He is temporarily suspended, effective immediately. Johnson Capital Partners Headquarters stands in stark contrast to TerraNova’s flashy tech campus. The building is elegant but understated, its power evident in its prime location rather than ostentatious design.
The lobby features artwork from underrepresented artists and a wall displaying the firm’s commitment, building wealth through values. Leonard Harrison arrives precisely at 9 o’clock AM, his usual entourage conspicuously absent. Only his attorney accompanies him, both men looking tense in the elevator up to the meeting floor.
The receptionist greets them politely but without warmth. Ms. Johnson will see you shortly, please wait here. She gestures to a seating area.
Harrison checks his watch repeatedly as minutes turn to a quarter hour, then half an hour, then 45 minutes exactly. The same time Olivia was kept waiting at TerraNova. His attorney whispers warnings to stay calm as Harrison’s jaw clenches tighter with each passing minute.
When they’re finally escorted to the conference room, Harrison steps through the door and freezes. This is not the small meeting he expected. Olivia sits at the head of a massive table, now dressed in an impeccably tailored designer suit, subtle jewelry suggesting wealth without flaunting it.
Around her sits her full executive team, the company’s board of directors, and most surprisingly, representatives from three other major investment firms. The power dynamics couldn’t be more reversed from their first meeting. Here, Olivia is unquestionably in command, her authority evident in how everyone defers to her presence.
Mr. Harrison, she says, not rising, please take a seat. Harrison attempts to take control of the narrative immediately. Ms. Johnson, I’d like to begin by expressing my sincere regret for any misunderstandings during your visit.
TerraNova values diversity, and if I, this isn’t about misunderstandings, Olivia interrupts calmly, this is about accountability. She opens a folder before her. Johnson Capital Partners was considering not just a $2 billion investment in TerraNova Technologies, but potentially acquiring the company outright.
Harrison’s attorney shifts uncomfortably beside him. We’ve been researching TerraNova for six months, Olivia continues. Financial analysis, market positioning, competitive landscape, product pipeline, talent management.
Yesterday’s visit was the final assessment, a character evaluation of leadership. She slides a thick binder across the table. This documents not just yesterday’s incidents, but a pattern throughout TerraNova’s culture.
Harrison flips through pages of testimonials from former employees, internal communications, pay disparity statistics, and promotion records, all revealing systematic bias. His face pales. How did you get these internal documents? Former employees who were silenced by NDAs but who legally can speak to potential investors conducting due diligence, Olivia explains.
Your legal department should have advised you of that exception. One of the other investment firm representatives leans forward. Johnson Capital approached us three months ago about a new initiative.
We’re collectively establishing investment standards that include corporate culture assessments. Companies with discriminatory practices will no longer receive funding, regardless of their profit potential. Another adds, TerraNova was our test case.
Ms. Johnson volunteered to conduct the final evaluation personally. Harrison suddenly understands the complete reversal. Olivia wasn’t seeking his approval or validation.
She was determining whether he deserved her money. His attorney whispers urgently in his ear, but he barely registers the words. Johnson Capital was founded with a specific mission, Olivia says, her voice carrying quiet authority.
For generations, people who look like me had to beg for seats at tables owned by people who look like you. I built my own table. She gestures to the executives around her, diverse in gender, race, and age.
We manage over $50 billion in assets. The coalition of firms represented in this room controls over $200 billion in investment capital. The magnitude becomes clear to Harrison.
TerraNova’s future literally sits in the hands of the woman he wouldn’t shake hands with yesterday. This is reverse discrimination, Harrison attempts, desperation evident. You’re targeting me because I’m a white male in a position of power.
Olivia’s expression doesn’t change as she presses a button on a remote. The room’s speakers play his voice clearly. I don’t shake hands with staff.
The recording continues with his other comments from throughout the day, each more damning than the last. When the audio ends, silence fills the room. Harrison’s attorney writes something frantically on a notepad and slides it to him.
Harrison ignores it. What do you want, he asks finally, defeat evident in his voice. Olivia slides another document across the table.
Harrison expects an acquisition offer at a devastatingly reduced price. Instead, he finds a comprehensive list of required changes to TerraNova’s corporate governance, hiring practices, and company culture. This isn’t a negotiation, Olivia states as Harrison reads the document.
It’s the only path forward if TerraNova wants to avoid a complete investor boycott. The fallout unfolds like a controlled demolition, systematic and thorough. Day one, TerraNova’s board votes unanimously to remove Leonard Harrison permanently.
The press release cites leadership inconsistent with company values without specifying details. They appoint CFO Patricia Winters as interim CEO, their first female executive. The stock stabilizes at 15% below its previous value.
Day two, Johnson Capital Partners shares select documentation with the Equal Employment Opportunity Commission, triggering an official investigation into TerraNova’s hiring and promotion practices. The carefully redacted materials protect individual privacy while establishing clear patterns of discrimination. Day three, former employees begin coming forward.
NDAs that prohibited speaking about workplace culture are rendered unenforceable by the federal investigation. Stories emerge of systematic marginalization of women and minorities, particularly in technical and leadership roles. Inside TerraNova’s boardroom, the remaining executives grapple with the scale of the crisis.