Co-Creating Inclusion, Shifting Culture, Driving Equity

Diversity, Equity and Inclusion Consulting & Workshop Facilitation

Engage in a co-creative process to shift the dial on turning good intentions into tangible results.


Diversity, equity and inclusion is the critical work needed to support a company or organization in continuing to do its best work in service of its mission.

For an organization to function most effectively, its staff need to feel a sense of belonging and that they are valued for what they uniquely bring to the table. This includes identity, background, personality, talents, skills, experience and more. This is what inclusion is.

Team members also need to feel that they have psychological safety and capacity, as well as the opportunity for them to make a meaningful contribution. This helps them to feel able to bring their full selves to their work. This is what engagement is.

Inclusion drives engagement, and engagement drives performance.

Diversity and equity impact inclusion, but inclusion is also more broadly impacted by behaviors related to work dynamics and culture that may or may not link directly to identity. 


At Co-Creating Inclusion, our work combines several different methodologies in order to increase organizational performance:

  • Diversity, equity, and inclusion (including the work coming out of the Cornell University IRL School on engagement and inclusion)

  • Workplace and organizational culture

  • Leadership and team development

  • Project management, business integration, operations & change management

  • MBTI (Myers-Briggs Type Indicator) based understanding of personality types

  • Qualitative research & data analysis


We take an integrated approach that combines strategy, assessment, training, coaching, and implementation in order to create culture shifts and transformation towards inclusion.

The process of creating inclusion should itself be inclusive, therefore our approach is always collaborative and participatory

We also look holistically at all aspects of an organization in order to leverage efforts and maximize impact.

Your goals might include:

  • Activating conversations around diversity, equity, inclusion and workplace culture in order to increase talent engagement, retention and performance.

  • Creating a shared understanding, common language, and insight into where unconscious bias, power, and privilege may be unintentionally playing out in policies, procedures and practices so changes can be made to create a more supportive and effective work culture.

  • Creating a DEI framework, process and strategic plan that outlines how principles and protocols can be effectively integrated into how the organization functions.

Results might include:

  • Staff increasing their understanding of how bias shows up and the steps they can take to counteract and challenge bias and strengthen inclusion.

  • Staff increasing their understanding of how to seek out and include different perspectives in order to work better and more effectively.

  • Improved organizational clarity and consistency with how policies, procedures and practices are implemented to accelerate diversity, equity and inclusion.

  • Clearly demonstrated organizational commitment and action towards improving workplace culture so that all can do their best and most fulfilling work.

Our best work happens when we have the opportunity to impact all aspects of an organization through an integrated approach that combines strategy, assessment, facilitation, coaching, and implementation in order to execute on mission, vision, and ideas.

"I attended your diversity training over the summer and I tell everyone your diversity training has been the best I’ve been to. I also sit on my boys school diversity committee so have attended a few by various organizations. However none have struck me in the way yours did.

Your training resonated with me for several reasons. I loved the fact you were able to draw out some of the participants who eventually shared with us some of the difficult situations they have encountered. Your very real and practical strategies to help us deal with traumatic situations was helpful. I also appreciated how you managed to keep us on task - conversation started to shift to gender which oftentimes annoys me because gender (and LGBTQ) are easier topics for white people to discuss and tackle than race. So I really appreciated you keeping us on the topic of race.”

- Diversity, equity and inclusion workshop attendee