Diversity, Equity and Inclusion:
Our Policy and Practices

As a recruiting firm engaged in executive search, Pender & Howe has a deep social responsibility to recognize and champion Diversity, Equity and Inclusion (DEI) in every recruiting assignment.

We value all differences, regardless of age, gender identity, sexual orientation, race, ethnicity, social class, physical ability or challenges, religious values, political beliefs and more.

We search for the best available talent, without bias.

Our DEI Practices apply to our own employees first and foremost. Our company leaders are committed to improving the employee experience and extending those Practices to all search candidates. Further, we seek to understand and support the DEI Practices of our clients. We represent their values in the marketplace when acting on their behalf during the search process.

In January of 2020, we adopted a TEAM approach to our candidate networking and evaluation. Together we are promoting equity, Empowering positive change and inclusion, being Accountable for results, and Mutually embracing diversity through the following practices:

Ensuring our client’s job descriptions use inclusive language

We focus solely on sharing our client’s core company values, as well as the critical criteria for the job – this includes removing any potential biases.

Implement blind resume screening

This allows us to focus on the knowledge, experience, skills and values of the candidate and cross reference them with our client’s needs, regardless of social, cultural, religious and other differences outlined above.

Emphasize value-based hiring

We lean on our client’s core values and project these across job descriptions and throughout candidate interviews.

We have standardized the interview experience to eliminate bias. Our goal is to ensure a fair, interview experience for all. We have also identified barriers to entry that, with resolution, will increase the talent pool.

A common practice in the recruiting industry has been to consider the “cultural fit” of a candidate. Pender & Howe Executive Search has replaced that thinking with the evaluation of a candidate’s “cultural add” potential.

“Cultural add” is a philosophy that consciously embraces individuals from different backgrounds, communities and demographics to foster a culture of inclusiveness. This leads to more innovative and creative teams.

Forbes Magazine
December 2020

Considerable progress has been made over the past 12 months at Pender & Howe in our executive search assignments, however we recognize there is still much work ahead for employers, individuals and the recruitment industry as a whole. We are committed to being a Diversity, Equity and Inclusion leader in the executive search industry.