Our client, a top financial protection benefits company with a presence both in US and UK, after the murder of George Floyd wanted to more intentionally address issues related to race relations within their organization. Despite their efforts to promote diversity and inclusion, employees were not comfortable discussing race-related topics openly, and tensions continued to simmer beneath the surface as many Black colleagues were struggling to feel safe and supported. The client recognized that they needed a safe space for employees to engage in open and honest conversations about race, but they were unsure how to create this environment.

NWC worked with the client to design and implement race relations listening sessions. These sessions were facilitated by trained professionals on our staff skilled in holding space for employees to share their experiences and perspectives on race-related issues.

Our tam also provided a workbook to managers to serve as a guide for leading their teams through these sessions. The workbook included guidance on creating a safe and inclusive environment, facilitating productive conversations, and ensuring that all voices are heard. It also included exercises for participants to reflect on their personal experiences and biases, helping them to develop a deeper understanding of themselves and their colleagues.

The race relations listening sessions proved to be a critical tool in addressing race-related issues within the organization. Employees reported feeling more comfortable discussing race-related topics openly and appreciated the opportunity to engage in these conversations. The sessions facilitated improved understanding, empathy, and respect between colleagues, leading to a more inclusive and collaborative workplace culture.

The workbook provided to managers was an invaluable resource, guiding them through the facilitation of these conversations and helping them to navigate challenging topics with sensitivity and care. The sessions enabled the company to address race-related issues proactively and establish a culture of open communication and understanding.

Overall, NWC’s work with the client in creating race relations listening sessions and providing a workbook to managers resulted in improved race relations within the organization, contributing to a more inclusive and productive workplace.

Our client, a large communications company, struggled to create an inclusive and diverse workplace. 

Despite having a diverse workforce, they noticed that their employees didn't feel a sense of belonging, which led to a high turnover rate, specifically among minority groups. The client realized they needed to take a proactive approach to address this problem and sought the assistance of Nika White Consulting (NWC).

NWC worked with the client to create a strategic formation plan to launch Employee Resource Groups (ERGs) that catered to the unique needs and interests of their employees. 

1. We facilitated meetings with employees from different backgrounds to discuss their experiences and the challenges they faced in the workplace. 
2. We conducted a survey to determine interest in these employee-led resource groups. Based on these discussions, we recommended the formation of six ERGs that focused on race, ethnicity, gender, sexual orientation, disability, and veteran status, with two groups launching each year for the next few years. 

To ensure the success of the ERGs, we provided training and resources to help them operate effectively. We also worked with the company's leadership team to communicate the importance of ERGs and encourage their participation. 

As a result, the ERGs gained momentum, and the company started seeing improvements in employee engagement and retention rates.

After the formation of ERGs, the client experienced a significant shift in their workplace culture. 

Employees reported feeling a stronger sense of belonging and increased engagement. The ERGs became an essential tool for employees to connect with one another, share experiences and perspectives, and build a sense of community.

Furthermore, the company saw reduced employee turnover, particularly among minority groups of the first two ERGs established. The client was delighted with the results and expressed gratitude for our DEI firm's assistance in addressing their challenges. 

Overall, the formation of ERGs proved to be an effective strategy for creating an inclusive and diverse workplace, resulting in a more engaged and productive workforce.

Our financial services company client was committed to promoting diversity, equity, and inclusion (DEI) within their organization. 

They had invested in formal DEI learning and development sessions for their employees, but they struggled to ensure that the training had a lasting impact. Employees were not applying what they learned in their day-to-day work, and the company realized they needed to create a space for employees to process and apply the training in a practical way.

Nika White Consulting (NWC) designed and implemented learning circles with the client. 

These circles were safe space conversations where employees could process and apply what they learned in the formal DEI learning and development sessions. 

Our team provided a facilitator guide and a training session to equip moderators with the tools and resources they needed to lead the learning circles effectively.

The learning circles were structured to encourage employees to share their experiences, perspectives, and insights, building on what they learned in the formal DEI training. 

The circles were small, diverse groups that regularly met to discuss specific DEI topics. The facilitator guide provided guidance on leading these conversations in a constructive and respectful way, ensuring that all voices were heard and valued.

