Jennifer Sarrett

The Problem: Organizations have spent billions on DEI training, hired Chief Diversity Officers, and tracked demographic metrics—yet employee surveys show belonging and psychological safety haven't improved. Many have gotten worse.

Why DEI Failed: Traditional DEI treats culture as a program to implement rather than a system to design. It focuses on representation without addressing the organizational structures that prevent diverse teams from thriving. It asks employees to "bring their whole selves to work" while maintaining rigid policies that only work for some bodies, brains, and life circumstances.

What Works Instead: Organizational Culture Design™ embeds six core principles throughout organizational systems:

• Trust & Transparency - Making decision-making visible, from pay to promotions
• Expecting & Respecting Expertise - Valuing knowledge beyond job titles and credentials
• Collaboration & Healthy Conflict - Creating space to question ideas without attacking people
• Embedded Flexibility - Building flexibility into systems proactively, not reactively
• Questioning the Status Quo - Regularly auditing "that's how we've always done it"
• Celebration - Strategic recognition that drives performance and belonging

Audiences leave with actionable frameworks to audit their current culture, identify where traditional DEI approaches are failing, and implement systemic changes that actually transform organizational dynamics.

(60-90 minutes)