This document discusses building leadership development programs and provides considerations for doing so in an equitable way. It notes that typical programs focus on diversity rather than addressing racism, with steps like finding Black colleagues to participate or adding terms like "BAME" without real change. Instead, it advocates starting with executive briefings to assess readiness and alignment, followed by an Equity Development Lab program over 4 weeks to create a racial equity plan using impactful actions. Measures of success include levels of introspection, credibility, buy-in, and involvement from those within the organization.