on the host of benefits that interim managers can bring to diversity and inclusion across industries and sectors. Our article in the new Interim Management Guide 2017 outlines how to identify whether your organisation is at risk of stagnation and could benefit from diversity of thought, and how to achieve real diversity and inclusion with the help of interim management.

Follow the link below to read the full article:

http://resources.executive-grapevine.com/BG-Interim-Management-2017/index.html?page=26

 

Audeliss Team Expands

Audeliss Diverse Executive Search Team ExpandsAudeliss are delighted to announce the latest addition to our team.

Our new Senior Researcher Lesley Payne has a strong background in recruitment, with over 15 years’ experience across risk, threat, company secretaries and governance research.

Lesley’s expertise also covers public sector search and she has worked with leading global companies including Novartis, Pfizer, esure and Interserve and local authorities including the City of London.

Lesley comments, ‘I am excited to begin my new role. Audeliss are unique in the search and interim markets; the opportunity to help drive diversity and inclusion at the top of the business world felt like an ideal fit for me. I am thrilled to be part of such a progressive and pivotal initiative and look forward to making a real difference to both clients and candidates.’

Chris Bernard, Managing Director at Audeliss comments, ‘We are incredibly pleased to welcome Lesley to Audeliss. Lesley has a wealth of experience and will be a fantastic addition to the team.’

We Want You!

Team Recruitment I am delighted to say we’re growing in Audeliss and we need you to help us in finding the best diverse talent.  Are you a:

If so, we want to hear from you!

At Audeliss we pride ourselves on delivering excellent services to each and every client and candidate and we constantly strive to improve even further, meaning we are always open to new talent.

My team and I are interested in speaking with talented senior researchers and strong recruitment consultants with a background in any industry, whether executive search or interim management.  You may also be working in an RPO or in-house at the moment and a HR professional who wants to make a move into a dynamic and fast-paced environment.

Audeliss are looking for the right skills, experience and attitude of an individual who shares our passion for making a difference – not only in terms of quality of service, but the core values of diversity and inclusion to which we are committed.

With 65% of our appointments being senior diverse candidates, Audeliss is incredibly committed to driving diversity at the very top of businesses.

I also launched OUTstanding (www.OUT-standing.org) and UPstanding (http://audeliss.com/about-upstanding/) which drive inclusion for LGBT+ and ethnic minority communities.  With a combined reach of multimillions all over the globe, our initiatives constantly strive to make the business world more diverse and inclusive for all, regardless of background.

Get in touch with us to find out more – contact Chris Bernard, Managing Director on chris@audeliss.com or send me a message directly.   You can meet our current team here who I am proud to say are very diverse themselves.

Please share this post to spread the word and if you know someone who may fit the bill, please ask them to make contact with us.

We look forward to hearing from you!

Suki Sandhu is the Founder and CEO of Audeliss.

Audeliss Announces REC membership

Audeliss Recruitment REC memberAudeliss are delighted to announce that we are now a member of REC.

The Recruitment and Employment Confederation (REC) is the professional body for UK recruitment businesses. Passionate about recruitment and services of an excellent standard, REC membership serves as a mark of quality to represent the exceptional executive search and interim management providers that truly value the interests of clients and candidates alike.

Our REC membership reinforces the commitment to candidate care that forms Audeliss’ core. We value each and every candidate, regardless of background, and recognise that every individual has a unique set of needs and therefore requires a bespoke service – we strive to deliver excellence for every candidate and client, to match the right candidate with the right role, every time.

Chris Bernard, Managing Director of Audeliss, comments, ‘We are proud to announce our membership of REC. As a prestigious and respected recruitment membership body, REC’s values are closely aligned with those of Audeliss. We look forward to a successful partnership as we continue in our mission to help diverse senior candidates and drive diversity and inclusion in business.’

Audeliss Announces Latest Addition to our Team

Audeliss Executive Search TeamAudeliss are delighted to announce the appointment of Alasdair Brown as Resourcing Business Partner.

Serial entrepreneur Alasdair previously spearheaded Champions Life Academy, a national social enterprise combining charity fundraising with graduate leadership training. In the last eight years the initiative helped 880 people from a variety of backgrounds into employment, and raised a total of £12million of forecast income for their charity clients.

