NWC Is 5 Years Old. Here’s What I’ve Learned As A DEI Practitioner.

Dr. Nika White • February 15, 2022

This month, we celebrate year five at Nika White Consulting and I could not be more delighted. Over the last 5 years, NWC has reached 200+ clients, worked on 500+ projects, and reached way too many people to count with our work. However, all of this success hasn’t come without many hard lessons and moments of gratitude.

Here’s what I’ve learned over the past five years as a DEI practitioner and founder.

The Wrong Mindset Can Make Inclusion And Equity Feel Complicated

For some people, DEI work can look like an insurmountable mountain with endless obstacles. When people approach this work, they are already thinking of the end goal. They can trip themselves up by feeling daunted about diversifying their workforce, hiring a chief diversity officer, or building an internal program to support their staff of color.

Over the past five years, I’ve been on a mission to simplify DEI and make the steps to walking this journey feel practical and achievable. Part of successfully navigating DEI involves developing a resilient and positive mindset. If we see inclusion and equity as complicated and intimidating concepts, we’re going to feel defeated before we even start. When people call me, they’re usually starting at ground zero. They ask me, “where do I start?” and I say there’s no one “right” place to start. The key is to just start.

I recommend breaking down large DEI goals into small bite-sized pieces. Be intentional about each step and know you may fumble or make mistakes along the way. However, we can’t wait for all of our i’s to be dotted and t’s to be crossed before we begin. We must move even in the face of uncertainty. Small incremental steps can lead to a big impact with your DEI goals.

The Vastness Of The Human Experience Is Great

When it comes to humanity, I’ve learned the power of intersectionality and just how vast the human experience is. We come in so many different shapes, sizes, and forms. Some of us carry visible, invisible and private identities that shape how we show up in the world. Some of us are neurodivergent individuals. While others of us carry radical differences in our age, race, and gender identities.

When I think of who DEI is for, I think of the vastness of the human experience and how this work benefits all of us. These last five years have shown me that every individual is unique with challenges and experiences that bond them and differentiate them from others. I’ve learned there’s no “one way” to include and support the people in our lives.

Acknowledging the vastness of the human experience has given me a deeper appreciation for the power of cultural competency and how we build and cultivate meaningful relationships.

People’s Personal Stories Are Impactful

Stories bond us, they always have and always will. Over the past five years, I’ve honed in on listening to the DEI stories of my clients, staffers, and vodcast guests. We do a disservice to each other by only witnessing the surface level of our lived experiences. We see a stranger and think their identity is only skin deep, when it’s much deeper. We all have the capacity to go deeper and get to know each other’s personal stories to connect on an authentic level.

On my Intentional Conversations Vodcast, I take the time to have weekly conversations where I explore my guests’ stories and lived experiences. My team and I hold space for people who are similar and dissimilar to us and we hear their stories without judgment. These conversations have opened the door for more inclusion and belonging in my business, even on a digital scale.

Each of us has the capacity to listen to the stories of those around us and deepen our empathy and compassion for one another.

Even DEI Practitioners Can Cause Harm If We’re Not Careful

After a challenging past couple of years with the coronavirus, hiring many brilliant minds, and needing to peel back the layers of my business, I’ve had a lot of time to witness how DEI practitioners with the best intentions can still cause harm.

 I’ve learned that all of us can be more thoughtful about the messages and language we use. Even those of us who are trained on knowing the “right” and “wrong” words to say, we can still cause harm if we’re not careful. People’s lives are at stake and how we navigate the DEI space as leaders and guides largely depends on how we communicate with one another.


There’s a certain level of heaviness that comes with this work and I’m learning to check in on people who practice DEI in their personal and business lives. People may be experiencing stress, trauma, and mental health issues while in this space, and may choose to not share their struggles.

It’s our responsibility as practitioners to go deeper with our knowledge and use it to help other practitioners feel a sense of acceptance and belonging, not isolation.

Every Client’s Journey Is Different, There’s No One-Size Fits All

These past five years have given me a wide array of clients to work with. From big nationwide brands to midsize boutique businesses, I’ve learned that every client’s journey to a more inclusive, equitable, and diverse workspace is different.

