THE PARTNER PROMISE

PARTNER is committed to continuously evaluate and improve the executive search process, to ensure that all candidates are given equal consideration and that your company is able to attract and retain a diverse workforce.

  • Thanks so much to the super professional PARTNER team. They provided me with some great career advice and ongoing coaching. I would highly recommend them for Read the full article…

    Courtney Lauren
    NAB

  • PARTNER is the real deal. They’re professional, responsive, and really know how to find the right candidates for the job. We’ve had great success working with Read the full article…

    Mark McNally
    McNally

  • I was really impressed with PARTNER. They kept me regularly updated throughout the search and hire process and went above and beyond to secure the right Read the full article…

    Simon Vickers

Our process for diversity includes the following steps:

THE 40:40: VISION

We support the 40:40 Vision, an investor-led initiative that aims to see women fill 40% of executive roles in ASX200 listed companies by 2030. The purpose is to drive structural change at the highest echelons of corporate Australia, by encouraging these organisations to set targets for their executive leadership teams and commit to achieve gender balance by 2030.

DE-CODE JOB DESCRIPTIONS

The language used in advertised roles can impact who applies for the position. We ensure that the wording of our roles is inclusive and free from biases by using neutral language.

GENDER EQUALITY INITIATIVES

We can engage with your business to develop key initiatives to ensure employees feel valued and supported, regardless of their gender, such as flexible work arrangements.

SUPPORTING WOMEN IN LEADERSHIP POSITIONS

This includes initiatives such as mentoring and sponsorship programs, as well as providing opportunities for women to advance to senior leadership positions within the company.

WILD-CARD REVIEW

During the interview process we meet many candidates who sit outside the initial brief but who we feel would be right for the role. We call this candidate a “wild-card”, and is someone with outstanding skills and attributes that would be a great partner for the organisation.

ASSESSMENT TOOLS

We use assessment tools, such as personality tests or skills assessments,
that have been validated to be free from bias.

MEMBERS OF CEOS FOR GENDER EQUITY

We are proud to be engaged members of this organisation, which aims to accelerate equity in WA by inspiring and supporting CEOs to take action.

GOING BEYOND GENDER DIVERSITY

Diversity extends beyond sexual orientation, race and gender and is a term constantly evolving. We ensure boardroom representation takes in to account all aspects of the human experience, from age, culture, skills and life experience.