Alasdair also launched Blue Stern Recruitment in 2011, and will be applying over a decade of business expertise to build on Audeliss’ broad networks and generate new opportunities for success.

Alasdair says of his new role, ‘I am thrilled to be joining Audeliss. Having seen the organisation’s achievements over the past five years, it’s clearly a huge driver for diversity and inclusion and mirrors my own aspirations not just to talk about change, but to proactively champion and support the success of diverse talent. I am looking forward to working with the brilliant team at Audeliss and to making a real difference.’

Suki Sandhu, CEO and Founder of Audeliss, comments, ‘We are delighted to welcome Alasdair into our team. Alasdair’s wealth of experience will prove invaluable in helping our clients and candidates and continuing in our journey to make the business world a more diverse and inclusive place.’

 

Congratulations to Audeliss Researcher Alex Wyld

Audeliss executive search and interim management teamWe are delighted to congratulate our Researcher Alex Wyld on her one-year anniversary with Audeliss.

In her year with us, Alex has worked on a variety of interim management assignments and executive searches. Her skills have proven invaluable in sourcing senior female, BAME, LGBT+ and other diverse candidates for global businesses and public sector organisations, with successful appointments including:

Alex says, ‘I am thrilled to look back on my career at Audeliss so far: I feel privileged to have worked with leading organisations and to be able to make a difference to the lives of some truly exceptional diverse candidates. I’m lucky to work with a group of people who are not only genuine, intelligent and creative, but fantastic at what they do. I look forward to the year to come and the opportunity to work with an even wider range of clients and candidates.’

Audeliss CEO and Founder Suki Sandhu comments, ‘We are pleased to congratulate Alex and immensely proud to have her on our team. Her dedication to candidates and diligence in fulfilling client needs helps ensure that we provide services of only the highest standard. We are eagerly anticipating further success from our team and look forward to another fruitful and enjoyable year for Audeliss.’

New Job: Supply Chain Development Director – Infrastructure

New Job Supply Chain Director InfrastructureLocation: West Midlands

This is an exciting new opportunity for an experienced Supply Chain Development Director to  play a key role in our client’s commercial & procurement executive team, preparing for a high profile multi-billion pound investment programme.

Ensuring the supply chain is engaged and ready for the business’ future plans, planning and analysis of requirements, stakeholder engagement, relationship building and communication are all important parts of the role. Additionally you will be accountable for ensuring that the supply chain strategy is further developed through the use of value chain plans for all key areas. Using these plans you will work through and across the business to ensure support, alignment and delivery of performance, capability and capacity.

The Development Director will:

Person Specification:

Key Competencies:

To apply for the role please send your CV to Louise at louise@audeliss.com. 

New Job: Interim Head of Marketing

Technology Interim Head of MarketingThis is an opportunity for an experienced Interim Head of Marketing to join an innovative company who manage a global network of collaborative industry communities, allowing trading partners to share quality, structured data. Using cloud-based technology, they act as a trusted independent partner to enable buyers to manage risk in their supply chain, and suppliers to increase market reach in their target sector. For the right candidate, permanent employment is available.

Location: Madrid, Spain

The Interim Head of Marketing will:

Previous Knowledge and Experience

Essential Skills of the Interim Head of Marketing:

Personal Specification

To be considered please email Louise Gore at louise@audeliss.com with your CV and a covering letter explaining why you are an ideal candidate for the Interim Head of Marketing role.

We are hiring!

recruitment consultant HR researcher jobAre you a:

We want to hear from you!

At Audeliss we pride ourselves on delivering excellent services to each and every client and candidate and we constantly strive to improve even further, meaning we are always open to new talent.

Whether you have a background in executive search or interim recruitment, possess dedicated HR expertise or specialise in research across Financial Services, Retail, Public Sector or any number of industries, Audeliss offers the opportunity for phenomenal career success and the power to make a real difference to the lives of diverse candidates.

Get in touch with us to find out more – contact Chris Bernard, Managing Director on 07958 673455 or chris@audeliss.com. You can find out more about our current team here.

We look forward to hearing from you!