The learning circles proved to be a powerful tool in helping employees process and apply what they learned in the formal DEI learning and development sessions. 

Employees reported feeling more confident in applying what they learned in their daily work and appreciated the opportunity to engage in practical conversations with their colleagues. 

The learning circles also helped foster a sense of community and belonging within the organization as employees developed deeper connections.

Our DEI firm's facilitator guide and training session equipped moderators with the skills and knowledge they needed to lead effective learning circles. 

The circles became a critical component of the company's DEI strategy, providing a practical and sustainable way for employees to apply what they learned in the formal training and develop a deeper understanding of DEI concepts.

Overall, the learning circles implemented by our DEI firm resulted in a more inclusive and supportive workplace culture, where employees felt empowered to apply what they learned in the formal DEI training and build stronger connections with one another. 

Our client, a bio-tech company, had ambitious plans to double the size of their organization in one calendar year. However, they recognized that their current recruitment process did not reflect their commitment to diversity, equity, and inclusion (DEI). 

The client realized they needed a diverse recruitment strategy to attract and retain top talent from a wide range of backgrounds, experiences, and perspectives.

Nika White Consulting (NWC) worked with the client to design and implement a diverse recruitment strategy. 

We began by thoroughly assessing the client's existing recruitment process to identify areas where DEI could be better incorporated. We then developed a comprehensive strategy that included job postings, candidate sourcing, interviewing, and onboarding processes that incorporated DEI principles throughout the entire employee life cycle.

Our team worked closely with the client to establish a diverse recruitment committee, which included representatives from different departments, levels, and backgrounds. 

The committee worked closely with the HR department in implementing the diverse recruitment strategy, including partnering with diverse organizations, creating inclusive job descriptions, and implementing blind hiring practices.

The diverse recruitment strategy implemented by NWC resulted in significant improvements in the client's recruitment process. 

The client attracted a more diverse pool of candidates, resulting in a more inclusive and representative organization. The diverse recruitment committee provided valuable feedback and insights that helped the client refine their recruitment process and make it more effective.

The client also reported increased employee engagement and retention, as employees felt more valued and supported in a workplace that reflected their diverse backgrounds and experiences. The client's commitment to DEI was evident throughout the entire employee life cycle, from recruitment to onboarding, training, and advancement.

NWC’s work with the client to implement a diverse recruitment strategy resulted in a more inclusive and productive workplace culture where employees felt valued, respected, and supported. The client's commitment to DEI positioned them as a leader in their industry, attracting top talent and creating a workplace that reflected the diversity of their customers and communities.

Our client, a large multinational corporation, recognized the importance of diversity, equity, and inclusion (DEI) in the workplace. 

However, they realizedthey needed a more strategic and comprehensive approach to diversity, equity, and inclusion (DEI) and to engage their HR partners to drive change throughout the organization.

Nika White Consulting (NWC) worked with the client to design and facilitate a day-long HR Partner Summit focused on strategic DEI education.Our team collaborated with the client to develop an agenda that included keynote speakers, interactive workshops, and group activities to encourage participation and engagement.

We also provided ideation, planning, and execution support, helping the client to develop and launch DEI projects focused on different stages of the employee life cycle. 

The projects included initiatives such as inclusive recruitment practices, diversity, and bias training, employee resource groups, and mentoring and leadership development programs.

Our team provided facilitation support for the summit, working closely with the client to ensure that the event was successful and that participants had the tools and resources needed to implement DEI projects in their departments and teams.

The HR Partner Summit facilitated by our DEI firm was a resounding success, launching several new DEI projects throughout the organization. 

The projects were designed to address specific challenges and opportunities related to DEI and aligned with the client's overall DEI strategy.

The summit resulted in increased engagement and participation from HR partners, who felt empowered and supported to drive change in their respective departments and teams. The projects that were launched as a result of the summit have resulted in measurable improvements in diversity, equity, and inclusion across the organization, including increased representation of underrepresented groups, improved employee engagement and retention, and greater awareness and understanding of DEI issues and opportunities.

