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Our Commitment

Diversity, Equity and Inclusion embodies and drives Per Ardua’s culture, purpose and relationships. 

 

We believe passionately that D,E&I forms the basis of a positive working environment, and we recognise that diverse representation in organisations, especially at senior levels does not yet reflect broader society.  A truly diverse workforce is better able to achieve success through a wide-ranging understanding of society, culture, opportunities, and solutions.  It fosters better decision-making, customer understanding and offers a competitive advantage. We don’t have all the answers, but we ask the right questions.

 

Our Diversity, Equity and Inclusion Committee regularly sets and reviews parameters by which we hold ourselves to account. Firmwide, we train, teach and learn, constantly developing our awareness of diversity in all its forms, through topical discussions, celebrations and educational content.

 

We recognise affirmative actions are necessary to increase the representation and inclusion of diverse talent at both the future leader, executive, Board and NED levels.  We actively track our own performance of diverse placements against a range of criteria and have seen a positive trend.

We build deep and lasting client relationships; this enables us to take a long-term view on DE&I and provide the challenge necessary to help clients attract and retain diverse talent. We embed diversity within our process to maximise the opportunity to make a diverse appointment.  As such we will:

 

  • Use our internal diverse talent tracking methodology to surface candidates already known to us.
  • Use our networks proactively to source additional diverse talent in this space, particularly targeting those senior diverse leaders whom we know for advice, which often provides access to differing networks.
  • Tailor our candidate approach to adapt to individual motivations and drivers, using inclusive language so as to increase the chances of engaging those who are not actively looking.
  • Work with you in partnership, and provide challenge where required, in order to provide a diverse shortlist.
  • Include DE&I summaries in our documentation and transparency of process.
  • Avoid making generalised statements and advise on the full spectrum of diversity within our specialist space.
  • Work together across Per Ardua and Pantheon Leadership to identify diverse talent, but also give them the tools to succeed.