Frameworks
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P.A.C.E. PROGRESS FRAMEWORK
Courageous Consciousness Chart
P.A.C.E. PROGRESS FRAMEWORK
The framework that teaches you how to take strategic, measurable, and sustainable action for your diversity, equity, and inclusion initiatives.
7 Attributes of Courage
Courageous Consciousness Chart
P.A.C.E. PROGRESS FRAMEWORK
The framework that shares CEO Antoinetta Mosley's definition of courage using the letters C-O-U-R-A-G-E.
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Courageous Consciousness Chart
Courageous Consciousness Chart
Courageous Consciousness Chart
The framework that teaches you the tools you need to have effective courageous conversations in the workplace.
It's Time To Take Strategic Action
Overview
The pace of progress for diversity, equity, and inclusion (DEI) strategy, initiatives, and education in the workplace has not been consistent with the changing demographics. It is time for actionable solutions.
If you're like many organizations, you are probably having difficulties with where to start, how to keep the momentum going, or how to measure and define success. You need to use the P.A.C.E. Progress Framework as your guide!
I Follow the Leader heightens awareness and readiness of DEI initiatives within companies. Using the P.A.C.E. Progress Framework, we move businesses along the diversity continuum, improve their overall culture, and help leaders take action to increase profitability, creativity, and innovation. Our consultants work with a wide array of stakeholders across small businesses, nonprofits, universities, and large enterprises.
Learn More
The P.A.C.E. Progress Framework developed by I Follow the Leader, LLC helps workplaces successfully navigate their diversity, equity, and inclusion journey. P.A.C.E. stands for Prepare, Access, Commit, and Execute; the framework provides a cycle of actionable solutions that can lead to systematic change.
Phases
1. PREPARE.
- Leadership affirms diversity, equity, and inclusion is a strategic priority.
- Challenge past beliefs and assumptions.
- Acknowledge that the process will be an ongoing journey.
2. ASSESS.
The Cultural Audit Phase*
- Survey key stakeholders specifically about diversity, equity, inclusion, belonging, and harassment. Anonymity is critical.
- Listen to stakeholders' feedback about diversity, equity, inclusion, and belonging through a multitude of conversations. Examples: 1:1 interviews, focus groups, strategy sessions.
- Review policies, procedures, and communications related to diversity, equity, and inclusion. Examples: Hiring policies, onboarding documents, jobs page.
*Our firm recommends following best practices and having an experienced outside company conduct your cultural audit and provide you with recommendations on the next steps.
3. COMMIT.
- Prioritize next steps based on the cultural audit results.
- Strategic Planning. Examples: 1-year DEI Action & Measurement Plan, Pipeline/Recruitment Plan.
- Educate stakeholders. Examples: Host a DEI, Racial Equity, Unconscious (Implicit Bias), or Respectful Workplace Training. Have a "Courageous Conversation" or Strategy Session.
4. EXECUTE.
- Track progress regularly.
- Measure Results. If the strategy phase was fully executed, you will have metrics listed in your measurement plan for each activity listed in your action plan.
- Share results with internal and external stakeholders. Recommend quarterly updates.
Do you want to advance diversity, equity, and inclusion at your workplace?
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