Finding diverse leaders to drive competitive advantage

Zyna supports hiring organisations who seek diverse, dynamic candidates as they look to build and broaden the representation of their leadership teams. Our focus is on diversity, not on industry, which is why we work across all sectors to place candidates into senior executive positions.

Zyna is a fierce advocate for diversity, equity, inclusion and belonging and is known for bringing rigour, candour, integrity, dedication and a spirit of collaboration and commitment to all search and talent engagements. We believe everyone starts from the same place, regardless of their racial, ethnic, gender or socio-economic background.

It is why we will always put talent first when recommending candidates for a role. It is why we are a trusted partner and leader on anti-racism across all sectors and have been fortunate to partner with some of the world’s leading organisations.

Current recruitment search models naturally miss candidates from Black and ethnic minority or low socio-economic backgrounds for senior executive roles, because they don’t know where to look, nor do they have the network.

This is where Zyna differs from its competitors. We have built up a strong, trusting relationship with affinity groups and diverse leaders in the industries we serve over many years, who provide us with contacts for identifying up-and-coming executives. This is how we developed the Whyte-book.

Why diversity should matter to you

There are only:

There are only three chairs in FTSE 100 from an ethnic minority background and five in FTSE 250 companies; and six CEOs in FTSE 100, 16 in FTSE 250 firms. 

While there are some from ethnic minority backgrounds, recent studies have shown specifically that there are zero black chairs or CEOs in the UK’s FTSE 100 companies (HR Review, 2021).

The c-suite is where an organisation’s most important decisions are made. Having a diverse and inclusive board enables firms to be more representative of all stakeholders and make sound, informed decisions.

That includes, racial, gender, neuro and socio-economic diversity – people with a range of backgrounds and life experiences.

Today, being diverse and inclusive can also give companies a competitive advantage. They are likely to be more profitable (McKinsey, 2020); attract more talent; and be more innovative.

However, the current lack of diversity at a senior executive level is affecting economic growth. While there is some ethnic diversity, there are no Black chairs, CEOs or CFOs in the UK’s FTSE 100 companies (HR Review, 2021). This, according to the McGregor-Smith review, is costing the UK £24bn a year in lost GDP.

{If businesses can harness that diversity of thinking – which we know often relates to racial and ethnic diversity – then they will have stronger teams, who can make informed decisions and create better outcomes.
Leading Banking Executive

All businesses, including regulatory bodies are starting to understand why diversity matters. If you want your company to thrive, you have to grasp that. You have to work towards diversity and inclusion and it’s important there are recruitment bodies like Zyna willing to drive that change.

Chief Information Officer
FTSE 100

Customers now have much more choice, and we have seen they will vote with their feet and their money. Colleagues have grown up in a generation where diversity, inclusion and equity is expected, so if the company shows no commitment to diversity, they will lose their customer base.”


People need training. They need to be trained at all levels of management in cultural competency, implicit bias and unconscious bias, if you want your organisation to become more diverse and inclusive. […] And it cannot be a one off, you need to institutionalise these things as well as track and monitor it.

Professor Keith Magee
Senior Fellow in Culture and Justice