“What makes me even more enthusiastic about the future, is that 90% of that time [in the past] we were only using half of our talent. Think about what would happen if we used all the talent for 100% of the time.”

-Warren Buffett

Happy and engaged female executive working with men.

Our why

More women in charge means bigger profits.
— Mr. Michel Landel, CEO, Sodexo

The League was founded by two male executives to help male executives realize, and benefit from, the accretive value of gender parity, balance and inclusion. The founder’s career and life paths have crossed some distinctly novel terrain that has provided them with unusual and powerful perspectives on gender/diversity dynamics. We believe business, the planet, and humanity, will be significantly, sustainably and ethically improved, by getting more women in leadership positions, from business schools to Boards. 

Our purpose is to evolve workplace dynamics to best engage the talent required to create superior, sustainable and ethical returns.

Graph showing companies with more women managers report higher share price increases.

We believe the power of "balanced" inclusion increases Enterprise Value. 

We believe women can significantly impact top and bottom lines, while reducing risks, discount rates and cost of capital. 

We believe gender parity is the key to growth.

We believe companies, and investors, that get it, will win.

In-powered teams optimally raise all boats. 


What We Do

We work with firms that have the courage to want to be on the leading edge of equality and inclusion.

Happy and engaged black female executive.

League of Allies is a professional services firm that "in-powers equity" by providing a comprehensive set of offerings addressing key activities that materially impact Enterprise Value and returns. These include:

At first, I was very skeptical. Now, I realize I need to get more women on my teams, ASAP!
— Principal, Global Professional Services Firm

These offerings draw on data, experience, and gender.

Data: From industry to primary research, our deliverables leverage both the rapidly expanding body of knowledge around the causes of, and solutions to, inclusion-based topics, and the human elements that are critical to establishing the specific context required for optimal impact

Experience: We draw on a unique mix of backgrounds that include strategy, turnaround, and engagement consulting, investment banking, software, human resources, diversity & inclusion, executive recruiting and coaching, and workshop formulation and delivery

Gender: From our travels and research, it is considerably easier getting men to buy in if the case is made by other men, preferably with similar experiences. While our facilitators and delivery staff come from a variety of backgrounds, our Founder and Chief Delivery Officer are both men with relevant leadership, management and educational experiences.


Diagnostics/Due Diligence

Image of how gender diversity impacts all factors of valuation: volume, pricing, operating costs and discount rate and cost of capital 

Our diagnostic/due diligence work is rooted in a process called The Helix, named for the structure that mirrors the gender balance and interactions required for optimal organic growth. The Helix typically combines a proprietary algorithm the League has developed, interviews with key executives, surveys of segmented employees, and an up-front presentation to executives to set context for what is to come. Collecting data from Leadership to the Human Capital Pipeline to mitigating Controversy Risks, Helixes can be configured for specific applications that range from the needs of Alternative Investors, to reviews of GPs/Asset Managers for platforms and LPs, to operating companies of all sizes. 

Helixes deliver:

  • An overall numerical value that can be used for internal and external benchmarking, due diligence, and can make the firm eligible for a League Seal of Approval

  • Values and commentary on all relevant functions for internal tracking and due diligence/post-transaction implementation work

  • Gender-specific/diverse community perceptions and insights regarding key policies, processes, and protocols

  • Insights into executives––individually and as a team––with topical observations

  • A roadmap of suggested improvements prioritized by industry research and personal experiences

Our Current Helix Offerings

The Double Helix: Our most comprehensive offering. Molded for mature or PE portfolio companies who want to leverage best practices to boost their valuation and/or establish a baseline

The Growth Helix: A scaled-down version of the Double, configured for the specific needs, scale, and budgets of start-ups and rapidly growing firms, including PE portfolio companies depending on their level of maturity

The Single Helix: Has been crafted to directly address three key issues as part of transactional due diligence and/or post-transaction implementation: Management, how to accelerate gender diversity by focusing on the Human Capital Pipeline, and mitigating gender-related Controversy Risks

