A code of conduct for search professionals to adhere to in the placement of diverse talent across senior roles in organisations, with the support of business decision makers.
As organisations strive to achieve better performance through more diverse balance across senior decision-making roles, recruitment and appointments becomes a pivotal process. Since 2016, Ibec and the 30% Club have promoted a voluntary code for executive search firms to support more balanced selection, in their role as key stakeholders in changing the landscape on gender balance across senior management and on boards in Ireland.
In 2019, the Code was updated and broadened to reflect all search professionals (external and in-house), and any senior resourcing activity. It is based on four key principles incorporating Strategy & Goals, Talent Pipeline, Process and Monitoring & Reporting. The Code also recognises the importance of search firms and client organisations working together in partnership on delivering change. It is anticipated that the Code will become a referral point for the Balance for Better Business outputs, to be announced soon by the Government Review Group
How the Code is applied
Executive search firms and search professionals, as signatories to the Code, commit to following the Code’s provisions in their board and senior executive search processes, irrespective of sector or company; and to ensuring that the principles and key behaviours are embedded in their day to day practices. A list of signatories is published, and signatories are also encouraged to publicise their compliance through their website and through public reporting of measures of success.
Individual organisations are actively encouraged to support the principles set out in the Code and to work in collaboration with the executive search partner, whether in-house or external, in ensuring the Code is upheld; and that ultimately greater balance is achieved across senior decision-making functions with particular emphasis at board and C-suite executive levels. In particular, it is anticipated that Nomination Committees will encourage the adoption of the principles and the suggested behaviours in both Board and internal selection processes, supported by the CEO and the HRD.
Ibec and the 30% Club have committed to promoting the Code and its signatories with our members, encouraging them to engage in future with recruitment and executive search firms who are as committed to diversity as they are. By working together, we hope that we can make further advances to address the challenge of gender balance in decision-making roles and ultimately for better business outcomes.