Why Choose Us?
We are a people-centric business focusing on elevating underserved groups and women's leadership power. We utilize research and best practices to support clients at every level and customize their experience.
Our mission is to empower individuals and organizations to adopt an intercultural mindset and build intentional advocacies for all underserved people. We take pride in our inclusion work, where an evolving and growth mindset is foundational to fostering inclusion and belonging everywhere, inspiring and motivating all those we work with.
Elevate 360 is focused on professional coaching, consulting, and inclusion practice work. We are committed to creating inclusion for all by helping unlock the awareness of the unconscious mind. This will foster cultural diversity, where inclusivity is valued and core measured.
Data & Research Analytics
Elevate 360 is committed to enhancing inclusion practices using data driven decisions which will increase cultural belonging in organizations. It is important to leverage data and research methods to identify your potential and competence inclusive gaps.
We're Motivated to close the Gap
27% (Incarceration)
27% (Incarceration)
27% (Incarceration)
According to an analysis report from prisionpolicy.org. Formerly incarcerated individuals in the United States experience an unemployment rate that is more than 27% higher than the overall U.S. unemployment rate, surpassing even the peak unemployment levels witnessed during the Great Depression.
In addition, it is observed that individuals from minority racial or ethnic groups tend to experience higher rates of unemployment compared to non-minority individuals, while men tend to have lower unemployment rates than women. The overrepresentation of individuals from minority racial or ethnic groups and men among the incarcerated population may have conceivably contributed to the observed disparities between formerly incarcerated individuals and the general public.
16% (DEI)
27% (Incarceration)
27% (Incarceration)
Only 79 Fortune 500 companies about 1 in 6 (16%) have a DEI Statement and publish annual DEI reports marking their progress. By archiving their activities in print or PDF form, they hold themselves out for comparison across time as well as within their industry.
Also, hrdive.com reported in 2019 that about 98% of companies have a diversity program, but a quarter of workers in diverse groups – women, people of color and people who identify as LGBTQ – aren't confirming any benefits from these programs, according to a new Boston Consulting Group (BCG) report, Fixing the Flawed Approach to Diversity.
8.8% (Women)
27% (Incarceration)
8.8% (Women)
Women represent 58.4% of the US workforce as of September 2022 but only held 35% of senior leadership positions. 8.8% represents Fortune 500 CEOs who are women and less than 1% of these are women of color. One research study from Zippia.com indicated/found that the two biggest challenges keeping women from leadership positions are that women are held to higher standards (43%) and many businesses aren’t “ready” to hire women for top executive positions (43%).
6% (AAPI)
5.9% (LGBTQ+)
8.8% (Women)
While Asian-American and Pacific Islander (AAPI) workers are well-represented in corporate America, they are largely absent in leadership roles. Just 38 of 682 executives, or less than 6 percent, identified as Asian or Indian in a 2020 analysis of C-suites by recruiting firm Crist Kolder Associates. They are also the group least likely to be promoted to management positions, according to a Harvard Business Review analysis of U.S. Equal Employment Opportunity Commission data.
5.9% (LGBTQ+)
5.9% (LGBTQ+)
5.9% (LGBTQ+)
Investopedia stated that the history of LGBTQ+ worker protections or lack thereof in the U.S. is both brief and mostly dismal. During the 1950s, anyone who was brave enough to identified as an LGBTQ+ employees were rooted out of federal government and intelligence jobs in what was called the Lavender Scare. In 1953, President Dwight D. Eisenhower signed an executive order that banned this action until it was revoked in 2017.
Currently today, LGBTQ+ employees make up 5.9% of the U.S. workforce.
5% (Black)
5.9% (LGBTQ+)
5.9% (LGBTQ+)
According to McKinsey & Company, although Black employees comprise 14% of all US employees, the Black workforce at the managerial level is just half of that at 7% and only 5% - 4% at the senior manager levels of VP and SVP. Black employees in participating companies are overrepresented in frontline and entry-level jobs.
4% (Hispanics)
4% (Hispanics)
4% (Hispanics)
IBM released research in 2020 that indicated Hispanics represent 19 % of the US population, but only 4% of the executive ranks.
SHRM in 2022 shared the need to close the gap on Hispanic representation in C-Suites and corporate boardrooms. In addition, 4 % of large U.S. companies' most senior executives in 2021, were Hispanic.
6.2% (AIAN)
4% (Hispanics)
4% (Hispanics)
In 2022, 6.2% represented unemployed American Indian & Alaska Native according to the U.S. Bureau of Labor Statistics report.
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"An evolving mindset is foundational to fostering inclusion and belonging." - Glen Forde
"An evolving mindset is foundational to fostering inclusion and belonging." - Glen Forde
"An evolving mindset is foundational to fostering inclusion and belonging." - Glen Forde
"An evolving mindset is foundational to fostering inclusion and belonging." - Glen Forde
"An evolving mindset is foundational to fostering inclusion and belonging." - Glen Forde
"An evolving mindset is foundational to fostering inclusion and belonging." - Glen Forde
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