Audeliss Voted Top Interim Provider

winner-1445797We are delighted to announce that Audeliss has been named one of the top 80 Interim Service Providers of 2016.

The Institute of Interim Management (IIM) Annual Providers Survey ranks the top 80 interim recruiters across the UK, voted for by interim managers themselves. Audeliss was a new entry in 2015 at no.74 and we are thrilled to return to the list for a second consecutive year in an even higher position as 71st and as a Bronze Provider.

As a boutique interim and search provider and small business the market recognition means a lot to us, and as a diversity-focused business this achievement evidences both the growing awareness of the importance of diversity and inclusion and the outstanding success of diverse interims across industries and functions.

Chris Bernard, Managing Director at Audeliss, comments, ‘We are delighted to be included on the list once again and want to thank everyone who kindly voted for us. At Audeliss candidate care is our top priority, so it means even more to us to be recognised by our candidates. We are committed to further improving the recruitment experience for both candidates and clients, and next year aim to become Silver Service Providers.’

Minority Women Leaders Series: Jean Lee, President & CEO of MCCA

Jean Lee is a Korean-American lawyer who was recently appointed as the new President and Chief Executive Officer of the Minority Corporate Counsel Association. Prior to her new role, Jean was Vice President and Assistant General Counsel at JPMorgan Chase & Co.

I was on the MCCA board for a few years and now it’s fantastic to be in a position where I can focus on my MCCA work full-time,” she says.

Since coming into her new role, Jean is rapidly developing MCCA into a global leader in all issues of diversity:

Diversity looks different across the globe. Our vision is to be a global thought leader. We already have members outside of the States and 2017 will be our year focusing on working internationally and developing what we do.”

Jean is also keen to reach out to younger diverse candidates. “I’m keen to develop strong pipeline programmes for diverse law school candidates. We are working with law schools on specific programming as you need to start the discussions around diversity and inclusion as early as possible. We need to be proactive rather than reactive.”

The MCCA prides itself on being a holistic diversity and inclusion association and not just a minority network. The internal make-up of the organisation has changed and grown accordingly with its members:

Over the years, I’ve seen our board really diversify. We don’t just have African Americans and Caucasions, we have Asian Americans, Hispanic and LGBT leaders. The MCCA encompasses more than race: we also champion women, LGBT and generational diversity. We recently conducted a study on how milennials embrace diversity of thought and also examined the different approaches to diversity around thought, age and people.”

Focusing on diversity of thought and the millennial generation is a very interesting area. Research from the latest consensus in the USA shows that by the year 2040, the USA will be majority-minority for the first time. Millennials now number 83.1 million and have surpassed Baby Boomers at 75.4 million.

Milennials are the most diverse generation in history: “Diversity is a rapidly-changing and growing issue. Soon, we will need a new term to refer to ‘minorities’ and our research is already placing us in a position to take on these issues and launch ourselves as a true global diversity leader,” she says.

For more information: http://www.mcca.com/

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Stonewall Equality Dinner 2016

Stonewall Equality Dinner

The time was upon again for the Stonewall Equality Dinner.  I invited my guests to join me which is my third year hosting a table at this fabulous event.  I have been an ambassador of its work for several years and I look forward to contributing to the cause for as long as I can.

Speakers on the night included actor Malcolm Sinclair, rugby player Keegan Hirst, Chair of Stonewall’s Board of Trustees; Group Brand Director at Aviva, Jan Gooding, and the dedicated CEO Ruth Hunt.

Keegan Hirst talked about his own experience coming out in a masculine driven industry and his thoughts about other athletes who may be remaining in the closet in fear of bruising their careers.

“Our message to the world and to athletes isn’t we want you to come out, it’s when you’re ready we will be here and we’ll support you.”

Sir Ian McKellen was amongst the crowd and the one and only retail guru Mary Portas; just to name a few famous faces.

Though this was a night to celebrate the great success Stonewall has done for the LGBT+ community, it was also a night for them to raise funds for the year ahead. It was a thrilling battle of bidding during the live auction of which I completely failed to win: the three-night stay in a luxury penthouse in the Mediterranean island Valetta or the three glorious year’s supply of Ben and Jerry’s ice-cream.  They raised £410,000 that evening which is amazing.