Overall, NWC’s work with the client to ideate, plan, execute, and facilitate an HR Partner Summit focused on strategic DEI education significantly improved the client's overall DEI strategy and implementation. The summit catalyzed change, engaging HR partners and driving meaningful progress in DEI throughout the organization.

Our client, a construction management software service company, had recently undergone a merger that formed two separate Black Employee Resource Groups (ERGs). 

The client recognized that merging the two groups into a single entity would be important for building a stronger sense of community and creating a more impactful voice for Black employees within the organization. 

However, the client was unsure of how to merge the two ERGs best, and they needed guidance on facilitating a successful merger.

Nika White Consulting (NWC) worked with the client to design and facilitate a two-day Employee Resource Group (ERG) Leader Summit. 

The summit was designed to engage participants in purpose reflection exercises that identified common themes between the two ERGs and facilitated discussions on how best to combine and align the groups for the strongest pathway forward.

Our team worked with the client to design a comprehensive agenda with a keynote address, interactive workshops, and group activities to encourage participation and engagement. We also provided facilitation support to guide participants through the purpose reflection exercises and group discussions.

The summit was held in a safe and inclusive space that encouraged open and honest dialogue, allowing participants to share their experiences and perspectives without fear of judgment. 

Our team provided guidance and support to help participants navigate any challenges or concerns that arose during the discussions.

The ERG Leader Summit facilitated by our DEI firm was a resounding success, resulting in a successful merger of the two separate Black ERGs into a single entity. 

Participants were able to identify common themes and discuss how to align and combine the groups for the strongest pathway forward.

The summit resulted in increased engagement and participation from ERG leaders, who felt empowered and supported to drive change and advocate for Black employees within the organization. The successful merger of the two ERGs resulted in a more unified and impactful voice for Black employees. It helped to strengthen the sense of community and belonging within the organization.

Overall, NWC’s work with the client to ideate, plan, execute, and facilitate a two-day Employee Resource Group (ERG) Leader Summit successfully merged two separate Black ERGs into a single entity. The summit catalyzed change, empowering ERG leaders and driving meaningful progress in DEI throughout the organization.

Our client, an operator of senior living facilities across the US and Canada, recognized the importance of diversity, equity, and inclusion (DEI) initiatives and wanted to create a DEI Council to lead these efforts within the organization. 

However, the client was unsure of how to form the council, including the nomination process, onboarding, and charter development.

Nika White Consulting (NWC) worked with the client to design and facilitate a strategic formation process for the DEI Council. 

Our team worked closely with the client to develop a nomination process that ensured diverse representation and included a diverse pool of candidates.

We also provided support to facilitate the onboarding process for council members, ensuring they understood their roles and responsibilities. NWC equipped council members with the necessary tools and resources to carry out their duties effectively.

Our team directed the development of a charter/terms of service for the council that outlined the council's mission, goals, and expectations for council members. We also provided guidance and support to ensure that the charter aligned with the company's overall DEI goals and initiatives.

NWC’s strategic formation of the DEI Council was a resounding success, resulting in a diverse council that effectively led DEI initiatives within the organization. 

The nomination process ensured representation from diverse backgrounds, resulting in a council that brought a variety of perspectives to the table.

The onboarding process facilitated by our team ensured that council members were equipped with the necessary tools and resources to carry out their duties effectively, resulting in a council that could lead DEI initiatives within the organization effectively.

The charter/terms of service developed with our guidance provided a clear mission, goals, and expectations for council members, resulting in a council that effectively carried out its duties and aligned with the company's overall DEI goals and initiatives.

Overall, our DEI firm's work with the client to strategically form the DEI Council resulted in a successful formation process that resulted in a diverse and effective council that effectively led DEI initiatives within the organization. 

The process ensured representation from diverse backgrounds and provided council members with the necessary tools and resources to carry out their duties effectively, resulting in meaningful progress in DEI throughout the organization.

Our client, a large chamber of commerce, recognized the importance of promoting diversity, equity, and inclusion (DEI) within the business community and wanted to host a day-long conference to raise awareness and engage business and community leaders in DEI initiatives. 