The GP Helix: Draws on distinct aspects of the Helix to assess relative internal gender dynamics and can include a review of high-level ESG elements as well. Designed to build and augment relations with LPs

The Asset Management Helix: Focuses the process on top-of-mind inclusion and sustainability-related screens. Conceived to support the attraction and retention of HNW, Family Office, and Institutional clients who are looking for both socially responsible management and returns

 

A Word on Transactional Due Diligence: Don't Take Our Word For It

Per firms such as Morgan Stanley and SASB,  gender diversity impacts all factors of valuation, from top to bottom line and cost of capital and, if handled properly, can significantly mitigate gender-related Controversy risks and their impact on Enterprise Value. Think the estimated $20B loss in valuation at Uber (and the recent revoking of their London license as management is not "fit and proper") and the legal, PR, and OPEX impacts of the recent Google suit

Image showing that if management needs replacing, holding periods and equity multiples are optimized if the change happens immediately. 

Additionally, studies show that management decisions made when a transaction is closed, lead to shorter holding periods and higher multiples on exit, and reduce the exogenous risks embedded in the need to wait.

Leveraging our 50+ PE strategy due diligence projects, decades of talent assessment, and executive client-side expertise in Human Capital, the League delivers results that can impact valuations both pre-closure and at exit. 


Seals of Approval

Image of League of Allies Seals of Approval which can have branding, talent, and valuation impacts. 

Why Should I Want One?

A League Seal of Approval essentially means "We have the courage to be on the leading edge of equality and inclusion."

Seals will separate you from your competition, in four primary ways:

 1. Brand/Positioning: Do you market your product or service to women, who make 85% of the buying decisions in the U.S. and who, by 2020, will control half of the wealth ($11T) in the U.S.? Additionally, 70% of women and 93% of Millenials prefer to purchase and invest in sustainable and ethical products. Having a Seal on your packaging, collateral, and digital presences will set you apart

2. Talent Acquisition: Women are in demand. Having a Seal will telegraph the talent markets this business is trying its best to foster an inclusive environment, a very important consideration for women, other diverse communities, and Millenials 

3. Valuation: Investors of all sorts will understand this firm isn't just "pinkwashing;" it is the real deal and they should apply lower risk premiums against its future growth and profitability projections

4. Your Human CapitalEarning a Seal can increase the OPEX impacts of engagement: Productivity/Innovation increases, and Training, Talent Acquisition, and Health Care cost reductions

 

How Do I Earn One?

Seals can be earned by going through a Helix process. The respective metal level is determined by how well your company scores against the total number of potential points based on the particular Helix product. Note: your company does not need to apply for a Seal as part of a Helix review.

 

What gives the seals credibility?

First, they are difficult to earn, much like a "B Corp" status.

Helix criteria have been reviewed and endorsed by a former CIO of a $150B+ pension fund, ESG analysts, Simmons Leadership, and the former CHRO of TJX, with contributions from the #1 ranked US management thought-leader/professor

The Seals have also been endorsed by related, progressive organizations, such as The Mentor Method, and are currently under review at other influential associations. 

 

 


Educational Content

Image of laughing and engaged workshop/presentation participants
 ”The data clearly struck a chord with the male attendees who, based on immediate feedback, realized women on teams is a critical success factor and a competitive advantage....
— Executive Sponsor

From our experience, evolving the cultures that drive organizations requires individual mental shifts first. Our educational content has been designed to start by eliciting both intellectual and emotional Awareness and Adoption at the individual level, and then expands this understanding to Advocacy and Ally in an organizational context. 

League of Allies developed a personalized working session for our executive team and really provided a safe forum in which we were able to address difficult issues.
— Mark Haley, President, Smart City Networks

We have different kinds of content: presentations, workshops, and online modules, designed for both mixed and gender-specific audiences. They typically vary in length from 45 to 90 mins, mix video, powerpoint, and other collateral, are interactive between the presenter and audience, and most importantly, generate open conversation within the group.  We prefer to customize them to  incorporate specific situations and nuances and produce deliverables that fit with your overall objectives. 

And the last thing we believe women need to become is more manly. 


