As search consultants working with organizations at important moments of leadership transition, we have learned that all searches require deliberate intention to prioritize equitable hiring practices and mitigate bias. We recognize that as search facilitators we have tremendous power to influence hiring decisions, and as a result, it is our responsibility and our honor to work with our clients to center equity in every search.
Clover stands firmly with the Black Lives Matter movement and believes that we have a role to play in dismantling the systemic oppression Black communities face. As a firm and individually, our own anti-racist journeys will always be works-in-progress, and we commit to self- and group-reflection and examination of our biases in order to promote racial equity in the search process. We expect the same commitment of our clients.
Our Commitment to Action
Intentionally center equity
Bias can enter the search at nearly every juncture. Here are some of the current strategies that we consistently use to be as equitable and inclusive in the search process as we can be.
Learn from others
We continually seek resources to learn from different perspectives. This list - by no means comprehensive either of what’s available or of what there is to say - includes articles that we have found useful and thought-provoking.
With any learning process, there will be hard questions that must be addressed, even if they can make us uncomfortable or don’t have easy answers. Here are a few of questions we are currently grappling with.
Hold ourselves accountable
We are guided by an internal racial-equity work plan that we designed as a tool to hold us accountable to our values. We regularly dedicate staff time to reflect on our work, bring new learnings to the team, and check-in on progress towards our work plan goals.