A significant portion of Dr. Carla’s dissertation research was conducted by interviewing Fortune 500 employees, executive staff, government employees, educational leaders, students and administrators—to best ascertain relevant social construct associated with race, diversity and inclusion. The robust research offered profound, practical and seamlessly implemented recommendations to best elevate organizational effectiveness. With the increased need to create a collaborative and engaged workplace of inclusion and belonging, it is critical to provide the necessary training, resources, tools and advocacy to support diversity and inclusion efforts. The training must be incorporated into an array of behaviors designed to promote recruitment strategies, promotional preparedness and employee retention efforts.

Organizations must readily embrace changing demographics to remain competitive and relevant as an employer of choice. An inclusive and engaged work culture allows for strategic increases in profitability, branding and community interconnectedness. As such, it is critical that organizations sponsor diversity and inclusion training programs to assist with eliminating stereotypes and biases that perpetuate prejudice, inequality and organizational curtailment.