SKIP THE GUESSWORK WITH DEI
Before jumping into action, you need to know where to focus. I can dig deeper into your People processes and assess the current state of your internal systems with an equity lens. By the end, you'll have greater clarity around your current growth areas and a set of tailored recommendations to help you address them with confidence.
GREAT FOR COMPANIES WHO:
Want to incorporate DEI and feel uncertain about where to start
Suspect patterns of bias that favor some groups more than others
Receive feedback that processes feel opaque, unfair, or unwelcoming
Tried to do what other companies are doing but it isn’t working
Scaled rapidly and are ready to redesign their People processes
HIRING & RECRUITING
From job creation to offer extension, your hiring process is filled with moments of decision-making that can inherently activate bias. By understanding when to implement structure and when to remain flexible, you can design an inclusive process where more candidates have a fair shot at getting the job.
And if diversity isn't consistently prioritized within your recruiting strategy, your efforts will yield a lot of prospects (and hires) who look and think the same. With a measured approach, you can be more effective at attracting and engaging prospects from marginalized backgrounds without being performative.
Hiring Plan Design
Internal Team Activation
Performance management can feel high-stakes for everyone involved, especially if there's low trust or employees don't understand how their work connects to the big picture. With the right structure and educational resources, you can have a high-performing team where everyone is appropriately rewarded for their impact.
A healthy workplace culture is responsive to its employees through the ups and downs of business. You can help people feel seen, valued, and understood by designing community-oriented People programs and centering the needs of your most marginalized employees in your engagement survey practices.
ERGs & Affinity Groups
A one-size-fits all approach to professional development will always prevent people from fulfilling their potential. By weaving psychological safety and personal agency into your employee growth practices, you can create a culture where people embrace individual strengths and uplift one another.
Learning & Development
Mentorship & Sponsorship
Your total rewards strategy has a direct impact on the livelihood of your employees and their loved ones, so it's critical that everyone gets what they need. Fair compensation and equitable benefits and perks show employees that you care about their well-being both in and out of the workplace.
Starting, pausing, or leaving a job are major milestones—and there's usually a lot of anxiety (and paperwork) involved. You can help people feel valued during these critical moments by creating inclusive employment transition plans and collecting feedback along the way.
HOW EQUITY AUDITS WORK
STEP 1: DISCOVER
I’ll spend time learning how you currently run a given set of People processes using questionnaires, interviews, and a review of documents and collateral.
STEP 2: ANALYZE
Using what I’ve learned from discovery, I’ll look for patterns in your process design, adoption, and outcomes to identify barriers to equitable outcomes.
STEP 3: SOLVE
Drawing from the outputs of my analysis, I’ll craft and present a detailed equity audit report with guidance for how to remove barriers in your People processes.
YOU'LL WALK AWAY WITH:
Deeper insight into your key DEI themes across practice design, adoption, and outcomes
Greater clarity around areas of improvement for the coming months and years
Strategic recommendations (and the “why” behind them) for the near-term and long-term
A richer understanding of equitable People practices and the principles that underpin them
Increased confidence in being able to drive change and facilitate better outcomes
BUILD THRIVING COMMUNITIES
Employee resource groups (ERGs) help employees seen and valued at work. We can work together to design a program that uplifts ERG leaders and members without creating undue burden on them. Having served as an advisor for dozens of ERG leaders, you can also bring me in as an advisor.
GREAT FOR COMPANIES WHO:
Received requests to create ERGs and don’t know where to start
Already have some communities and want to make them more official
Need help troubleshooting their existing ERG program
Want to create resources and playbooks to guide ERG leaders
Have a solid program in place and want to develop their ERG leaders
We can launch your first employee-led, company-backed ERGs with a strong foundation.
We can collaborate to develop internal resources to help ERG leaders navigate their roles with ease.
ERG LEADER ADVISING
I can serve as a trusted advisor to ERG leaders to provide guidance, feedback, and support as they grow in their roles and careers.
More Ways to Work Together
Some teams don't have big budgets or just need a little extra help. Let's explore how I can provide lightweight support that still makes a difference.
GET YOURSELF A THOUGHT PARTNER
DEI GUIDES, TEMPLATES, & PLAYBOOKS
I can develop branded or white-label DEI resources for different audiences.
FREELANCE DEI WRITING
I can contribute insights to your publication, company blog, or knowledge base.