Ensuring diversity in corporate executive management structures is an issue that has increased backing from EU legislative and regulatory bodies. In fact, installation and promotion of diverse management teams is something that European Commission bodies promote through top-down methods. However, I feel it’s important that companies not look at diversity as a pseudo-issue forced on businesses by EU leaders. Rather, varied management teams with diverse gender, ethnic and cultural perspectives should be seen as tools for enhancing strategy development and problem-solving for companies working on increasingly globalized markets.
I first would like to point out where we’re at now from a regulatory perspective. In EU member-states, we see more frequent use of quotas and pushes for multicultural work environments. For example, by 2020, females should make up 30% of all candidates shortlisted for appointments to corporate or organizational management boards. The issue, however, for many companies is how to match regulatory idealism with reality. Currently, this is being done in a tactical way. Companies use natural attrition to fill in diversity gaps and increase diversity ratios.
The critical issue for businesses and organizations hoping to live up to EU ideals concerning diversity is how to manage executive searches on markets where the talent just isn’t readily available. When a sufficient number of candidates cannot be found, businesses face multiple obstacles: longer search periods, loss of quality candidates that don’t fit diversity objectives, etc. Bearing this is mind, the best strategy for businesses is to be pro-active. This includes developing and maintaining a database, for example, of the best female talent in a specific geographic area. Businesses need to screen in advance if such executive talent is mobile, i.e. are they willing to relocated. They should also pre-screen for competency matches, invite candidates in for pre-interviews and look for opportunities for onboarding.
At SpenglerFox, our experience is that roles that might support diversity strategies aren’t always available when a search is being done. So, we have helped many clients find ways to identify and nurture talent for future roles. In such cases, this can involve bringing in less-skilled talent for more junior roles and teaching them various managerial functions and rotating them through different positions. This usually involves taking half-a-year to explore internal options and bringing a new managerial recruit up-to-speed for handling an anticipated upper management or executive role. Such systems help promote business diversity and gender equality, while avoiding last-minute stress related to job searches that don’t bring immediate results. In some cases, where your business has the resources to do so, you can also bring in talent for roles that might not yet exist. After the skills-matching + onboarding period, you may find that these managers grow into a leadership role that you didn’t know your business needed.
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SpenglerFox are pleased to announce a strategic alliance with Cowley Brown Recruitment which will see both companies look to grow and expand their retained executive search business in Ireland. Cowley Brown is based in Dublin with a mix of retained and contingency search business mainly in the Irish healthcare sector and as a consequence, also in the UK and Middle East. SpenglerFox is a leading retained global Search & HR services firm, with Irish heritage, across multiple territories serving both the mature and emerging markets. This new alliance will target the retained executive search business in the Irish market with an initial focus on C-suite roles in Life Sciences and related sectors, but will also create an opportunity for Cowley Brown to engage with SpenglerFox jointly on assignments in other countries around the globe. Through this strategic alliance both companies will bring considerable added value to their respective domestic and international clients, Cowley Brown having successfully built up a considerable local footprint in Ireland and SpenglerFox having a strong international brand as a retained executive search expert, with a wide international reach for sourcing the best talent for their clients. Jens Friedrich, CEO of SpenglerFox, added ‘’Following our Management Buy Out in 2017 we have been focussing on increasing our specialised expert industry knowledge as well as expanding our geographical reach and Ireland has been a priority market on our radar. We are delighted to form this new alliance with Ken and his Team at Cowley Brown. Such an alliance will give SpenglerFox the executive search exposure in the ever improving Irish market, while also continuing to strengthen our Life Sciences practice and serving our international clients who are expanding into the Irish economy.‘’ Ken Cowley, Director of Cowley Brown, is very excited about this new alliance for his firm, and says; ‘’We feel this was the perfect time for us to strike this arrangement with the team at SpenglerFox due to the continuing growth in the Irish economy and our own growth over the last 12-18 months. We have seen an ever increasing demand from our clients for assistance in helping to fill key C-Suite roles, so we are very much looking forward to the prospect of tapping in to the resourcing strength, market-specific expertise, and the global reach that our new business colleagues at SpenglerFox will provide. Also, we feel that the values of our two organisations are highly aligned, with a massive level of enthusiasm for finding top talent and for putting our clients at the centre of everything we do.’’ Both companies feel that there continues to be significant opportunities in the Irish market, as both FDI and indigenous Irish companies continue to expand. The combined set of strengths of both teams, as well as the level and quality of existing contacts and candidate-reach, means that ambitious targets are being set by the new strategic alliance, and both companies are very much looking forward to an exciting future, collaborating on multiple assignments together, both in Ireland and internationally in the best interest of our respective clients.
The Budapest Business Journal – Book of Lists 2018/2019 is an industry guide unique to Hungary and provides company data of 2,500 of the largest companies in more than 70 fields. We are pleased to share that SpenglerFox ranked 3rd amongst Executive Search firms in Hungary. I am delighted once again by this recognition of our services to the Hungarian market. Since our Budapest office first opened in 2005 we have been continuously identifying the very best senior executive talent for our clients businesses. As we now enter the second year of our MBO in 2017 our team in Budapest is continuing to grow and our Research team strengthened to further support our client and candidates as they evolve. Jens Friedrich, CEO
Delighted to gather our entire company in Frankfurt one year post our MBO for two packed days of relationship building, learning and fun. Since our MBO in July 2017 this was the first All Staff event, there was an incredible atmosphere and energy, we certainly needed the energy to help us through the networking, workshops and of course the party! No event is ever complete without an award ceremony, so we presented our staff with more than 10 years tenure travel vouchers, we’re really proud that 50% of our Foxes have been with SpenglerFox between 5 and 14 years! Damien Stork, Chris Beedle and Dan Godsall from Chamonix Hard Cross joined us on day two to take us through their Personal Eco System program. Showing and reminding us why our environment, sleep, exercise and nutrition can help our mental performance, and find more time for that work/life balance. It was great to get the family together once again, so many friendships strengthened, already looking forward to the next. Jens Friedrich, CEO.