Leadership Architect | Visionary CEO | Empowering Leaders to Transform Organizations
Company: EquitiFy
We are thrilled to have you join us today, welcome to ValiantCEO Magazine’s exclusive interview! Let’s start off with a little introduction. Tell our readers a bit about yourself and your company
Dr. Vic Baker: As the Founder & CEO of EquitiFy, the largest and most celebrated professional development firm in California, I am driven by one mission: to empower leaders and organizations to embrace equity, excellence, and transformation. With over 20 years of experience spanning leadership, organizational development, and DEI, I have built a reputation as a trailblazer who delivers results that inspire, engage, and endure.
Expertise that Drives Change
I specialize in designing innovative solutions that address complex challenges. Whether coaching C-suite executives, guiding organizations through strategic transformations or delivering thought-provoking training, my work is rooted in cultural responsibility, research-backed strategies, and a deep understanding of human behavior. My team and I have trained over 10,000 professionals annually in Leadership, DEI, and Organizational Development—empowering individuals to lead with impact and purpose.
Thank you for having me; being featured in *ValiantCEO Magazine*is truly an honor! I’m Dr. Vic Baker, the Founder and CEO of EquitiFy, California’s largest and most celebrated professional development firm. At EquitiFy, we specialize in Leadership, Organizational Development, Performance, and Workforce Optimization, formerly DEI (Diversity, Equity, and Inclusion), delivering transformative training and coaching to more than 10,000 professionals annually.
Our mission is simple yet powerful: to empower leaders and organizations to embrace equity, foster excellence, and create sustainable growth. We pride ourselves on being culturally responsible and bringing a uniquely diverse perspective to every engagement. Our team comprises highly credentialed professionals—many with doctorates in leadership and industry experience as executives—allowing us to deliver actionable insights and meaningful results.
Personally, I’ve spent over two decades navigating leadership, strategy, and organizational transformation. From my early days as an engineer in the energy sector to leading large-scale DEI initiatives, my journey has been about creating opportunities, building inclusive cultures, and ensuring that organizations have the tools and talent they need to thrive.
At EquitiFy, we don’t just coach or consult; we partner with our clients to drive real change. Whether it’s helping organizations optimize leadership teams, align goals, or build equitable workplaces, we approach every challenge with empathy, innovation, and an unwavering commitment to excellence.
How has your approach to leadership evolved to meet the changing expectations of today’s workforce, especially regarding remote and hybrid work?
Dr. Vic Baker: Leadership today demands adaptability, empathy, and a renewed focus on culture, especially in a remote and hybrid work environment. Early in my career, leadership often meant setting direction and managing outcomes. However, the evolving expectations of today’s workforce have shifted my approach to prioritizing trust, communication, and flexibility.
At EquitiFy, we have a team of 10 full-time and six part-time employees, all working remotely. This setup has pushed us to embrace innovative strategies to maintain engagement, productivity, and collaboration while respecting the diverse needs of our team.
Here’s how we’ve evolved to lead effectively in this environment:
Empathy as the Foundation:
Remote work can sometimes isolate employees, so I focus on fostering trust and understanding. Whether it’s accommodating different time zones or supporting work-life balance, we ensure our team feels seen, heard, and valued.
Intentional Communication:
Clear, consistent communication is critical when your entire team is remote. To stay aligned, we use a mix of virtual tools, from video calls to collaborative platforms. Regular one-on-one check-ins and team huddles help us stay connected and proactively address challenges.
Strengthening Culture Remotely:
Maintaining a robust and inclusive culture across a fully remote team requires intentional effort. From virtual team-building activities to celebrating wins—big and small—we ensure that every team member feels like an integral part of our mission. We are proud of creating a culture where connection thrives, even without a physical office.
Flexibility and Accountability:
We’ve moved away from rigid structures, focusing instead on outcomes. This flexibility allows our team members to work in ways that best suit them while ensuring accountability for results. It’s a win-win for productivity and work satisfaction.
