Diversity Equity &
Inclusion Strategy

Investing in an Inclusive Workplace

Research has supported that organizations showing diversity throughout management levels consistently see a competitive advantage. Equally as important is cultivating a culture that is equitable and where individuals have a sense of belonging and inclusion. Cultural transfer starts with leadership being comfortable addressing differences on the inside and affects how representative employees serve internal and external customers.  Team members watch leaders to determine how to maneuver.

We, at Amediate, LLC, know it is not easy to create a space where everyone feels they belong and are included.  –And where they can bring their whole self to work and contribute in ways that bring a combination of ideas to explore for success.  To assist with your desire to create such a culture, we are ready to take a deep dive.

Keeping Up with Continuous
Change in the DEI Landscape

As definitions in diversity change, we are forced to continuously adapt and stay current. Designed to address your specific organizational concerns, our topics include:

  • Understanding and Defining Bias
  • Fear of Engaging Dialogue
  • Fundamental Attribution Error
  • Confirmation Bias
  • Privilege
  • And more…

Our goal with DEI training is to ensure that everyone has a voice and that no one leaves the training with questions unanswered –or without an outlet or resource to inquire later. Training ends with participants provided a template to draft an action plan for what they will do to immediately apply skills learned in class.

Our Process:

  • Assessment – The most important step in designing a DEI curriculum most applicable to the organization and training participants. We work to create a safe environment, gathering data anonymously through varied techniques where employees can express their reflection on belonging and inclusion in the workplace.
  • Training – Analyze the data collected during the assessment to better understand the problems and opportunities for improvement.
  • Sustainability – We summarize observations and lessons learned during training and provide tailored practices for sustainable change in the workplace.
  • Evaluation – Every training we design includes and evaluation component. We gather data to ensure that expectations were met and specific organizational problems) were solved, and there is understanding for moving forward. Finally, evaluation lets us know what we could do better next time.

Skill Development Areas


The presence of differences that can include race, gender, religion, sexual orientation, nationality, ethnicity, sexual orientation, socioeconomic status, language, disability, age, political perspective, behavior, thinking or communication style, etc.


The promotion of justice, impartiality and fairness within policies, procedures, and distribution of resources by organizations.


Ensuring that diverse individuals are welcomed, feel welcomed and included as valued and contributing members of the organization.

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