“You Can't Get the Staff These Days!”

摘要

The stereotypical white male middle-class board serves most companies at a time when nearly all significant businesses face intense competition. Are boards really changing for the better? The evidence is only moderately encouraging. Too many boards remain staffed by men of similar education, career paths and social tribe. There are sound commercial reasons for promoting diversity in the boardroom. Not least of these is the fact that organisations reflect their boards. The Oil & Gas industry is far from embracing and utilising difference in its widest sense. The temptation to recruit known and trusted people remains strong. As the UK's leading Headhunter, Odgers see too few organisations positively seeking people from outside the sector. The most forward-looking organisations are those that not only recognise the changing demographic trends and availability of skills, but also understand benefits to be gained in employing a more diverse workforce. Odgers advise our clients on how valuing diversity emphasises inclusion and mutual respect and makes business sense, and we help broaden the candidate pool. This has many advantages. Professionals hired from other industries bring a different mindset and often introduce other best practices which add significant value to a workforce.Candidates from outwith the Oil & Gas sector are often easier to attract because their remuneration packages are frequently smaller. They are therefore easier to attract, motivate and retain. Odgers will present success stories from across our business, including Oil & Gas, and other Private and Public Sector clients, to illustrate the benefits of such an approach. Odgers will show how organisations have successfully embraced diversity to measurable benefit. We will also explain our success in the demystification of the Oil & Gas industry when attracting non sector candidates, and how challenging the Industry mindset influences 'Management' into being more receptive to a diverse workforce.