in case we haven't met yet...
Allennials at Work is a DE+I advisory firm helping high-growth enterprises build an inclusive culture that foster high performing teams– so that they can outperform their competitors.
(Yes, McKinsey study shows that companies that are diverse and inclusive are 35% more likely to outperform their competitors).
Most solutions presented to you don’t align with how the workplace is evolving, create the top-to-bottom disconnect, or are simply unfeasible for implementation. We bring you the best mix of innovative ideas, lived experience, and practical strategies that cater to your organization’s strengths to support your teams’ performance.
How Allennials at Work came about...
Hi, I’m Clair, CEO and principal consultant of Allennials at Work. For me to share how this all came about… I need to take you back in time a bit.
It’s the winter of 2016. I’m sitting in a restaurant with a few of my friends. It’s a table of early-mid 20 year old’s. We’re chatting away about personal lives to catch up. Everyone in the table is in great entry-mid level positions.
Most of them are somewhat neutral about their employers. They can’t wait for their next vacation. They’re thinking of getting a new gig in a couple of years.
But there’s one that really stands out from the pack from the way they talk about their work. The sales rep. They love their organization in every way– what they do, their leaders, their role, compensation plan, their colleagues, development program.
But most of all? They feel SAFE in the organization.
Their managers and colleagues don’t freeze up whenever they hear about their (the sales rep)’s same-gender partner. Their managers are the first ones to speak out to protect their employees when they notice their employees exposed to any slurs.
The employees’ backgrounds didn’t matter once they were in the door. They could advance in the organization as much as they wanted to. The development opportunities were transparently disclosed to everyone.
A truly equitable workplace where differences are celebrated, included, and fiercely protected– even as an entry-level sales rep that dropped out of college that’s never heard of the term “DE&I”.
And it happened because the organization was able to get everyone– from top to bottom– on board, and integrate it throughout their talent management process.
fast forwarding to today...
That thought never left.
Stories from our clients’ employees, talking about how they’re so grateful to have them as their employers that they feel safe with, always makes my day.
In fact, it’s what led me to specialize only in helping great employers that genuinely want to create an inclusive workplace for their diverse talents– and are continuously improving their DE&I programs to better align their business and cultural objectives.
Your organization has gone through countless training, mentorship from experts, continuous changes, and years of trial and error. And we’re here to help your organization integrate everything in a way that best works for your organization’s leadership style– starting with talent management process.
And trust me when I say this. When that happens, the ripple effect is #amazing.
the ripple effect that we love
talents of diverse backgrounds:
Feeling appreciated at work, and excited about Monday mornings. Being more present with families without worrying about livelihood. For the first time, they don’t feel like they have to hide who they are.
team allennials:
Great sense of fulfillment knowing our evil genius was used to change thousands of lives for good… No 3AM messages are a plus.
companies:
Being able to delight even more customers with superior products and services, creating more awesome jobs in the process, happy employees giving 110%… And of course, meeting the business objectives around innovation and profitability.
stakeholders:
Pride that they’re supporting organizations that are doing great things for the industry, customers, and for their employees (+ stronger trust knowing that your organization CARES about your people)