Our client, a leading financial protection benefits company with a presence in both the US and UK, wanted to more intentionally address conversations and relationships related to identity and belonging within their organization, following a period of heightened social awareness. 

Despite their efforts to foster an open and welcoming culture, employees were not comfortable discussing sensitive or identity-related topics openly, and tensions continued to simmer beneath the surface as many colleagues were struggling to feel safe and supported. The client recognized the need for a safe space for employees to engage in honest conversations about these issues but were unsure how to create this environment.

NWC worked with the client to design and implement facilitated listening sessions focused on identity and belonging. These sessions were led by skilled professionals on our staff, trained to create a respectful and inclusive space for employees to share their experiences and perspectives on sensitive topics. 

Our team also provided a workbook for managers to serve as a guide for leading their teams through these sessions. The workbook included instructions for building a safe and inclusive environment, facilitating productive conversations, and ensuring that everyone's voice was heard. It offered exercises for personal reflection and awareness, helping participants develop a deeper understanding of themselves and their colleagues.

The listening sessions proved to be a critical tool in surfacing and addressing identity- and belonging-related concerns within the organization. 

Employees reported feeling more comfortable discussing sensitive topics and appreciated the opportunity to connect in an open, respectful environment. Conversations led to improved understanding, empathy, and respect between colleagues, fostering a more collaborative and inclusive workplace culture. 

Managers found the workbook invaluable for guiding these discussions and navigating challenging conversations with sensitivity and care. The sessions enabled the company to proactively address concerns and reinforce a culture of communication and mutual understanding. 

Overall, NWC’s work with the client in crafting and facilitating listening sessions—and providing practical resources for managers—resulted in greater comfort, understanding, and sense of belonging among employees, contributing to a more inclusive and productive workplace. 

Our client, a large communications company, was striving to create a more connected and supportive workplace. 

Despite having a workforce representing a wide range of identities and experiences, many employees reported not feeling a true sense of belonging, which contributed to high turnover rates among some groups. The client recognized the need for a proactive approach to foster a more inclusive environment and sought the assistance of Nika White Consulting (NWC). 

NWC partnered with the client to develop a structured plan for launching Employee Resource Groups (ERGs) tailored to the unique needs and interests of the employee community. 

We facilitated sessions where employees could discuss their experiences and the challenges they faced at work. 

We conducted a survey to gauge interest in employee-driven resource groups. Based on employee feedback, we recommended forming multiple ERGs focused on shared identity, interests, and life experiences, with a phased launch to ensure strong foundations and support. 

To promote success, NWC provided essential training and resources to help these new groups function effectively. We also worked directly with senior leaders to communicate the value of ERGs and to encourage visible and meaningful participation. 

As the ERGs gained traction, the company quickly observed improvement in both engagement and retention. 

Employees reported increased feelings of connection and engagement. The ERGs became valuable platforms for individuals to build relationships, share perspectives, and foster a sense of community. 

The company also saw a reduction in employee turnover, especially among the groups served by the first two launched ERGs. The client expressed gratitude for NWC’s partnership in addressing these challenges and building a more connected organization. 

In summary, the implementation of ERGs proved to be an effective strategy for enhancing workplace culture and fostering a greater sense of belonging, resulting in a more engaged and productive workforce. 

Our client, a financial services company, had invested in formal learning and development sessions aimed at improving workplace culture and employee skills. 

However, they found that employees were not consistently applying what they learned in their day-to-day work. The client recognized the need for ongoing opportunities where employees could process the training and translate it into practical actions. 

Nika White Consulting (NWC) designed and implemented learning circles with the client. 

These learning circles provided structured small-group sessions where employees could regularly come together to reflect on and apply concepts from the formal training. 

NWC supplied a facilitator guide and conducted training sessions to prepare moderators with the tools and resources necessary to lead the circles effectively. 

The circles were intentionally designed as small groups that met consistently to discuss topics relevant to workplace culture and professional development. The facilitator guide supported moderators to foster constructive, respectful conversations where all participants could share their perspectives. 

The learning circles proved to be an effective mechanism for helping employees embed training content into daily behaviors and interactions. 

Employees reported increased confidence in applying their learning and appreciated the ongoing peer support and dialogue. 

The sessions also helped strengthen connections among employees as they engaged in these collaborative discussions. 

NWC’s facilitator guides and training equipped moderators to sustain the circles’ effectiveness, making this program a key part of the client’s efforts to enhance workplace culture and employee engagement. 

Overall, the learning circles translated formal training into sustained behavioral change, empowering employees and improving teamwork and communication within the organization. 

Our client, a bio-tech company, had ambitious plans to double the size of their organization within one calendar year. 

