A global energy giant wanted to improve the gender ratio within the supply chain of its lubricants division. Whilst already culturally diverse, they lacked significant female representation at the management or leadership levels. Although this was also a priority for the Group as a whole, they had a particular focus in this business function due to the endemic underrepresentation of women in the supply chain sector.
“I really can’t remember the last time I rated anything top marks! BIE has been superb from identifying a match to navigating and concluding the process. I’m struggling to put anything down to improve, which is annoying.”
BIE partnered with the senior leadership team to support the ambitious gender balance targets set by the Board. We worked to appoint a role model hire for the business as well as providing an ongoing female succession strategy through the wider supply chain organisation. BIE’s executive search team delivered diverse candidate shortlists with at least 50% female representation from across a Europe-wide target universe. BIE further supported the business to overcome individual unconscious bias throughout the recruitment process.
Through appointments at multiple levels, we were not only able to define a clear line of female succession but to also create a strong female peer group with subject matter expertise. BIE developed a rigorous Europe-wide search approach with better female supply chain representation. This was combined with a process ensuring that employee branding, role specifications and shortlists were attractive from a D&I perspective. New female talent was introduced at regional and country leadership levels whilst ensuring all new hiring decisions were based on a tight set of predefined technical capabilities.