This is NOT for everyone!

If you’re looking to “Check the Box” to be able to say you’ve done diversity, you’re in the wrong place.


If you think how diversity is being done is the way it should be done, you’re in the wrong place.

Diversity Repair & Recovery

While we can help you get diversity (DEI) right the first time, much of our work focuses on what happens when the initiatives don’t go as planned.

Blowback from DEI can look like anything from employee disengagement and high employee turnover to workplace violence. 

We’ve seen and turned around the full spectrum.

Our work focuses on 3 goals:

  1. Right the ship. This involves understanding what happened, finding the common ground to engage resistors as part of the process, and implementing tools of respect throughout the organization as the expectation, culture, and practice.
  2. Navigate to clear waters. Through our A.D.A.I.S. method, we create and nurture an organizational culture of respect and belonging.
  3. Ensure sustainability. We provide the individuals within your organization with the skills & tools, policy & procedure, and succession planning to guarantee what we have helped you implement will stay in place. We will be the last “DEI consultants” you will ever need to hire.


As seen on

Our Clients

A.D.A.I.S.
How We Create Sustainable Change

Through our proprietary A.D.A.I.S. Method Assess, Diagnose, Action Plan, Implementation Plan, and Sustainability Plan – we move your organization from where they are (when things aren’t going well or we wish them to go better) to a culture of respect and belonging.

Who IS this for?

You’ve seen how DEI programs have historically worked and you understand how and why they don’t succeed. You’re looking for a better way, an effective way that will drive the success needed to ensure you have a respectful, inclusive environment where everyone feels safe and work gets done at the highest levels of productivity.

You recognize the importance of having a diverse workforce, of people being able to work together as outstanding leaders and innovative teams, of ensuring a respectful workplace; you just can’t get it through what is historically called DEI.

You’ve tried DEI, anti-racism, and other programs without success. Instead of the progress you hoped for, ground has been lost. High turnover, low morale, even toxic and hostile work environments are there instead or threatening to take hold.

The organization has been in the news, or almost been in the news, over civil rights, poor customer service, inappropriate cultural communication. Maybe there’s been litigation and it’s cost a lot in fines and fees. The company’s image might be suffering, stakeholders are withdrawing, stock performance is dropping, customer based is impacted.

You are in the right place!

Ready for relief? Book a call today.

Client Testimonials

Dont’t take our word for it – here’s what our clients say:

With Respect showed me new ways to appreciate and communicate with people of different backgrounds and experiences. I learned strategies for managing and diffusing conflict situations. This has given me the confidence that leadership challenges can be faced in a way that leads to positive outcomes.”

Margery Spinney

Renting Partnerships

With Respect trainers are masterful in their ability to engage with all people on subjects that many, if not most people, find intimidating at best, anathema at worst. This program invites real discussion and real change so that people of all cultures, all races, all backgrounds have the tools to create respect and belonging where they work, live, and go to school. Part of the success is that the method never uses a “shame and blame” model, while asking people to consider how they fit into the system and how they may have benefitted from it. Perhaps most importantly, the model encourages people to use the tools they have learned and make the system better for everyone.

Jules Myers

Talent Management Consultant
Ohio State University

Our experience had been that “DEI” training was met with sighs and expletives. With Respect changed all that. We weren’t just provided with knowledge but the tools they provided assisted us in genuinely appreciating the strength of our differences in making us a more dynamic team instead of feeling scolded and experienceing shame and blame after the typical DEI rhetoric. The tools we were provided and the new-found appreciation and respect we had for each other resulting in our department running more smoothly and efficetively without the unhealthy competition and work environments, AND the positive changes have positiviely affected the financial bottom line!

Susan Young

Director of Employment Services
JFSA

Want to find out what this feels like for yourself? Let’s get started!