Thought leadership from Aston Fisher your search and interim experts

A year on from the murder of George Floyd, the conversation around diversity and inclusion has evolved tremendously. But how do you start the conversation with those who are resistant to hearing it? How do you move from conversation to action when your talent pool is notably short on diversity? And are Britain, the US and Europe even talking about the same thing?

We gave HR leaders from across sectors a chance to bring their most pressing diversity questions to Annmarie Dixon-Barrow OBE of Annmarie Consulting.

With two decades of experience and seats on several boards, including the Open University, Camden ITec, LAMDA and The League of Mercy, Annmarie is one of the world’s leading diversity experts. She specialises in developing innovative programmes to get diverse professionals into roles commensurate with their academic qualifications. Here’s what she had to say.

Hiring strategies for diversity and inclusion Q A with expert Annmarie Dixon Barrow

How do you develop executive incentive plans for 2021 that reward fairly on key metrics other than movement of share price?


Executive incentive plans are usually based on the company’s share price. In 2021, share prices may be many things, but an accurate reflection of exec performance is not one of them.

We asked HR leaders across a range of industries what challenges they’ve faced in setting executive incentive plans for this unusual year, and how they’re overcoming them.

How do you develop executive incentive plans compressed


Most of the world is covered by water.
A fisherman's job is simple: Pick out the best parts.
Charles Waterman