Diversity & Inclusion at Caldwell
At Caldwell we understand and embrace the positive impact diversity and inclusion (D&I) has on performance and innovation and we are dedicated to cultivating an open workplace where employees can present challenges, opportunities and share perspectives. As leaders in executive search, we are championing change and commit to making a better, more inclusive environment, and we intend to be at the forefront in cultivating more diverse and inclusive workplaces for our clients and our industry at large.
As part of this commitment, we joined the growing coalition pledging to advance diversity and inclusion in the workplace. One of more than 1,000 CEOs that have come together for CEO Action for Diversity & Inclusion™, John Wallace has committed himself and Caldwell to advance diversity and inclusion in the workplace.
We have also engaged Diversity Best Practices to serve as an agile Chief Diversity Officer capacity for the firm, guiding us in establishing and implementing a D&I roadmap that includes unconscious bias awareness training for our employees.
Diversity Organizations We Support
Our employees and search delivery teams participate in numerous D&I initiatives and organizations, voluntarily and where their individual passions are. As a firm we have focused on a specific group of impactful organizations where we have developed deep relationships.
Caldwell contributes time, knowledge and financial resources to these entities–bringing the unique skillsets of our executive search consultants to each organization’s benefit. In return, Caldwell derives meaningful benefit back to our own firm and our continued development of an inclusive environment.
Him For Her is a social impact business aimed at accelerating diversity on corporate boards. Research indicates that diverse boardrooms make for more competitive companies, yet fewer than one in five public-company directors are female. There is no shortage of qualified female executives interested in board service – the problem is that board seats open infrequently, and new directors are often referred through personal connections. When board selection relies on the personal network of CEOs and existing board members, women tend to be underrepresented.
Him for Her engages leading “Hims” to introduce the world’s most talented “Hers” to corporate board service. Our executive search partners at Caldwell participate in multiple Him for Her regional events each year, tapping into our board network of “Hims” to connect them with “Hers” in an impactful way.
Out Leadership is the premier global LGBT+ business network, helping Out Leaders and organizations realize the economic growth and talent dividend derived from inclusive business. The network maintains Quorum, a database of openly LGBT+ executives seeking board appointments, and create global executive events and insights that help leaders realize the economic growth and talent dividend derived from inclusive business. Caldwell is the sole executive search firm in its member group of 70 companies.
TFX Capital is a B2B technology investor backing unique founders: former military leaders. Caldwell is partnering with TFX Capital to magnify entrepreneurs from diverse military backgrounds and accelerate their success through intentional introductions and the chance to win meaningful capital. We are a member of the TFX Advisory Board, sponsor an entrepreneurial startup event, and help provide leadership and talent acquisition support to the Veteran founders within the TFX ecosystem and their Veteran leadership teams.
Internally, Caldwell is proud of and honored to have senior executive search partners who are Veterans of the Army, Navy and Marines–bringing their unique leadership and battle perspectives in evaluating leaders for our clients’ talent needs.
The BlackNorth Initiative is a coalition committed to the removal of anti-Black systemic barriers negatively affecting the lives of Black Canadians. The initiative was launched by The Canadian Council of Business Leaders Against Anti-Black Systemic Racism and the Canadian Association of Urban Financial Professionals that advocates for companies to ensure business succession planning strategies include a Black talent strategy to help build a pipeline of employees for future leadership positions. In addition, the plan’s goal is to have at least 3.5% of executive and board roles based in Canada held by Black leaders by 2025.