Equity, Diversity & Inclusion

Moving From Ideas Into Action on EDI

Shift mindsets, behaviors, and practices so everyone in your organization attains their full potential.

Multiple studies have proven that diverse teams drive better business performance and organizations with greater diversity become more resilient and innovative. And inclusion is required for diverse groups to thrive. 

Yet there’s little point in considering how to recruit a more diverse workforce, nor how to ensure talented individuals from different backgrounds are fully included, if your organization has not yet considered what different people need to be successful. And to do that, you need to understand equity.

Equity is fair and contextually appropriate access to the resources required for an individual to attain their full potential.

To see real, sustainable change, and to leverage the full potential of all their talent, organizations must go beyond diversity and inclusion to focus on equity, diversity, and inclusion in the workplace.

Leading with equity is about recognizing that different people have different needs and being committed to giving people what they need to succeed. When that happens, everyone wins.

Our EDI Training & Solutions Can Help Shift Your Culture

No one single solution can create equity, diversity, and inclusion in the workplace, so we offer a variety of EDI training solutions and bring our decades of human-centered expertise and understanding of intergroup challenges (social identity, outgroups, discrimination, and privilege) to this work. We are ready to partner with you to craft custom EDI solutions for your organization’s specific needs, context, and culture. In addition, we also offer women’s leadership development solutions.

We can work with you to create a human-centered, research-based equity, diversity, and inclusion (EDI) training program that’s tailored to your needs. Partner with us to understand the dynamics of EDI in your particular context and identify specific actions to take to drive real results at your organization.

Powered by decades of our global research and in-the-field experience, our world-class EDI training solutions can help you build a stronger organizational culture and equip your leaders to work together more effectively.

Let us craft a custom initiative for your leaders at all levels for that builds greater equity, diversity, and inclusion in your workplace.

Whether you want your team to communicate more effectively across differences, align behaviors with beliefs, or address unconscious bias, this program can equip everyone at your organization have constructive, respectful dialogue with one another.

We can partner with you to leverage conversational skills training to improve the quality of dialogue across your organization through a lens of building a more equitable, diverse, and inclusive culture.

  • Scale a more inclusive, psychologically safe culture of feedback to leverage the power of diversity

We can help you move beyond bias by equipping your team to identify the unintentionally harmful beliefs and practices that undermine equity, diversity, and inclusion in the workplace and at your organization.

We also offer a variety of other world-class leadership topic modules you can use to upskill your team or package together into a custom EDI training solution.

Offerings include our proven content on emotional intelligence, listening to understand, psychological safety, and more. We can deliver these world-class, research-based leadership topic modules — or you can. Either way, you’ll be taking meaningful action on supporting and driving EDI at your organization.

Enact Equity, Diversity & Inclusion in the Workplace: REAL™

Our REAL™ Framework Shows You How

We understand that EDI can be complex, and addressing systems of oppression is challenging. That’s why we created our evidence-based REAL™ framework to help shift mindsets, behaviors, and practices toward more equitable and inclusive leadership for individuals, teams, and organizations.

It focuses on helping leaders make the leap from raising awareness to taking meaningful action and driving sustainable culture change to support equity, diversity, and inclusion in the workplace.

Our REAL™ Framework for Increasing EDI

Real DEI Framework
  • Reveal Relevant Opportunities
    Identify specific actions with curiosity and appreciative inquiry.
  • Elevate Equity
    Prioritize fair and contextually appropriate access to resources and opportunities — establishing a meaningful difference between EDI vs. DEI.
  • Activate Diversity
    Acknowledge, celebrate, and catalyze different characteristics, values, beliefs, experiences, backgrounds, and behaviors.
  • Lead Inclusively
    Intentionally create and sustain an environment that supports direction, alignment, and commitment from everyone in your organization.

What Our Clients Are Saying​

At CCL, we measure success by lives touched and impact made. That’s why the organizations we work with and the leaders we transform consistently tell us the same thing: their experience with us is a game-changer. We’ve helped strengthen organizational cultures through EDI training that builds equity, diversity, and inclusion at many organizations.

But don’t just take our word for it — take theirs.

