Does My Face Offend You?

Late last year, I received an email from someone who criticized the fact that I send emails to my community and network. They found fault with the frequency of my emails, the content I share about diversity, equity, and inclusion (DEI) in the workplace, and even my headshot at the bottom of these emails—claiming that my face is offensive.

It was a strange criticism to receive, and I’ll admit, for a moment, I questioned myself. I questioned whether I should continue sending these emails, whether the information I share is actually helpful, and even whether I should include my headshot at all.

But after reflecting, I’ve come to my senses.

These emails serve an important purpose. Email remains the number one way to connect directly with people in my network who are interested in or need the services we provide. It’s a method that has allowed me to consistently share my expertise with the right organizations and decision-makers—enabling impactful DEI work that aligns with business goals.

In fact, the more I share what I know, the more I see the right types of decision makers and budget holders reaching out to us for help. These are the organizations that understand the value of clear, jargon free and competency based advice.?

So, I’m starting this year with a renewed commitment to sharing insights that matter to Chief People Officers, HR Directors and Chief Financial Officers. And while I’m here I want to highlight the three services that have consistently made the biggest difference for the decision makers who choose us to work with:

1. Facilitated Conversations with Executive Teams, C-Suites?

One of the most requested and impactful services we provide is facilitating conversations with boards, executive teams, and C-suites. These are not training sessions—they are confidential, tailored discussions that help leaders gain clarity on where their organization is headed and what DEI means specifically for them.

Even if leadership teams have completed run of the mill inclusive leadership training, they still benefit from having a neutral third party guide them through discrete, strategic conversations. In just a few hours, these sessions often reveal the precise next steps needed to move forward confidently.

2. DEI Strategies That Are Fit for Purpose

We specialize in creating DEI strategies that are tailored to the unique needs of each organization and that enable business transformation. These are not strategies based on "food, flags, and fun" or centered on identity and trauma. Instead, these strategies are designed to drive business transformation and deliver measurable impact.

We leave decision makers more clued up than before they met us. They are not co dependent upon us because they now have a framework to make decisions. Whether it’s supporting the hiring of a DEI manager, upskilling internal HR stakeholders, or guiding the procurement of external DEI services, our approach ensures that DEI is operationalized in a way that works for that specific organization - and demonstrates ROI.?

3. DEI Competency Training for Stakeholders

There’s no point in having a great strategy if the people responsible for delivering it lack the competence, clarity, and confidence to execute it. That’s why one of our most valuable services is workplace DEI competency training.

Delivered over 12–14 weeks, this program equips stakeholders with the operational, tactical, and practical skills they need to succeed. It’s specifically designed for those creating and delivering DEI strategies, making it one of the crown jewels in our services.

When I received the criticism last year—about sending too many emails, about my headshot, and about the content I share—it gave me pause. But I know from years of doing this work that what we provide is critical for decision-makers navigating today’s challenges.

I know that many of you read these emails. I see the open rates, the click-throughs, and the replies. I know that this is a valuable resource because I focus on competency, not distracting debates about culture wars from mainstream or social media debate about acronyms and a ‘lack of commitment from organisations’.?

I’m focused on partnering with decision makers to solve their real-time, everyday problems. My goal is to ensure Chief People Officers, HR Directors, and executive teams have the credibility, confidence, and clarity to articulate the value of DEI and embed it in their organization’s objectives.

So yes, you’ll still see these emails, and yes, my headshot will still be there. But I promise to continue delivering insights that add genuine value to decision-makers like you.

If you’d like to explore how these services can support your organization, feel free to schedule call with me here.

Thank you for being part of this journey with me.