Diversity, equity, and inclusion work can transform organizations and help them do their work more effectively. This work can be most successful when people are fully invested and have a good idea what is involved. Without this, organizations sometimes set themselves up for failure and bring consultants in with unrealistic expectations. If you are thinking of launching into work around diversity, equity, and inclusion, this post may help you...

In my work with organizations around race, power and privilege, I’ve noticed a pattern. Sometimes we anticipate defensiveness on the part of white people in the group and plan our sessions to accommodate this defensiveness. I’ve begun correcting this pattern and setting goals more proactively. At the same time, I have become hyper aware that a primary reasons we’re doing this work is that people of color may feel unsafe,...

Thanks to my colleagues Steve Lew, Senior Project Director, CompassPoint Nonprofit Services and Maura Bairley, Interdependent Consultant for Social Change, for their contributions to this piece. When I work with organizations around diversity and equity[1], I start with managers, because I believe that their buy-in and investment is essential for the work to succeed. Lately, I’ve been struck by a gap I see between what it takes to build...

In my work with organizations around topics of diversity, equity and inclusion, I often hear that a few people are asking “Why do we need to talk about this?” This usually happens in organizations that serve very diverse communities, with staffs that aren’t as diverse. And, usually, there’s less diversity in the senior management and board. So, isn’t the answer to that question a no-brainer? Well, actually, no, it isn’t. I am glad...