Ruth Hunt, Chief Executive of Stonewall, concluded the speeches; ‘It’s vital that we continue our work so that all lesbian, gay, bi and trans people in every country, community hospital and school, are free to be themselves and are accepted without exception.’

It was a truly inspiring evening that never fails to disappoint.  Roll on 2017….

Stonewall Equality Dinner2

#CSuiteSoWhite: Launching ‘The UPstanding Executive Power List’

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One of the biggest topics in global news this year has been ethnic diversity. From University admissions to the Oscars, there is an unsettling sense of regression in the number of visibly successful BAME (black, Asian and minority ethnic- including Hispanic and Middle Eastern) people in both the UK and the US- and corporate c-suites are one of the worst offenders.

Our most recent research has discovered that despite BAME communities making up 14% of the UK population, just 4% of CEOs of businesses listed on the FTSE 100 are BAME. The situation is just as bad in the US where although the non-white population make up 28% of the total just 11% of businesses listed on the S&P 100 have non-white CEOs. #OscarsSoWhite? #CSuiteSoWhite!

This means there is just one BAME CEO of a FTSE 100 company for every 1.8 million BAME people in the UK, compared to one white CEO for every 600,000 white people. Looking at the problem from the bottom up paints an equally bleak picture; despite 1 in 8 of the working age population coming from a BAME background, only 1 in 10 are in the workplace. In response to this, we are launching a ground-breaking initiative, ‘UPstanding’.

UPstanding will profile, for the first time, the top 100 BAME business executives from the UK and the US based on their efforts in improving the BAME agenda in and out of work but also their success in breaking through to the top echelons of business.

Are you, or do you know, someone who is living in UK or US and is ethnically diverse, who proves that race need not be a barrier to success and who positively and actively supports the BAME cause at an executive level? If so, please nominate them or yourself for our 2016 UPstanding Executive Power List before Sunday, April 17 by clicking here.

To encourage others to get involved, share the link for nominations using the hashtag #CSuiteSoWhite.

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Introducing the new Managing Director of Audeliss

Chris and Suki_ rsz

As all of you know, I have made it my life’s mission to further the diversity agenda in business. Whether this is through Audeliss, OUTstanding or the new BAME initiative I have co-founded, UPstanding (audeliss.com/UPstanding100), making the world a bit more inclusive is my goal.

But changing the world is a very difficult task and I can’t do it alone. With that in mind, I’d love to introduce you to the newest member of the Audeliss Team; the new Managing Director of Audeliss- Chris Bernard.

Chris is one of UK’s predominant interim management and executive search professionals. She will be lending her 20+ years experience in these fields to leading across all of Audeliss’ practice areas, as well as managing and strategically directing the organisation. She is a specialist in offering intelligent solutions for her long-term clients in executive search, interim management and consulting services. This loyalty is due to her ability to constantly produce creative recruitment solutions and candidates who are ready to capitalise on the opportunities she presents.

Prior to joining Audeliss, Chris was a senior partner and board director at a City-based boutique executive search and interim management provider and before that was Managing Director of the Interim Management business of a multinational HR consulting group.

I’m sure you will all join me in wishing Chris the warmest welcome to Audeliss and you will be meeting her in due course. If you’d like to introduce yourself or arrange a meeting, you can reach her on: chris@audeliss.com

Why #OscarsSoWhite isn’t just about the film industry

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Next month on February 28th 2016 the 88th Academy Awards will take place, and this year there has been much criticism and furore into the fact that for the second year running, of the 20 acting nominations- all of them have been for white actors.  This diversity row has resulted in the on-line campaign #OscarsSoWhite, with several actors deciding to boycott the ceremony and the President of the Academy writing an open letter about how “heartbroken and frustrated” she is at the lack of diversity.

Subsequently the governing body of the Academy of Motion Picture Arts and Sciences, which is the board officiating the Oscars, made a statement stating that its goal was “to commit to doubling the number of women and diverse members of the Academy by 2020”. These changes will also include 10-year limits on the voting abilities of new members of the Academy, which will be removed if the member is not “active in motion pictures” in the intervening time.

