Strategies for DEIB & Leadership Development Programs

For 24 years I was a certified athletic trainer, twenty of those years I was one of 32 ethnically diverse women faculty nationwide. During this time I faced my share of workplace challenges that impacted my professional and personal well-being. Needless to say, this became the focus of my doctoral research.

I recently ran across a research article I published and presented in 2016; sadly eight years later those findings are still being addressed across corporate and mid-sized businesses nationally. Today, my work guides business leaders who want to create an inclusive organizational culture that attracts the best and brightest.

Here's my reflection on the 2016 article as a resource for companies today.

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As business leaders, you have a responsibility to cultivate inclusive and equitable workplaces that empower all employees to thrive. In 2016, I published a study delved into the Career Advancement Experiences of Female Faculty of Color, shedding light on the challenges these trailblazing women face:

  • Microinvalidations and microaggressions were experienced with varying frequency, creating an uneven playing field.
  • Female faculty perceived environmental microaggressions as hindering their progress, though they did not identify them as explicit barriers to advancement.
  • Mentorship played a crucial role, with these faculty members actively working with mentors who provided valuable career support.

Fast forward to 2025, and the landscape remains challenging. Women across ethnicities continue to navigate varying levels of exclusion and marginalization in the corporate world. Organizational culture persists as a significant factor in determining equity, inclusion, and opportunities for career growth.

The solution lies in a comprehensive approach to Diversity, Equity, Inclusion, and Belonging (DEIB) training initiatives that prioritize motivation, learning, and application. Frameworks for organizational learning can bridge the gaps in change management, employee retention, and the strategic integration of artificial intelligence (AI).

Most important, mentors and leaders must be equipped with the appropriate training to effectively support women and diverse individuals in the workplace. Strategically designed executive coaching, mentorship, and targeted leadership development programs are critical to advancing women across ethnicities and empowering them to reach their full potential.

As business executives, you have the power to drive lasting change. By addressing the deep-rooted challenges faced by women of color, you can pave the way for a more equitable and inclusive future, where all individuals can thrive and contribute to the growth and success of your organizations.

(infograph for inclusive and supportive career advancement)

This infograph compares 3 barriers to inclusive and supportive career advancement for women of color, what can be done now to achieve future respective goals.

Past (2016)

- frequent microinvalidations + microaggressions in their workplace

- environmental microaggressions are due to organizational culture

- more mentors, sponsors and advocates are needed

Future (2025)

- make inclusion a core part of decision-making

- create an environment that values development, diversity, and growth

- develop and retain talent, fostering a culture of continuous improvement

Now

- effective diversity, equity, inclusion, and belonging (DEIB) initiatives require a focus on motivation, learning, and application

- frameworks for organizational learning bridge change management + employee retention + artificial intelligence (AI)  

- mentors & leaders need appropriate training how to support women and diverse individuals at work

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