Natasha Makhijani

Embodiment of Resolute Leadership

Natasha Makhijani is the Founder and CEO of

Oliver Sanderson Group PLC . After graduating with a bachelor's degree from the City, University of London and a master's from DePaul University in Chicago, she began her recruitment career on the Graduate Scheme at Hays. Fast-tracked into management roles, she achieved four promotions in four years and took a team from billing £10,000 to £80,000 a month.

She then moved to Michael Page, where she worked on a hybrid desk across permanent and interim senior leadership roles. She was given responsibility for growing Michael Page's Public Sector division from its offices in London. She soon became the company's number one biller in HR across the UK, but she always wanted to pursue an entrepreneurial path.

Having already set up executive desks at both Hays and Michael Page, Natasha switched her focus to establishing a business of her own, and in 2011, Oliver Sanderson was born. What started as one woman on a laptop in her dining room has grown into an international business at the cutting edge of executive search, working with big clients, winning awards, and making a difference internationally!

Oliver Sanderson Group PLC

Oliver Sanderson is an executive search firm with a difference, combining experience and expertise with innovation and fresh thinking. Their Values of Honesty, Integrity and Passion are at the heart of everything they do.

Their aim is to help clients achieve greatness by attracting, developing and retaining professionals of the highest calibre. They ensure clients strengthen their organisations by identifying and recruiting the best individuals and supporting their progression into accomplished leaders.

Oliver Sanderson has built up a strong track record of senior and C-suite appointments at FTSE 100, FTSE 250, and Fortune 500 companies. They offer end-to-end recruitment and consultancy solutions, and their team of highly experienced consultants offer a bespoke service designed to satisfy all recruitment and consultancy requirements. Unlike other recruiters, they offer a genuinely consultative service that ensures they listen to the client's needs and tailor the search process accordingly. This ensures that they can comprehensively search for candidates that are the best possible fit for the company and role.

Snapp CV

Oliver Sanderson is a pioneer of digital innovation in executive search and recruitment. Natasha is also the cofounder of Snapp CV, the world's first voice-technologyenabled mobile jobs platform with exclusive Amazon Alexa integration. If you ask your Alexa device to "find me a job", the search will be powered by Snapp.

The platform recently featured on the Mayor of London's TechInvest programme; an initiative delivered in alliance with the UK Business Angels Association to showcase London's most ground-breaking tech start-up businesses. It also won Recruitment Technology Innovation of the Year at the 2022 Recruiter Awards.

Diversity, Equity & Inclusion

As an Asian woman in the recruitment industry, Natasha has had to be extremely assertive to get to where she is today, and it has been far from an easy ride. Building an inclusive culture has been pivotal to Oliver Sanderson's success, not just for themselves but also for their clients and candidates.

Natasha is passionate about tackling DE&I challenges with clients and ensures it is far more than a box-ticking exercise.

Natasha Makhijani Founder and CEO Oliver Sanderson Group PLC

Natasha is passionate about tackling DE&I challenges with clients and ensures it is far more than a box-ticking exercise. Having built a strong track record of high-profile appointments of candidates from minority backgrounds across a wide range of industries, more and more companies are approaching Oliver Sanderson for help finding top level candidates who can help them improve representation in their organisations. During briefing meetings, Natasha and her team are often asked: "how do you ensure a diverse shortlist?" There are a number of steps that Oliver Sanderson take to provide an industry-leading diversity shortlisting process for their clients, including:

Ÿ Collaboration with diverse organisations and networks , such as BWHR (Black Women in HR) and HR Girlfriends. These networks and communities, often anchored and organised on LinkedIn, provide vital forums and support networks for minority candidates.

Ÿ The use of gender-neutral language in all job postings to avoid any gender bias in the selection process. They also remove any identifying information from CVs to ensure that candidates are selected based on their qualifications, experience, and skills rather than their gender, race, or ethnicity.

Ÿ Conducting structured interviews with all candidates to ensure fairness and minimise any unconscious bias. They use a standardized set of questions and assess all candidates on the same criteria, which helps to objectively evaluate their qualifications, experience, and skills.

Ÿ Providing diversity training to their team to raise their awareness of unconscious bias and encourage a more inclusive workplace culture. Their recruiters are trained to recognise and mitigate any potential bias that may affect the selection process.

Ÿ Tracking and monitoring diversity metrics throughout the recruitment process to ensure that they are meeting diversity goals. They measure success by tracking the percentage of diverse candidates in their pipeline and the number of diverse candidates hired.

Going ahead in the Future

Natasha would like to accomplish growth to an exceptional level in the interim side of her business over the next 5 years. She would also like to open offices internationally and has already started exploring New York, India, and The Netherlands. She believes it is essential to diversify her working practices and reach out - there is still so much more room to learn and expand.