The Academy Awards and the public discourse about them has brought the conversation to the table about implicit bias and the role it plays in what films get made, by whom and the extent to which women and BAME individuals get awarded for their roles in film.

Reading all of the press reports written over the past weeks and following the debate which has played out on the world media stage exactly mirrors what happens daily within the corporate world, in recruitment and search functions, where diverse candidates continually face unconscious bias from those within the recruitment process and a lack of diverse interviewing panels when applying and interviewing for roles. Not unlike the Academy and their recent statement of intent, the UK Government has been urged by Chuka Umunna, the Labour MP and former shadow business secretary to “set a target for ethnic minority representation on FTSE 100 boards to be met by 2020″ following the report in 2015 which highlighted how less than 2% of British directors from FTSE 150 companies are black, Asian or minority ethnic.

Throughout the search process, Audeliss is 100% committed to providing our clients with a concise list of exceptional and diverse talent. Ultimately, we believe it is about the right person for the job, however it is also important that the widest possible net is cast for discovering diverse talent pools and opportunities are presented for all individuals to compete on a level playing field for their chosen career.

We work closely with our clients to ensure that, as the long-listed candidates are sifted through and the focusing of the search process is carried out, where possible, unconscious bias can be challenged and the skills of the candidate are continually matched, different individuals have an opinion into the process- not just the hiring manager, and perhaps those who may not seem an obvious choice are still considered.

Perhaps if the Academy reviewed its nomination process and those judging the criteria, this would allow for a greater diversity of thought around those selected for award nomination. Diversity is far wider than simple demographics such as gender and ethnicity, it is also related to informational differences such as education, experience value and goals.  Research has clearly proven that informational diversity stirs constructive conflict, or debate, around the task at hand and the outcome is that people deliberate about the best course of action.

The Audeliss team is proud to be 100% diverse and our diversity of thought has resulted in 65% of our appointments since 2011 being diverse candidates. We realise that, like others, we still have a long road ahead to increase those numbers, however we are committed to our diversity journey and supporting our clients in developing their own inclusive organisations.

Stick to your resolutions

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We’re now well into January.   Have you broken your new year resolutions yet?

Instead of adding to the ever-growing pile of ‘how to’ guides for being the better, brighter, shinier you in 2016, we’ve decided to paint a different picture. Year after year, we see our colleagues, friends and family pressured into making the same resolutions that are ambitious and inspired but generally unobtainable and we didn’t want to be contributing to those already unnecessary stresses.

You know, that questioning, self-doubt filled feeling that we’ve all experienced; why doesn’t my life make the grade? How will I ever reach these goals and why are there so many big changes needed for everything to be perfect? The grass is always greener, that’s for sure, but in a world where we now spend so much time bench-marked against each other, there are much bigger and heavier expectations placed on all of us just through being more exposed. Essentially, shooting for the moon can be so psychologically daunting, you end up failing to launch in the first place or drop off within the first few weeks. In fact, almost 40% of us make resolutions whilst only 8% complete them!

Don’t get me wrong, setting goals and targets each year are great for drive and sense of personal development but you just have to make sure that they are attainable and that they will make you better for it. For example, many of us would love to lose 5lbs but if that means not sitting down and watching your favourite TV show or having that glass on wine at the end of a long day, enabling you to unwind, recollect and repair before tomorrow, then is that 5lbs going to be beneficial or detrimental to a better new year for you?

Maybe that example is a tad extreme and we will always promote the healthy alternatives for stress relief and well-being but you get the point hopefully. It’s about being honest and true to what is actually best for you, and not what you’re bombarded with through social media or the TV, that should help you define your goals.

Within the team this year we have two marathons being run and pledges for better work-life balance, reading more and joining a writing circle amongst our goals. Bar the marathons, these are simple, easy to achieve and are vastly rewarding. The catch, most of these are not resolutions but were goals set during last year and are just being continued into 2016. Again, do not add pressure where pressure isn’t due. You’ve just had a longer break than usual and are in ‘back to work’ mode. Unless you’re certain, why not get used to your routine again, assess what really would be the most positive impact on it and then set achievable and tangible targets for various points throughout the year, not just one big daunting one to be complete by December 2016.

Our recommendation for better goal setting then:

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