Shakti Diversity and Equity Training

Despite the widespread efforts to disrupt gender inequality within leadership roles across industries, women continue to face barriers to securing leadership positions . This is especially true for women of color. The covid pandemic has only exacerbated the barriers women face, with far fewer women in the workplace today when compared to the pre-Covid workforce. The great resignation (awakening) is a result of the unexpected chaos we have all endured in the last few years but also a direct result of poor leadership that can result in toxic workplace cultures that are disempowering and a threat to the well-being and psychological safety of employees.  Leaders have a responsibility to empower, mentor, and create an inclusive and supportive environment for their employees. However, sometimes they fail their employees because they lack the knowledge and skills needed to be an effective people leader. As a tenured faculty member with almost twenty years of experience in Higher Education- I

The Diversity, Equity, and Inclusion (DEI) industry has exploded over the last several years and despite widespread criticism , organizations across industries have realized the value in investing time, money, and energy towards DEI programming and initiatives. With this evolution, a healthy debate about what acronyms we should be using to effectively communicate the guiding principles of “DEI” has ensued. Recently, there was a rich discussion between influential content creators who have dedicated their social media platforms to creating awareness about the topics of inclusion, equity, anti-racism, and justice. As I tuned in to this conversation narrated by some of LinkedIn’s top voices debating if our work should highlight Justice (JEDI), Belonging (DEIB), or just be focused on the original three guiding principles of the field (DEI), I was surprised that this debate did not include highlighting anti-racism (DEIA). I believe that DEI work should and MUST include anti-racism in tod