Changing policies and culture for all white leadership organizations

Many organizations reached out to DEI consultants that fed the frenzy of performative actions after the atrocity of the murder of George Floyd. Many wanted help writing statements, workshops, and booking speakers - all quick short-term fixes - but were not truly ready to look within the organizational systems of inequities to make true change.

Unlike many of these organizations, when Lions + Tigers approached MyKimisms, LLC for DEI support, did it with an understanding of their shortcomings. Lions + Tigers grew out of adversity when their founder was laid off in her third trimester of pregnancy. Still, they acknowledged that as an all-white leadership team, they did not have the lived experiences to understand the weight of all forms of discrimination. 

MyKimisms, LLC completed a full organizational audit of culture, brand, people, policies, and procedures for Lions + Tigers to create an ongoing strategy map. Out of the 78 items identified during the audit, they have actively worked through 37 so far, which included a 20% increase in BIPOC representation in their leadership team, attracted talent by 2X with an employee retention rate of 93%, expanded self-identified BIPOC representation across the whole organization at 33%. Employee engagement in the category of employees feeling respected and valued by their management team scored 98%.

In this case study, we will go through the IDEA strategy framework (Inclusion = Diversity + Equity +

Speakers

Kim "Kimfer" Flanery-Rye Founder at MyKimisms, LLC