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Diversity, Equity, and Inclusion

"When we are talking about diversity, it is not a box to check. It is a reality that should be deeply felt and held and valued by all of us."

-Ava DuVernay

Staff Meeting

Our Diversity, Equity, and Inclusion Solutions will provide support for employees to better work with others of differing abilities, backgrounds, nationalities, and genders, emphasizes a more inclusive workplace and explains the benefits of doing so. Broadly, the training increases an awareness of unintentional biases, and teaches how to better interact with others who come from different backgrounds and differing perspectives. Since DEI training encounters the risk of discrimination and harassment, it has the additional benefits of improving awareness, increasing workplace morale, and improving productivity. Our overall goal is to help you attain a workplace culture that is inclusive of all people.

What is Diversity, Equity, and Inclusion Training? 

Our Diversity, Equity and Inclusion training is designed to help team members at all levels to work better and seamlessly with colleagues of differing identities and backgrounds. The training aims to instill in team members the awareness and skills that critically support marginalized employees, while helping to cultivate that safe, empathic, and equitable workplace culture where each team member feels valued and appreciated. 


Why Do You Need Diversity, Equity, and Inclusion Training? 

DEI training is simply a basic core and fundamentally value for any responsive organization. However, organizations at large also benefit from DEI, and there are several strong business cases for implementing this kind of training.


We now know that organizations with high team member engagement resulting from improved DEI are often 20 percent more profitable than organizations without it.


In fact, a study from Deloitte showed that organizations with an inclusive culture are three times more likely to performing better.


Additionally, DEI reduces workplace harassment in the work environment. Finally, the more diverse an organization is, the more it can lead industry innovation, and diverse teams tend to, overall, make better decisions.


Organizations that invest in on-going diversity, equity, and inclusion initiatives as part of their overall corporate development strategy stand to experience the following benefits:

  • More fully engaged employees. Research suggests that the more engaged employees are, the harder they work, and the happier they feel. The unbeatable combination of hard work and happiness invariably results in peak performance, which ultimately translates to increased productivity. 

  • Increased employee retention.

  • Enhanced talent pipeline.

  • Employees of choice.

  • Inclusive culture. An inclusive workplace improves communication with leadership and team members, boosting employee morale.

  • Overall reduction in employee litigation, and less related occurrences of discrimination lawsuits.

  • Enhanced bottom-line.

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What Will We Offer You in a DEI Training? 

We will address the following topics in our DEI training:

  • Meaning of diversity, equity, and inclusion

  • Unconscious and implicit workplace bias

  • Stereotyping

  • Reducing prejudice

  • Cultural awareness and belonging

  • Addressing microaggression

  • Eliminating workplace harassment


What Types of DEI Training Do We Have to Offer?

We leverage different kinds of DEI training and customize to meet the needs and culture of the organization. DEI Training can mitigate biased behavior, cultivate genuine awareness, generate sincere empathy, and truly empower a diverse workforce.


These are the types of DEI training that we offer:

  • Common Ground Training. This is based on exploiting similar priorities, values, and goals to help align colleagues to be on the same wavelength.

  • Facilitated Conversation Training. This creates space for less vocal employees to have their voices heard, concerns expressed, and feedback given.

  • Cultural Sensitivity Training. This helps members of a dominant group to understand how to empathize with colleagues from minority and under-represented backgrounds.

  • Unconscious Bias Training. This aims to identify and uncover the subconscious ways in which employees engage in biased or oppressive behavior.

  • Accommodation Training. This empowers employees from diverse backgrounds to advocate for how they can be better accommodated at the workplace, allowing the creation of space for the safe and comfortable accommodation of different physical, environmental or religious needs.

  • Inclusive Management Training. This helps supervisors to recognize discriminatory or oppressive management practices, and to dismantle biased systems at the workplace.

