EGAL is driving a leadership movement to reimagine business for an equitable and inclusive society.

We are propelled by the recognition that the status quo in business is creating limiting and harmful barriers for certain folks – related to one’s gender, race, sexual orientation, and more. It’s past due time for a shift. For too long, business has been part of the issue perpetuating inequities. Business and business leaders must be part of the solution to address systemic inequities, particularly those created and perpetuated by business.

In this vein, education for business leaders needs an upgrade. There is a generational revolution in how business leaders should be educated. Diversity, equity and inclusion (DEI) skills must be embedded in value creation and all roles (not just left to HR and people leaders). Business leaders to date have not been trained as Equity Fluent Leaders – this is a gap that needs addressing.

We also recognize that more diversity is desperately needed among business leadership. Women; Black, Indigenous and people of color (BIPOC); and those from other marginalized communities are historically under-trained and under-represented in business training programs.

It comes back to being good business. There is business value among diverse leadership styles and lived experiences. There is business value in building and embedding DEI skills among all business leaders.

Our approach

Our work centers on providing hands-on education and learning opportunities, developing actionable resources and insights for leaders, and supporting academic research and business school faculty to advance diversity, equity and inclusion (DEI).

We have four focus areas. These include:

  1. Products & Services: Products and services that companies develop have massive impacts on people globally. They can advance bias and inequity, or advance inclusion and equity.
  2. Leaders & Colleagues: Individuals must act everyday to advance inclusion. Inclusive mindsets and acts are critical throughout all employee ranks, especially for managers and leadership.
  3. Culture: Creating cultures of inclusion and belonging require reimagining the ways workplaces are structured and expectations.
  4. Organizational Systems: Vast inequities exist in society and work, while the structure and nature of work is changing. We must advance organizational systems change that advance equitable societies.

Contact egal@berkeley.edu to learn more about EGAL and our work.