Frequently Asked Questions (FAQs)
Do you facilitate your classes virtually?
Yes. I routinely facilitate classes both in-person and virtually via Zoom.
What's better, virtual or in-person classes?
It depends! There are pros and cons to both approaches, as explored below:
Virtual workshops: Many clients with larger workforces with offices/branches across multiple locations ask me to facilitate virtual workshops for ease of scheduling and simplified logistics. Rather than having 25 of your staff from 4 different offices all drive to a single location, they can log into the class from the convenience of their own computer and then return to their workday. While arguably virtual classes are less impactful than in-person classes, the many interactive tools embedded in Zoom and other videoconferencing platforms (like breakout rooms, Chat, and polls) support highly interactive, engaging virtual classes. I typically cap virtual classes at 25 participants per class to ensure that the classes remain as interactive as possible.
In-person workshops: I find that participants often find in-person workshops to be more engaging and impactful when I'm there in the room with them, able to take the proverbial read of the room. In-person workshops can be terrific if you're looking to host a workshop for a larger group of people at once. The costs of in-person workshops can be a bit higher than virtual classes due to my travel-associated costs.
Some clients have me facilitate a mix of both in-person and virtual workshops. Let's have a conversation and figure out what works best for you.
What's the best way to contact you?
Call me at 207-317-2445; email me at email@example.com or by clicking the "Get In Touch" button above; or send me a message via the contact form on this website's Home Page.
Does your work focus on one aspect of identity, like race, disability status, or gender?
Generally, no, it does not. My work originates in the broad definition of diversity as meaning "difference," as explored further below. Much of my work focuses on interrupting hurtful behaviors directed at any central aspect of someone's identity and helping workplaces create work environments where everyone can have a sense of belonging and connection. That said, I am sometimes approached by clients seeking the creation of a class that is specific to a particular aspect of identity, which resulted in my creation of a gender diversity class. If you're looking for a facilitator who focuses in a particular area that is outside the scope of my work, I'll be glad to refer you to any practitioners with whose work I'm familiar.
Can my company videotape one of your sessions and then share it with the rest of our staff?
Due to the highly interactive and often sensitive nature of the classes that I facilitate, I do not videotape sessions for distribution to the entirety of an organization's staff. In each session, I strive to create a safe, confidential space where participants feel comfortable sharing personal information knowing that anything shared during class will not be further communicated to others.
What's the difference between diversity and inclusion?
The terms "diversity" and "inclusion" are often used interchangeably but these concepts have distinct meanings. And both are essential to your work environment!
Diversity means different or varied and represents the what: the demographics of our workforce such as differences in race, national origin, sex, gender identity, sexual orientation, religion, physical abilities, age, and all other distinctions in our individual attributes.
Inclusion, in turn, refers to the how: the practice of creating a sense of belonging in the workplace. When we successfully hire a staff composed of individuals from diverse backgrounds and lived experiences, we need to ensure that we're creating a workplace where these individuals want to stay. Without creating this sense of inclusion and belonging, they're not likely to stick around. When we attain (and maintain) an inclusive workplace, our employees feel comfortable bringing their authentic selves to work and trust that their voices will be respected, heard, and valued.
What's the difference between equality and equity?
Equality means treating everyone the same with the underlying assumption that everyone starts at the same place and needs the same assistance.
Equity, in turn, seeks equality in outcomes. Equity recognizes that we do not all start at the same place and acknowledges that certain groups face different barriers and are provided fewer resources than their peers. Fairness can be achieved when we correct these imbalances and ultimately provide those with fewer resources the opportunities that they need.