Make sure you are crafting a program that considers the diverse interests within your organization and addresses both in-house DEI priorities and broader national or global concerns. At the same time, develop a communication strategy to effectively promote your DEI initiatives to your employees and stakeholders. Don’t know where to start? I can help.

“I love diversity training!” said almost no employee ever. Let me take you beyond the played out, standard “diversity training” to help people in your organization understand and identify the roots of ideological, institutional, and interpersonal frameworks and move toward a more inclusive environments in a tangible way. Give me a couple of hours with your team, and I can help.

Inclusion requires intentionality, and that begins from the top down. Decisionmakers need to make informed choices that let everyone participate and thrive. To do that, leaders must deeply understand what marginalized groups go through, so they can come up with smart, workable plans that include everyone. Need an executive coach for DEI? I can help.

Organizations that are deeply invested in DEI might think about bringing in an expert to talk to a large-scale group to share tips, stories, and take questions. This helps everyone see how inclusion, equity, and fairness relate to their job. In a bigger setting, the team can have a deep conversation from a safe distance, and it's a good way to learn and think hard about things. Give me a stage and a microphone, and I can help.