Leveraging Technology to Empower:
From project management tools to our proprietary Flodify LMS, technology is crucial in enabling seamless collaboration and continuous learning for our team and clients. We view tech as a tool to support—not overwhelm—our team.
Leading a fully remote team of exceptional professionals has been one of the most rewarding experiences of my career. It’s taught me that leadership in the modern workforce isn’t about proximity—it’s about vision, trust, and creating an environment where people can thrive no matter where they are.
What specific strategies have you implemented to foster Diversity, Equity, and Inclusion (DEI) within your organization?
Dr. Vic Baker: At EquitiFy, practicing what we teach is fundamental to fostering Diversity, Equity, and Inclusion (DEI) within our organization. As leaders in professional development, we know our credibility hinges on embodying the very principles we guide our clients to implement. Here are the specific strategies we’ve embedded to ensure DEI isn’t just something we deliver—it’s something we live:
1. Leading by Example with a Diverse Team
We’ve intentionally built a team that reflects the diversity we champion. Our ten full-time and six part-time employees come from varied ethnic, cultural, gender, age, and military backgrounds, creating a rich environment of perspectives. This diversity at every level helps us model inclusion in our day-to-day operations and beyond.
2. DEI-Centered Leadership Practices
Our leadership team is deeply committed to creating an equitable workplace. We ensure transparency in decision-making, equitable access to opportunities, and an open-door policy for input from all team members. This creates an inclusive environment where everyone’s voice matters.
3. Continuous Learning and Self-Reflection
As we teach our clients, we hold regular DEI training sessions internally to ensure our team continuously learns and grows. Topics include unconscious bias, inclusive leadership, and equity in decision-making. We also practice self-reflection, encouraging team members to identify and address their own biases.
4. Equitable Remote Work Policies
As a fully remote team, we’ve implemented flexible work policies that cater to different needs and lifestyles. This ensures equity, allowing employees to work in ways that align with their personal circumstances, whether that involves caregiving, health considerations, or other unique situations.
5. Embedding DEI into Daily Practices
DEI isn’t just an initiative at EquitiFy—it’s a mindset. For instance:
We hold inclusive meetings where all voices are invited and respected.
Team communications are designed to be culturally sensitive and equitable.
Decision-making processes are intentionally inclusive, considering diverse perspectives to avoid blind spots.
6. Measuring Progress and Accountability
We know that what gets measured gets improved. That’s why we use metrics to evaluate our DEI efforts, including representation at all levels, employee satisfaction, and equitable distribution of opportunities. We hold ourselves accountable to these metrics, just as we advise our clients to do.
7. Amplifying Marginalized Voices
We create spaces for team members to share their unique experiences and perspectives. This includes celebrating cultural milestones, providing platforms for open dialogue, and encouraging storytelling that strengthens understanding and belonging.
8. Partnering with Organizations that Reflect Our Values
In our client work and partnerships, we prioritize organizations aligning with our DEI commitment. This ensures that our impact extends beyond our internal team and into the communities we serve.
9. A Culture of Mutual Respect and Allyship
We actively promote a culture where team members support one another and hold each other accountable to our DEI values. Respect and allyship are core to our operation, ensuring an environment where everyone feels safe, valued and empowered to contribute.
At EquitiFy, our mantra is simple: We can’t teach what we don’t live. By practicing the principles we coach, we strengthen our team and demonstrate to clients that true DEI transformation begins from within.
How do you keep your team engaged and motivated in a workplace culture that increasingly values flexibility and work-life balance?
Dr. Vic Baker: At EquitiFy, we are unapologetic about valuing each employee’s well-being and mindfulness. Mental health is not just a consideration for us—it’s a fundamental safety measure. We recognize that engaged, motivated employees are the foundation of a productive, loyal, and synergistic workplace culture. Here’s how we foster this mindset while supporting flexibility and work-life balance:
1. Prioritizing Mental Health and Mindfulness
We actively encourage our team to prioritize their mental health. From offering wellness resources to fostering open dialogue around mental health, we create an environment where it’s okay to pause, reset, and seek support. This protects our team’s well-being and ensures they bring their best selves to work.
