FAQs
What is a microaggression?
A microaggression is an offensive comment or conduct that is directed at someone because of their membership in a marginalized group. The behavior is rooted in stereotypes. A person is being targeted because of their membership in a marginalized group: e.g. age, race, national origin, sexual orientation, gender, or disability. Oftentimes, people make an offensive comment and do not even realize how the comment impacted the other person.
What is DEI?
DEI stands for Diversity Equity and Inclusion. “Diversity” means that an organization seeks to have people from various backgrounds. It could include gender, religion, disability, and race. Usually an organization will institute hiring and promotion policies that encourages all people to apply and remain with company. Unfortunately historically some groups have not received fair treatment, thus creating the need to ensure that everyone has an opportunity. “Equity” ensures fairness within the workplace. This may look like offering mentorship, fair access promotions, or creating pipeline activities. “Inclusion” means making sure that everyone feels included and that they belong. Cultivating a workplace culture that includes everyone could include celebrating cultural holidays or offering food that considers an employee’s religious beliefs. It could also be offering training that educates employees about cultural competency.
What topics do you discuss during the training?
In my training, I provide historical context and it helps participants to understand why certain phrases or behavior is harmful. My hope is that participants will internalize the history and be thoughtful about their behavior going forward. I also provide tips for how to navigate conversations when an offensive comment has been made. Education can be a form of protest. One of the ways I protest systemic racism, discrimination, and intolerance is to educate anyone who is willing to learn.
Who has benefited from this training?
HR professionals, tech professionals, judges, counsel, managers, individual contributors, retailers, legal teams, engineering teams, professional organizations, non-profits, universities/institutes of higher learning, medical students/doctors, communication and media teams have all benefited from this training. Any organization (small or large) interested in educating their staff about respect in the workplace, would benefit from this training. Marginalized employees also benefit from hearing their point of view shared with others in the workplace. I can say the things that maybe they do not feel empowered to express. Some of my clients are listed at the bottom this page.
Why does it matter?
Decency, courtesy, and respect in the workplace always matters. Offending people in the workplace is often the result of a lack of emotional intelligence. After years of hearing employees share their concerns about microaggressions in the workplace, I wanted to find a way to move the conversation forward. Decreasing microaggressions in the workplace is the next level of creating a truly inclusive workplace. Diversity is a fact. Inclusions is a choice. "Diversity is being asked to the party, Inclusion is being asked to dance." — Verna Myers.
What other services do you provide?
I provide expert witness testimony and consulting regarding microaggressions, HR polices, workplace investigations and bias in the workplace. I have experience writing company policies and conducting workplace investigations. I have worked with plaintiffs and defendants.
I provide personalized executive coaching for leaders who may need assistance with improving their “How” in the workplace. I specialize in leaders who lack emotional intelligence or lack cultural competency.
How can I request training or expert witness services for my workplace or client?
Please complete the contact section of this website and someone will be in touch to discuss details. I am currently conducting virtual and in-person trainings. I also welcome international engagements.
