Let me be direct: The acronym? It might die. And frankly, I don't care. Call it DEI. Call it belonging. Call it inclusive culture. The label is irrelevant. The three letters, D-E-I, might fade as a corporate branding strategy. The underlying principles and purpose of this work are not going anywhere. What matters and what will not go away are the immutable realities that make this work non-negotiable for any organization serious about winning. Here's what the naysayers don't

Over the years, my career has been defined by diverse contributions affording me direct interactions with stakeholders across organizations: depth with the end-user perspective as a Programmer Analyst and big picture strategy in executive roles like COO, General Counsel, Interim CEO, and Chief of Staff. This diverse career portfolio gave me a vital 360-degree view - Bottom-Up Clarity from individual contributors, Change Management Challenges from middle managers and Top-Down

The recent U.S. government shutdown didn't just disrupt operations - it exposed critical vulnerabilities in how we manage emerging...

The current backlash around DEI - diversity, equity, and inclusion - has become less about what it means and more about what the acronym...

With career experience in economic, workforce, and community development and now pivoting to center my professional endeavors around...

Do boycotts help or hurt the case for DEI? Boycotts send a powerful message: discrimination has consequences. They give voice to...

In today's volatile political climate, organizations face an unprecedented challenge: navigating a landscape where executive actions are...

Change is inevitable and often necessary for growth and survival, especially in today's dynamic environment of unprecedented disruption....

In today's polarized landscape, organizations are discovering that how they communicate about their diversity, equity, and inclusion...

It’s interesting how the word “diversity” is rejected when spoken in the context of people but is acceptable when spoken in terms of...

In today's complex business environment, many organizations make the mistake of equating stakeholder engagement with mere communication,...

For those who have carefully studied the U.S. Supreme Court's Opinion in Students for Fair Admissions (SFFA) with a keen eye for legal...

Recent attacks on corporate Diversity, Equity, and Inclusion (DEI) programs have created a troubling paradox: companies with strong DEI...

Diversity is not a zero-sum game where one stakeholder group's gain represents another's loss. Instead, it's a nuanced strategic lever...

As the backlash continues about “DEI”, mostly revolving around connotations associated with the acronym, let’s give benefit of the doubt...

The notion of a "DEI hire" wrongly frames DEI as a race-driven effort. It fuels a false perception that DEI creates advantages for some...

At TULIP, we use a proprietary, data-driven tool to identify and mitigate workforce experience risks impacting business outcomes.  EVERY...

The work that we do at TULIP is industry-agnostic. That’s because enterprise people risks exist wherever there are people working. ...