Competence, Confidence and Courage:

The 3Cs of
Anti-Racism Leadership

Most leaders who stall on race equity efforts don't lack good intentions. Something is usually missing: the ability to act, the belief they can, or the courage to see it through.

Our 3Cs approach builds all three together. It sits underneath everything we offer, so that your leaders can act competently and stay steady in the moments that matter, not just talk expertly about race in a training room.

What we mean by anti-racism leadership

Anti-racism leadership is deliberate work. It means changing the systems, structures, policies, practices and attitudes that keep racial inequity in place. It is not a statement of values or a one-off training day.

An anti-racism leader understands how racism operates across an organisation, including how everyday decisions, their own among them, can hold the status quo in place. They use the position they hold, whatever it may be, to create change, and they bring others with them.

The aim is clear: equity of opportunities, equity of experiences and equity of outcomes for people of Black and racialised ethnicities.

The three pillars

Each pillar matters on its own. The real strength comes from how they work together.

Competence: knowing what to do, and doing it well

Competence is the ability to do something well in a real situation. For an anti-racism leader, that means recognising racism at every level, from individual behaviour to organisational systems, and knowing how to respond effectively.

Confidence: trusting your ability to act

Confidence is being sure of your abilities and trusting your plan. We develop three types:

  • General confidence: belief in yourself as a leader

  • Task-specific confidence: belief that you can handle a particular situation, such as raising a concern in a board meeting

  • Social confidence: ease in building relationships and holding difficult conversations with others

Courage: acting when it feels risky

Courage is the ability to manage your fear in a difficult situation and act anyway. We work on four types:

  • Moral courage: standing up for what is right

  • Intellectual courage: questioning your own beliefs and assumptions

  • Social courage: risking disapproval from colleagues or peers

  • Emotional courage: being willing to feel uncomfortable emotions without backing away

Ready to close the gap between what your organisation says on race and what it does?

Tell us about your organisation and we will be in touch shortly. We look forward to hearing from you.