However, the client did not have the expertise or resources to plan and execute a successful conference.

Nika White Consulting (NWC)  partnered with the client to develop and execute a successful day-long DEI conference that attracted hundreds of business and community leaders.

Our team led the marketing and promotional efforts for the conference, including creating a brand identity, developing a marketing strategy, and promoting the conference through various channels.

We also recruited and selected speakers for the conference, ensuring diverse perspectives and expertise in DEI initiatives. Our team provided logistical planning and support, including venue selection, scheduling, catering, and event management.

NWC executed the conference for seven consecutive years, continuously improving and refining the event based on feedback from attendees and clients.

The day-long DEI conference planned and executed by our DEI firm was a resounding success. 

In the most recent year, we raised over $150,000 for the client's organization and engaged hundreds of business and community leaders in DEI initiatives. The conference provided a platform for meaningful conversations and actionable steps toward promoting diversity, equity, and inclusion within the business community.

Our marketing and promotional efforts resulted in increased attendance year over year, with attendees reporting high satisfaction rates and a desire to attend future conferences. The speakers recruited and selected by our team provided valuable insights and expertise in DEI initiatives, resulting in engaging and informative sessions.

Our logistical planning and event management ensured a seamless and professional event that ran smoothly and effectively. Our DEI firm's execution of the conference for seven consecutive years provided continuity and consistency, resulting in a successful and impactful event that became a staple within the business community.

Overall, our DEI firm's work with the client to plan and execute a successful day-long DEI conference resulted in increased awareness and engagement in DEI initiatives within the business community. 

The conference raised significant funds for the client's organization and provided a platform for meaningful conversations and actionable steps toward promoting DEI.

Our client, a mid-sized healthcare organization, recognized the importance of promoting diversity, equity, and inclusion (DEI) within their workplace but was unsure of their readiness and how to proceed with launching a successful DEI initiative. 

They needed to assess their organizational and leadership readiness to ensure alignment and a successful DEI journey ahead.

Nika White Consulting (NWC) worked closely with the client to assess their organizational and leadership readiness for launching a DEI initiative. 

We provided an organizational DEI readiness assessment to the leaders to determine their current readiness and identify areas needing improvement. Our team then provided a coaching session to ensure alignment and readiness for the DEI journey ahead.

We worked with the leaders to establish a DEI vision and mission, develop a strategic plan, and provide recommendations for policies and practices that could help advance DEI within the organization. 

We also provided guidance on selecting a DEI team and leaders, developing communication plans, and implementing training and development programs.

NWC’s work with the client to assess their organizational and leadership readiness for launching a DEI initiative resulted in a successful and aligned DEI journey ahead. 

The organizational DEI readiness assessment provided valuable insights into the client's current readiness and identified areas that needed improvement. The coaching session ensured that the leaders were aligned and ready to proceed with the DEI initiative.

Our guidance on establishing a DEI vision and mission, developing a strategic plan, and implementing training and development programs helped the client advance DEI within their workplace. 

Our recommendations for policies and practices helped the client create a more inclusive and equitable workplace, resulting in increased employee engagement and satisfaction.

NWC’s work with the client to assess their organizational and leadership readiness for launching a DEI initiative resulted in a successful and impactful DEI journey ahead. 

The client created a more inclusive and equitable workplace, increasing employee engagement and satisfaction.

A large chamber of commerce in a local area faced the problem of minority-owned businesses being underrepresented in the region, with limited resources and opportunities available for them to grow and succeed. 

The chamber wanted to address this issue and create a program that would provide support and resources to help minority-owned businesses scale and build capacity.

The chamber of commerce partnered with Nika White Consulting (NWC) to create a Minority Business Accelerator (MBA) program. 

The program was designed to offer targeted training to minority-owned businesses on scaling and building capacity, provide access to a business coach, and connect them with procurement leaders for contract opportunities. 

The program was launched with the support of the Chamber of commerce and NWC.

The MBA program was a success and helped to address the disparities of minority-owned businesses in the region. 

The program was expanded across the state and continued for 10 years, resulting in new job creation and increased revenue for the participating businesses.