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Hostile Ground: Navigating Structural Racism in a Legacy Institution

A leaked memo reveals a 120-year-old institution has no leaders of color in its succession pipeline. The institution is proud of its history. Its workforce is in revolt.

Duration

90 min

Difficulty

Advanced

Stakeholders

Company Size

Enterprise (5000+)

Organizational Background

Hargrove & Stratton Capital is a prestigious wealth management firm with deep roots in exclusion. The leaked memo, authored by an SVP in workforce planning, laid out the succession pipeline in stark demographic terms: 94% white, 89% male. The internal reaction has been fierce, with a coalition of junior employees of color organizing and threatening a public statement. The Board has convened an emergency diversity review. The CEO, a white man who genuinely believes in equity but has no framework for systemic change, has retained you as an external OD consultant. The organization has the resources to change but the institutional culture runs deep.

Key Stakeholders

Learning Objectives

Diagnose structural racism as an organizational systems problem, not an individual attitude problem
Apply equity-centered OD frameworks to legacy institutional contexts
Navigate competing stakeholder interests across a power gradient
Design succession and pipeline interventions that address root causes
Manage the tension between urgency and depth in systemic DEI work

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