Corporate Consulting and Training
At Leverage to Lead, we help women and people of color build dynamic corporate careers. But change cannot be left entirely to individuals; it must also be forged in the wider culture, in policy and practice.
We consult with organizations that are committed to cultivating diversity and building teams that reflect a range of ages, religions, experiences, nationalities, ethnicities, and gender identities. We help them develop the strategic leadership necessary to examine their culture and values, refine policies and practices to support equity, and invest in the personal and professional development of their teams.
You Can’t Take a Stand if You Don’t Know What to Say
Racism and discrimination are problems in our country. Our employees and clients expect us to know where our companies stand on these issues, yet we are completely unprepared to talk about it. A racial incident happens, or an anti-racist movement is burgeoning, and companies have no idea how to respond. The truth is, most organizations have no idea what they believe about social justice and racism.
So, we look to see what others do or say. We get on board or imitate, but without real purpose, significance, or action behind our words. We fail to send clear messages because we aren’t prepared. If companies haven’t yet done the work to identify values that support their vision of equality, they can’t articulate a stance that supports their employees and clients.
Why You Need a Response
It is hard to make a public statement about racism, social justice, and equality. It’s even harder to subsequently live up to it. Believe me, our team has to practice our values every day. We commit to walk our talk, and yet, some days, it feels like we practice more than we produce.
This will not be our country’s last confrontation with racial and discriminatory issues. If your client base is in the U.S., if you work with Black clients, or even if your client base remains all white, you need to say something. You need a statement on equity and inclusion (which does not have to be public) and a plan for how and when to respond to issues around race.
Four Steps to Preparing to Lead through the Challenge of Racism
Right now, your organization can:
Re-examine your company values. Commit to creating and cultivating values that support equity and inclusion.
Build an Equity & Inclusion Statement that explains your beliefs and your commitment to supporting your beliefs. This does not have to be an external statement. It might simply be a touchstone for you and your team.
Develop learning and growth plans to help you and your team live up to your Equity & Inclusion Statement and your values.
Audit and update your practices, policies, and systems to align with your Equity & Inclusion Statement and values.
Start Building and Living Your Values
True diversity, equity, and inclusion require us to go beyond organizational “best practices” and get to the heart of building DEI policies, practices, and relationships. Together, these can have a powerful and lasting impact on individuals, teams, and your organization’s entire ecosystem.
A comprehensive diversity, equity, and inclusion statement and plan will bring transparency, compassion, and confidence to communications with employees and clients, especially in times of racial uncertainty and stress. If you’re ready to take this proactive step, Leverage to Lead can support you.
Leverage to Lead is committed to establishing clear, specific, and actionable goals with every engagement. We help teams build the tools, knowledge, and skills needed to take immediate and ongoing action. We offer evidence-based strategies and practices that sustain the health and integrity of real organizational diversity.