Ireland Leadership Diversity Report 2021

The results of a non-executive director and C-suite survey across Irish companies large and small.

Board and leadership diversity is no longer a ‘nice to have’. It is increasingly a ‘must-have’.

It continues to emerge as a key competitive differentiator, whether with potential and existing talent, as well as customers, clients, and the wider community.

But what is the current situation amongst our senior Irish executives and Independent Non-executive Directors (INEDs)? What progress is being made, what are the obstacles, and what are the keys to moving forward?

Our research asked business leaders and INEDs how they experienced the current situation and what was being done to change the make-up of board and senior leadership roles to accommodate those who are currently under-represented.

Measurement is key, not just to understand the current situation, to provide a sort of baseline if you will, but to understand where and how change is happening, and where efforts need to be focused.

We have looked at the survey results in a few different ways. C-Suite versus independent non-executive directors. Large organisations versus smaller ones. More diverse organisations versus ones that were less so. Also, in the light of a similar survey of UK organisations from Odgers Berndtson UK, we have highlighted several characteristics that are distinctive to the Irish market. We also probed how the Covid-19 pandemic has impacted on the drive for greater diversity.

At Odgers Berndtson we believe that the inclusion and diversity narrative has firmly moved on from the ‘why should we do this’ to the ‘how can we do this’. This report offers an insight into the steps that companies large and small are taking to make a difference at leadership level across the Irish market.

How Odgers Berndtson can help

Odgers Berndtson Ireland has a proven track record of providing diverse long and short lists.

We understand how to adapt the search process to make roles more attractive to a wider pool of candidates. This might mean changing the language used in job descriptions and by adapting the parameters of the roles themselves to attract candidates with caring responsibilities/family commitments, for instance.

We also offer psychometric testing and assessment during search processes which helps in reducing bias in the recruitment process.

Our research activity seeks to engage with as broad a range of potential candidates as possible so that we can gauge the extent to which clients are flexible in their experience requirements for each role. As part of a global network, we have the reach and access to both the talent, and the knowledge and expertise that can be shared with those who work with us.

Mentoring and coaching programmes are an effective way of helping diverse talent progress to the leadership team. That is why we created the Emerging Female Leaders Community of Practice. It brings together women at senior manager, C-suite and Board level to mentor, coach and support each other as they progress their careers. Building on that supportive network, we also offer an exclusive online coaching programme: The Odgers Berndtson Female Leaders Accelerator Programme, helping women build careers on their own terms.

Odgers Berndtson covers every level of the leadership spectrum. In Executive Search we are expert in senior management, director level and Board roles, while Odgers Interim provides senior interim executives to fill critical leadership gaps and deliver business transformation expertise. Our ability to meet every requirement in the leadership structure means we work with a range of organisations globally. The relationships we have with leading organisations at the forefront of tackling inclusion and diversity means we have access to knowledge and expertise that can be shared with those who work with us.

Download the report below and read more on Odgers Berndtson’s commitment and our call to action on i nclusion & diversity