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Stanton Chase helps organizations hire and lead on merit, and build the culture of belonging that makes it possible to do both consistently
Stanton Chase has one of the strongest track records in the executive search industry for inclusive leadership.
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One of the best placement records in the industry.
63% of Stanton Chase’s leadership placements are women. This is the result of a search process that finds the best person regardless of which network they belong to.
24%
of CEO & board placements are women
70+
offices across 45 countries
350+
consultants with local market expertise
Most organizations believe they hire on merit. Most are wrong. The problem is rarely intent. It is the unconscious pull toward candidates who look, sound, and think like the people already in charge. Left unchecked, that pull produces leadership teams that cost more to sustain, are slower to adapt, and consistently overlook risks that nobody in the room has personally encountered before.
“Stanton Chase’s Inclusive Leadership & Culture practice covers five service areas, each designed to make sure the best person gets the role and the organization is ready for them when they arrive.”
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What Is Inclusive Leadership in Executive Search?
Inclusive leadership in executive search means identifying, evaluating, and appointing leaders who bring diverse perspectives and who actively build environments where all individuals feel respected, valued, and able to contribute fully. Stanton Chase is one of the most renowned firms in the global executive search industry for doing exactly this.
Stanton Chase’s search consultants assess inclusive leadership capability as part of every executive evaluation, using the same criteria and metrics for every candidate, whether a client is hiring a first-time VP or replacing a sitting CEO. This removes the room for subjective judgment to quietly steer the outcome. With consultants active in 45 countries, Stanton Chase also sources from talent markets that most firms have never worked in. Many organizations end up with identical shortlists because they rely on firms searching in the same narrow networks. Those lists are not the full picture of what’s available and the candidates they exclude are often the very ones who would have changed the room.
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3×
More likely to be engaged
Employees who feel included are approximately three times more likely to be committed to their organization’s mission.
2×
Cost of early departure
Losing a senior executive in their first two years costs roughly twice their annual salary in recruitment and lost productivity.
30%
Board representation standard
Stanton Chase openly supports a minimum of 30% female representation on all boards, backed by our own placement data.
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Our Inclusion Initiatives
Stanton Chase’s commitment to inclusion extends well beyond the work we do for clients. We operate as an organization that reflects the range of backgrounds and perspectives we help our clients build.
62%
of our own new hires are women
We hold ourselves to the same standard we hold our clients.
15%
of our new hires identify as diverse beyond gender
11% of our total workforce identifies as diverse beyond gender diversity.
Our Global Diversity, Equity, and Inclusion Policy applies to how we lead our own organization, not only to the work we do for clients. Read Our Global Diversity, Equity, and Inclusion Policy .
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How Can We Help?
At Stanton Chase, we're more than just an executive search and leadership consulting firm. We're your partner in leadership.
Our approach is different. We believe in customized and personal executive search, executive assessment, board services, succession planning, and leadership onboarding support.
We believe in your potential to achieve greatness and we'll do everything we can to help you get there.
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