About The Almond Group

The Almond Group is a leadership development firm with an emphasis on diversity, equity, and inclusion (DEI) that serves organizations and professionals that influence federal, state, and local policymaking. Birthed out of a passion to drive systemic change in domestic policy, we work with organizations to develop customized plans that support the implementation of both short- and long-term DEI goals, while providing professional development opportunities for government relations professionals.

Celebrating 2 Years of Service

Vision Statement

The Almond Group envisions private and public sectors that fully embody the diversity of America, value servant leadership, respect difference, and incorporate policies and practices aligned with these ideals.

Mission Statement

The Almond Group helps leaders and their teams uncover individual and organizational blindspots so they can build diverse teams and lead courageously. We lead teams through courageous conversations, leadership assessments, strategic planning, team-building activities, professional development, and strategic communications to improve organizational health.

The Almond Way: Beliefs

  • Servant leadership is the core and critical tenant for any organizational development and cultural change effort.
  • People are the greatest asset of any organization and should be developed, respected, and protected.
  • Diversity of people brings diversity of thought, greater innovation and creativity—and a business where the people and the products thrive.
  • Leadership development and diversity, equity, and inclusion (DEI) should be tied to a company’s core business strategy and measured through indicators and outcomes.
  • Leadership development and DEI require courage, self-awareness, humility, empathy, patience, and a willingness to be agile.
  • We don’t know what we don’t know. Leaders must recognize this and routinely work to address their blindspots with authenticity and humility.
  • Because systemic racism exists in America, we believe that it can be mitigated through intentionally embedding measures of racial equity into an organization’s infrastructure.