We live in an era of information and identity pressure. Social media, political fracturing, and economic upheaval tend to facilitate division. Despite the hypervisibility of identity and cultural clashes, It is important to acknowledge that individuals who may have non-apparent identities, such as People of Color who pass as white, LGBTQ+ individuals, and those who are Neurodivergent, may choose not to disclose their identities or may be hesitant to do so.

Tune in to this thought-provoking podcast episode featuring a conversation between myself and Jonathan Lee, founder of Bridging Legacies Across Campus (BLAC). We discuss the challenges faced by students of color in the U.S. education system, equity leadership, and the advocacy for Neuro-inclusion.

Discover the secrets to gaining the trust of your team and learn key strategies and tactics that successful leaders use to inspire, motivate, and engage their teams. Trust is a critical element in building strong teams and achieving organizational success. Don't miss out on this valuable information!

When we are presented with too many options, it is common to feel overwhelmed and experience decision fatigue. This can lead to impulsive decisions or avoiding making a decision altogether. To help our brains cope with the overwhelming number of decisions we face daily, we use heuristics, which are neural shortcuts.

Stress can be a challenging and overwhelming experience, particularly for marginalized groups who face it on a regular basis. While many stress management approaches focus on the mind, the S.N.A.P.S. method takes a body-based approach to help individuals navigate stressful situations. Read on to learn more about the S.N.A.P.S. method and how it can help you manage stress.

Affinity groups are often cited as evidence of a company's commitment to diversity, equity, and inclusion, but their effectiveness can be limited by several factors. Read on to learn what the top four limitations are for affinity groups within workplaces.

Speaking with the DEI After 5 Podcast about the intersections of being Black American, Non-binary, and Neurodivergent as an equity worker. If you want to hear more, check out the short podcast episode. Thank you to the DEI After 5 Podcast team for having me!

The Challenger Model is a newly developed framework that focuses on the experiences of those who are harmed or wronged rather than prioritizing the perspectives of their allies. This model provides a strategic approach to promoting positive justice and generating safety through ongoing relationship-centered organizing efforts.

In this blog post, we will be discussing the Commitment Continuum framework. This framework aims to help individuals understand how they can contribute to meeting the needs of others in a non-hierarchical, continuous process. By recognizing the core needs of safety, dignity, power, belonging, mastery, and purpose, individuals can create lasting positive change and build a more supportive and positive environment.

The Elements of Equity is a tool for achieving inclusion by meeting core human needs through aligned expectations. It acknowledges that our experiences are shaped by environmental conditions and that equity is essential for inclusion. By focusing on the environment and identifying and eliminating barriers, we can create a more equitable and inclusive culture.

According to a well-known idiom, the best time to plant a tree was years ago. The second best time is right now. This truism has much wisdom, especially regarding how to respond to harm or injustice. However, it can be daunting to do so as the harm takes place. Emotions may be high, and we may feel unsure or unprepared. Even if we want to counter harm, how can we be sure what to do?