There’s no one-size fits all when it comes to DEI. Despite the sometimes vastly different approaches to client strategy, one thing rings true: we need to strike a balance between meeting clients where they are and not leaving them there.

Being too comfortable and complacent can leave some businesses behind on their DEI goals. It’s part of my learning to know the balance of when to push and pull my clients into the next level of their journeys.

We All Deserve Community

We’re human beings. We’re not meant to live life alone. As a woman entrepreneur, it’s easy to feel that I have to do everything myself. But, as I’ve gone through this business journey, I’ve learned that I, too, need support.


All of us can benefit from having a group of people to guide, support, and encourage us when life gets tough. When we feel lost or when we need cheerleaders to encourage us to keep going.

As someone who proudly occupies the identities of business owner, entrepreneur, Black woman, and DEI practitioner, I realize those intersections are complex. To feel understood and valued, I need to lean on those who support me in each of those identities.

Living in community is one of the most nourishing and supportive things we can do for ourselves. And as entrepreneurs and people in the DEI space, building relationships with those who get us is so important to maintaining our drive, stamina and resiliency in this work.

Final Thoughts

The last five years have been rewarding, challenging and full of lessons. I’m still learning, but I’m proud of how far NWC has come and how these new insights can inform the work we do with our clients this year and beyond.

Read more from The Human Shift on Substack, where I share long-form essays on leadership, culture, and how we work and live.

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Curiosity Changes the Climate - Why questions often move people further than answers

By Nika White • September 8, 2026
Many leaders feel pressure to have answers. It's understandable. People look to leaders for direction, especially when things feel uncertain. But some of the most influential leaders I've worked with ask better questions instead of giving faster answers. Questions create space. Answers often close it. Earlier in The Human Shift, we explored how people respond to a leader's presence before they respond to their words . Curiosity creates a different kind of presence. It tells people their perspective matters before a solution is ever offered. A Reframe The goal isn't to have the smartest answer. The goal is to create the kind of conversation where better thinking becomes possible. One Simple Practice The next time someone brings you a challenge, resist solving it immediately. Instead ask, "What do you think is most important for us to understand before we decide what to do?" Then listen. What This Looks Like In Practice A manager walks into a meeting ready to solve a recurring team issue. Instead of offering her recommendation first, she invites the team to share what they're noticing. The conversation uncovers a pattern no one had previously connected. The solution becomes stronger because more people helped build it. Question to Consider Do people leave conversations with you feeling like they contributed or simply received direction? In the shift, Dr. Nika White P.S. When was the last time a thoughtful question changed your perspective?

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By Nika White • August 31, 2026
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By Nika White • August 24, 2026
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By Nika White • August 17, 2026
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When People Stop Bringing You Problems - Why This Isn't Always a Sign of Progress

By Nika White • August 10, 2026
Leaders often celebrate when complaints decrease. Concerns become less frequent. Questions slow down. Conflict seems to disappear. Sometimes that's a sign of growth. Sometimes it's a sign that people have stopped bringing things forward. Earlier in The Human Shift, When Teams Stop Telling You Things , we explored silence as a cultural signal. Silence is not always agreement. Sometimes it is adaptation. People learn what feels worth raising. What feels safe to discuss. What is likely to go nowhere. A Reframe A lack of problems does not automatically mean a healthy culture. One Simple Practice Ask someone you trust: "What is something people may be hesitant to tell me?" Listen without defending. What This Looks Like In Practice A leader notices fewer concerns being raised in meetings. Instead of assuming everything is fine, she creates space for honest conversation. What emerges isn't crisis. It's information that had simply been waiting for a safer place to surface. Question to Consider What information might be missing from the conversations you're having? In the shift, Dr. Nika White P.S. When people disagree with you, do they usually tell you?

The Difference Between Being Busy and Being Engaged Why Activity Can Sometimes Hide Disconnection

By Nika White • August 4, 2026
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The Problem With Always Being Available - Why Accessibility and Capacity are not the Same Thing

By Nika White • July 27, 2026
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By Nika White • July 20, 2026
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By Nika White • July 13, 2026
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By Nika White • July 6, 2026
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