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Enhancing Board Diversity and Expertise for the College of Radiography

Background

The College of Radiography faced a crucial challenge of filling two trustee vacancies with individuals possessing specialised skills in finance and law while also prioritising diversity on their board. To address this, they partnered with Morgan Hunt, who devised a comprehensive recruitment strategy. This case study explores Morgan Hunt's approach and its successful outcomes.

“The College of Radiographers Board of Trustees had two vacancies to fill after the incumbents had completed their tenure. Previous recruitment campaigns had been moderately successful but with a limited number of applicants. We instructed Morgan Hunt to find trustees with legal and financial specialist knowledge. The recruitment campaign was managed by Principal Consultant Will Worthington who carefully followed the brief to find trustees from a diverse range of backgrounds. Will’s excellent communication skills were nuanced and thoughtful, keeping us informed at every stage of the process. The short list of candidates was of a very high calibre and selecting two proved to be a challenge. Will and colleague managed the entire process efficiently and professionally. I could not recommend them more highly.“

Dr Marcus Thomas Jackson
Chair of the College of Radiographers Board of Trustees

The College aimed to fill trustee positions with candidates possessing legal and financial expertise while ensuring diversity. Morgan Hunt's challenge was to conduct parallel searches for candidates with specialised backgrounds and promote inclusivity in the recruitment process.

  • Multichannel Strategy: Morgan Hunt employed a multi-channel approach, simultaneously targeting senior leaders in finance and legally qualified professionals.
  • Diversity Promotion:The language and content of the role descriptions were inclusive and transparent. Advertisements were placed on diverse platforms, including the Black Leadership Job Board, and referrals from diverse networks were encouraged.
  • Headhunting: Proactive headhunting targeted individuals meeting the brief, highlighting the College’s commitment to diversity and governance.
  • Unconscious Bias Mitigation: Expressions of interest were anonymised during the longlisting process to minimise unconscious bias. Interview questions were tailored to ensure inclusivity.
  • Diverse Shortlist: Morgan Hunt delivered a diverse shortlist for both finance legal specialism meeting the College's objectives.
  • Competency-Based Interviews: Selected candidates underwent competency-based interviews focusing on skills, experience and alignment with the College's mission.
  • Successful Appointments: Two candidates were successfully appointed, fulfilling the finance and legal roles.
  • Diversity Enhancement: The finance appointee brought extensive governance experience and identified as BAME, enhancing board diversity. The legal appointee, identifying as LGBTQ, was attracted by the College's commitment to diversity and inclusivity.