DEI Experiences

We help workplaces focus on their cultures to ensure equal dignity for all, encouraging change and growth to improve the way organizations operate. Studies show that unaddressed culture challenges in the workplace lead to low morale and poor employee retention, and can negatively impact an organization’s bottom line.  McKinsey Group confirmed in 2020: “The most diverse companies are now more likely than ever to outperform less diverse peers on profitability.” DEI training leads to increased creativity, innovation, and decreased vulnerability to liability.

Considering a training? Your organization will benefit if you answer NO to any of these questions:

• Does your organization have the ability to conduct conversations that may be uncomfortable with your employees? 

• Does your organization’s leadership have the tools to empathize with the workplace challenges some of your employees may be experiencing? 

• Are you confident your organization is addressing the needs of all demographics represented by your team?

• If there are any individuals in your organization who feel like an “only,” do you have the tools to address this issue?

Using an organization’s values, we explore how they manifest in the institution’s culture.

Are we speaking the same language when we talk about creating diverse, equitable, and inclusive cultures where all feel a sense of belonging? 

An exploration of implicit bias, how it manifests as microaggression, and how we can identify and address it. 

Explore generational diversity and how race, power and privilege intersect. 

An exploration of emotional intelligence and the role it plays in creating inclusive cultures and the foundational behaviors leaders should model to create these cultures. 

Explore the impact of history on current inequities in organizations and industries, and the roles organizations might take to address historical injustices to create diverse and inclusive environments. 

Explores the partnership between allies and members of under-represented groups.

Definitions, microaggressions, practical applications for an inclusive workplace.

Addresses how BRG/ERG leaders can build alliances in relationships across differences and advocate for underrepresented groups

Senior managers explore different perspectives in the decision-making processes in the historic Montgomery Bus Boycott and apply them to current issues in DEI.

Advancing DEI is an ethical imperative, but it’s also a business imperative and should be at the core of a company’s business strategy.

High-quality feedback is crucial for individual advancement and organizational growth. Talent thrives where people give and receive honest feedback. 

Expectations for single mothers, male caregivers, female leadership; understanding gender identities, heteronormativity, and cisgender normativity.

From productivity to retention, fostering belonging increases healthy connections, and increased well-being.

Explore its role in creating inclusive organizations, increasing collaboration, innovation, trust, and accountability. 

Explore individual and social identity, the relationship to power, and how leaders can use their power to advance DEI. 

In table-top activities, leaders learn empathetic listening, cultural humility, giving supportive feedback, and asking effective questions. 

Leaders are taught to use DEI practices to conduct effective meetings through agendas, facilitation, and follow up activities. 

+ Cultivating Psychological Safety 

+ Using Feedback as an Equity Tool 

+ The Business Case for DEI 

+ Defining Identity and Navigating Power 

+ Navigating Challenging Conversation

+ Advocating for Equity

+ Cultivating Psychological Safety

+ Navigating Challenging Conversations

+ Empowering Allyships

+ Defining Identity and Navigating Power

+ Examining Beliefs and Values

+ Creating a common language for DEI

+ Understanding Implicit Bias and Microaggressions

+ Cultivating Inclusive Behaviors

+ Embracing Cross Generational Diversity

+ Empowering Allyship

+ Navigating Challenging Conversations

+ Creating a common language for DEI concepts

+ Understanding implicit bias and microaggressions

+ Embracing cross generational diversity

+ Empowering allyship

+ Understanding Implicit Bias and Microaggressions

+ LGBTQ+ Inclusion in the Workplace

+ Gender identity: impact in the workplace

+ Being an Ally to LGBTQ in the workplace

+ Cultivating psychological safety

+ Creating a meeting with DEI in mind

+ Using feedback as an equity tool

+ Defining identity and navigating power