With the business case for diversity so clear, corporations are making an increased effort to diversify their senior leadership ranks, to reflect the changing demographics of both their workforce and their customer-base.

Unfortunately, as these organizations request that their traditional search partners provide high-caliber diversity candidates in their shortlists, in order to meet their business needs, their requests are being met with limited or no success.

The need for an innovative search firm that operates at the senior level and focuses on inclusivity has never been greater. Bridge Partners LLC fulfills that need.

Diversity Recruitment: Shattering the Myths

We have a commitment to diversity that runs through every aspect of our culture and search process….and we have a significant track-record of success that proves our ability to deliver high-caliber, inclusive candidate shortlists for each an every search.

• Major corporations must diversify their senior ranks in order to penetrate new, emerging markets and gain a competitive edge, as well as encourage employee recruitment and retention.
• Having developed a long-term, consultative relationship with our clients, Bridge Partners LLC goes beyond the traditional search process, to provide market data and feedback around depth of diverse talent, relative to both industry and function.
• Senior-level diversity candidates need the advice and counsel of search professionals who can help guide their careers, based on their experience and aspirations.
• We recognize that ability is the top priority, regardless of race, gender or any other defining characteristics.

• We realize the necessity of developing a distinct search practice and methodology that can identify, approach and attract diversity candidates.
• We have the experience of reaching out to these coveted high-caliber executives and the experience required to address the specific concerns that they have when contemplating a move.
• We are personally committed to the advancement of diverse professionals in senior roles.
• We have developed a reputation for integrity and transparency in our search process. This, coupled with our positioning as consultative subject-matter experts on topics related to senior-level diversity and inclusion, has broadened our network and brand-recognition amongst both candidates and clients.
• We are diverse and drive diversity into every aspect of our business.

Some organizations pay little more than lip service to diversity and inclusiveness and, as such, they are destined to remain behind the curve. For progressive organizations seeking financial soundness and solid growth, diversity is a vital part of their commercial decision-making and strategic planning. Today, it is widely recognized that diversity occupies an increasingly prominent place in corporate America's business agenda and is on every CEO's priority list.

For Bridge Partners LLC, diversity-inclusion in the workplace is a commitment to recognizing, appreciating and retaining the variety of characteristics that make individuals unique in an atmosphere that champions individual and collective achievement. Examples of these characteristics include: age; culture; ethnicity; gender; geographic background; language(s) spoken; race; and sexual orientation.

• Effective diversity recruitment has become a crucial in the war for talent, providing companies with access to the broadest possible pool of high-caliber candidates, and positioning national and international businesses as Employers of Choice for both majority and minority groups. The cost to businesses of not being adequately diverse is very real. Research has shown that diversity candidates actively eliminate from consideration companies that demonstrate a lack of ethnic or gender diversity.
• Equally, organizations that fail to demonstrate a commitment to diversity throughout the organization have been shown to lose a significant number of their diversity hires to organizations that offer clearer opportunities for advancement. The cost of losing an employee is several times their annual salary and, as a result, retention has become as important as successful hiring.
• A diverse employee-base is also seen as an increasingly important factor in improving corporate performance. As companies around the world focus more and more on the issue of corporate social responsibility, their approach to diversity will remain under public scrutiny. Well-publicized discrimination cases, together with the rapid growth in information available on the organizations that are viewed as leaders in diversity, will trigger a more critical evaluation of performance in this area by external stakeholders and potential employees alike. If an organization's wider social responsibilities are not reflected in its hiring policies, its status as an Employer of Choice, its reputation in the business community and, ultimately, its financial performance will inevitably suffer.
• The business case for diversity is particularly strong in the consumer-facing marketplace. This is the result of an explosive growth in ethnic populations. New cross-industry research also shows that women are now responsible for up to 80% of consumer buying decisions. With an employee base that more accurately reflects their target customer base, companies are able to develop a deeper understanding of the diverse needs and tastes of their end users, as well as an increased richness of ideas, which gives them competitive advantage in their marketplace.