Egon Zehnder

Global HR Practices

Presented By:
Kham Aim Chakhap 1501018
Toshan Kumar Singh 1501050

About the Company

Services - provides board advisory, CEO and leadership
succession planning, executive search and assessment, and
leadership development services worldwide.
Founded 1964 in New York (currently headquartered in
Zurich Switzerland)
Human Resource over 400 consultants in 69 offices
across 41 countries
Revenues USD 667.7 Million

Diversity and Inclusion

The company believes developing a truly global, equal
partnership comprising individuals from both genders at
all levels and including many cultures, languages, and
beliefs, have a deeply personal appreciation for the value
of diversity for both the company and the clients.
They believe that diversity of perspectives and viewpoints
leads to better decisions, more creativity, and overall
better business. They aim to accessing talent pools such
that the company develops a workforce that reflect the
global nature of their business.

Initiatives for Women

Inclusion
WIN Conferences: WIN is an independent global womens
leadership organization that develops, empowers and
connects leaders with a feminine, authentic and global
vision. Egon Zehnder consultants serve as plenary speakers
at WINs three-day conferences around the world and lead
workshops to help women succeed in their careers.
Catalyst: Catalyst is the leading global non-profit
organization with a mission to accelerate progress for
women through workplace inclusion. Egon seeks for joint
opportunities to deliver solutions on how to enact real
change by leading joint programs targeted to senior women
and other diverse groups

Initiatives for Women

Inclusion (continued)
Independent Women Directors (IWD) Project:
In partnership with Sabanci University, this project aimed at
increasing the number of independent women directors in
Turkey. As of 2015, the database has some 300+ Turkish
women who fit board ready criteria.
The Rising Talents Program:
20 to 25 young women are invited to take part in this
program. This community of more than 125 members offers
year-round networking opportunities.

Building Global Mindsets

Executives with a global mindset dont just understand they understand,
adapt and influence across a range of cultures and situations. In their view,
six core attributes:
A deep Motivation to discover new things, lifelong curiosity and a
willingness to learn.
Humility. Also known as knowing what you dont know, or the ability
to ask the [right] dumb question.
Boldness. Put themselves in unfamiliar situations, to take calculated
risks and to make mistakes
Learning agility. Assimilate new facts and concepts, the memory to
retain them, and the capacity to re-deploy them
Intercultural sensitivity. Ability to pick up on cues in specific situations
language and non-verbal signs and to develop the same level of trust
with people of other cultures as we do in our own.
Comfort with ambiguity. Being able to take decisions based on highly
imperfect information

Key Practices to enourage global

mindset
Firstly, Relocate key functions
and top executives to new
markets.
Nothing is as powerful a signal to
the rest of the organization as
relocating senior leaders

Second, reward those who move.

Returning individuals find that
they are less well known at
headquarters than when they left,
and that people show a surprising
lack of interest in what they have
done or achieved

Third, train those who dont

move.
Ensure that those who cannot
move are developed as well.
Roles on international taskforces,
assignment of global
responsibilities, and training
programs

Finally, it is critical to embed

these principles in the companys
values.
All stakeholders need to
perceive that a global mindset
and a culture of inclusiveness is
core to the companys identity

Diversity Pulse Check

Egon Zehnder believes that the true measure of diversity
and inclusion is the degree to which your culture
encourages people to value the strengths and ideas of
those who are in some way different from themselves. For
this they adopts and offers a Diversity Pulse Check which:
gauges the managements conscious and subconscious
commitment to inclusion
maps how leaders current diversity mindset shapes
your culture
identifies where often unconscious biases in individuals
and processes work against your Diversity and Inclusion
aspirations.

Ensuring Diversity as a
Leadership Competency at the
Top
Egon Zehnder International has developed a comprehensive model of
leadership that encompasses ten core competencies of senior executives.
One of those competencies explicitly focuses on diversity.

Knowledge Management
through Intranet 2.0
The firm discarded its traditional rigid document repository
system and adopted a social software (developed by Socialtext)
which enabled consultants and researchers to interact with
each other flexibly. Major reasons for adopting this were:
Consultants and partners in different countries needed a way
to work together on cross-border assignments, sharing ideas
and driving strategy.
Practice leaders across their 22 industry segments wanted to
be consistent in the way they approached clients, and in the
services they offered.
Executive assistants had to make the information required by
traveling staff accessible whenever it was needed, any time,
day or night

We had this vision of a global

watering-hole, a place where everyone
in the firm could talk to each other,
exchange best practices, share
research and knowledge, and leverage
firm-wide our incredibly rich set of
Relationships
- James Martin (Partner)

Thanks!
Any questions?

References
http://www.businesswire.com/news/home/2016021700670
2/en/Egon-Zehnder-Reports-Consistently-Strong-Perfo
rmance-2015
http://www.egonzehnder.com
http://www.bloomberg.com/research/stocks/private/snaps
hot.asp?privcapId=4069740
http://diversityplan.colorado.edu/resources/defining-andenacting-pages/how-to-make-diversity-work