We currently offer (and more coming soon):

Stage 2: Adoption (Providing Best Practices)

Carrying The Torch in Your New Environment

What Do I Say? What Do I Do?

We Don’t Know What We Don’t Know: A Unique Perspective on a Normal Day

A New Growth Model

Emotional Stereotypes

Sustaining Gender Equity Allies

How To Be An Effective Male Ally

Stage 1: Awareness (Intellectual and Emotional Connection)

The Future of Capitalism Is Feminine

How Biochemistry and Data Positively WACC Profitability

Breaking Bias

Unconscious, Unintended Bias

The P-Word

The Overlooked Power of Quiet

Performance Anxiety

Just Because You Heard It

Stage 4: Ally (Internal/External Leader and Content Resource)

Be Upstanding:  From Bystander to Ally Part II

The Art and Science of Role Modeling, Mentorship, and Sponsorship

It Is Actually a Very Large World After All

Should I Stay or Should I Go?

Executive Opportunity Mapping 

Creating Value Roadmaps

Going Global: Intersectionality

Changing Fundamentals of Work: Multi-Generational Workforce

Stage 3: Advocate: Furthering Content and Promotional Capabilities

Be Upstanding:  From Bystander to Ally Part I

I2E2: A New Leadership Paradigm

Boldly Going Where Few Have Gone Before: How to Report to a Female Boss

Engagement Optimized Through a Gender Lens

Parenting Tax

Creating the Career Roadmap

Difficult Conversations


Who We Are

We are a B-Corp Pending firm on a mission! 

Founders, Partners, and Advisors

Lawler Kang, Founder and CEO Lawler most recently headed up People functions at Rue La La, a leading flash sale etailer, and Medullan, an international software service provider. During these tenures, he wrote The E Ticket, a fictional thriller with ~200 footnotes that makes the case women are bio-evolutionary better suited to lead. His first book, Passion at Work, led to a speaking/workshop business servicing the likes of Cisco, HP, and Pfizer. Prior to this, Lawler ran four turnarounds, and served in both delivery and managerial functions in strategy (M&A) and digital consulting. He started his career in Customer Service at a Japanese chemical firm.  Lawler has degrees from Wharton and Vassar College and has recently developed an infatuation for paddleboarding.  

Lawler Kang, Founder and CEO

Lawler most recently headed up People functions at Rue La La, a leading flash sale etailer, and Medullan, an international software service provider. During these tenures, he wrote The E Ticket, a fictional thriller with ~200 footnotes that makes the case women are bio-evolutionary better suited to lead. His first book, Passion at Work, led to a speaking/workshop business servicing the likes of Cisco, HP, and Pfizer. Prior to this, Lawler ran four turnarounds, and served in both delivery and managerial functions in strategy (M&A) and digital consulting. He started his career in Customer Service at a Japanese chemical firm.  Lawler has degrees from Wharton and Vassar College and has recently developed an infatuation for paddleboarding.  

Patrick Moran, Co-Founder, Chief Delivery Officer Patrick started his career on the trading floor at JPMorgan, doing emerging market fixed income research and equity syndication, interspersed by two years of running their global D&I program, the first on Wall Street. He also worked for LEK Consulting, during which time he was involved with 50+ PE due diligence projects. He then went on to serve as COO of a PE funded sustainable energy startup that raised $85 million. Most recently, he founded Main Street Partners, a non-profit consulting firm servicing local businesses. Patrick is a graduate of Wharton, SAIS, and Boston College. And his 9 year old daughter wins most of their pillow fights.  

Patrick Moran, Co-Founder, Chief Delivery Officer

Patrick started his career on the trading floor at JPMorgan, doing emerging market fixed income research and equity syndication, interspersed by two years of running their global D&I program, the first on Wall Street. He also worked for LEK Consulting, during which time he was involved with 50+ PE due diligence projects. He then went on to serve as COO of a PE funded sustainable energy startup that raised $85 million. Most recently, he founded Main Street Partners, a non-profit consulting firm servicing local businesses. Patrick is a graduate of Wharton, SAIS, and Boston College. And his 9 year old daughter wins most of their pillow fights.  