Strategies for Fostering Diversity and Inclusion in the C-Suite as a CEO Strategies for Fostering Diversity and Inclusion in the C-Suite as a CEO

In today's rapidly evolving business landscape, diversity and inclusion have emerged as critical factors for organizational success. As a CEO, fostering diversity and inclusion in the C-Suite is not only a moral imperative but also a strategic business decision. A diverse and inclusive leadership team brings a wealth of perspectives, experiences, and ideas that can drive innovation, improve decision-making, and fuel business growth. In this article, we will explore strategies that CEOs can employ to foster diversity and inclusion in the C-Suite and create a thriving organizational culture.

Set the Tone from the Top : As a CEO, it is essential to champion diversity and inclusion from the highest level of leadership. Communicate the organization's commitment to diversity and inclusion, both internally and externally, and lead by example. Demonstrate inclusive behaviors and actively promote diversity initiatives to set the tone for the entire organization.

Create a Diverse Talent Pipeline : To foster diversity in the C-Suite, it is crucial to establish a diverse talent pipeline at all levels of the organization. Implement inclusive recruitment practices that actively seek diverse candidates for executive roles. Partner with professional organizations, diverse communities, and educational institutions to expand the talent pool and provide opportunities for underrepresented groups.

Eliminate Bias in the Selection Process : Unconscious biases can hinder diversity in executive positions. Implement objective and standardized selection processes that focus on skills, qualifications, and potential rather than personal biases. Train hiring managers and decision-makers on unconscious bias awareness to ensure fair and unbiased evaluations.

Foster an Inclusive Organizational Culture : Build an inclusive culture where all employees feel valued, respected, and empowered to contribute their unique perspectives. Encourage open dialogue, active listening, and collaboration across diverse teams. Establish Employee Resource Groups (ERGs) or affinity groups that provide support, networking, and mentorship opportunities for underrepresented employees.

Provide Diversity and Inclusion Training : Offer training programs to raise awareness about diversity, inclusion, and unconscious biases. These programs can help employees understand the value of diversity, challenge their own biases, and develop inclusive leadership skills. Leadership development programs that incorporate diversity and inclusion training can prepare executives to foster an inclusive culture in the C-Suite.

Mentorship and Sponsorship Programs : Establish mentorship and sponsorship programs that pair highpotential diverse talent with experienced executives. Mentors can provide guidance, support, and opportunities for skill development, while sponsors can actively advocate for their protégés' career advancement. These programs help break down barriers and create a more inclusive pathway to executive leadership.

Track and Measure Progress : Implement metrics and regular reporting to track progress in diversity and inclusion initiatives. Measure diversity at all levels of the organization, including the C-Suite, and set targets for improvement. Regularly assess the impact of diversity and inclusion efforts and adjust strategies as needed.

Engage External Networks and Partnerships : Engage with external networks, industry organizations, and partnerships that focus on diversity and inclusion. Collaborate with like-minded CEOs and organizations to share best practices, learn from each other's experiences, and collectively drive change in the industry.

Transparent Succession Planning : Incorporate diversity and inclusion considerations into succession planning processes. Develop and groom a diverse pool of internal candidates for C-Suite roles, ensuring that they have the necessary exposure, development opportunities, and support to be successful in leadership positions.

Foster a Culture of Accountability : Hold leaders accountable for diversity and inclusion goals and progress. Incorporate diversity and inclusion metrics into performance evaluations and reward leaders who actively champion diversity and inclusion in their areas of responsibility. Recognize and celebrate diversity success stories and milestones to reinforce a culture of inclusion.

Employee Resource Group Sponsorship : Encourage CSuite executives to actively sponsor and support Employee Resource Groups (ERGs). ERGs provide a platform for underrepresented employees to connect, share experiences, and drive initiatives that promote diversity and inclusion. C-Suite sponsorship of ERGs demonstrates leadership's commitment to fostering an inclusive environment.

Diverse Board Representation : Recognize the importance of diversity at the board level and actively seek diverse candidates for board positions. A diverse board can provide valuable perspectives, enhance decision-making, and influence the organization's overall diversity and inclusion efforts.

Inclusive Leadership Development Programs : Develop leadership development programs that focus on diversity, inclusion, and cultural competence. These programs can help current and future executives build the skills and mindset necessary to lead diverse teams, navigate crosscultural dynamics, and foster an inclusive culture within the C-Suite.

External Partnerships and Collaborations : Forge partnerships with external organizations and thought leaders who specialize in diversity and inclusion. Collaborate on research, initiatives, and events that promote diversity in executive leadership. These partnerships can provide valuable insights, resources, and networking opportunities for both the organization and the C-Suite leaders.

Publicly Share Diversity and Inclusion Commitments : Make public commitments and statements about the organization's dedication to diversity and inclusion. Share these commitments through public platforms, such as the company website, social media, and industry conferences. Publicly demonstrating the organization's commitment to diversity and inclusion can attract diverse talent, build trust with stakeholders, and inspire other leaders to follow suit.