I help organizations have real conversations about diversity, equity, and inclusion.

Organizations want to make diversity, equity, and inclusion a priority. Leaders know that diverse teams do better work. They don’t just want to do DEI for the hype. They genuinely want their organization to do better — and are willing to challenge their own preconceived notions.

However, I’ve noticed that many leaders…

  • …don’t include people from marginalized communities in the actual DEI strategy conversations.

  • …include them, but don’t know how to do it well.

  • want their company to talk about DEI, but it’s all talk and very little internal change.

All leaders have to do is step back, listen, be willing to be challenged, and foster a space for collective wisdom.

 

Last January’s work with Global Climbing Initiative. Small group breakout with Iloilo Climbing Community, Cebu Rock Climbing Community, and Cagayan De Oro.

 

June 24, 2023 — United in Yosemite bouldering clinic hosted by Nina Williams and Shondeen Chvaez.

 

Leaders hold the power to include perspectives from marginalized communities. With that power, comes responsibility. So if you want your organization to truly be more diverse, equitable, and inclusive, you need the psychological safety necessary for marginalized folks to share their perspectives.

I help organizations have better conversations about DEI.

  • I’ve facilitated organizational-wide conversations about identity, difference, and inclusion at both garden3D and The Ready — my two former employers.

  • I’m a volunteer community advocate in United in Yosemite, Yosemite’s first diversity-focused festival. My job was to support anyone who needed a safe space to talk about cross-cultural or interpersonal issues.

  • At UC Irvine, I’ve led activities for incoming freshman that helps them be aware of their own (and others’) privilege.

  • I’ve taken trainings with Ten Directions on facilitating tough conversations about race and difference.

I’m still a student in this practice. DEI is a journey of continuous learning — and frankly, unlearning. We need to be open to what we’re not seeing to be better stewards of this work.

If you’re looking to have support from someone who can help your organization have tough, open, and necessary conversations about DEI, reach out: timcasasola@gmail.com.