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3 Perceptions That Derail Diversity Recruiting

When company leaders sit down to plan diversity initiatives for executive recruiting, several objections often immediately bubble to the surface. Those include:

1. The pool of potential candidates: The consensus is that diversity recruiting is particularly difficult in executive search because there simply isn’t a large enough pool of qualified talent. The thinking goes that even if a company wanted more diversity among the executive ranks, finding a qualified executive who fit the bill would be nearly impossible.
2. Company size: smaller businesses that want to hire diverse executives often struggle to compete against larger entities in the executive talent pool. They argue they may not have the resources, cachet, or prestige to convince enough executives from diverse backgrounds to join their firms.
3. The challenges of diversity recruiting: Finally, there may be apathy and intransigence when it comes to doing the difficult work of diversity recruiting. Companies recognize that executive diversity should be pursued, but the perceived immensity of the task can cause them to take a more passive approach than is advised. They will fulfill their obligations under relevant laws, but they will only do the bare minimum they must do to avoid legal trouble. Diversity recruiting goals become nothing more than lip service to satisfy shareholders, customers, and regulatory authorities. This is the most troubling perception of the three, and it would be naïve to think it does not happen.

Some of the objections above may have some merit. For instance, some smaller businesses really do struggle to pull in top candidates. Larger companies like Google or Nike can easily identify and attract diverse talent from all over the world, but a small or medium-sized enterprise not located in a major city may find it much more difficult to capture those candidates’ attention.

That said, board- and executive-level diversity cannot be ignored. Company leaders cannot bury their heads in the sand and try to ride out the trend toward more diversity with minimal effort. Instead, companies have to take practical steps to improve their odds of finding game-changing candidates from diverse backgrounds.

NGOs vs. Non-Profits: What’s the Difference? 

NGO stands for non-governmental organization. While there is no universally agreed-upon definition of an NGO, typically it is a voluntary group or institution with a social mission, which operates independently from the government.

NGOs or similar organizations exist in all parts of the world. What is considered an NGO in one country may not qualify as an NGO in another, as legal definitions, permitted activities, monitoring, and oversight differ from country to country. The term can encompass many types of organizations.

Although these terms are not necessarily interchangeable, an organization similar to an NGO may be called nonprofit, charity, non-profit organization (NPO), civil society organization (CSO), citizen sector organization (CSO), social benefit organization (SBO), an advocacy organization, voluntary organization, grassroots support organization (GSO), and non-state actor (NSA). You may also hear the terms independent sector, volunteer sector, and civil society during discussions about NGOs.

Among the Nation’s Best Non-Profit Executive Search Firms

Top NGO & Non-Profit Executive Search Firm | Cowen Partners

Few executive search firms have experience at the billion+ level like Cowen Partners. Our hands-on non-profit executive recruiters have deep experience working with local, national, and international organizations, foundations, billion+ asset credit unions and foundations, and mission driven NGO’s. Successful placements span the entire C-Suite – CEO, Chief Operating Officer, Chief Financial Officer, Chief of Staff, and include VP Human Resources, general counsel, and other director-level leadership roles.

Cowen Partners delivers 3X more qualified candidates than the competition. Through our proven retained executive search process, our non-profit executive recruiters find, vet, and deliver the top 1% of candidates for positions across the C-suite. Our process works for all industries, including technology, healthcare, manufacturing, retail, real estate, financial service, private equity, and more.

Learn how our elite non-profit executive search team delivers top talent, no matter the need, via our industry-leading research and resources. Discover the innovative strategy that made Cowen Partners the top non-profit executive search firm in New York, Philadelphia, Anchorage, Boston, Miami, Nashville, Chicago, St. Louis, Boise, Seattle, Atlanta, Dallas, Los Angeles, San Diego, and beyond.

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