Living diversity, not just talking it
There’s a world of difference between saying you are a diverse workplace, and actually being one.
I’ve seen the good and the bad in my time in executive search, and one of the big traps organisations fall into is making diversity and inclusion a problem for the HR team.
Taking diversity lessons from the housing sector
Castle Peak is named for a region of Hong Kong. A place I called home for 12 years.
The peak itself is striking. The terrain is granite and, even though we think of granite as solid, the climate in Hong Kong has weathered it, with great chunks of granite falling away over the millennia, leaving it looking jagged and sharp.
Why you should be using structured interviews
What practical steps can you take to minimise bias in your recruitment process? That’s a huge question. I tend to break it down into three parts.
First, how you define and advertise a role. Second, how you process applications. Third, how you interview candidates.
Challenge your bias!
As a straight, white, middle-class man, I might not be the obvious candidate for founding an executive search firm with diversity and inclusion at its heart. But, it’s a passion for me. And a deep-rooted one.
I say that Castle Peak is driven by diversity, and I mean it, because I am too.
