• What Difference Does Difference Make? Is the Candidate Qualified?

    What Difference Does Difference Make? I have been asking this question for decades: What difference does difference make? It came to me when I was confronted by very privileged individuals who could not even imagine what life would be like for those who are not white, Christian, educated, socioeconomically secure, heterosexual, without a major disability, born in the USA, and for the most part, male. I needed to find ways to get through the resistance

  • The Best Ways to Hold Companies Accountable for Increasing Representation of Black Senior Leaders

    It is always affirming to be asked to provide an opinion on diversity matters as a diversity expert. Matthew Boyle a journalist with Bloomberg Business asked me:  What have you learned about the best ways to hold companies accountable for increasing representation of Black senior leaders? Here is my long response to Matthew. (The referenced article is linked below.) Organization’s C-suites, Boards of Directors, and shareholders can hold each other and, most importantly, themselves accountable

  • Genuine Change Requires Genuine Self-Examination, Strategies, and Transparency

    Genuine Change Requires Genuine Self-Examination, Strategies, and Transparency Help! During the past week my partner, Paula T. Edgar and I have received at least two dozen requests for help from potential clients. These requests have varied in terms of the specific type of help that they were seeking, but mostly people wanted help drafting their “Black Lives Matter” statements. Several people reached out asking if they could “pick our brains” (aka get free consulting), but

  • Say Something. Organizations Cannot Be Silent About Black Lives.

    Say Something. Organizations Cannot Be Silent About Black Lives. Paula T. Edgar June 8, 2020 Many organizations are struggling with the question of whether they should make a statement about the murders of George Floyd, Breanna Taylor, Ahmaud Arbery, or any of the myriad of events that have happened recently with a specific impact on the Black community. The answer is yes. Listed below are four recommendations on how to make a statement that will resonate

  • Self-Care During Quarantine and Social Distancing

    Self-Care During Quarantine and Social Distancing Paula T. Edgar May 5, 2020  My therapist often reminds me that, “Growth begins where comfort ends.” Prior to our world being upended by the Coronavirus (COVID-19) pandemic, I took her statement as a mantra to remind myself that as a diversity, equity, and inclusion professional, I have to embrace discomfort in order to effectively challenge my clients to do so as well. However, with the amount of

  • 6 Tips for Working From Home Amidst the COVID-19 (Corona) Virus Outbreak

    6 Tips for Working From Home Amidst the COVID-19 (Corona) Virus Outbreak By Paula T. Edgar  March 18, 2020 The impact of the COVID-19 (Corona) Virus on our global community has been vast and created many challenges. One significant challenge that many people are dealing with is the recommended social isolation to “flatten the curve”. People are being encouraged or mandated to work remotely from home instead of commuting to work and school. As

  • 10 Inclusive Management Best Practices for Remote Teams

    10 Inclusive Management Best Practices for Remote Teams March 12, 2020 The challenge of inclusive management is even more critical when teams must function remotely. Each year, more and more employees work remotely at least part of the time. Right now, many organizations across the globe are closing for two weeks or more to stem the spread of the COVID-19 virus. There are also many employees who are being quarantined during this time. The

  • Accountability Assures Organizational DEI Success

    Who ‘owns’ diversity, equity, and inclusion (DEI) at your organization? Often, the responsibility for the success, or sadly, the primary accountability for the failure of an organization’s DEI initiatives belongs to the Chief Diversity Officer (CDO) or head of HR. In many organizations, these individuals do not report to the CEO or president, but to the Chief of Staff, Chief Administrative Officer, or the CFO (this last, for reasons that escape us). Successfully advancing DEI

  • My Women’s History – 1969

    In the winter of 1969 I wore pants (sewn by my mother) to school for the 1st time. Mrs. Matossian, my 5th grade teacher sent me to Mrs. Sullivan’s (the Principal), office for coming to school dressed inappropriately. The next day, my mother sent me back to school in a new pair of ‘slacks’ with a note citing the School Dress Code for New York State allowing girls to wear pants.  This was the

  • Announcing Inclusion Strategy Solutions LLC!

    January 14, 2019 Dear Friends and Colleagues, As we embark upon a new year, we wish you and yours all things wonderful! 2018 was an incredible year! Most exciting was the formation of Inclusion Strategy Solutions LLC – our partnership! (Learn more about Paula and Wendy) We recognize that our skills and competencies are enhanced through our collaboration.  Merging our organizations has provided our clients with a greater depth and range of services.