It’s just smart talent strategy.
Years ago, I was nominated for a Women of Color Career Development Program, designed to equip women of color in the early stages of their careers with the leadership skills needed to advance into senior roles. I was so excited! This was exactly the type of investment companies needed to make in future leaders and I was honored to have the opportunity.
But when I arrived, I was surprised to see that the program was led by an older, white man.
To be clear, there is nothing wrong with white men leading leadership workshops for women. I’ve been a part of many trainings led by people of different genders, races, seniority levels and personalities than my own. Some of my greatest champions and mentors have been those with whom I had absolutely nothing in common whether racially, culturally, in career stage or in leadership style. But if I’m being honest, I needed those who I did have commonalities with too, because their insight had more substance through shared experiences.
Was I glad to have his insight? Absolutely. Diverse perspectives matter. But his insights alone weren’t enough. The summit would have been significantly more impactful had it also included women of color leaders who could speak to breaking barriers, overcoming bias and positioning ourselves for leadership in ways that take these realities into account. Their insights wouldn’t replace the value of other perspectives, but they would add another layer of depth and relevance that could help me navigate real challenges specific to my experiences.
For many of us in that room, career and leadership development isn’t just about skill-building. It’s about navigating the systemic and cultural barriers that impact our ability to lead, advocate for ourselves and be seen as valuable talent. The program, though targeted to women of color, didn’t address the unspoken limitations we’ve internalized through lived experiences or the external barriers that still exist in many workplaces. This is what so many companies get wrong about talent development.
Tailored Career and Leadership Development Isn’t DEI. It’s Just Smart Talent Strategy.
When companies invest in professional development for underrepresented professionals, they often place it under the DEI umbrella rather than seeing it for what it is: a business investment in talent.
Effective learning and development (L&D) is always customized whether for women, racially diverse employees, new managers, senior executives or by specific job functions and industries. Why? Because relevant data-driven, audience-specific training makes all the difference. Here’s the reality:
- General leadership training is valuable but it doesn’t always account for the unique barriers of specific groups.
- If employees can’t see themselves in the lessons, examples and strategies being taught, the impact is diminished.
- Leadership development should be tailored to address real-world challenges, not just theoretical skill-building.
When companies fail to integrate relevant lived experiences, industry-specific data and audience-focused strategies, they create a gap between training and real-world application. That gap limits the impact of even the best leadership development programs.
How Companies Can Get This Right
- Recognize that leadership development is a core business investment, not a DEI initiative.
- Ensure that leadership training is relevant to the audience it serves. This doesn’t mean every workshop must be led by someone of the same demographic. It means ensuring content, examples and strategies address real-world challenges employees actually face.
- Incorporate a balance of perspectives. There’s value in hearing from diverse voices but representation matters. All employees need to learn from those who have walked in their shoes.
- Move beyond one-size-fits-all programs. L&D must be intentional, strategic and adaptable to different groups, roles and industries.
How Brij the Gap Has Helped Global Organizations Win
At Brij the Gap, we work with all employees and leaders to equip them with the skills to grow and lead effectively. We also pride ourselves on creating curated training that addresses the nuanced experiences and needs of specific groups. Our goal is not only to develop employees and leaders, but to provide a safe space where individuals can gain a deeper understanding of one another’s experiences in a productive way. This drives team success, collaboration and trust: essential elements of a thriving workforce.
So whether you’re looking for resources for all employees or development for specific groups, we are motivated by hearing each organization’s goals and challenges and partnering with you to drive meaningful solutions. We’d love to explore how we can support your organization with career and leadership training. We offer a full suite of resources but also customize training and experiences to align with your specific needs. If you’re interested in learning more, let’s connect.
