Caldwell Adds Diversity and Inclusion Advisory Council to Offerings

December 18, 2018 – Toronto-based executive search firm Caldwell has launched a diversity and inclusion advisory council service for clients. The offering is designed to provide strategic insight, external accountability and guidance in developing diversity and inclusion strategy and programs, and help align goals, people and processes, said the firm.

“Countless studies and statistics have been published showing the positive impact that diversity, inclusion and equality in the workplace have with respect to performance, creativity and innovation, and superior financial results,” said Chris Beck, chief operating officer of Caldwell. “Yet, even in this age of increased awareness, not all companies know how to approach diversity and inclusion programs effectively. There is also a shortage of executives with real-world experience leading initiatives in this rapidly-evolving space, making it easy to see why so many companies are seeking strategic support on their D&I programs.”

The offering is part of the firm’s strategic initiative to position clients ahead of critical emerging technologies and trends. “Caldwell fully understands the transformative power of great talent and its ability to turn potential into success,” said Mr. Beck. “To meet the growing need for experience and advice, we have created Caldwell Advisory Councils, a solution that partners exceptional advisors from our broad network of executives and experts with client companies looking for strategic and tactical support on an as-needed basis.”

Caldwell’s diversity and inclusion advisory council is designed to leverage the firm’s relationships with established sitting executives and thought leaders to deliver bespoke councils tailored to each client’s unique culture and goals, said the firm. Caldwell combines multiple advisors with complementary niche expertise to deliver evolving solutions.

Rotating Advisors

New and relevant advisors can be rotated on a client council as their company’s program grows and needs change, said Caldwell. Available capabilities within diversity and inclusion include D&I strategy and implementation guidance, organizational design, talent acquisition, workplace advancement programs, employee/business resource groups (ERGs/BRGs), global workforce and public policy, coaching and mentoring (CDO/CHRO/management), legal landscape and advice, and education and training programs.

Related: CHRO Influence Expands in Promoting Corporate Diversity

The firm’s diversity and inclusion advisory councils take on different roles and responsibilities, depending on the client’s needs. From mentoring a high-potential employee promoted into their first chief diversity officer role to consulting with a company that is not ready to commit to a full-time diversity and inclusion role but is in need of a D&I strategy roadmap, Caldwell offers a bespoke council to support the client’s unique needs.

Diversity Recruiting: Supply, Demand and the Matchmaking Process  

Hunt Scanlon recently released its latest issue of ESR. This time around, an in-depth look at diversity recruiting – what drives it, why it’s not a social crusade, and how it matters in every workplace. According to the newsletter, diversity starts at the top – and that oftentimes means it begins in the boardroom. Diverse boards make better decisions and lead to improved company performance. But boards are failing to reflect society as a whole. What’s the problem? Hunt Scanlon offers up some answers.

As you might expect, building cultures that will not tolerate discrimination but instead promote diversity – and recruiting talent that reflects this – is the challenge facing every recruiter and talent acquisition leader today. The #MeToo movement is, of course, leaving its mark on recruiting – and in this issue that is examined as well. Five incoming chief diversity officers making a big difference by putting a special emphasis on diversity are also highlighted. Get the free issue now!

The firm added three leaders in the diversity and inclusion space to a steering committee to oversee the offering and advisory network. The individuals will also contribute to the advancement of diversity and inclusion and its connection to clients’ unique businesses.

The new members are:

Subha Barry, president of Working Mother Media. Ms. Barry oversees Working Mother magazine,, Diversity Best Practices and the National Association for Female Executives. Previously, she was senior vice president and chief diversity officer at Freddie Mac and MD and global head of D&I at Merrill Lynch. Ms. Barry also serves on select boards aligned with her interests in education, cancer research and the advancement of women and girls.

Tailoring Programs

Dionysia Johnson-Massie, shareholder with Littler Mendelson. With over 1,500 attorneys in 80 offices, Littler has the world’s largest employment and labor law practice representing management. Ms. Johnson-Massie is a founding member and past co-chair of Littler’s diversity and inclusion council, founding co-chair of its women’s leadership initiative, and strategic contributor to its diversity and inclusion practice group. She focuses on federal and international employment discrimination litigation and matters and also strategic compliance issues, including diversity and inclusion strategies with executives and boards.

Related: Key Activities to Drive Diversity and Inclusion Strategies

Todd Sears, founder and principal of Out Leadership, a global LGBT+ business network. Mr. Sears began his career as an investment banker before moving to Merrill Lynch to become a financial advisor. There, he created the first team of financial advisors on Wall Street to focus on the LGBT+ community and brought $1.5 billion of new assets to the firm. He then moved into diversity leadership, launching equality efforts first at Merrill Lynch and then at Credit Suisse.

“Providing clients the ability to access diversity and inclusion strategy and implementation support from experts such as Subha, Dionysia and Todd, as well as our broader network of domain-specific experts, offers the ability to craft tailored world-class programs, appropriate to a specific client’s size, needs and desired outcomes,” said Mr. Beck.

John Wallace, chief executive officer of Caldwell, said the firm is focused helping clients to identify, recruit and retain the best talent. “Businesses in every area of the economy are rethinking how best to use talent and leverage it in different ways to create tangible financial value, and Caldwell is on the forefront of this changing dynamic,” he said. “We believe this expansion of our capabilities will help deliver long-term value by providing strategic insight, external accountability, and expert guidance in helping our clients to develop strategy and programs, and align goals, people and processes.”

Related: Search Firms Step Up Diversity Recruiting Initiatives

Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; Stephen Sawicki, Managing Editor; and Andrew W. Mitchell, Managing Editor – Hunt Scanlon Media

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