The challenge:
A US-based Fortune 50 technology firm recognised the paucity of diverse candidates in its country leadership teams in Africa. Shortlists for country and functional leadership roles, when they became vacant, were predominantly composed of male candidates and the organisation was faltering in its objectives to be more diverse.
The solution:
The organisation took the decision to approach the challenge proactively and asked Succession Research to create and manage a talent pipeline populated by diverse talent capable of stepping into country GM and GM-1 leadership roles as well as function heads across the Africa region.
The talent pipeline contained individuals who had been approached and who had subsequently expressed an interest in hearing about potential opportunities in Africa with our client.
As well as including people currently living and working in Africa, the pipeline also included individuals who were originally from the region but who had left to live and work in other regions such as Europe and the Americas, but who could be interested in returning to a leadership role in Africa at some stage.
The outcome:
Through the creation of the talent pipeline and ownership of the data on the diversity candidates it contained, the company was able to ensure it had a strong diversity balance to its shortlists when filling senior-level positions in Africa.
Because there are no hiring fees for candidates recruited from a talent pipeline, the client was not liable for any additional fees if it were to hire multiple candidates identified through this process.
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