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Why typical DE&I efforts fail . . .


  • Trendy, unproven methods (e.g., implicit bias)

  • One-size-fits-all training that alienates "woke" and resistant people.

  • Narrowly focused on relationships but not systems

  • Not starting with executives

  • Lack grounding in the psychology of sustained behavioral change.

 I believe that you deserve solutions based upon homework, not hype.

If you are confused or frustrated by the DE&I consultant merry-go-round, I understand.  I too, am frustrated because such approaches can do more harm than good, waste your money, and not solve the problem.  I'm a scholar-consultant that does the homework so that you don't have to. 


What clients say...

I enjoyed this class so much. It is so different from other leadership courses that I have taken. This is a path to our soul, learning how to be a better leader to build a better world.

Chi Yuen Chan (Adrian)

Global MBA Candidate - University of Michigan

Inclusive leaders pursue personal growth 

Your commitment to continuous learning is vital to becoming a more inclusive and effective leader. Using the latest social science research and developmental psychology, we work together to increase your knowledge and skills so that you can better manage your thoughts, feelings and behaviors to create an inclusive work climate. During the process, you will improve self- and situational-awareness, critical thinking, and problem solving so that you can transcend myriad biases that undermine your effectiveness and relationships. 

Inclusive leaders cultivate all talent 

Inclusive leaders empower everyone to fully contribute, thrive and drive results.  That's a win-win!  To achieve this, you'll acquire skills to  amplify strengths, see the whole person, and correct misperceptions and inequitable processes. These relationship dynamics create the conditions for fruitful collaboration. 


Inclusive leaders drive positive systemic change! 

Equipped with data, strategy, skill, and  courage to disrupt the status quo, you'll master techniques to create a more profitable and socially responsible organization that also serves the common good.  

BEWARE: research shows that DE&I efforts stall due to reliance upon trendy, ineffective methods, a narrow focus, or insufficient understanding of the psychology of behavioral change. Often, well intended leaders feel good because they've taken some action, but those methods don't produce desired results.  Consequently, people, organizations, and society continue to suffer; inequality, exclusion, and unethical behavior create instability that threatens growth.

If you want to transform yourself, your team, your organization, and/or society, Dr. Valerie Myers provides evidence-based tools to help. Using the latest research, we transcend the limits of unconscious bias & cultural competence training 1, 2, 3 to help you develop skills and drive systemic change.  To do that, we explore capitalism, history, psychology, and economics to promote skill-building that influences the continuum of factors that produce a just, inclusive, and high performing team. 

  • History:  Although 1619 was a pivotal year in the U.Wglobal saga of oppression, a broader historical perspective of Western business offers powerful lessons for social progress.

  • Psychology: DE&I requires more than "difficult conversations"; it requires psychological insights and a sociological imagination. We apply psychology research to understand and overcome resistance, sustain desired behaviors, and reform systems. 

  • Skill-Building:  Among several skills that inclusive leaders need, Positive Regardis  the most vital. Positive Regard is a catalyst for extraordinary growth.

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1-on-1 Coaching |  Executive Education  |  Keynote Speaking  |  Retreats  |  Board Development​   

Organizational Diagnostics  |  Change Management   |   Crisis Management   |   Strategic Change

Develop Skills to Drive Systemic Change...

Tea Leaves

Topics for customized learning...

Coaching and learning solutions are customized to meet your needs.  As we pursue a systems approach, learning will include ALL types of difference (e.g., race, gender, occupation, region etc.) and some combination of organizational, relationship, and individual factors below. When you review this list of topics, it becomes clear why addressing individual or relationship factors does not work. 


***Dr. Myers offers inclusive solutions with a traditional business focus or a faith-based approach, depending upon your organizations mission and culture (e.g., Catholic hospitals, professional associations, religious congregations, colleges etc.).

Institutionalized Bias & Inequality

National Culture & Norms

Professional/Industry Norms

Using Data


Demographic Trends

Macro Trends

Executive Leadership 

Work Climate

Equitable & Inclusive Policies

Recruitment, Hiring & Selection

Rewards & Punishment

Superficial vs Deep 

Strategic Change

Difference, Innovation & Performance


Social Impact

Equity & Systemic Change


Tea Leaves


Valuing Difference

Emotional Intelligence

Social Learning

Multicultural Teams

Communicating Across Cultures


Creativity + Design Thinking


Sponsorship & Promotion


Diverse Markets/Constituents

Being a Change Agent

Empathy + Caring

Positive Regard



Tea Leaves
Tea Leaves







Implicit Bias

Health Risks & Well-Being

Resisting Change

Mental Habits 

Ethical Decision-making

Changing Yourself

Personal Growth


Tea Leaves

Evidence suggests that a well-designed faith-based DE&I program can significantly inspire inclusion! 


Two decades of research shows that faith-based interventions promote more profound and lasting change than secular ones. So it's surprising that a faith-based framework hasn't yet been applied to diversity, equity and inclusion. 

Discover how Dr. Myers creates a hybrid MBA/faith-based learning experience for leaders.

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