Professionals from underrepresented groups often lack certain visibility and experiences due not to their own limitations, but to social and systemic biases that have blocked their path. This is one way in which diversity is stymied, to the detriment of hiring organizations as well as to aspiring leaders.
Sourcing a diverse pool of candidates requires discipline, commitment, knowledge, empathy, and a thoughtful and equitable approach. We choose to challenge and address the narrow paths to leadership by actively disrupting bias within and with our clients through the following methods and principles:
*All three of our tracked performance statistics are well above national executive statistics.
- Across our Canadian offices, 61% of our people identify as women and 21% identify as someone who is racialized, a visible minority, person of colour or analogous term.
- We successfully lead searches for DEI leadership roles at national and regional organizations and institutions. This includes some of Canada’s most prominent inaugural Indigenous leadership roles and recruitment of executives and board directors for equity-driven organizations.
We adopt a clear approach to DEI that applies to all aspects of the recruitment process. This includes:
- Using respectful and inclusive language to affirm belonging.
- Proactively seeking out members of equity-deserving groups, focusing on networks that attract and serve these individuals, and maintaining long-term relationships with professional networks that attract and serve diverse and underrepresented groups.
- Challenging issues of diversity head on, not as passive observers. We address issues of unconscious bias, educate on inclusive hiring practices, and challenge clients to ensure diversity, inclusivity and equality are applied to all aspects of the recruitment process.
- Drawing strong focus to ability over experience. This includes a search process that helps align lived experiences and contributions to sought-after qualifications.
- Applying technology and tools to assist in an inclusive process. Our Candidate Portal allows candidates to self-identify, and we utilize sophisticated survey tools to provide clients with data on the diversity of their candidate pools.
- Pursuing our client’s diversity goals with grit and diligence.
We hold ourselves accountable and embrace the learning journey.
- We provide training and insights on best practices in the hiring process to help our clients conduct inclusive searches. Our Partners and Associates receive training on DEI topics, and team leaders obtain formal education and certifications from recognized organizations.
- We have formed a National DEI Committee and internal DEI Working Groups across the country. In doing so, we commit to transparency and humility in working hard to yield lasting and meaningful change within our firm, our profession, and on behalf of our clients.
We contribute to the solution through community outreach and action.
- Boyden Canada is an active participant in the worldwide movement to develop a truly diverse executive talent pipeline. We are committed to actions that yield lasting and meaningful change through national affiliations and global partnerships with organizations and programs dedicated to DEI. This includes initiatives with organizations such as AESC Diversity Leadership Council, PwC CEO Act!on for Diversity and Inclusion, McKinsey & Company Black Leadership Academy, Canadian Chamber of Commerce BIPOC Leadership and Inclusion Council, International Women's Forum, Dress for Success, and Boyden’s global #DisruptTheNorm campaign.
- We are proudly represented on the AESC Diversity Leadership Council by Boyden Canada Partner, Nick Chambers. This global working group was founded to ensure our profession takes action on the mission laid forth in the AESC Diversity Pledge.