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Diversity and Inclusion in the Workplace

We create inclusive candidate lists that reflect a diversity of backgrounds, ideas and experiences and help businesses deliver against their own D&I targets.

Get in touch with Tony to find out more about AGP's diverse candidate base
HomeOur ServicesDiversity and Inclusion in the Workplace

Organisations that tap into a broad range of ideas, experiences and values will position themselves to navigate the geographic, demographic and economic changes shaping the future of industry.

agp creates diverse candidate lists that help foster an inclusive, effective workforce, while enabling businesses to deliver against their own D&I targets.

Our diverse candidate pool allows us to identify people that traditional searches would
typically miss and build a pipeline of talent with the range of skills essential for leading your business into the future.

We also work with leaders to build inclusive management skills and help them recognise internal bias and take steps to address it.

agp can find the
ideal candidate

Diversity of thought is critical to the success of modern businesses.

We specialise in the following sectors

  • Retail Executive Search
  • Luxury Executive Search
  • Hospitality, Leisure & Travel Executive Search
More on our sectors
Call our experienced team
+44 (0)207 358 8133
Get in touch

FAQs about Diversity and Inclusion

What is the meaning of Diversity and Inclusion in the workplace?

Diversity and inclusion describe a company’s mission, strategies and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage. The top diversity and inclusion priority is recruitment of employees from diverse groups relating to gender, ethnicity and sexuality.

How do you achieve Diversity and Inclusion in the workplace?

First, embrace the business case for diversity and inclusion.

Second, tackle bias through employee and leadership training programs.

Third, practise inclusive leadership by creating a safe team environment. Finally, provide sponsorship programs that help foster a diverse workforce and inclusive culture.

What are the best practices to follow in the recruitment process, which promote Diversity and Inclusion?

agp follows a fair, rigorous recruitment process. We ensure that no candidate receives less favourable treatment because of a protected characteristic within the Equality Act 2010 which are race, including colour, nationality, ethnic or national origin and caste; religion or belief; disability; sex; sexual orientation; pregnancy or maternity; gender reassignment; marriage or civil partnership; and age.

We create a bespoke list of competency-based questions for each opportunity.

These questions are put to every candidate in the process, ensuring everyone has the same opportunity to promote their strengths. We take notes, evidencing facts and documenting candidates’ responses.

We justify our decisions based only upon facts ensuring the candidates who appear on a shortlist have the relevant skills, experience and have proved they are a good cultural fit.

Testimonials

Our clients trust us to find the right person at the first time of asking

Executive Coaching Managing Director - Retail
Interim Interim Marketing Director
Executive Search Managing Director - Retail

Following a change in career direction, I was fortunate enough to work with Tony in some 1:1 coaching sessions. Tony’s style of coaching is excellent – he builds rapport easily and asks probing, perceptive questions that enabled me to clarify my thought processes.

His challenging but empathetic style really delivered for me. He encouraged me to self-reflect and recognise my underlying concerns. Once I had this clarity, he really helped me to identify and evaluate potential options and alternatives.

I came away from our coaching sessions with real insight into my concerns and a clear action plan to make the positive changes I needed.

Read more Read less

I would recommend Tony in a heartbeat.

Tony has a wide network across the UK retail market and knows what’s going on across sectors. Tony is able to match his clients to candidates in smart partnerships with close consideration of cultural fit, which is very rare in my experience.

As a candidate, Tony always kept me updated on the progress of any project and then remained in touch throughout the assignment, providing valuable executive support and advice.

I am always grateful that Tony picks up the phone to me frequently with such interesting opportunities

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I initially worked with Tony as a candidate while looking for a new executive role. That experience showed me that Tony works differently to other recruiters. He takes the time to pressure-test your thinking and aspirations, offering constructive feedback and communication throughout the process that I hadn’t previously experienced.

I felt throughout that he genuinely cared about finding the right fit for me as an individual, as well as bringing clarity to his client’s needs.

I subsequently asked Tony to support me in filling a highly specialised trading director role that had been vacant for some time and was proving difficult to fill. What is clear from the outset is that Tony truly takes the time to pressure-test the brief, ensuring he understands the culture of the organisation, the requirements of the role and both the challenges and opportunities within it.

Consequently, the quality and calibre of candidate that Tony presented was consistently excellent, enabling a very smooth recruitment process with great candidates who had a very clear understanding of the brief before our first meeting. This supported a successful outcome for all.

Tony really operates differently to anybody else I’ve worked with in recruiting – his network is outstanding and his professionalism and integrity is evident throughout every interaction, delivering successfully for candidates, recruiters and HR professionals alike.

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Leadership Insights

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How to become a successful CEO 29th November, 2022 14 mins read time Those at the top of an organisation shape its fortunes, its culture and its future. CEOs must be inspirational, adaptable and decisive, making the decisions that drive the company forward. While your own personal leadership style will definitely influence the type of CEO you are, effective CEOs share certain traits and abilities. Read Insights
How can senior executives use communication skills for workplace success 12th September, 2022 14 mins read time Communication is key to leading a successful and thriving team. Strong communication skills in the workplace can boost productivity, keep team morale high and ensure everyone produces their best work. As a senior executive, it’s important to communicate effectively to gain the trust of your team and succeed in the workplace. Read Insights

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Henley Business
International Coach Federation

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