Good question!
As a Diversity, Equity and Inclusion Consultant I wear many hats. I'm a negotiator, empathizer, rehearsal whisperer, facilitator and educator. At times I preempt disaster; saving organizations time and money. I'm often a sounding board, brainstormer, editor. cheerleader, truth teller, tension reliever. I guide, I encourage, I challenge and I protect.
For example, in the past two years I've designed and delivered over 50 DEI Workshops via Zoom. My clients were Fortune 500 companies, communities, school districts and theatres. My workshops included education on terms and definitions, the history of racism, identity, bias, intersectionality, culture, team building, navigating and sustaining authentic relationships, the stages of an apology and action planning. I collaborated with leadership and employees in creating an inclusive and equitable workplace.
Here are some additional examples:
In 2020 I consulted on 2 major presidential campaigns. In one instance I presented a workshop to the candidate's volunteer staff. Their collective goal was to get their candidate in the White House. A canvasser who was gay and black shared that he canvassed in predominantly white areas. He shared his concerns about safety. He'd told the lead volunteer coordinator and other people in leadership positions. They promised to address the issue but never did. "It's like they don't believe me," he shared. Other volunteers agreed. "What do you do when they don't take you seriously?" he asked. I looked him square in the eyes and said, "There comes a point when you have to decide whether you want to align yourself with people who don't prioritize your emotional and physical health. At some point we get to be the deal breaker. We decide whether those people are the right fit for us. In other words, if they don't take you seriously and do something then you have the option to quit. You don't have to stay where you aren't valued."
I received a round of applause and completed the rest of the workshop. A few days later I got a call from the campaign manager telling me that the person who shared their concern had indeed quit. He asked me to review what happened. I did. I went on to advocate for the volunteers and make it clear that their concerns were an urgent matter and should not be dismissed. Within a few more days, the campaign implemented safety protocols. The volunteer rejoined the campaign.
I was the DEI Consultant for a show headed to Broadway. The play addressed themes of slavery, appropriation and civil unrest. The cast was under great stress dealing with the aftermath of George Floyd and the death of a cast member. There were other issues as well. In a rehearsal the producer used a racial slur when speaking to Black members of the cast. They were very upset. The director asked me to come to rehearsal and facilitate healing. First, I advised the producer to apologize for what they said. I emphasised that the apology had to be short with no means of justification for their behavior. The producer wanted to give context for why they used the slur. They thought they could reduce the impact by articulating the intention. In this case it was imperative that the producer apologize by focusing on the impact of their words. They took my advice. Then I facilitated a listening session with the cast. They shared their concerns, frustrations and requests for moving forward. I took copious notes and gave a list of recommendations. The creative and producing teams implemented my suggestions. The cast felt valued, heard and accommodated.
Sharing these stories reminds me how much I love what I do. It's a privilege to collaborate with individuals who commit to being the "change they want to see in the world.