Equity, diversity and inclusion are inseparably intertwined with employee mental health and wellbeing.  It has been well documented that members of non-dominant populations face added workplace challenges relative to their dominant peers. These challenges include a lack of representation and inclusion in positions of power, experiences of recurring micro-aggressions from coworkers, pervasive unconscious bias, and other stressors causing employees to hide their identities. This increased burden not only negatively impacts both the individuals’ mental health and psychological safety at work but also negatively impacts teams and organizations as a whole.

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We believe that creating extinction-proof positive change in organizational equity, diversity, and inclusion begins by compassionately working to understand the intersectional experience of both dominant and non-dominant individuals. This qualitative assessment helps identify organization-specific challenges, guides the curation of transformative educational experiences, and improves policy and process development.

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The goal of organizational inclusion is to ensure that every person is valued and respected.  To feel valued, we must possess a sense of belonging and trust that our uniqueness is welcome.  To feel respected, we must experience equity and non-discriminatory access to organizational opportunities.  When this culture is genuinely achieved within an organization, individuals are more committed, more innovative, higher performing and most importantly, healthier.