Sharla-Jaye Duncan’s Post

Listen to our CEO Nicholas Kirk who underscores the importance of looking beyond traditional markers like #experience when #hiring and instead focusing on the #potential of candidates. He as well suggests that assessing candidates based on their ability to learn, grow, and adapt to new challenges might be more valuable than simply considering their past experiences. This approach can lead to a more #diverse and #innovative workforce, as it opens up opportunities for individuals who may not have extensive experience but possess the drive and potential to excel in the role. #Proud of PageGroup's continued commitment to champion DE&I, paving the way for a more equitable tomorrow.

Last week, I was honoured to be part of a transformative discussion with Baroness Ruby McGregor -Smith CBE for a Page Executive webinar hosted by the Empowerment Network for Asian and Black Leaders (ENABL).   Founded by PageGroup’s very own Joanna McCrae, Aaran Dosanjh and Catherine Osaigbovo, ENABL is a community network aimed at supporting and elevating C-suite Black and Asian leaders.   Our conversation delved into maximising opportunities for both executive and non-executive career development, while also exploring various facets of advancing diversity, equity and inclusion in the workplace.   Ruby’s illustrious career has been marked by groundbreaking accomplishments, from becoming the first Asian female FTSE250 CEO to driving meaningful change through DE&I initiatives and becoming a member of the House of Lords. Her achievements are both inspiring and representative of the changes the corporate landscape should be striving to make.   Looking back to the start of my career in 1995, when for example it was very normal to include age profiles in job briefs, we are in a very different situation today. And while progress for diverse representation has been made, with increased awareness and intent for change, now is the time to really move towards taking action.     PageGroup’s dedication to driving progress remains unwavering. By fostering a culture of inclusion and prioritising actionable strategies, we can create a future where true diversity isn't just an aspiration but a lived reality.   Below is a short snippet of our conversation. If you’re looking to diversify your own workforce, please get in touch with Joanna. And if you’re keen to hear more about our executive search offering, please reach out to Aaran and Catherine.   I extend my heartfelt gratitude to Ruby for her invaluable insights and to the ENABL community for their engagement and participation. Together, let's continue to champion DE&I, paving the way for a more equitable tomorrow.   #DiversityandInclusion #LeadershipDevelopment #ENABLCommunity

1️⃣A year after the BlackNorth Initiative’s (BNI) pledge to improve Black representation launched, it had almost 500 signatories; however, four years later, the number of signatories remains the same. Among the BNI signatories traded on the Toronto Stock Exchange, only 3.3% of board members were Black in 2022, according to our report, "Diversity in Leadership at S&P/ TSX Companies." Check out our report here: 🔗 https://bit.ly/3RBwsJP 2️⃣As this Advisor.ca article also highlights, there is so much more progress to be made. In May 2025, BNI will unveil its “Pledge 2.0,” which will include more ambitious representation goals. Read more from the article here: 🔗 https://lnkd.in/gdS84XAx 3️⃣This also highlights the importance of programs like the #50_30Challenge, which is a voluntary code aimed at increasing diversity and inclusion on boards and in senior leadership. Learn more about the Challenge by visiting: 🔗 https://bit.ly/5030_tools

Discover the power of #Diversity and #Inclusion in driving #BusinessSuccess. Our CEO, Cheryl Stokes, and other industry leaders share valuable insights on how embracing #Diverse perspectives fuels #FinancialSuccess, #TalentAcquisition, and #Innovation. Learn more here: https://bit.ly/3T2hSMK.

Undeniable truth ahead: #diverseteams bring stronger financial returns, increased talent access, smarter decision-making, more effective problem-solving, enhanced #innovation, better retention, and product relevance. Great article, Cheryl! CIO Online

Discover the power of #Diversity and #Inclusion in driving #BusinessSuccess. Our CEO, Cheryl Stokes, and other industry leaders share valuable insights on how embracing #Diverse perspectives fuels #FinancialSuccess, #TalentAcquisition, and #Innovation. Learn more here: https://bit.ly/3T2hSMK.

