Consulting DEI Services

  • DEI Diagnosis

    Do you know what is the state of your organization regarding Diversity, Equity and Inclusion?

    Often times it’s very difficult to see where to start in the DEI space, all companies are in different moments regarding this topic, some are very advanced and others are just starting to hear about these terms.

    I will help you understand where your company is at the DEI spectrum and what are the next steps in order to move forward with the things that your organization needs.

  • Inclusion & Belonging

    Do you know if your teammates feel they belong in your organization?

    Together, inclusion and belonging create a workplace where employees feel valued and respected and can bring their whole selves to work. When employees feel included and they belong, they are more likely to be engaged, productive, and committed to the organisation. Therefore, inclusion and belonging are fundamental to creating a culture where employees can thrive, and organizations can reach their full potential.

  • Allyship & Intersectionality

    Is your organization taking an intersectional approach to DEI?

    In the workplace, allyship and intersectionality are important because they ensure that all employees are treated fairly and with respect, regardless of their background or identity. Understanding intersectionality helps to ensure that workplace policies and practices are inclusive of all employees and not just a specific group. Organizations can create a more inclusive and equitable workplace for all employees.

  • Employee Resource Groups

    Are the ERGs in your company a reflection of the employees’ needs?

    ERGs can play a crucial role in promoting diversity, equity, and inclusion within the workplace, leading to benefits for both the employees and the company. ERGS can serve as a way for employees to share their experiences, perspectives, and feedback with the company, leading to a more inclusive workplace culture.

  • Functional Diversity

    Is your workplace inclusive of employees with functional diversity?

    Including individuals with diverse functionality (disabilities) in the workplace can bring a unique perspective and set of skills, promoting creativity and innovation. Employers can support employees with diverse functionalities by making reasonable accommodations, promoting equal opportunities and creating an inclusive work environment. Valuing and promoting diversity, including functional diversity, can also improve company culture, increase employee morale and enhance the reputation of the organization.

  • Neurodiversity

    How can your organisation hire, appreciate and retain neurodiverse employees?

    Neurodiversity in the workplace recognizes and celebrates the differences in the ways that employees think and process information. By embracing and leveraging the strengths of individuals with neurological differences, organizations can improve their performance and competitiveness in the marketplace. Offering tailored support and empowering unique strengths

  • Emotional Intelligence

    Which practices are in place in your organisation to foster Emotional Intelligence?

    Emotional Intelligence plays a crucial role as it helps individuals to communicate effectively and empathetically with people from different backgrounds, cultures, and perspectives. As a result, Emotional intelligence can help individuals to foster a diverse and inclusive workplace.

  • Well-being and DEI

    How do you measure well-being in your workplace?

    A workplace culture that values and respects differences can reduce the stress and anxiety that individuals may experience as a result of discrimination or marginalization. Studies have shown that workplace diversity and inclusion can lead to better physical health outcomes for employees, as a result of reduced stress levels and improved morale.

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  • Belonging results in less attrition, more career sucess and happiness

  • In every interaction you have the opportunity to make someone feel valued.

  • Diversity is a fact, Equity is a choice and Inclusion is an action

  • Homogeneity imposes financial costs and diversity produces financial gains

  • Diversity, inclusion and equity: Unlocking the full potential of your workfoce

Tailored DEI Trainings

Diversity trainings for teams

  • This training focuses on avoiding stereotypes and assumptions, using inclusive language and respecting personal pronouns and identities. When using precise and inclusive language, organizations can create a workplace culture that values and respects diversity and inclusion. This helps to foster a positive and inclusive work environment and improves overall workplace relationships and communication.

  • Unconscious bias = conscious inclusion! Conscious bias training is an important aspect of DEI initiatives in the workplace. By providing conscious bias training, organizations can help employees to understand the impact of implicit biases and equip them with the skills to overcome them. This can lead to a more inclusive and equitable workplace, where individuals feel valued and respected regardless of their background or identity.

  • The goal of inclusive hiring training is to educate hiring teams and managers on how to identify and eliminate biases in the hiring process, and to promote diversity and inclusiveness in their recruitment efforts.

  • The goal is to have a productive and respectful conversation that promotes understanding and acceptance of LGBTQ+ employees.

DEI assessments for executives

  • Having intercultural competence as a leader is crucial in promoting DEI, as it helps to build bridges between different cultural groups, foster mutual understanding and respect, and create inclusive and equitable environments. This training will assess your intercultural competence using the Intercultural Development Inventory® and other extensive psychometric validation protocols. The result is the realisation of your intercultural competence in a continuum that includes denial, polarization, minimization, acceptance and adaptation. An individual development plan is prescribed depending on where you are in the intercultural development continuum.

  • Microaggressions can have a significant impact on individuals and marginalized communities, and addressing them is a critical part of creating a more diverse, equitable, and inclusive environment. This training focuses on raising awareness, empowering bystanders, encouraging open dialogue and fostering a culture of respect.

  • Inclusive leaders actively work to create a culture that respects and values differences and leverages them for the benefit of the organization. They understand the importance of diversity in fostering innovation, creativity, and growth, and they work to create an environment where all employees feel valued and heard. This course provides directors and executives with an understanding of how to become a more inclusive leader, engage and support your teams to reach their potential.

Organisational Culture

  • I help you identify and change the concept of how new individuals bring new skills to your team’s culture, this can start with the guidelines in your recruitment processes by looking at traits that your team is missing instead of hiring for the existing culture.

  • We all live and experience our work in very different ways, and finding purpose in what we do could mean different things for all individuals in your company, hence it’s crucial for the organization understand where are the points to improve that will reflect in a better workplace for everyone.

I can engage with your team or company in different ways

  • I tailor our interactive webinars to different audience sizes and duration to make sure the message lands accordingly

  • 1-2-1 Clinics provide us with the opportunity to engage on a specific topic with the purpose of assessing or training an individual. It’s a personalized approach to DEI topics or issues within your organisation.

  • I tailor our workshops with interactive and hands-on learning activities. We engage participants, challenge them to think critically, and provide opportunities for the practical application of Diversity, Equity and Inclusion

  • Invite me to your organization’s panel together with a diverse group of stakeholders who are committed to promoting diversity, equity, and inclusion, and empowering the audience to develop and implement initiatives that promote positive change.

  • I can help you to create videos for your organization as a powerful way to promote DEI. They can be used to educate, inspire, and engage audiences.

  • Seminars are an effective way to educate people and employees about DEI and promote positive change in organizations and communities. I plan and conduct the seminar according to your goal, logistics and challenges.

  • I help with any state of your organization’s journey on DEI. Then I provide to individuals and organizations with powerful tools to learn and stay up-to-date on important issues related to diversity, equity, and inclusion.

  • I am able to conduct assessments and analyze an organization's policies, practices, and culture related to DEI. This can include reviewing hiring and promotion practices, conducting employee surveys, and examining the organization's mission and values. We also help organizations develop a comprehensive strategy for promoting diversity, equity, and inclusion. This can include setting specific goals, identifying key stakeholders, and developing strategies for achieving those goals.

Book a complimentary 20 min call with me in order to help you tailor the correct DEI approach that suits your needs