How Our Corporate Partners Make Diverse Leadership Pipelines Work
The Gap Between Priority and Practice
Building a diverse leadership pipeline is a documented priority for most organisations. Translating that priority into a working programme — with measurable outcomes and internal buy-in – is where the gap opens. The organisations featured here have navigated that gap. Their experiences offer a concrete reference point for what this looks like in practice.
Our Corporate Partners
What Our Corporate Partners Say
Jeroen Kroes
CFO
Van Lanschot Kempen
“Since joining [Roots Inspire], we’ve seen greater engagement from ethnically diverse talent and strong commitment from senior leadership to sponsor and develop this talent within our organisation.”
“This partnership reflects something fundamental: the responsibility—and privilege—of shaping an organisation where every talented colleague can thrive.”
The [Roots Inspire] programme creates a safe space where people can ask questions, share doubts, and gain confidence, knowing that they are not navigating their career on their own.
It is a strong reminder that representation does not happen by chance. It is the outcome of deliberate choices and sustained commitment.
Christina van Zanten
Global Head of Talent Management & DEI Rabobank
Klaas de Vries
Managing Partner
De Brauw Blackstone Westbroek
Talent development only works if it reflects the reality of the people going through it. Access to senior mentors who have faced similar challenges matters. It can shape how our ethnocultural colleagues grow and develop as leaders. Because these mentors are external, it can be easier to work on things that are difficult to raise internally.
Our Launch Paths
Path One: Awareness - Keynotes & Workshops
We engage your senior leadership on the dynamics of underrepresentation — the structural barriers, the business case, and the role leadership plays in closing the gap. This is the foundation for meaningful action.
Path Two: Action - Leadership Development & Sponsorship
For organisations ready to move beyond awareness. We provide tailored leadership development programmes for talent at various levels. We engage senior management in a structured sponsorship track — building inclusive leadership capability while directly accelerating the careers of your diverse talent.
Path Three: Integration - Sustainable Impact
For organisations embedding ethnic-cultural leadership development into their talent infrastructure. We integrate our programme building blocks into your existing frameworks — creating a sustainable pipeline with measurable outcomes and ongoing feedback loops.
Measured Outcomes
72%
of alumni made a career step within 18 months of completing the programme
88%
of participants report clarity on achieving their next career step, compared to 27% before
95%
of participants now feel inspired to maximise their potential, compared to 45% before
Frequently Asked Questions
Is Roots Inspire the right fit for our organisation?
Our programmes are designed for organisations that want to improve the retention and advancement of ethnic-cultural talent in their pipeline. We work across sectors and at different stages of maturity — from organisations building their first structured approach to those looking to integrate development into an existing talent framework.
How does this sit alongside our existing talent and DEI initiatives?
We build for integration. Our programmes are designed to complement your existing frameworks — whether that is an ERG structure, a talent review process, or an existing inclusion strategy. We align on touchpoints and reporting from the start.
What does partnership with Roots Inspire look like in practice?
A partnership can range from sending a few talents to our open enrolment programmes to full integrated talent pipeline development across different levels. We manage participant communication, programme delivery, and outcome reporting.
How quickly can a programme get started?
Getting started is straightforward. The process moves from an initial conversation through scoping and onboarding — structured to minimise the coordination load on your side while ensuring the programme is set up for measurable impact from day one.
Can senior leaders participate alongside ethnic-cultural professionals?
Yes — and we recommend it. Our sponsorship track is specifically designed for senior leaders, including non-diverse leaders, who want to develop their inclusive leadership capability while directly contributing to the progression of ethnic-cultural professionals in their organisation.
How do you measure and report on outcomes?
Participants complete a structured survey before and after the programme across four dimensions: career trajectory, career empowerment, actionable guidance, and support & inspiration. We provide a full performance summary with before and after data at cohort completion, along with session ratings and alumni career progression tracking. Organisation-specific reports are available starting from 10 participants.
How is the investment structured?
Our fees are structured per programme participant, creating flexibility to scale up or down depending on demand. Please reach out through the form below to receive the most recent pricing packages.
Get in Touch
If you are exploring what ethnic-cultural leadership development could look like in your organisation, we are glad to connect. Share your details and we will follow up to discuss how our approach might align with your objectives.