Leaders must be able to understand and bridge differences and explore topics big and small, easy and difficult, in service to their colleagues, their business, our economy and our nation.

Today, once again, there is a heightened politicalization of efforts to create a more inclusive world. Ending discrimination based on skin color, gender, sexual orientation or any other measure of difference in our society in general, and corporations specifically, has, historically, been contentious, reflective of the privilege of power and systemic advantages. 

Below, we walk through the points of the Executive Order and discuss their misrepresentation of our work:

(a) one race or sex is inherently superior to another race or sex;  

We believe, as the US Declaration of Independence states, that all people are created equal. We believe in an equitable world and opportunity for all people, regardless of race, gender, sexual orientation, age, religion, etc.

While our work recognizes difference because of race, gender, orientation, etc., we do not teach that one race or sex is inherently superior or inferior to another race or sex.

(b) an individual, by virtue of his or her race or sex, is inherently racist, sexist, or oppressive, whether consciously or unconsciously; 

We do not believe any person or race is born inherently “racist, sexist, or oppressive.” We do believe racism, sexism, and oppression exists in this world. Brain research proves implicit bias becomes embedded into most individuals regardless of race or gender. This bias also becomes embedded into systems, structures and our culture. It takes conscious hard work to become aware of these biases and undo their impact on systems, structures and culture.

(c) an individual should be discriminated against or receive adverse treatment solely or partly because of his or her race or sex; 

We do not teach that an individual, by virtue of his or her race or sex, is inherently racist, sexist, or oppressive, whether consciously or unconsciously. We believe individuals, through their group identities, lived experiences and personality, can often be unconscious of systemic advantages and disadvantages and how that impacts their leadership and work.

(d) members of one race or sex cannot and should not attempt to treat others without respect to race or sex; 

Our work and mission is expressly the opposite. 

We advise leaders to learn to see and experience themselves as both unique individuals and members of different social groups. Both/and thinking helps us see and listen to each other more transparently and authentically.

We believe it is necessary to develop the complex skill of acknowledging our shared human experience as well as being race/gender conscious at the same time. This is navigating what we call the sameness/difference paradox. When we treat everyone the same and don’t see color or gender, we must look at who sets the standard for “sameness.” 

We must also learn to notice how people actually do get treated differently with respect to race or sex. With this fuller picture, we can attempt to treat others fairly.

(e) an individual’s moral character is necessarily determined by his or her race or sex; 

Race or sex does not by itself define an individual’s moral character.  

(f) an individual, by virtue of his or her race or sex, bears responsibility for actions committed in the past by other members of the same race or sex; 

Individuals do not bear fault for actions committed in the past by other members of the same race or sex. We say that we bear responsibility for understanding the past and how we choose to lead, relate and understand each other in the present in order to move into an inclusive and equitable future.

(g) any individual should feel discomfort, guilt, anguish, or any other form of psychological distress on account of his or her race or sex; or 

We support individuals discovering awareness and orienting themselves according to their growth mindset around inclusion. That is why we underscore personal responsibility and enlightenment, not guilt/shame. Our work energizes all people to see themselves as important contributors towards a more equitable and just society, organization or community. 

We believe, wholeheartedly, in meeting people where they are. We create experiences and facilitate deep conversations that get leaders thinking, without blame. Leaders reach their own conclusions on what diverse, equitable and inclusive leadership looks like.

We do not believe that guilt, anguish or shame does any good other than to keep people frozen from being the change they wish to see. We do recognize discomfort, confusion and distress as natural reactions for some when exploring and talking about difficult issues such as race and sex. Our work gives people tools to move through these feelings when they arise.  

(h) meritocracy or traits such as a hard work ethic are racist or sexist, or were created by a particular race to oppress another race. 

A belief in meritocracy or a hard work ethic are traits shared by many cultures around the world and can create much success. We do not automatically attribute it to oppression.   

We believe that meritocracy is important to factor in as a leader, as are Insider and Outsider statuses and the tailwinds and headwinds associated with being an insider or outsider.