DIVERSITY, INCLUSION, AND EQUITY

Diverse and inclusive companies attract talent, drive innovation, and create brave & compassionate workplace cultures.

Make no mistake: a tremendous body of work is required to make workplaces that are fit for ALL human life (what I call: bravespace workplaces!)

Clarify Your D.E.I. Strategy

Moe’s depth of experience of working with leadership in times of calm and crisis (I know first hand) she has real world experience to draw from and she is passionate about the science of leadership. She is a very gifted and passionate speaker/communicator.

- Jason Wandersee, Entrepreneurrial Executive

MANY COMPANIES STILL STRUGGLE WITH DIVERSITY & INCLUSION, AND IT’S SOMETHING YOU CAN’T – AND SHOULDN’T – PUT ON THE BACKBUNER.

WALK AWAY FROM ONE OF OUR DIVERSITY, EQUITY, AND INCLUSION LEADERSHIP SESSIONS HAVING...

Examined insider and outsider group dynamics.
Understood the link between group conditioning, privilege, systemic advantage, and unconscious bias.
Practiced courage, managing reactive shame, and connecting across difference.
Learned about the tangible benefits of inclusion.
Elevated your awareness about privilege and bias.
Explored whiteness and its implications on insider status at work.

This session is delivered virtually over 12 hours via cohort learning in a small group (up to 30 people). In-person workshops TBD.

This interactive session is open to everyone at work, including white men and women, who often see themselves and are seen as outside of the diversity and inclusion conversations.

One key element of the work lies with having a healthy and representative mix of people at work (diversity) and knowing how to work with the mix (inclusion). “Hoping” for or “desiring” diversity & inclusion is not enough.

Effective partnership across “difference” requires us first to look at ourselves and understand what we believe and why—and then develop the capacity and skills to trek through the messy and hard conversations.

We know that companies and organizations perform best when they are able to activate and utilize the full skills, talents, ideas, and energy of every single employee who works there.

We also know that results in every sense are improved when teams are made up of and proactively include people across all dimensions (ethnicity, gender, race, age and sexual orientation).

WE ALSO PROVIDE A LA CARTE SERVICES SUCH AS:

DEI AUDIT

Through focus groups, document review, interviews, process and policy evaluation, recruiting review, and training audit, our team will craft a current state snapshot of the company’s progress in being an inclusive culture across specific or collective areas of different. In addition, the audit will highlight top areas for effort over the next 12 months from the Board to the front-line with details on recommended actions for change.

INCLUSION CULTURE ASSESSMENT

Using an empirically tested tool, we assess all employees to evaluate the current cultural environment in the realm of inclusion. Packages include pre-survey messaging, post-survey action, and strategic recommendations. We use Culture Amp, Denison, Waggl, and other tool options.

ERG LAUNCH SUPPORT

Are you ready to host Employee Resource Groups for your workforce? We can help assess which ones to start now, how to engage your workforce fully, and a roadmap for full implementation, including executive sponsorship to ensure that these are a rocking success.

PUBLIC STATEMENT OR PLEDGE

What you say you believe matters. What you do matters even more. We can help you craft the right message to share with employees and the public that matches your intention, commitment, and long-term plan with regard to DEI within your organization.

Why should I work with a white coach/consultant rather than a person of color on my inclusion journey?

Why would you hire a white consultant in the realm of DEI? Good question. I’m not sure you should, but I have thought a lot about this.

Find Out Here

It is all hands-on deck to seize this moment in time and create lasting change in every system in which we operate. I hope that you and I are in it for the long haul. Truly.

I would love to work with you because I believe in my bones that it must be done. I’ve been doing inclusion and equity training, facilitation, and coaching since 1999 (with diverse partners) and it matters less to me that you pick me than that you get going.

Hire your partner or hire me, and let’s dig in. It is time.