Among hundreds of international applicants, 2 EDI-focused leadership programs that we developed for separate clients have both received awards from the research and analyst firm Brandon Hall Group, in their acclaimed annual Human Capital Management (HCM) Excellence Awards.

“I love the networking experiences, practical tools, and the bonds I was able to build with my fellow participants. I was able to utilize some of the tools I have learned in my daily work. It’s been a great experience and by far the best training program I have attended.”

pharmaceutical generic logo

Program Participant

Major Pharmaceutical Company

Our Commitment to Equity, Diversity & Inclusion at CCL

We know that a true commitment to equity, diversity, and inclusion in the workplace starts from within. At CCL, we’ve made a concerted effort to focus on EDI internally, and realize there is more work yet to be done. Learn more about our EDI journey and commitment to racial justice and equity.

Meet Our EDI Team

Lynn Fick-Cooper

Lynn Fick-Cooper, MBA

Chief Equity & Societal Impact Officer

Lynn leads teams that design and deliver leadership solutions for social sector organizations focused on K–12 and Higher Education, Nonprofits, and Population Health; social sector research and evaluation; fundraising; and program operations. She’s also Executive Sponsor of our Equity, Diversity & Inclusion Practice, working to develop and deliver effective leadership solutions to create equitable, diverse, and inclusive organizational cultures.

Michael DePass

Michael DePass, MBA

Vice President of Equity, Diversity & Inclusion (EDI)

As leader of our global EDI practice, Michael combines his extensive professional experience and passion for social change with his gifts for strategic leadership, innovative thinking, and business development. Previously, he served as director of our K–12 education portfolio, designing and delivering transformative educational leadership development. He has worked as a management consultant  and at several international development organizations.

Abigail Dunne-Moses

Abigail Dunne-Moses, MEd

Global Director, Equity, Diversity & Inclusion

Abigail is a trusted leadership advisor with 20+ years of experience in performance management training, leadership training, organizational development consulting, and nonprofit leadership development. As a business-minded change agent, she has advised many Fortune 500 companies on how to build and sustain equity, diversity, and inclusion initiatives. Her passion for EDI consulting stems from her life and educational experiences on 3 continents.

Regina Eckert

Regina Eckert, PhD

Client Engagement Director, Europe

Gina is a consultant, facilitator, and leadership development expert who has led projects in over 40 companies across the EMEA region in various industries, ranging from 60 to 1.6 million employees. She keeps a high focus on tangible behavioral and business impact and a deep care for the people who trust her for their development and the development of their companies. Initiatives around equity, diversity, and inclusion are an area of expertise and passion for her.

Kanya Govind

Kanya Govind

Head of Client Engagement, Middle East & Africa

With over 25 years of experience managing full-life-cycle learning and development, Kanya works with organizations to identify, understand, and implement specific and measurable learning needs — leading to tangible retention, diversity, and performance results. Her experience spans across IT / IT-enabled services and consulting industries across various sectors and geographies. Initiatives around EDI and coaching are her passions.

Jayke Hamill

Jayke Hammill, MA

Senior Faculty, Societal Impact and Equity, Diversity & Inclusion

Jayke designs and facilitates leadership development programs with nonprofit organizations, grassroots community leaders, foundations, and educators. Jayke has worked alongside clients and communities to create spaces that foster equity, diversity & inclusion, supporting leaders in advancing racial equity, building advocacy pipelines for disability rights, and strengthening networks among LGBTQ leaders.

Patrick Sweet, PhD

Co-Director, Geneva Leadership Alliance

As Co-Director of the Geneva Leadership Alliance, a joint initiative of CCL and the Geneva Centre for Security Policy, Patrick designs and delivers leadership and organizational development initiatives for the international community. With more than 30 years of experience in organizational and leadership assessment, he has participated in and led sub-teams in regional economic transformation programs in the U.S., and as part of R&D public/private innovation drives in Sweden and Europe as part of EU innovation streams

Charlene Tan

Charlene Tan, MA

Leadership Solutions Associate Director

Charlene delivers custom programs designed to engage and empower leaders in the Asia-Pacific region, working cross-functionally with teams in EMEA and the Americas. An advocate for EDI and women’s leadership, she brings more than 10 years of experience with a strong focus on developing leaders, teams, and individuals through a human-centric approach of analyzing, diagnosing, and creating customized solutions across different industries and countries.

