多样性，股权和包容性

两个标准对于在今天的竞争力，快速移动的环境中赢得胜利的组织至关重要：第一，建立敏捷，高性能的团队;其次，创造了这些团队可以运作的创新文化。

We believe that both goals require diverse corporate cultures. Innovation happens by bringing together individuals who share a common purpose but who have diverse outlooks and approaches. When employees feel their contributions are valued, they feel confident presenting their ideas, no matter how radical.

在Egon Zehnder，我们的多样性和包容性练习与跨行业和地区的客户合作，通过解决各种人才的招聘，整合和发展实践来构建多样化的领导团队。我们相信包含各种领导地位的包容性组织在其才能中获得更多的人才，因此提供更好的表现。

• 招聘：我们帮助客户考虑如何为其文化增加哪些类型的人才。我们帮助他们映射不同的人才，创建定制的战略介绍计划，并建立各种候选板岩。

• Integration：我们加速的整合和团队有效性工具在将多元化的人才集成到新组织或新作用时，这是唯一有帮助的。投资时间识别和通过新的领导者的方法和她加入的团队或文化之间的差距来识别和工作至关重要，以帮助确保为领导者和团队成功。

• 发展: Our proprietary Potential Model helps identify diverse talent with the essential attributes needed to advance into leadership roles of greater scope and complexity. We help our clients build succession plans that are inclusive of diverse candidates using Potential Assessments as well as leadership development plans and talent management systems.
  

作为领导者顾问，我们在帮助指导和工艺方面的角色和客户非常认真地担任客户的作用，我们对此做出了大胆和公共承诺。我们的Leaders and DaughtersInitiative is an annual global forum inviting today’s leaders to create a more inclusive environment for the next generation of female leaders — their daughters and mentees. Our 25 by 25 Initiative partners with clients and candidates to reach the goal of 25 female CEOs of FTSE 100 companies by 2025. We haveestablished partnerships with diversity and inclusion practitioners around the globe— Catalyst, Paradigm for Parity, the 30% Club, and the Executive Leadership Council, to name a few. Together with our clients and our partners, we are changing the face of global corporate leadership — for the better. You can view Egon Zehnder'scommitment to diversity and diversity initiatives here。