I have to confess I still haven’t seen the movie, but I’ve been thinking a lot about this time we’re in, where “everything everywhere all at once” feels particularly acute.

Even in our own lives, aside from the political chaos of the current moment, it can feel like everything is breaking.

Or that if it’s not one thing, it’s another.

As I write this, it’s Saturday morning and Malaika and LaVoya from the CCI team are convening just a few blocks from my house to host our first ever DEI brunch!

Me? I’m down with covid, fortunately a mild case, but in consultation with my PCP, I’m following the original rather than current guidance and quarantining for five days.

And I feel… disappointed, yes of course, but also, surprisingly, I FEEL AMAZING!!!

April is Autism Acceptance Month - let’s move past mere awareness and dive into real, transformative action. In leadership, this means more than just acknowledging neurodiversity - it’s about creating environments where neurodivergent minds are not only accepted but truly supported to lead in their own authentic ways. When we give neurodiverse leaders the space to thrive, they become powerful catalysts for innovation, sparking creativity and unlocking collective wisdom in ways we can’t even predict.

After an energizing and engaging week, I was all fired up to write this blog post about sexual harassment in middle school… but after an emotional weekend, I’ve found I don’t have it in me to get all fired up right now.

Rather than pushing myself through, I’ve decided to save that for another time, and instead to share some of our most popular blog posts from the past… which lead me to be curious to look at our website stats (which honestly we don’t look at in the way we probably should) to see if traffic has dropped off this year, what with the DEI pushbacks and all.

Something that has been particularly striking to me recently in our work is how white people often have a hard time understanding what they have to gain from dismantling white supremacy.

There’s a certain approach to DEI that is about white people recognizing their privilege and that they need to give it up in order to “do the right thing.”

Often white folks have no idea what they themselves have given up or how they have been harmed in aligning with whiteness.

More often than not, especially for small to mid-sized organizations, DEI is considered to be part of the HR function and initial DEI efforts are lead by HR.

In fact, it is often, although not always, HR that reach out to us about hiring us as DEI consultants, and we have worked successfully with many of our clients this way.

However, we are increasingly of the belief that DEI should not be conflated with HR and that it is beneficial to have DEI as a separate function from HR.