“Dr. Anita has demonstrated a commitment to each Rehrig Pacific Family member that goes far beyond what is normally expected in a consultative relationship.”
"The Rehrig Pacific leadership team and I are incredibly excited to have chosen Dr. Anita Polite-Wilson to guide us through our journey towards greater Diversity, Inclusion, and Belonging. We pride ourselves on our value of Family and to truly represent that requires that everyone feels a sense of belonging. Not only will our journey satisfy our Values, but reaching our goals will drive improved results for our business. Dr. Anita has a fantastic mix of insightful, tough questions and a supporting, caring method. I am positive that Rehrig Pacific will meet our goal of becoming a more diverse, inclusive company with Dr. Anita’s help, and I am thrilled that she is working with us.”
Will Rehrig
CEO
Rehrig Pacific Company
Scharrell Jackson
Partner, COO, CFO
SquarMilner
“I knew I had chosen the right facilitator.”
"I invited Dr. Anita to facilitate a workshop for my leadership team that was the kick-off for new series. Within the first 10 minutes of observing her, I knew I had chosen the right facilitator.
Although she and I had only spoken once, it was clear that she listened between the lines and knew exactly what I wanted for my team based on our conversation.
After my opening remarks, I had intended to stay for a short time. But I was so impressed that I rescheduled another meeting and stayed for 75% of the session.
I mentioned that Dr. Anita kicked-off a new leadership series for my team and after the group had experienced another facilitator, they overwhelmingly said, 'Please bring Dr. Anita back!' And I was happy to do so."
Executives need a safe space to be themselves, and they've got to feel comfortable enough to do so.
It’s time to make sure C-suite leaders feel safe enough to come together to talk about diversity.
Because if you don’t feel comfortable enough to have vulnerable conversations about diversity in the C-suite, how can you expect managers to do so?
Situating yourself in the Diversity, Inclusion & Belonging conversation happens when you enter as an individual first and as a member of the C-suite second.
Having Diversity, Inclusion & Belonging conversations doesn’t have to be difficult. It’s just different.
That’s exactly what we’ll navigate together.
Integrate Core Values
Align the values you say your company has with the behaviors that will get you where you want to be.
Incorporate your guiding principles into a journey of belonging from the top through the front lines. Because if the C-suite doesn’t embody company values to the organization, who will?
Ignite Employee Engagement
Employee experience and engagement rely on the C-suite transforming into more inclusive leaders.
Introduce change-the-culture behaviors, rather than implementing check-the-box initiatives that exempt leaders from making any changes themselves.
Improve Workforce Sustainability
If you want to reduce employee turnover, let’s ensure an authentic tone at the top, so people on the front lines stick around longer.
Role model what it means to be an inclusive leader, so it can cascade successfully to direct reports and beyond. If you can’t make Diversity an essential part of business, how do you really know if your workforce is sustainable?
As a C-Suite Trusted Advisor and Board Director, I take a complex topic and make it a lot safer for the C-suite to navigate. Here’s how:
1
Start With the C-Suite
Get started by focusing on Belonging in the C-suite before moving forward with the rest of the company. Eliminate barriers to success. We invite participation, investigate perceptions, and integrate perspectives, using my welcoming, affirming, repeatable, manageable [WARM] process.
2
Tune In & Trust Each Other
Then, we give everyone in the C-suite space to be heard. Allow leaders to show up as their authentic selves and speak their true feelings. Because you don’t have to let fear of saying the wrong thing hold you back from creating a culture of belonging.
3
Cascade Inclusive Leadership
Finally, we create a Strategic Inclusion Plan to execute true DIB from the top through the front lines. This isn’t just words on a piece of paper—this is the C-suite role-modeling behaviors in deeper alignment with company values. The C-suite will be equipped to shape a people-first employee experience, which increases employee engagement and improves workforce sustainability over time.
“We couldn’t have hired a better person.”
“My experience with Dr. Anita has absolutely been phenomenal. Since my first interaction with her, I felt a sense of trust, honesty, and integrity. Her commitment to supporting her clients is unprecedented, and I’m truly excited about having her lead us on this journey of Diversity, Inclusion, and Belonging at Rehrig Pacific. We couldn’t have hired a better person.”
Derek Fields
SVP of Sales & Marketing
Rehrig Pacific Company
Hi, I’m Anita Polite-Wilson, Ph.D., affectionately known as Dr. Anita
Founder and CEO of Dr. Anita Enterprises, Inc.
Let’s create the kind of a culture that makes every employee feel like they truly belong.
Dr. Anita Enterprises, Inc. is a boutique consultancy for C-suite leaders like you.
Many of you want to do the right thing and may be afraid of saying the wrong thing. That’s why I’ve developed a series of year-long Mastermind experiences that provide C-suite leaders with a place to be candid about their challenges around Diversity & Inclusion.
You’ll cultivate Belonging as a C-suite team and walk away knowing how to confidently role model what it means to be an inclusive leader, which cascades to your direct reports and beyond.
Even after over 2 decades of working with C-suite teams, I believe Diversity, Inclusion & Belonging doesn’t have to be difficult. It’s just different. Having an organization where everyone feels like they belong is possible, and I want the same for you.
Just started navigating Diversity, Inclusion & Belonging, but feel like you don’t know what you don’t know?
My complimentary ebook entitled, "Leading Diversity, Inclusion & Belonging Work: What's Your Why NOT?," can serve as an exploratory starting point for your C-suite team. Wherever you—and/or your organization—are, the first step in thinking through your business strategies for the 21st century and the current environment is to examine your WHYS AND your WHY NOTs for doing DIB work.
Want a sneak peek of what it’s like to work together?
Effective C-suite leaders don't have the luxury of avoiding uncomfortable topics anymore. Lucky for you, I take a complex topic like Diversity, Inclusion & Belonging and make it safer to navigate.
Tune in to my conversations with executives like you on the Keeping It Real with Dr. Anita podcast, the most accessible way to learn about Diversity, Inclusion & Belonging from the top through the front lines.
