Ben Hewlett

Partner, Transportation & Infrastructure, Granger Reis

Ben has more than seventeen years of experience within the recruitment sector, specifically in Transport and Infrastructure related industries. He has worked with clients in a wide range of global geographic regions and has built a reputation as an expert in the provision of search, assessment and market intelligence services across the globe. He is passionate about the industries he works with and their heritage, whilst always seeking to help them evolve to meet the rapidly moving challenges and opportunities presented by issues such as diversity of thought, skills shortages and changing service requirements.

Ben began his career with GE before moving on to work for a UK based construction and property executive search business and before joining Granger Reis, was a Recruitment Manager for the consulting division of Balfour Beatty.

He has a degree in Politics from Liverpool John Moores University, and recently attended Cambridge Judge Business School. He is an equity holder in the company.

Speaker Sessions

Tuesday, 10 September | 15:45 - 16:30

Diversity and Inclusion: Culture as a Business Driver

Palace Suite

There’s no debate anymore - diverse companies are more profitable, deliver better customer value, and have reduced internal attrition. Additionally, with new legislation in various countries mandating female and minority representation on corporate boards and in the interview process, complicated by a historically low unemployment rate and dearth of talent, the need for strategies to increase access to diverse candidates has never been stronger. So why aren’t all recruiters, at this point, experts in finding diverse talent and ensuring these employees feel included in their company culture? The answer could stem from any number of things - changing definitions of “diversity,” an unwillingness to look beyond traditional recruitment methods, or the inability to successfully coach and train internal talent. In this panel, moderated by Dominic Herbert, we’ll quickly change that - taking a frank, honest look at what it takes to increase your diverse pipeline and keep those candidates engaged and happy for the entirety of their assignment and beyond.