GatenbySanderson pioneer diversity and inclusion to find and develop leaders that shape a better society.
To build greater representation across public services, we believe we should lead the way through our own culture and community. As One GS, we commit to D&I permeating our entire organisation for the benefit of our people, our candidates and clients.
Organisations that embrace diversity at all levels perform better; they’re more profitable, more resilient and our employees experience higher job satisfaction and productivity as a result.
Appointments we placed this year
Of the senior Executive and Non-Executive appointments we place each year:
19%
are of Black, Asian and other minority ethnicities
6%
are from the LGBTQ+ community
51%
are women
9%
have a disability
67%
didn't attend or were first generation to attend university
130+
diverse leaders appointed every year
Figures based on those that chose to answer.
Our search practices embed diversity into every stage, using insight and data to remove barriers and attract candidates from all lived experiences.
We create opportunities for future leaders from underrepresented groups through our flagship programmes.
We partner with our clients to build better boards and deliver outstanding leadership and talent development for their existing teams.
We place and develop leaders within the public and not for profit sector that reflect the society they serve.
One GS
To build greater diversity across public services, we must lead the way through our own culture and community. As One GS, we are committed to D&I permeating our entire organisation for the benefit of our people, our candidates and clients.
Our commitments
We recognise that greater progress is needed. We believe in action and not just words, underpinned by our values of Collaboration, Curiosity and most importantly, Courage.
These are our commitments:
- Increase recruitment of under-represented groups across all levels.
- Employ and champion diversity of thought.
- Identify and remove barriers and bias from our processes.
- Equip, empower, and embed our employee Affinity Groups.
- Increase confidence and knowledge through training and open discussions.
- Ensure all employees can thrive in their career pathways.
- Collaborate with diverse networks to strengthen our reach.
Above all else, nourish a sense of belonging, so that all employees feel valued, respected, and embraced, and able to take that into their work with clients, candidates and delegates.
Meet our Equity, Diversity & Inclusion Manager
Meeting these commitments is something we all take responsibility for at GatenbySanderson. However, having expert advice and guidance from our in-house D&I Advisor, Jade Beckles, helps hold us to account, reduce bias and innovate how we do this.
As a member of both the Strategy & Marketing and HR teams, Jade provides D&I advice to ensure maximum influence both internally and externally. Jade works closely with the Senior Leadership team to ensure that GatenbySanderson is leading the way in driving innovative and disruptive thought leadership on D&I.
Jade has a wealth of experience and knowledge, having worked in the D&I space for many years. She is passionate about creating an inclusive workplace culture and has a track record of delivering impactful D&I initiatives.
“I strongly believe that there is power in Diversity and Inclusion. D&I does not start and end with work-related actions; it’s a way of life that we should all embrace. Our actions, as individuals and organisations, have a ripple effect that resonates throughout society, igniting systemic change that has the power to transform, and save lives. This is why I am passionate about promoting D&I as a profound life principle. At GatenbySanderson we are living D&I, not performing it, and through this influence across the public sector we can create a society where everyone feels embraced, is valued and able to thrive, not in spite but because of our differences”.
Jade was a Police Detective for 16 years, specialising in vulnerable persons and D&I across the public sector. She has also provided D&I consultation to various private organisations, highlighting the importance of a holistic approach to employee well-being, addressing racial disparities, and calling for systemic change.
She is the founder and Chair of an Unincorporated Charitable Association that supports mothers from ethnic minority backgrounds, and challenges insufficient representation within maternity support and services.
Jade is also a Volunteer for the African Caribbean Leukaemia Trust (ACLT) and founded an application scheme across several Police forces to facilitate joining the Stem Cell Register, enabling people to possibly become someone’s last chance at survival. Jade’s long contributions to the ACLT were recognised when she received ‘Volunteer of the Year’, and a Chief Constable’s Commendation.
