DIVERSITY ISN’T “POLITICAL”, IT’S PROFITABLE

AT CARTER FRASER, DIVERSITY ISN’T ABOUT “NUMBERS” BUT IDENTIFYING POTENTIAL OF ALL KINDS EARLIER SO IT IS RECOGNIZED AND DEVELOPED IN TIME TO MAKE AN IMPACT.

THE GOOD NEWS: POTENTIAL CAN BE QUANTIFIED!

DIVERSITY ISN’T “POLITICAL”, IT’S PROFITABLE

AT CARTER FRASER, DIVERSITY ISN’T ABOUT “NUMBERS” BUT IDENTIFYING POTENTIAL OF ALL KINDS EARLIER SO IT IS RECOGNIZED AND DEVELOPED IN TIME TO MAKE AN IMPACT.

THE GOOD NEWS: POTENTIAL CAN BE QUANTIFIED!

CAN WE BE FRANK?

There is a LOT of “noise” about organizations becoming more diverse but not enough honest discussion about what that means and how to do it. As a woman-owned business, we champion diversity “done right”. Data shows that having more women at the TOP of the organization, and a pipeline for diverse talent to be prepared for possible leadership roles, results in organizations that OUTPERFROM THEIR PEERS.

We DON'T believe that most organizations are actively trying to discriminate in their employee practices. But WE KNOW organizations can DO BETTER in building a workforce. A team that doesn’t just better represent your diverse customers but brings diverse talents that will help your organization thrive long-term.

IN GENERAL— ORGANIZATIONS LACK DIVERSITY AT ALL LEVELS BECAUSE:

  • Potential is NOT identified early enough.
  • Selection-bias limits the candidates who ARE considered.
  • Lack of diverse talent in earlier roles results in lack of diversity in leadership roles.

It’s about quantifying potential early and building CREDIBILITY and skills in time for future opportunities.

The fact is, we are ALL biologically wired with a bias for “people like us”. Without some kind of PROOF that a person is the “best” for a role, we unconsciously judge them as “undeserving” of their opportunity. This “label” of being just a “diversity choice” damages their credibility and acceptance. The biggest obstacle for talent of ALL kinds is getting opportunities to BUILD CREDIBILITY EARLY so they are considered, developed (and accepted) for future roles.

Carter Fraser has over 20 years of experience assessing talent at ALL levels, identifying AND quantifying potential strengths and preparing individuals for success in the RIGHT opportunity.

Talent comes in all shapes and sizes. When we take emotion out of the equation, organizations can find and develop the right talent for the opportunity and strengthen their organization.

WHAT OUR CLIENTS SAY ABOUT US
WHAT OUR CLIENTS SAY ABOUT US

Using her high-energy and personable approach, Kristi skillfully mixes cutting-edge theory and relevant best practices to present content in a way that is impactful for our executive development programs. Participants in our Women Executive Leadership program regularly comment that her engaging sessions are immediately useful and highly applicable to helping them achieve their goals. Additionally, her customized integration of assessment tools aids our participants in developing the self-awareness to increase their leadership effectiveness and organizational success.

Karen Russo Donovan, Ph. D.

ASSOCIATE DEAN, GRADUATE PROGRAMS & EXECUTIVE EDUCATION, PALUMBO-DONAHUE SCHOOL OF BUSINESS, DUQUESNE UNIVERSITY