2. Embedding Flexibility into Our Culture
As a fully remote organization, we provide our employees the flexibility to manage their schedules in the best way for them. This trust empowers our team to balance professional responsibilities with personal commitments, creating a sense of autonomy that enhances motivation and engagement.
3. Creating a Supportive Work Environment
We believe a healthy employee is a healthy co-worker, which translates directly into a healthy company. We cultivate a culture of respect, inclusivity, and support, where team members collaborate without the toxicity of competition. This environment fosters loyalty and drives performance because people feel valued and connected.
4. Recognizing the Value of a Positive Workplace
We are intentional about maintaining a workplace culture where employees know the benefits of an exemplary environment far outweigh the lure of better pay in a toxic one. By emphasizing values like respect, open communication, and shared success, we create a culture people want to be part of—and stay part of.
5. Investing in Professional and Personal Growth
We regularly provide opportunities for learning and development, ensuring our team members feel empowered to grow professionally and personally. From upskilling workshops to leadership development programs, we equip our employees with the tools they need to thrive.
6. Fostering Connection and Camaraderie
Even in a remote environment, we prioritize building connections among our team members. Through virtual team-building activities, regular check-ins, and shared celebrations, we ensure our team feels unified and supported, no matter where they are.
7. Celebrating Individual Contributions
We make a point to acknowledge and celebrate each employee’s contributions. Whether through shout-outs in meetings, personalized thank-you notes, or public recognition, we ensure that everyone knows their work matters and is appreciated.
8. Aligning Values with Actions
At EquitiFy, we practice what we teach. We don’t just talk about valuing employees—we show it through our policies, interactions, and culture. This alignment builds trust and motivates our team to contribute to our shared success.
By creating a culture that values flexibility, prioritizes mental health, and invests in employee well-being, we’re not just fostering productivity—we’re building a loyal, engaged, and energized team that thrives together.
What do you see as the biggest challenges in preparing for the future workforce, and how are you addressing them?
Dr. Vic Baker: The biggest challenges in preparing for the future workforce revolve around navigating generational differences, ensuring knowledge transfer, and equipping organizations with the tools to remain agile in an evolving work environment. At EquitiFy, we recognize that addressing these challenges requires a strategic and proactive approach. Here’s how we tackle them:
1. Navigating Generational Differences
Today’s workforce spans multiple generations, each bringing unique values, communication styles, and expectations. Through our workforce optimization strategies, we educate, train, and develop organizational awareness around these differences. We help leaders and teams bridge generational gaps, fostering collaboration and mutual respect. Internally, we cultivate a culture where generational diversity is seen as a strength that drives innovation.
2. Creating a Culture of Continuous Learning
To prepare for the future workforce, we emphasize ongoing development for our team and clients. Using our proprietary Flodify LMS, we provide employees with accessible, self-paced learning opportunities. This platform supports continuous growth, ensuring our workforce remains adaptable and equipped to handle emerging challenges. We encourage our clients to adopt similar practices, creating environments where learning is prioritized.
3. Staying Ahead of Workplace Trends
We stay on top of research and trends related to workplace generations, evolving leadership models, and workforce expectations. This ensures that the tools and strategies we offer to our team and clients are forward-thinking and relevant. Our commitment to best practices keeps us ahead of the curve, helping organizations remain competitive and prepared for the future.
4. Focusing on Succession Planning and Knowledge Transfer
A critical challenge for many organizations is ensuring that knowledge and expertise are not lost as employees transition out of roles. To mitigate these risks, we provide clients with succession planning, knowledge transfer, and internal mobility planning tools. Internally, we practice what we teach, ensuring that our own team is set up for long-term success by maintaining a robust plan for transferring knowledge and preparing emerging leaders.
