PHILOSOPHY

My philosophy is rooted in a deep, intersectional commitment to dismantling systemic inequity. I ground my work in three core, interlocking frameworks:

A DisCrit Approach: Following the work of Subini Annamma, David Connor, and Beth Ferri, I reject a single-axis view of identity. Instead, I analyze how racism and ableism are mutually reinforcing forces that create compounded forms of oppression. My work operationalizes the tenets of DisCrit by centering the voices of multiply-marginalized individuals, challenging the myth of meritocracy, and advocating for systemic change over individual remediation.

An Anti-Racist Stance: My approach is not simply “not racist” but actively anti-racist. Informed by the lifelong work of scholars like Angela Davis, I understand that true justice requires a persistent and active practice of dismantling the structures that uphold white supremacy. This means moving beyond diversity as a symbolic gesture and toward a fundamental redistribution of power and resources, recognizing that, as Davis argues, freedom is a constant struggle.

A Womanist Ethic: I am guided by a womanist ethic that prioritizes the “survival and wholeness of entire people,” a concept central to Gloria Anzaldúa’s work on bridge consciousness. This framework compels me to build coalitions across differences and create spaces of healing and solidarity. It is a commitment to being “in charge, responsible, and serious” about cultivating environments where everyone, in all their complexity, can thrive.

Together, these frameworks inform a pedagogy that is critical, justice-oriented, and deeply humanizing.

Climate

My assessment process is designed to provide your organization with a clear, evidence-based starting point for transformative change. As a clinical therapist, I begin by identifying the key roles and functions needed to foster a thriving intersectional environment. This is not guesswork; it is a data-driven process. I am a trained and qualified administrator of two leading assessment tools:

• The Intercultural Development Inventory (IDI), assesses intercultural competence—the capacity to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities.
• The Cultural Intelligence Scale (CQS), measures an individual’s capability to function effectively in culturally diverse situations.

By integrating quantitative data from these instruments with qualitative measures of your workplace culture and HR effectiveness, I provide a comprehensive diagnosis of your organization’s strengths and areas for growth. This ensures our strategic work is targeted, effective, and grounded in a deep understanding of your unique institutional landscape.

CULTURE

Key Themes from Institutional Feedback

A comprehensive review of staff and student feedback reveals several critical themes that signal a disconnect between the institution’s stated values and its operational reality. The most consistent finding is that the demand for substantive Diversity, Equity, Inclusion, Access, and Justice (DEIA-J) initiatives significantly surpasses the resources allocated to support them. This resource gap contributes to a perception that there are limited opportunities for meaningful professional growth in this area, leaving many feeling stagnant and unsupported.

Furthermore, a recurring concern is the ineffectiveness of the current reporting processes for incidents of bias or harm. Feedback suggests that these systems are not trusted, which cultivates a climate of silence, deepens feelings of inadequacy, and ultimately erodes psychological safety. This lack of trust is a significant factor in the high turnover rate among staff from historically marginalized and oppressed communities.

Finally, there is a clear and urgent call for the development of intersectional policies. Current policies are often perceived as siloed and irrelevant to the lived experiences of BIPOC, Disabled, and/or LGBTQIA2S+ employees, failing to address the compounded forms of discrimination they face.

EVALUATION

Evaluation would lead to Action Plan. Whatever key players are identified by your organization, I partner to create a clear action (strategic) plan that can be implemented over the next 3 years.

WORKSHOPS

Virtual sessions are led over ZOOM that can be scheduled when best works for your organization.

Workshop Session Titles:

• A, B, C’s of Critical Race Theory
• Addressing Implicit Bias with Microbehaviors
• Antiracism and Capitalism
• Belongingness & Cultural Competence
• Collective Access & Disability Justice
• Cultural Diversity & Representation
• Environmental Oppression
• Feminism & Womanism
• Identifying Implicit Bias & Microaggressions
• Intersectional Workplace Policy
• Meritocracy & Classism