Humanitarian organisations operate in some of the most complex and unequal contexts in the world. Leadership decisions made at senior levels directly affect how resources are allocated, whose needs are prioritised, and how communities experience humanitarian response.
Despite this, many humanitarian organisations continue to face a significant EDI gap in leadership. Senior teams often lack diversity in perspective, lived experience or geographic representation limiting the organisation’s ability to respond effectively and equitably.
This gap is rarely the result of intent alone. Structural barriers, inherited leadership models and risk-averse recruitment practices all play a role. However, without intentional action, these patterns persist and can undermine both organisational culture and external credibility.
Closing the EDI gap requires more than aspirational statements. It demands a critical review of recruitment processes, leadership development pathways and governance oversight. It also requires creating leadership environments where diverse voices are not only present, but genuinely influential.
At Oxford HR, we support humanitarian organisations to address EDI challenges through inclusive executive search, leadership assessment and development. By focusing on systems rather than individuals alone, we help organisations build leadership that is representative, responsive and grounded in the realities of humanitarian work.
Inclusive leadership strengthens decision-making, enhances accountability and ultimately leads to more effective humanitarian outcomes.
If your organisation is seeking to strengthen inclusion at leadership level, Oxford HR can help you assess gaps and build leadership structures that better reflect the communities you serve.
