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Some of the Benefits of Our Work Have Included…


Accelerating Adoption Rate by 33%

We use our expertise in change management to help your clients realize the value of your product quickly.


Cross-Functional Buy-in

We have helped to facilitate 

Change Management

We help accelerate adoption and value realization through our expertise in training, communications, and culture change. 

We use Agile DEI Training®

We use an interactive and engaging Agile DEI Training approach. We continue to adjust and improve based on feedback.

We combine numbers with emotional intelligence.

Our approach addresses everything from people operations to soft skills building to boost DEI from multiple angles. 

We are a Women-Owned and Minority Business

CultureStrategy is itself a highly diverse organization so we know first-hand how to optimize diversity and inclusion for our clients!

Our DEI consultants create success by combining unique expertise in…

Navigate the Path to Inclusivity with Our DEI Consultants

DEI consultants are experts in understanding and implementing strategies that promote diversity, equity, and inclusion within organizations. They serve as catalysts for change, offering valuable insights, guidance, and expertise to help companies build inclusive workplaces.

Importance of DEI Consultants in Employee Engagement

  1. Tailored Strategies: DEI consultants assess an organization’s specific needs, culture, and challenges. They create tailored strategies that align with the company’s goals and values. This personalized approach ensures that DEI efforts resonate with employees, making them more likely to engage with the initiatives.
  2. Expertise in DEI Training: DEI consultants are well-versed in designing and delivering effective training programs. These programs educate employees about diversity, equity, and inclusion, fostering a deeper understanding of their significance in the workplace. By enhancing awareness, employees are more likely to engage in DEI initiatives.
  3. Objective Evaluation: DEI consultants bring an objective perspective, conducting thorough assessments to identify areas where an organization may fall short in terms of diversity, equity, and inclusion. Their recommendations lead to targeted actions that can significantly improve employee engagement.
  4. Conflict Resolution: DEI consultants are skilled in conflict resolution and communication. Inclusivity often involves addressing difficult conversations and misunderstandings. DEI consultants can facilitate these conversations, resolving conflicts and promoting a more harmonious workplace.
  5. Measurable Progress: DEI consultants help organizations set clear goals and key performance indicators (KPIs) to measure the impact of their DEI initiatives on employee engagement. By tracking progress, companies can continuously improve their efforts and celebrate successes.

A Cultural Transformation

DEI consultants contribute to a cultural transformation within organizations. They help foster a sense of belonging among employees, which is closely tied to engagement. When employees feel valued and respected, they are more likely to be engaged, leading to increased job satisfaction, higher productivity, and reduced turnover rates.

In an era where the workforce is becoming increasingly diverse, creating inclusive workplaces is not just a moral imperative; it’s a strategic advantage. DEI consultants are instrumental in this transformation. They guide organizations in implementing effective DEI initiatives that not only comply with legal requirements but also boost employee engagement and overall workplace satisfaction. As organizations increasingly recognize the link between diversity, equity, and inclusion and business success, the role of DEI consultants becomes more critical than ever in nurturing a workforce that is not only diverse but also engaged and thriving.

Latest news

Our DEI Consultant
Network Blog

Why is DEI so Hard?

  Reason #1: The Definition —  DEI is More.  Today, in spite of all our society has been through, we talk about diversity in a very limited fashion. That’s why it becomes a box to check rather than an actual strategic imperative. Did we hire enough black people? LGBT...

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