As part of Alexander Jackson’s continued commitment to work with our clients and to help manage our gender diversity gap, we have launched a Female Energy Division (FED), not only to attract more females into engineering but also to help them successfully apply and gain career progression.
There are a number of recent studies that show a link between more balanced gender distribution in a company’s management and its profitability:
According to McKinsey, companies across all sectors with the most women on their boards of directors significantly and consistently outperform those with no female representation – by 41% in terms of return on equity and by 56% in terms of operating results.
In a study of the Fortune 500, Catalyst reveals that companies in the highest percentile of women on their boards outperformed those in the lowest percentile by 53% higher return on equity, 42% higher return on sales, and 66% higher return on invested capital.
To help our clients conform to diversity challenges, we have launched our Female Energy Division (FED) to assist clients with Gender Diversity which remains an issue in Engineering organisations.
FED will attract females across all levels of engineering, and Alexander Jackson will work with them to find positions within companies that really appreciate having a woman on their team to increase innovation and enable them to create a more competitive edge.
We know we can help you create a dynamic and diverse workforce, attractive to both female and male engineers; let us be your go-to partner to manage gender diversity.
TO US, DIVERSITY MATTERS
It’s well recognised that the business case for Diversity is stronger than ever. The most diverse companies are now more likely than ever to outperform non-diverse companies on profitability. Yet, despite the facts, progress overall has been slow.
At Alexander Jackson, we believe that it’s part of our mission to ensure that we promote Diversity of thought. It’s our responsibility to contribute to shaping businesses of the future by providing our clients with access to the best candidates irrespective of gender, race, sexuality, disability, or socioeconomic background.
To us, it’s more than just a simple business consideration and a moral obligation.
And we’re proud to say that we partner with clients across the globe, building diverse leadership teams across their businesses and regions that are fully representative and as diverse as the customers they serve.
OUR DE&I COMMITMENT
We’re committed to ensuring that for each and every leadership initiative, we will provide as diverse a range of candidates as possible. This commitment is clearly evident when considering that 65% of our placements in 2022 were termed ‘diverse hires’.
Since 2010 we’ve made DE&I our priority. That’s why we created teams dedicated to providing D&I talent solutions, whose role is to proactively track diverse talent across all of our specialist consumer sectors globally.
We monitor trends and apply our research and insights to enhance our D&I proposition. We also provide the latest advice to clients on adopting D&I policies and how best to strengthen them to improve the engagement strategy more effectively in attracting diverse candidates.