The Harper Slade Difference

We Frame the Work Differently

• Nurturing Inclusive and Diverse Cultures is a human-centric risk mitigation strategy, period.

• The Future of Work is Multicultural and will be driven by Women: How you court and retain this population is critical to your growth.

• Sameness, Inequity and Exclusion at work, no matter the persistence or prevalence, stifles our collective economic well-being and has a choke-hold on your workplace.

• Leadership discipline in this space must learn how to instinctively seek inclusive and equitable practices at work. This must happen as a matter of default, it is one of the most significant paradigm shifts your leaders will be asked to undertake. They (and you) will need a thoughtful guide along the way.

What You Will Feel

• We lead with invitations, not mandates: You can’t yell someone out of their point of view or lived experiences. We invite you to reimagine a less cumbersome workplace, one where multiculturalism is thriving, seemingly effortlessly.

• We don’t start with challenging actions and behaviors: We believe everything, EVERYTHING, starts with understanding our existing beliefs about people who are “different”. We all come to work with a narrative about the other which is almost always in the way of our culture and inclusion goals. Those beliefs must be examined BEFORE the work can evolve and persist with fidelity.

• Grace Over Gotcha: The yelling, peddling guilt and shame, reckless language,and attitudes thwart positive learning and intended outcomes in most any context, especially this one. Every bit of inclusive and equitable culture work is counter- intuitive and entirely foreign. It’s jut not how most of us
  have lived our lives. Therefore, HOW this doctrine (and the people trying to understand it) are handled and supported is as important as the work itself.