  • Community Engagement Training. This seeks to go beyond the internal organization, and it encourages team members to look at how the business can serve the greater good of the community, viewed through the lens of DEI.

  • Anti-Oppression Training. This is an advanced type of training that teaches employees how to proceed from ally to collaborator, and to take an active stance in supporting and uplifting marginalized colleagues. This type of training frequently involves subjects such as racism, sexism, and homophobia. 


How Do We Measure The Impact of Our DEI Training?


We will first complete a pre-assessment before you begin to determine that strategies are needed. Our team will discuss the importance of implementing an DEI training for long-term results. Our last step is we will encourage your organization to think of DEI as a marathon, and not a sprint.

These are a few key metrics we will examine:

  • Diversity percentage in leadership. Do you have sufficiently diverse representation in management? This will include leadership at all levels, including the C-suite and the board of directors.

  • Retention. Do your employees enjoy their jobs? Do they feel they have equal access to opportunities for advancement?

  • Program engagement. Are your workforce continuing education and mentorship programs ongoing? Has employee engagement increased since DEI training was implemented?

  • Employee feedback. What are the feelings of your employees about your company culture? Do they feel they have benefited from your DEI initiatives? 

Why Do You Need Us?

Our seasoned team has innovated a signature blueprint to assist you in your quest to create an inclusive culture. That blueprint rests on the acronym, S.O.A.R. In essence, as a blueprint for the Diversity, Equity, and Inclusion experience that we offer, it is a customized action plan for promoting growth.


S - Strategy

O - Objectives

A -  Achieve

R - Results


Our S.O.A.R acronym stands for customizing the right Strategy to develop Objectives to Achieve the client’s desired Results. Expressed even more succinctly, our objective is to create solutions that incorporate a powerful diversity, equity, and inclusion training that will result in increased productivity, peak performance, and an inspired culture in which employees have a sense of belonging because they are valued and heard.

Our Team 


Our team of seasoned and dedicated professionals come from backgrounds that adequately equip them to deliver a holistic, yet cohesive and user-friendly DEI curriculum. In the past, these consultants have worked with various clients in the areas of diversity and inclusion, unconscious bias, multicultural awareness, change management, and team development.


Our founder, Tina E. Gilbert, is a totally focused professional who deploys nothing but total commitment to employing her values, acumen, and skills to drive demonstrable transformation in the diversity and inclusion culture of her client organizations. Her primary pre-occupation has always been to provide cutting-edge development tools for the empowerment of leaders for their Next Level of excellence. With over twenty-five years of professional experience in the areas of leadership, organizational development, talent management, and diversity and inclusion, Tina Gilbert is poised to enter a new phase of commitment to the growth and development of America’s business organizations in the diversity, equity, and inclusion sphere. Below are a few of her credentials:


  • eCornell University Diversity and Inclusion Certification, Completion September 2020.

  • Training: Inclusion Diversity Equity Access Leadership Strategic Support (IDEALS Institute) University of Arkansas, 2019.

  • Training: Our Town Arkansas, Just Communities of Arkansas for Inclusive Leadership, 2015.

  • Developed and taught Diversity and Inclusion training for a four-state footprint in Arkansas, Oklahoma, and Kansas for a financial institution, 2019-2020.

  • Taught, participated, developed: Diversity Café, which was open conversational sessions focus on diversity, inclusion, and equity, 2015-2019.

  • Participated on the Diversity and Inclusion task force for Arkansas Children’s Hospital.


Our Process   

Step 1: An overview of an organization’s readiness for DEI. What is your reality? A comprehensive diversity assessment.

Step 2: The Creation of a measurement system. Holding team members and leaders accountable.

Step 3: The Creation of a culture of Inclusion.

Step 4: Creating systems

Our Operational Strategy  

  • Host Leadership Town Hall meetings.

  • Review/map associate experience.

  • Create agile people solutions.

  • Forget about employee fitness. Focus on helping employees thrive.

  • Mentorship programs.

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