who we are
Bridging the divide of workplace engagement and productivity by prioritizing trust as a core business value.
Use lived experiences as the benchmark for best workplace practices.
Entrepreneurial Spirit
Fire in the Belly
Inclusive / Responsive
Helping Mindset
Self-Motivated
Roll up the Sleeves
Innovative Thinker
Driven by a Greater Purpose
Passionate about People
Be truthful and honest
Always be brainstorming
Everyone gets a say
Know your worth
Focus with fun
what we're solving
People are struggling
People are struggling
People are struggling
Even prior to the pandemic, individuals encountered substantial challenges. To effectively support employees, companies must consider the unique experiences of each person within the contexts of race, ethnicity, culture, values, and beliefs. It is within these lived experiences that we discover perseverance, grit, determination, and the capacity to strive for excellence.
Trust = Engagement
People are struggling
People are struggling
To effectively address issues of low engagement and productivity, organizations must prioritize trust as a fundamental business value. This effort should be initiated by senior leadership, who set the tone for a culture of trustworthiness within the company. Just as organizations seek to establish trust with their clients and customers, it is equally important to foster trust among their employees.
Companies are missing critical data
Companies are missing critical data
Companies are missing critical data
During onboarding, companies typically collect traditional demographic information, as this is permitted by law. However, employees might not always provide accurate information about their relationship status or race due to concerns about privacy or judgment. Data gaps can lower engagement and productivity.
Going beyond baseline demographics
Companies are missing critical data
Companies are missing critical data
Understanding individuals' lived experiences is essential for enhancing engagement and productivity. By identifying the stressors and barriers that impede engagement, we can develop effective strategies to address these challenges. While education and professional experience are crucial for building a robust workforce, it is equally important to inquire about individuals' specific needs and respond accordingly. This approach fosters trust and consequently leads to improved engagement and productivity.
Why we do it
Why we started L2 culture solutions
Organizations and individuals require a new strategy for the future of work and beyond.
Trust and trustworthiness should be prioritized as a core business value.
Provide access to new lifestyle and lived experience information.
Shape and enhance workplace culture by providing tailored solutions and policies, resulting in significant time and cost savings.
Enhance productivity, engagement, retention, innovation, and ROI.
A sincere commitment to fostering the prosperity of employees and employers in unprecedented ways
Because you matter and we care
Why it matteRS TO US
Make a difference in the lives of others
Fulfill a greater purpose
Inclusive and Responsive
Challenge HR and Benefits status quo
Apply knowledge for good (professional and personal lived experiences)
Provide comfortable living for our families
Self Advocacy
Provide for others and give back
l2 GIVES BACK
Connecting with communities and creating opportunities for people is at the core of L2 culture. So, we’ve established this program…
L2 Gives Back: A percentage of every contract will go back into the community to support programs and initiatives that engage and empower the underserved.
L2 is currently in discussions with programs in the following areas:
1. Education / Social Emotional Learning
2. Women's / Human / LGBTQIA+ Rights
3. Mental Health and Addiction
4. Empowerment and Advancement of Women
5. Advocacy / Juvenile Justice
6. Family Planning / International Adoption