Jennifer Gilhool, Partner Most recently, Jennifer Gilhool published her first book, Sheryl Sandberg, China and Me, about her experiences as a female executive with a Fortune 50 company, working in Shanghai with her family.  Jennifer served as the first director for Sustainability, Environmental and Safety Engineering for Ford Motor Company in Asia Pacific & Africa. She currently consults on diversity and inclusion matters with the Gender Economics Lab and League of Allies. She is also an experienced attorney with over 20 years of multi-cultural experience. She has degrees from The University of Michigan Law School and Notre Dame. 

Jennifer Gilhool, Partner

Most recently, Jennifer Gilhool published her first book, Sheryl Sandberg, China and Me, about her experiences as a female executive with a Fortune 50 company, working in Shanghai with her family.  Jennifer served as the first director for Sustainability, Environmental and Safety Engineering for Ford Motor Company in Asia Pacific & Africa. She currently consults on diversity and inclusion matters with the Gender Economics Lab and League of Allies. She is also an experienced attorney with over 20 years of multi-cultural experience. She has degrees from The University of Michigan Law School and Notre Dame. 

Jill Beresford, Partner Jill currently serves as CEO of Gendernomics™ , bringing the message of improved economics through gender balance to the C-suite of Fortune 500 companies. She was appointed CEO and Chairman of the Board of a publicly-held corporation during the 1990’s after she successfully turned the company around from near-bankruptcy. Jill brings +25 years successfully working in the Turnaround & Restructuring Industry filling the positions of CEO, CFO, CRO and/or CMO, working in a wide variety of corporate environments including private, public, international, start-ups, family-held businesses, Chapter 11 bankruptcies, orderly liquidations and turn-around situations. Jill earned an MBA from Boston University. She can be found regularly teaching Zumba classes, out running with her two beloved Siberian Huskies or watching her Berklee-graduated daughter dominating the stage at her paid-musician gigs.

Jill Beresford, Partner

Jill currently serves as CEO of Gendernomics™ , bringing the message of improved economics through gender balance to the C-suite of Fortune 500 companies. She was appointed CEO and Chairman of the Board of a publicly-held corporation during the 1990’s after she successfully turned the company around from near-bankruptcy. Jill brings +25 years successfully working in the Turnaround & Restructuring Industry filling the positions of CEO, CFO, CRO and/or CMO, working in a wide variety of corporate environments including private, public, international, start-ups, family-held businesses, Chapter 11 bankruptcies, orderly liquidations and turn-around situations. Jill earned an MBA from Boston University. She can be found regularly teaching Zumba classes, out running with her two beloved Siberian Huskies or watching her Berklee-graduated daughter dominating the stage at her paid-musician gigs.

Andrea Dalton, Advisory Board Andrea Dalton, CFA, is a research consultant, providing integrated fundamental and sustainability (ESG) research.  Previously, she picked stocks using GARP and value approaches in her role as a Portfolio Manager with Friess Associates, manager of the Brandywine Funds.  Over her more than 16 years there, Andrea consistently outperformed while investing across sectors and supporting multiple products.  Earlier in her career, she worked at several firms, including Palisade Capital, Cathay Financial and Gabelli & Company.  Andrea’s extracurricular activities include serving as Advocacy Chair on the CFA Society Stamford board and as a member of NYSSA’s Sustainable Investing Thought Leadership Group. Andrea earned an MBA and a MA of International Affairs from Columbia University.  She also graduated cum laude from Vassar College with a BA in Asian Studies and loves to speak Mandarin whenever possible.

Andrea Dalton, Advisory Board

Andrea Dalton, CFA, is a research consultant, providing integrated fundamental and sustainability (ESG) research.  Previously, she picked stocks using GARP and value approaches in her role as a Portfolio Manager with Friess Associates, manager of the Brandywine Funds.  Over her more than 16 years there, Andrea consistently outperformed while investing across sectors and supporting multiple products.  Earlier in her career, she worked at several firms, including Palisade Capital, Cathay Financial and Gabelli & Company.  Andrea’s extracurricular activities include serving as Advocacy Chair on the CFA Society Stamford board and as a member of NYSSA’s Sustainable Investing Thought Leadership Group. Andrea earned an MBA and a MA of International Affairs from Columbia University.  She also graduated cum laude from Vassar College with a BA in Asian Studies and loves to speak Mandarin whenever possible.

