Introducing Associate Partner Joshua Lachs

Edgility Consulting recently welcomed Joshua Lachs as an Associate Partner. He brings with him a strong leadership background across various education and non-profit roles, as well as a passion for DEI+B work and the knowledge to help clients implement their own equity-driven initiatives. We welcome you to get to know our newest AP, the experiences he brings to the table, and what drives his work. 

Q. Can you share with us what this new role means to you personally and professionally?

My new role at Edgility is an opportunity for me to bring my extensive experience as a former nonprofit CEO, C-level team member, and Board member to a dynamic and innovative environment that focuses on creating greater social impact across a wider spectrum. Personally, it means embarking on a new chapter where I’m able to deepen my passion for making a difference to the sector at large. That’s something that has been near and dear to my head and heart for two decades. Joining Edgility also provides a platform to challenge myself in fresh and innovative ways. 

Professionally, this role allows me to leverage my executive leadership skills, commitment to collaboration, and dedication to DEI+B in a new context. Over the course of my career, I’ve seen the talent gaps that many social impact organizations face. Having the opportunity to help organizations in the broader ecosystem grow their own leadership capacity in order to fuel their work and impact is core for me. I’m excited to work with a truly unique and talented Edgility team, meaningfully contribute to the firm’s strategy, and support the firm’s double bottom line mission of driving positive change and innovation in the industry.

Q. As you reflect on your professional journey to Edgility, what are some key experiences or projects that have shaped your approach to advancing equity in talent and hiring practices?

Throughout my career in the social impact space, I’ve tried to leverage my experiences, successes, and – most importantly – learnings into a purposeful approach to advance equity in talent and hiring practices. A few examples are worth naming.

Most recently, during my tenure as CEO of Moneythink, I oversaw a comprehensive diversity, equity, inclusion, and belonging (DEI+B) strategy that included an in-depth assessment of our hiring practices. We implemented structured interview processes and standardized evaluation criteria to ensure a fair assessment of all candidates. This experience underscored the importance of intentionality and accountability in creating equitable systems.

In my role as Dean of Extended University at JFKU, I worked closely with our faculty and administration to ensure that our academic programs and operational practices promoted diversity and inclusion. For example, I was a founding member and co-chaired the University’s Diversity Council, which created initiatives to recruit and retain faculty and staff from underrepresented backgrounds. In conjunction, I served as a member of the Contra Costa Council Workforce and K-12 Education Task Force, which help to bridge education and career pathways for traditionally marginalized individuals. While at JFKU, I co-founded and architected the Institute of Entrepreneurial Leadership (IEL) at JFK University, a private-public business accelerator designed to scale social entrepreneurship and job creation for historically underserved individuals throughout the US. In its existence, IEL fueled more than 100 new small businesses and created 2,000 new jobs for folks with the greatest need, yet who were furthest from opportunity. 

Much of my role as Chief of Workforce Development at Goodwill Industries was focused on building inclusive talent pipelines and creating opportunities for career advancement for individuals from diverse backgrounds. I collaborated with industry partners, community organizations, and educational institutions to develop training programs and apprenticeships tailored to meet the needs of underrepresented populations. That experience really showed me the importance of cross-sector collaboration and the value of diverse perspectives in driving innovation and growth.

These experiences have collectively reinforced my belief in the transformative power of diverse and inclusive teams. At Edgility, I am committed to applying these lessons to advance equity in our talent and hiring practices. This includes developing equitable recruitment strategies, fostering an inclusive workplace culture, and ensuring that all individuals have access to opportunities for growth and development. By doing so, we can create a dynamic and innovative environment where everyone can thrive and contribute to our mission.

Q. Can you share an experience where you’ve seen diverse leadership positively impact an organization’s culture and performance?

For me, the critical importance of diverse leadership is fundamental in not only shaping a positive organizational culture, it’s the backbone for a more just, equitable society. In my experience as a former nonprofit executive and higher education dean, I witnessed firsthand how an organization’s values can concretely drive its business decisions, especially regarding diversity in leadership and its profound impact on an organization’s culture and performance. As Moneythink’s CEO, for example, we made a concerted effort to build a leadership team that reflected the diversity of the communities we served, including individuals from different ethnicities, genders, lived experiences, and professional backgrounds. This included myself as a kid growing up in a low-income situation, eventually becoming a first-generation college student, and struggling with affording college.

Our team’s commitment to diversity, equity, and belonging was so paramount to our work that we made it a central piece of our strategic plan and took concrete steps activating our values. For example, we created a set of core initiatives by which we aimed to measure the plan’s collective impact on our team. These initiatives enabled us to fundamentally shift the paradigm of how we engaged with each other as team members, as well as identify and address community needs that we might have otherwise overlooked. 

Furthermore, the inclusive environment encouraged open dialogue and collaboration, boosting overall team morale and engagement. Diverse leadership also enhanced our decision-making process, as we were able to consider a broader range of viewpoints and potential solutions. This led to more creative and effective strategies, ultimately driving better outcomes for the organization. As a result, our team-focused NPS (net promoter score) dramatically increased, and our DEI focus became both a main attraction for prospective staff members. 

My entire leadership career has been underscored by my relentless pursuit for a shared prosperity for all. From my perspective, social impact organizations have the greatest opportunity – and responsibility – to move that needle.

Edgility is excited for the passion Josh brings to our organizational goals and our team. We’re looking forward to the great work he’s sure to accomplish with clients and partners. If you’re looking to add an equity lens to your talent acquisition process, reach out to Josh here.