Meet Our EDI Research Faculty

Marcia Dawkins

Marcia Dawkins, PhD

Senior Research Scientist

Marcia is a leading expert in equity and strategic communication. At CCL she translates research to all audiences through media; infuses Equity, Diversity & Inclusion into research strategy; and leads projects that find new connections and synergies between ideas and data-driven solutions. She has published research on how social identity, technology, and creative culture are changing who we are and how we work.

Stephanie Wormington

Stephanie Wormington, PhD

Former Director, Global Strategic Research

Stephanie is a researcher with a background in developmental and educational psychology. Her research at CCL focused primarily on promoting equitable and inclusive organizational cultures, exploring collective leadership through networks, and enhancing motivation and empowerment for leaders across their professional journeys.

Let’s Talk About Building Equity, Diversity & Inclusion at Your Organization

Our experts are here to help. Get in touch with us about your organization’s EDI training initiatives and needs. We’d love to partner with you!

Equity, Diversity & Inclusion in the Workplace: Research & Resources

More About Equity, Diversity & Inclusion

Leading With Equity & Why It Matters

Elevating equity is critical because even in organizations that are both diverse and inclusive, individuals who come from different backgrounds can still run into policies, practices, or assumptions that prevent them from being fully engaged, supported, and able to reach their potential.

That’s why rather than DEI (diversity, equity, and inclusion), at CCL, we refer to EDI — placing equity as the first consideration in EDI training, before diversity and inclusion, to emphasize its importance.

When it comes to EDI vs. DEI, without a focus on equity, well-intentioned diversity initiatives can appear disingenuous. Ensuring your organizational practices and policies are equitable is essential to the sustainability of your investments in diversity and inclusion — and your ability to retain top talent.

Equity, Diversity and Inclusion in the workplace training at the Center for Creative Leadership

Our History of EDI Training and Research

At CCL, our approach to equity, diversity, and inclusion is rooted in decades of pioneering work with leaders and organizations around the world — from our groundbreaking research into women’s leadership development, to our African-American Leadership development program, to our deep analysis of what different generations want from work.

Through it all, we’ve learned that when it comes to equity, diversity, and inclusion in the workplace, language, challenges, norms, and solutions shift based on context, culture, and climate. Above all, leaders must consider people’s different lived experiences to help their teams achieve their full potential.

Frequently Asked Questions About Equity, Diversity, and Inclusion

EDI is an acronym that stands for equity, diversity, and inclusion. In the workplace, EDI relates to actions taken in order to shift mindsets, behaviors, and practices toward more equitable and inclusive leadership for individuals, teams, and organizations. 

You may hear references to both the terms DEI and EDI when discussing diversity initiatives. While both of these acronyms describe the concepts of diversity, equity, and inclusion, at the Center for Creative Leadership (CCL)®, we prefer to use the term EDI because it places equity before diversity and inclusion. We believe that without equity, efforts to promote diversity and inclusion are not sustainable. So when it comes to DEI vs. EDI training, we recommend that organizations re-orient their DEI training efforts as EDI initiatives, to emphasize the importance of pursuing greater diversity and inclusion only after investing in a culture of equity as the foundation.

At CCL, we believe that without equity, efforts to promote diversity and inclusion are well-intentioned, but unsustainable. We emphasize the importance of starting with equity to support diversity and inclusion, and we use our evidence-based REAL™ framework to help organizations understand the dynamics of diversity, equity, and inclusion within their unique context. 

Equity, diversity, and inclusion training, or EDI training, is an organizational change initiative designed to move participants from building awareness to taking actions that shift mindsets, behaviors, and practices toward a more equitable and inclusive leadership culture for individuals, teams, and organizations. At CCL, we believe that sustainable and lasting workplace culture change for EDI requires a systemic approach

More questions? Our experts are here to help. Let’s have a conversation!

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