"You enhance your decision-making processes and have better outcomes when you've got #Diverse insights and viewpoints," shares our CEO Cheryl Stokes. Discover how #Diversity and #Inclusion influence #FinancialSuccess, #TalentAcquisition, and #Innovation in this CIO Online article, featuring insights from Cheryl and other industry leaders: https://hubs.ly/Q02bscXY0

Black female leaders take more career risks than other leaders, finds research Research from Durham University Business School finds black female leaders take more career risks than other leaders, highlighting persistent challenges over 200 years.

You don’t need another qualification to get a Director promotion. You’ve collected so many qualifications like ornaments in a jewellery box… If qualifications were the answer to getting unstuck from manager level, you’d have become the CEO by now. Finally getting the Director title next to your name and doubling your corporate income this year can be done in 3️⃣ ways: 📌 Shifting people’s perception of you If you’re known as the problem-fixer who goes above and beyond at work, contrary to what you think, this doesn’t give the decision-makers the perception that you’re leadership material. 📌 Doubling down on the visibility of your work It’s so important that your work doesn’t just stay in the confines of your team and your laptop. This is how many black women experience IP theft when others take credit for their hard work. And as a result, they continue to be seen as people who can get results, and not people who can pioneer results. Two different things. 📌 Elevating your inner identity This is not just repeating affirmations like “I’m a confident black woman, I deserve the promotion”…. It’s deeper than that. It’s unlocking belief systems that keep you feeling like you’re less than because you’re a black woman. It’s taking back your personal power by building new habits that support your identity as the BOSS at work. It’s tapping into deep subconscious work on repeat to stop depending on qualifications to feel worthy and have a deep knowing that you’re enough as you are. This is the work I do with my clients to get them radical results like double promotions & 61% pay increases in a single year. This is also the method I teach in the Elevate Collective. 6 months with me and other highly motivated black women managers who are ready to get promoted to the Director & VP ranks, and start making 6 figure incomes in their careers. DM me the word COLLECTIVE if you’re ready to get the director promotion and grow your corporate income to a 6-figure salary. _________ #Leadershipdevelopment #careeradvancement #diversityandinclusion #womenleadership #elevatewithrebecca

You don’t need another qualification to get a Director promotion. You’ve collected so many qualifications like ornaments in a jewellery box… If qualifications were the answer to getting unstuck from manager level, you’d have become the CEO by now. Finally getting the Director title next to your name and doubling your corporate income this year can be done in 3️⃣ ways: 📌 Shifting people’s perception of you If you’re known as the problem-fixer who goes above and beyond at work, contrary to what you think, this doesn’t give the decision-makers the perception that you’re leadership material. 📌 Doubling down on the visibility of your work It’s so important that your work doesn’t just stay in the confines of your team and your laptop. This is how many black women experience IP theft when others take credit for their hard work. And as a result, they continue to be seen as people who can get results, and not people who can pioneer results. Two different things. 📌 Elevating your inner identity This is not just repeating affirmations like “I’m a confident black woman, I deserve the promotion”…. It’s deeper than that. It’s unlocking belief systems that keep you feeling like you’re less than because you’re a black woman. It’s taking back your personal power by building new habits that support your identity as the BOSS at work. It’s tapping into deep subconscious work on repeat to stop depending on qualifications to feel worthy and have a deep knowing that you’re enough as you are. This is the work I do with my clients to get them radical results like double promotions & 61% pay increases in a single year. This is also the method I teach in the Elevate Collective. 6 months with me and other highly motivated black women managers who are ready to get promoted to the Director & VP ranks, and start making 6 figure incomes in their careers. DM me the word COLLECTIVE if you’re ready to get the director promotion and grow your corporate income to a 6-figure salary. _________ #Leadershipdevelopment #careeradvancement #diversityandinclusion #womenleadership #elevatewithrebecca