5. Promoting Internal Mobility
To address the shifting demands of the workforce, we help organizations prioritize internal mobility—ensuring employees have opportunities to grow within the organization. At EquitiFy, we lead by example, creating clear pathways for our team members to advance and take on new challenges.
6. Embracing Technology as an Enabler
The future workforce will rely heavily on Technology. We integrate Technology into all aspects of workforce development, from virtual training to succession management. This ensures that our team and clients can leverage tools like FlodiFy LMS to drive efficiency and innovation.
By focusing on generational awareness, continuous learning, and strategic workforce planning, we’re not only preparing for the future workforce but shaping it. We aim to equip organizations with the tools and mindset to adapt, thrive, and lead in a rapidly evolving world.
How has the shift toward digital and remote collaboration affected your company culture, and what adjustments have you made to maintain a strong, cohesive team?
Dr. Vic Baker: The shift toward digital and remote collaboration has profoundly shaped EquitiFy’s company culture, reinforcing the importance of connection, communication, and intentionality in maintaining a cohesive team. As a fully remote organization with ten full-time and six part-time employees, we’ve embraced the opportunities and tackled the challenges of this new work paradigm with purpose and creativity.
How Remote Work Has Influenced Our Culture
Remote work has highlighted the need for flexibility, trust, and a proactive relationship-building approach. It’s also reinforced our commitment to mindfulness and mental health as critical pillars of our organizational values. While the absence of a shared physical workspace presents unique challenges, it has also allowed us to create a more inclusive and flexible environment that meets the diverse needs of our team.
Adjustments We’ve Made to Maintain Cohesion
1. Intentional Communication:
Communication needs to be deliberate in a remote setting. To keep everyone aligned, we’ve implemented regular team check-ins, virtual town halls, and structured meeting agendas. These practices ensure transparency and allow team members to share updates, celebrate wins, and voice concerns.
2. Building a Culture of Trust and Autonomy:
We empower our employees to take ownership of their work by focusing on outcomes rather than micromanaging processes. Trust is the foundation of our remote culture, and this autonomy motivates our team and fosters accountability and innovation.
3. Prioritizing Mental Health and Well-Being:
We are unapologetic about the value of each employee and their mindfulness. Mental health is a safety measure, and we actively encourage practices that support well-being. From flexible schedules to wellness resources, we create an environment where employees feel personally and professionally supported.
4. Leveraging Technology for Connection:
We use tools like Flodify LMS, Slack, and virtual collaboration platforms to ensure seamless communication and team engagement. These tools allow us to maintain a shared sense of purpose while providing spaces for informal interactions that replicate the camaraderie of an in-person office.
5. Celebrating Team Achievements:
Recognizing and celebrating individual and team accomplishments is critical in a remote setting. Whether through virtual shout-outs, personalized messages, or team-wide celebrations, we ensure every contribution is acknowledged and appreciated.
6. Encouraging Continuous Learning:
We foster a culture of growth by providing access to our Flodify LMS and other development opportunities. This ensures that our team members stay engaged and continually enhance their skills, contributing to individual and organizational success.
7. Strengthening Connection Through Team-Building:
We’ve implemented virtual team-building activities that range from trivia games to shared mindfulness sessions. These efforts help us maintain strong interpersonal connections despite being physically apart.
8. Aligning with Shared Values:
Our focus on diversity, equity, inclusion, and belonging has become even more vital in a remote environment. We intentionally embed these values into everything we do, ensuring every team member feels respected, valued, and included.
A Healthy Company Starts with a Healthy Team
The shift to remote work has taught us that a strong company culture doesn’t depend on a physical office—it’s about how you engage, support, and inspire your team. By prioritizing communication, well-being, and shared purpose, we’ve maintained a culture where productivity, loyalty, and synergy thrive. This shift has strengthened our team and reaffirmed that flexibility and mindfulness are crucial to sustaining success in today’s digital workplace.
