In the public sector, managers get on average 24 minute of management training a year. 24 minutes won't be enough. At oneTILT we are completing redesigning the leadership development experience for managers. Our unique three-prong approach allows us to support you and your team in becoming the best, most inclusive versions of yourselves.
Managers deserve stronger skill development to ensure that they have the foundational mindsets and tools to lead effectively.
race, equity, and inclusiveness
Leaders can expand their impact through self-reflection, dialogue, and action around race, equity, and inclusiveness.
Our systems aren't designed for students, families, and talent of color. Using creative, collaborative problem-solving helps unlock innovation as schools and organizations advance inclusive leadership.
Our Commitment to
Diversity, Equity, and Inclusion
At oneTILT, we believe several things. People come first. Revolution requires representation. Everyone deserves to bring their full, authentic self to work. We’re better together. And when we can put those beliefs into action, we push the needle closer toward a world where equity is in fact possible.
We know we are at our best when we cultivate and sustain a diverse team - founded on a culture that is inclusive and an organizational system that is equitable. This work requires diverse, unfiltered perspective - so we seek to build a team that reflects the world we live in - and the world we want to be true for our future. That means diversity isn’t a buzz word for us; we bake it into our organization’s DNA, where we are constantly looking to advance intersectional representation across race, ethnicity, gender, sexual orientation, ableness, citizenship, language, religion, and other social identity markers.
We unapologetically put the stake in the ground around race - and about building a race equity culture. That means we work with people of color and white people - in coalition and with an approach to pursue everyday anti-racism. It also means we’re always looking to advance racial equity in every mindset, habit, practice, policy, procedure, and system we advance in our work.
This kind of aspiration means that we ultimately must be committed, intentional, and reflective. The identities each one of us holds is not a ticket to opt out of continued discourse and self-interrogation. We have to continually reflect, consider how our mindsets and actions can perpetuate, decenter, or dismantle systems of oppression, and then - as individuals and as a team - begin the next day ready to show up.