Dr. Annette Lavoie, Advisory Board Annette is a serial entrepreneur who raised money and developed medical devices in women’s health, and has mentored dozens of early stage companies on fund raising and commercialization strategy. These experiences immersed Annette in the fascinating study of gender in leadership.  Currently, Annette is leveraging her experience with growing companies in her latest venture – Mindset of Accountability assessment and training for transitioning growth companies (www.Coachability.Co). Annette has a PhD in Neuroscience from the University of Utah School of Medicine and is based in the mountains of Park City, Utah. She is difficult to keep up with on the slopes.  

Dr. Annette Lavoie, Advisory Board

Annette is a serial entrepreneur who raised money and developed medical devices in women’s health, and has mentored dozens of early stage companies on fund raising and commercialization strategy. These experiences immersed Annette in the fascinating study of gender in leadership.  Currently, Annette is leveraging her experience with growing companies in her latest venture – Mindset of Accountability assessment and training for transitioning growth companies (www.Coachability.Co). Annette has a PhD in Neuroscience from the University of Utah School of Medicine and is based in the mountains of Park City, Utah. She is difficult to keep up with on the slopes.  

Dr. Bruce Margolis, Advisory Board Bruce served as head of HR for TJ Maxx and TJX for 20 years. For the last 5 years, he was Executive Vice President, Chief Human Resources Officer. Bruce initiated the TJX  Corporate Diversity Committee and served as its Chair for 10 years. Prior to this, he served as Corporate Psychologist for Jewel Companies and later as Vice President, Human Resources. Bruce started his career as a scientist for the United States Public Health Service conducting research for the National Institute for Occupational Safety and Health focusing on the job stress on health and the causes and prevention of work related accidents. Bruce is a graduate of Case Western University (PhD & MA) and City University of NY (BS). He loves travelling places where he doesn't speak the language. 

Dr. Bruce Margolis, Advisory Board

Bruce served as head of HR for TJ Maxx and TJX for 20 years. For the last 5 years, he was Executive Vice President, Chief Human Resources Officer. Bruce initiated the TJX  Corporate Diversity Committee and served as its Chair for 10 years. Prior to this, he served as Corporate Psychologist for Jewel Companies and later as Vice President, Human Resources. Bruce started his career as a scientist for the United States Public Health Service conducting research for the National Institute for Occupational Safety and Health focusing on the job stress on health and the causes and prevention of work related accidents. Bruce is a graduate of Case Western University (PhD & MA) and City University of NY (BS). He loves travelling places where he doesn't speak the language. 

Wade Callison, Advisory Board Wade currently serves as VP of Global Sales, Financial Services Solutions at Synchronoss Technologies, where he also served as SVP of Product Marketing and Product Management. Prior to this, he filled roles such as Managing Director at BearingPoint and Director, Program Management and  Global Operations at Scient. Wade started his career as a Senior Network Consultant at Lucent Technologies. Wade earned both a BS and MBA from Texas A&M University. He has led the building of a school in Uganda and currently serves on the Board of The Clover Foundation, which is dedicated to childhood poverty alleviation in the urban slums there. 

Wade Callison, Advisory Board

Wade currently serves as VP of Global Sales, Financial Services Solutions at Synchronoss Technologies, where he also served as SVP of Product Marketing and Product Management. Prior to this, he filled roles such as Managing Director at BearingPoint and Director, Program Management and  Global Operations at Scient. Wade started his career as a Senior Network Consultant at Lucent Technologies. Wade earned both a BS and MBA from Texas A&M University. He has led the building of a school in Uganda and currently serves on the Board of The Clover Foundation, which is dedicated to childhood poverty alleviation in the urban slums there. 


Interested in helping us evolve the world?