Creating an inclusive culture
Agile
Working
Agile contracts for all enable everyone to work anytime, anyplace, anywhere
We build our working lives around our own wellbeing as well as caring, culture and faith commitments
We make adjustments for disabilities and medical conditions
Career
Pathways
We actively seek employees from all industries and sectors, supporting transitions at any stage of your career
We offer Educational Sponsorships, Apprenticeships and mentorship to support further learning and qualifications
We have structured Academy and career development plans with promotion panels at least twice a year
Wellbeing
& Benefits
Our benefits are tailored around financial, emotional and physical wellbeing and reviewed annually to remain competitive
Everyone at GS contributes to communities, charities, and organisations we care deeply about
We actively nurture and protect our culture and monitor our employee satisfaction scores for areas to improve
Morals
& Values
We acknowledge our own privilege, participating in awareness training on topics such as antiracism, transgender awareness, and menopause at work
We take our own initiative to make sure we’re aware of antiracism and discrimination in society
We hold ourselves and colleagues to account by having courageous conversations
Our Affinity Groups
We have four very active affinity groups, creating community, opening conversations, and delivering learning across the business. These groups, Women’s, Disability, Race and LGBTQ+ provide a forum for employees to connect with others who share similar experiences, to support.
Women’s
Affinity Group
“The Women’s’ Affinity Group has enabled me to feel more connected with people across the business, in advocating for other women, and building awareness towards a variety of issues that affect us all”.
Harriet Blundell
Womens’ Affinity Group Chair
Disability
Affinity Group
“As Chair of the Disability Affinity Group our aim is to provide a safe space to discuss, support and increase awareness of disability, building an inclusive workplace where everyone can be themselves”.
Alison Elton
Disability Affinity Group Chair
Race
Affinity Group
“Our Race Affinity Group fosters a culture of diversity, racial equity, and inclusion. We are proud of our commitment to the Race at Work Charter and the Halo Code and will continue to empower and celebrate our diverse communities.”
Alex Williams
Race Affinity Group Co-Chair
LGBTQ+
Affinity Group
“It’s a privilege as a bisexual individual to be part of the LGBTQ+ Affinity Group, working to give others the visibility, support, and confidence that they can be their true selves 100% of the time rather than solely outside the workplace”.
Katherine O’Donnell
LGBTQ+ Affinity Group Chair
Our Corporate Social Responsibility
We take our role in the wider community seriously and know that’s it’s not just about doing no harm but being courageous to do the right thing. At GatenbySanderson we stand up for social issues, actively reduce our environmental impact and give back to ours and other’s communities whilst raising vital funds for charities across the UK.
Through our large CSR community we work increase our social impact through four sub-groups:
Each year we commit to a corporate charity partnership where we pledge to raise at least £5,000. This year we contributing to the vital support and research needed into YoungMinds, who are on a mission to reach and support more young people who are facing challenges with their mental health.
We are committed to fundraising and raising awareness of a variety of charities throughout the year including, Movember, Christmas shoebox appeals, Race for Life, Red Nose Day, The Trussell Trust and Macmillan Cancer Support.
Every colleague has two days per year to use for volunteering – through our organised events for our charity of the year and other partners, or for causes close to our colleague’s hearts.
We hold ourselves to the same high standards as our clients when it comes to net carbon zero and carbon reduction plans. Embedding sustainability into our processes and raising awareness, whilst developing our Carbon Reduction Plan and Policy to ensure our commitment goes far beyond words.
Want to join us?
Looking for a career with more purpose? Keen to make a bigger contribution while working in a forward thinking, inclusive environment that’s growing consistently? And where agile working really means just that?
In 2023, we need a further 50 key recruits to deliver our ambitious growth plans – taking us to a 230+ strong team who will build upon our success and world class customer satisfaction scores as well as hold on to our unique culture.
Our partners
News & Views
Report: Understanding Representation and Retention in NHS NED Roles
Each One, Reach One: Geraldine Parker-Smith of NHSBT on how inclusive partnerships save lives
Professor Dame Donna Kinnair on building health equity through leadership
Naser Turabi, Director of Evidence and Implementation at CRUK on health inequalities
Claudette Elliott, NHS Non-Executive Director on heart and mental health disparities in the Black community
Beverley De-Gale and Orin Lewis from ACLT: the importance of diverse stem cell donors
