The Inclusion School

You all know these words, right? Diversity. Inclusion. Belonging. Equity.

These words get used interchangeably so often, and I’ll be the first to say that this misuse and ‘interchangeability’ are costing organizations real progress.

As a practitioner of this work for the last decade +, here’s how I think about these words:

Diversity is who is in the room.

Inclusion is whether they can fully participate once they’re there.

Belonging is whether they feel they can be fully themselves, and that their presence actually matters.

Equity is whether the systems and structures in place give everyone a real shot.

You can have diversity without inclusion. (Hired, but never heard.)

You can have inclusion without belonging. (Invited to the table, but always forced to perform.)

You can have initiatives without equity. (Programs that treat symptoms, not systems or root causes.)

Most organizations are working hard on diversity, and fewer are doing the slower, harder work of building actual inclusion.

The output of genuine belonging is still rare.

I don’t think the question is which one to focus on. It’s understanding how they connect and intersect, and where your organization actually is in that process.

Give me your honest take on where your workplace is at with this right now and we’ll talk it through together.

How do we sustain DEI when everything feels like it’s constantly shifting?

The truth is, this is exactly when the work matters most. When things feel up in the air or uncertain, DEI frameworks ground us in people-centered work that helps anchor employees to the stability of the work they do.

DEI fixes us to our purpose and motivation when the world around us feels complex, uncomfortable, and ever-evolving.

But I know how hard change and uncertainty can be, personally and professionally, so I created the Sustaining DEI in Changing Times Toolkit.

This doesn’t mean starting from scratch or overwhelming your team with more information.

This toolkit is about helping you:
• Stay grounded in your values
• Adapt your approach without losing integrity
• Support your people in real, tangible ways
• Move from reactive → intentional

Sustaining this work isn’t about having all the answers or being the ‘expert’ in the room. It’s about building the capacity to keep showing up.

If you’re a leader, HR professional, or team builder trying to navigate what this moment is asking of you… this toolkit was made with you in mind.

If you’re interested, comment “TOOLKIT” and I’ll send you a link to our free download!

Or, send me a message! I’d love to share more.

What does it look like when a workplace truly supports women?

Not a poster on your office wall. Not the March newsletter honoring women’s history month.

Im talking about *real* support embedded in workplace culture, in both its policies and implementation. Support that is actually integrated into the everyday moments.

I’ve been thinking a lot about this in my work with organizations across LA and beyond, because so often women are at the forefront of incredible work, but are still forced to navigate spaces not made with them in mind.

I’d love to compile some of your answers to what a workplace would look like when it truly supports women.

Drop your thoughts below 👇🏽

And if you want to see how your own organization is doing, the Workplace Inclusion Quiz is still free and waiting for you to take!

Find it at the link in our bio 🌀

Hey all! I’m so grateful that my session, ‘Belonging as a Practice of Hope: Healing Campus Cultures in Times of Division,’ was selected for this year’s 2026 NADOHE conference in Philadelphia!

My session will explore healing-centered leadership, restorative frameworks, and what it means to reimagine ‘We the People’ within campus communities.

If you’ll be there, I hope you’ll let me know! I’d love to connect and grab some tips for what to do (and eat) in Philly (:

As women & femmes of color, we often experience imposter syndrome, racist & sexist stereotypes, feeling looked over for opportunities, lack of trust of self and from others while navigating the workplace.

What is the ✨cost✨ of these experiences on your workplace success? What have you missed out on because of some of these barriers? How do we take back our power?

This is what we’ll explore in our Ascent Leadership Lab, a virtual group designed specifically for women & femmes of color looking to develop or deepen their own leadership identity and narrative.

Together, we are reclaiming our sense of belonging 💪🏽

Head to the link in our bio to learn more and register for our pilot cohort today 🙌🏽

This week we dropped our latest toolkit: the Healthy Workplace Culture Micro-toolkit.

This toolkit offers daily practices and strategies for strengthening workplace belonging for all! ✨

Strengthening and supporting a healthy workplace environment does more than just keeping employees happy, it reduces turnover, poor participation, and lack of workplace efficiency and satisfaction among staff.

Head to the ‘Downloads’ link in our bio to download your copy!

If your workplace is experiencing high turnover, burnout, or ongoing tension, I promise you it’s not just a hiring problem, it’s likely an issue of using bandaid solutions without healing root causes.

Workplace fractures don’t fix themselves. They deepen when leaders focus on replacing people instead of repairing their workplace culture.

At The Inclusion School, we help organizations identify where trust has broken down, and how to rebuild it through restorative, trauma-informed practices that make people want to stay.

✨ Schedule a free workplace assessment to receive tailored recommendations & start the repair process.

🔗 Link in bio to schedule your free call

I’m hosting another free virtual workshop!
We’ll be reframing the leadership narrative for women and femmes of color who experience imposter syndrome.

Are you ready to reclaim your belonging?? 💪🏽

Help us spread the word by sharing out with friends, family, and colleagues!

Head to the link in our bio to register ✨

Yesterday, we explored ways to reframe imposter syndrome to identity wisdom by anchoring ourselves in our values and reframing our leadership narrative. It was a wonderful experience to hear others ground themselves in this important learning.

I’ll be hosting this workshop again! Details to come soon 😊

Thank you so much to those who attended!
If you didn’t attend, no problem! We’ll see you at the next one.

In the meantime, take a look at some of our free resources for building healthy workplace cultures at the link in our bio 🎉

I’m excited to share my latest interview with 🎉
Any opportunity to talk about my work, my purpose, or the passion behind it all, is a worthy opportunity for me.

Thank you so much!
Read the entire article at the link in my bio ✨

We are reframing the leadership narrative for women and femmes of color in this free 1 hour workshop: Imposter Syndrome or Identity Wisdom? Reframing the Leadership Narrative for Women and Femmes of color.

Join us next Wednesday from 12-1pm PT for this transformative offering!

Register at the link in our bio ☀️

I’m deeply honored to be named on this year’s 5th Edition Restorative People Leaders Watchlist! By Intersectional Innovations!

This recognition celebrates leaders embodying “Courageous Imagination and Resistance in Times of Rapid Change.”

The 5th Edition highlights exceptional individuals who are transforming communities and workplaces through restorative leadership practices that center justice, healing, and collective liberation. I’m humbled to stand alongside such visionary change-makers who refuse to accept the world as it is and instead dare to build what it must become.

This recognition isn’t just about individual excellence. It’s about the power we create when we connect our work to a larger movement for transformation. I’m really fortunate to be recognized and seen for all of the work I’ve done to embody these values and principles, not only in my work, but in my life as well.

You can read my story and others at the link in my bio ⭐️⭐️⭐️