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.
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.
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:
Diagnostics with improvement roadmaps and Seals of Approval for both operating and investment companies
Gender lens due diligence for both Alternative Investor transactions and internal dynamics for GPs and Asset Managers for platform and LP review
Educational content that addresses the complexities of inclusion, from Awareness to Ally
Customized programs geared to meet your specific objectives, and
Powerful scientific and data-driven presentations developed by men for men designed to shift mental frames
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.
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.
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.
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
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 Capital: Earning 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.