Why I Became a D&I Executive Coach
Why did I choose this path?
Truthfully, “choosing” is almost the wrong word. I didn’t pick this work—it picked me. My personal experiences, my deep belief in societal fairness, and my passion for driving positive change have all led me here.
There’s a mantra I live by that sums it all up: “I don’t want nobody to give me nothing (open up the door, I’ll get it myself)” — James Brown. That one line holds so much truth. There’s incredible power in believing you can achieve your goals, but there’s also responsibility in holding the door open for others.
That’s what I do. I open doors, and I teach others how to walk through them—not with fear, but with boldness and authenticity. If you’ve been looking for someone who understands the nuances of navigating marginalization, someone who believes in empowerment with every fiber of her being, you’ve found her. If you're curious to read more, in this article, I'll share why this work means so much to me.
When people ask me why I became a Diversity and Inclusion (D&I) Executive Coach, I tell them this isn’t just a career—it’s personal. I’ve lived the experiences of marginalization, faced the uphill battles, and felt the sting of being overlooked. Being part of an underrepresented community has shaped me, as has the understanding that a fairer, more inclusive world doesn’t just happen. Someone has to actively build it, addressing systemic barriers while empowering individuals to overcome the visible and invisible hurdles. This commitment to supporting underrepresented communities, as someone who has walked in their shoes, is at the heart of why I chose this path and founded Diversity Compass.
I’m here to create spaces where people don’t just survive—they thrive. Spaces where everyone can be their authentic selves without compromising who they are. My mission is to show others that their aspirations are valid, their voices matter, and their path to success doesn’t require apologies or unnecessary sacrifices. This can be overwhelming for those navigating new roles or environments—like moving to another country, advancing as a woman of color, transitioning from academia to the private sector, or overcoming discriminatory systems rooted in race, gender, or privilege dynamics.
My Journey of Personal Experience
To say my upbringing was challenging would be an understatement. Being black in a world that saw color as a barrier meant facing exclusion daily. Just to give you an idea, we couldn’t even enter shops; instead, we’d shop through windows. Money didn’t grant access; neither did status. Your skin color was enough to bar you. I grew up seeing doors permanently closed to us for reasons beyond our control. It was dehumanizing, no two ways about it.
But these experiences didn’t break me. Somehow, they lit a fire within me. I wasn’t going to allow the limitations imposed on me to define what I could achieve. I forged my way to build a global career, but I didn’t do it alone. I relied on the support of people who believed in me and the opportunities they helped unlock. To me, this balance between self-determination and a support network is critical—it's one of the principles I instill in my coaching sessions as I guide others to do the same. That is what I strive to be for others—a believer, a mentor, and an advocate.
Passion for Fairness and Fighting Marginalization
From a young age, fairness wasn’t just something I hoped for. It was something I dreamed of actively pursuing. My life experiences fueled my deep commitment to societal fairness. I don’t just want to talk about why workplaces and communities should be inclusive—I want to help make it happen.
Fairness has to go beyond words printed in a company handbook. It should translate into hiring practices that are genuinely inclusive, workplace cultures where individuals don’t feel like outsiders, and real equity at every level. And yes, I also believe in hard data to support this work. At the end of the day, diversity isn’t just a moral good—it’s a strategic advantage. It fosters creativity, boosts productivity, lowers turnover, improves mental well-being, and strengthens a company’s reputation. These concrete benefits mean diversity isn’t just “right”; it’s smart business. It ignites innovation, strengthens collaboration, and ensures everyone brings their best to the table.
Creating Positive Change That Lasts
Positive change isn’t just an abstract idea to me. It’s about doing the real work to create safer, more inclusive spaces. But here’s the thing—it’s not always easy or comfortable. One of the biggest challenges my clients face is acknowledging the subtle, ingrained barriers they might not even realize exist. These could be as overt as discriminatory hiring processes or as nuanced as leadership behaviors rooted in unconscious bias.
I’m here to call these out—but with empathy and actionable guidance. For example, I work with organizations to analyze their policies and practices, identify biases within leadership pipelines, and structure feedback mechanisms to amplify diverse voices. By addressing these cultural and procedural barriers, we can gradually shift mindsets and unlock environments where progress becomes tangible and lasting. Whether it’s helping organizations revamp their cultures or equipping individuals to advocate for themselves, I want to reduce the frustration, hurt, and exhaustion that come from being unheard or overlooked.
Empowerment Fueled by Personal Struggles
I know, firsthand, what it feels like to speak up in a meeting only to have your idea ignored—or worse, claimed by someone else. I’ve experienced the subtle yet simmering effects of microaggressions and had to fight through the weight of being underestimated. This deeply personal understanding informs all of my coaching sessions. The people I work with are reminded that everything they need to move forward is already within them—they just need the support and strategies to unlock it.
Now, I channel those experiences into helping others find their voice. Empowerment is at the heart of what I do. Through one-on-one coaching, individuals—especially those from underrepresented communities—gain tools to advocate for themselves, confidently tackle workplace challenges, and secure advancement without trying to fit into molds that don’t reflect who they are. My work emphasizes that authenticity is an asset—not an obstacle.
Lifelong Learning as My Foundation
If there’s one thing I’ve embraced on this journey, it’s lifelong learning. The D&I field evolves constantly, and I’ve made it my mission to stay on top of the changes, trends, and challenges that arise. For me, learning isn’t just a professional necessity; it’s a personal passion. Whether I’m unpacking the complexities of privilege dynamics or crafting solutions for emerging generational workplace challenges, staying informed is what allows me to be the most effective advocate and coach.
Building Inclusive Organizations
My goals extend beyond individuals. I take pride in working with companies to lead organizational transformation. Whether it’s rewriting policies, redesigning leadership dynamics, or fostering inclusivity across entire teams, I believe cultural shifts are critical to lasting change.
That said, I never approach organizations with a cookie-cutter method. Every place has its own challenges, and real transformation happens when you actively collaborate. For example, I encourage leadership teams to recognize their unconscious advantages, create safe spaces for honest discussions, and adjust processes like performance evaluations to distribute opportunities fairly. Through these interventions, inclusion becomes a sustainable part of their culture—not an afterthought.
Helping People Bring Their Whole Selves to Work
At the end of the day, I believe that no one should have to mask who they are to succeed. Helping people feel comfortable in their own skin at work—even in environments that might not feel ready or welcoming—is a central part of my mission. I support individuals in finding ways to show up fully, no matter the challenges. This involves reducing the pressure to conform and challenging norms that make people feel they must “tone down” their identities to be accepted. My coaching provides them with strategies to thrive while staying true to who they are.
For me, this is personal. This is what kept me going when I felt unseen—and what fuels my commitment to help others going forward. For me, Diversity Compass isn’t just a company—it’s my way of giving back. It’s how I create change, one person and one organization at a time.
