Introducing Associate Partner, Tammy Jackson!

Earlier this month Edgility Consulting welcomed Tammy Jackson as an Associate Partner. As a firm that offers talent equity solutions and executive search, we are honored to have her join our team. Tammy brings a strong human-centric and equity-focused approach to executive search, after years of placing exceptional leaders across the health, sciences, and social impact sectors, with a specialization in technology leaders. Get to know our newest AP,  as she shares her background, her passions, and her “why.”

Q. Can you share with us what this new role means to you personally and professionally?

Edgility Consulting has a unique value proposition that aligns with my core values. Its mission is to empower organizations to act on equity when building leadership teams that reflect and strengthen the communities they serve. Edgility puts their values to work, and in my new role, I will have the opportunity to continue recruiting senior leaders in healthcare whose organizations serve the most vulnerable – the patients. 

Healthcare organizations are facing unique challenges and are prime for disruption. The everlasting impact of COVID-19, the rise in digital health, changing care models, higher costs, workforce shortages, and the industry’s hiring practices require new and innovative solutions. Edgility conducts executive searches to place transformational leaders while helping these organizations bring practice and structure into alignment with their values around equity and inclusion – which is a mutually beneficial solution for health organizations who understand that it’s imperative to overhaul outdated hiring practices that are rooted in subjectivity and uncertainty.

My philosophy in recruiting leaders for my clients has always been to achieve better outcomes through inclusion. Edgility’s standard practice takes the guesswork out of the recruitment process by embedding evidence-based and metric-driven frameworks and processes to ensure fair and equitable hiring practices along the search continuum.

Q. How do you believe placing diverse leaders in healthcare roles is impactful? 

Placing diverse leaders in healthcare roles is important in many ways. It improves cultural competencies, addresses health disparities, drives innovation, fosters a diverse workforce, and promotes systemic change within healthcare organizations. 

  • Representation and Cultural Competence: Diverse leaders bring a range of perspectives and lived experiences that can better reflect the diversity of the communities they serve. 

“I firmly believe that diverse organizations are stronger, more resilient, productive, and empowered. Representation helps build trust and rapport with patients, as they see healthcare providers who understand their cultural backgrounds, values, and unique healthcare needs.“

This level of cultural competence can lead to improved patient satisfaction and outcomes. 

  • Addressing Health Disparities: Diverse leadership means teams are also more likely to be aware of and sensitive to health disparities that affect marginalized communities. They can advocate for policies and practices that address these disparities, such as improving access to healthcare services, reducing barriers to care, and tailoring treatment plans to meet the specific needs of diverse populations.
  • Innovation and Problem-Solving: Intersectional leadership teams bring a variety of perspectives and approaches to problem-solving. This diversity of thought can lead to more innovative solutions to complex healthcare challenges. Different backgrounds and experiences can spark creativity, drive new research initiatives, and improve the overall quality of care. 
  • Workforce Diversity and Inclusion: Placing talented, skilled leaders from different backgrounds in healthcare roles can also contribute to creating a thriving and inclusive workforce. This in turn, can attract and retain a pool of talented healthcare professionals who feel valued and supported in their careers. 

“A diverse workforce fosters collaboration, empathy, and cultural competence among healthcare providers, ultimately improving the overall quality of care.”

Finally, diverse leaders have the potential to drive systemic change within healthcare organizations. They can advocate for policies and practices that promote equity, diversity, and inclusion at all levels of the organization. This includes promoting diverse hiring practices, providing cultural competency training, and creating inclusive environments that value and respect all patients and staff.

Q. What values do you hold dear when it comes to talent management and executive search?

There are several things I hold dear when it comes to talent management and executive search.

  1. I prioritize integrity and ethical conduct, ensuring that the highest standards of professionalism, honesty, and authenticity are shown throughout the recruitment process.
  2. Every recruiter should value diversity and inclusion, recognizing the importance of building diverse leadership teams that bring different perspectives and experiences to the table. 
  3. Trust and open communication is essential for every search. It’s impossible to prioritize or build strong relationships with clients and candidates without trust and transparency. 
  4. Lastly, innovation in the process. Every search engagement is different and provides an opportunity for continuous learning. As a search partner, I need to stay up-to-date with industry trends and best practices, to provide the best possible service to my clients.

We hope you enjoyed getting to know Tammy a little bit more. We’re so excited to have her on our team! If you’re a leader or board member in healthcare or life sciences looking for your organization’s next leader, reach out to Tammy here.

Leverage Edgility’s expertise for your organization. Explore our other service offerings here.


Put your values to work. Act on equity.

We believe equity isn’t a box to check. It’s a daily action. Someone’s unique identity isn’t something to overcome–when paired with the right opportunity, it becomes one of their greatest professional assets. We exist to empower social impact organizations to recognize and overcome unconscious bias, racism and sexism so they can build a workforce that reflects and strengthens the communities they serve.