However, they recognized that their current recruitment process did not fully align with their goals to attract and retain top talent from a wide range of backgrounds, experiences, and perspectives. 

NWC partnered with the client to design and implement a comprehensive recruitment strategy. 

We began by conducting a thorough assessment of the client’s existing recruitment process to identify areas for improvement. We then developed a strategic plan covering job postings, candidate sourcing, interviewing, and onboarding processes designed to effectively attract and retain a diverse pool of qualified candidates. 

Our team collaborated with the client to establish a recruitment committee composed of representatives across departments, levels, and experience types. 

The committee worked closely with HR to implement practices such as partnerships with external organizations, clear and inclusive job descriptions, and unbiased candidate evaluation techniques.

NWC partnered with the client to design and implement a comprehensive recruitment strategy. 

We began by conducting a thorough assessment of the client’s existing recruitment process to identify areas for improvement. We then developed a strategic plan covering job postings, candidate sourcing, interviewing, and onboarding processes designed to effectively attract and retain a diverse pool of qualified candidates. 

Our team collaborated with the client to establish a recruitment committee composed of representatives across departments, levels, and experience types. 

The committee worked closely with HR to implement practices such as partnerships with external organizations, clear and inclusive job descriptions, and unbiased candidate evaluation techniques.

Our client, a large multinational corporation, recognized the need to strengthen its workplace culture and organizational effectiveness. 

They identified the necessity for a more cohesive and strategic approach to engage HR partners and leaders throughout the organization to drive meaningful change. 

NWC collaborated with the client to design and facilitate a comprehensive day-long HR Partner Summit tailored to strategic planning and leadership alignment. 

The agenda included keynote speakers, interactive workshops, and group activities designed to encourage active participation and foster alignment among HR leaders. 

NWC also supported the client in ideation, planning, and successfully launching various initiatives addressing different aspects of the employee experience. 

These initiatives included improvements in recruitment practices, leadership training, bias awareness, employee groups, and mentoring programs. 

Our team provided facilitation during the summit and equipped participants with practical tools and resources to implement these initiatives across their teams effectively. 

The HR Partner Summit was highly successful, leading to the launch of multiple impactful projects across the organization. 

These initiatives addressed key business challenges and aligned with the company’s broader strategic goals. 

The summit fostered greater engagement and participation from HR leaders, empowering them to lead change in their respective areas. 

Implemented initiatives resulted in measurable improvements in employee engagement, retention, and overall organizational awareness. 

Overall, NWC’s work helped the client build a more aligned and effective HR leadership team, advancing their organizational goals and supporting sustainable transformation. 

Our client, a construction management software service company, had recently undergone a merger that resulted in two separate employee resource groups focused on particular employee communities. 

The client recognized the importance of merging these groups into a single entity to build a stronger sense of community and to create a more unified and impactful voice within the organization. 

However, they were unsure of the best approach to successfully merge the two groups and sought guidance on facilitating this process. 

NWC worked with the client to design and facilitate a two-day Employee Resource Group (ERG) Leader Summit. 

The summit engaged participants in exercises for purpose reflection that identified common goals and themes between the two ERGs. It also facilitated discussions on how best to combine and align the groups for the strongest pathway forward. 

Our team collaborated with the client to design a comprehensive agenda that included keynote addresses, interactive workshops, and group activities to encourage participation and engagement. 

The summit was held in a supportive and respectful environment that fostered open and honest dialogue, allowing participants to share their experiences and perspectives freely. 

We provided guidance and support throughout the discussions to help participants navigate any challenges or concerns that arose during the process. 

The ERG Leader Summit was a resounding success, resulting in the effective merger of the two separate employee groups into a cohesive, single entity. 

Participants identified shared goals and collaborated on aligning the groups to maximize their impact. 

The summit fostered increased engagement and participation from ERG leaders, who felt empowered and supported to advocate for the group's mission within the organization. 

The merger led to a stronger, more unified voice and helped strengthen the sense of community and connection among members. 

Overall, NWC’s work to ideate, plan, execute, and facilitate the summit catalyzed positive change, empowering leaders and supporting meaningful progress within the organization.

Our client, a senior living facilities operator across the US and Canada, recognized the importance of establishing a dedicated council to lead key organizational initiatives. 

However, they were unsure how to structure the council formation process, including nominations, onboarding, and charter development. 

NWC partnered with the client to design and facilitate a strategic process for forming the council. 

Our team worked closely with the client to create a nomination process that ensured broad representation by including candidates from across the organization. 

We also supported the onboarding process to ensure council members understood their roles and responsibilities. NWC provided the council with the necessary tools and resources to effectively fulfill their duties. 

Additionally, we guided the development of a clear charter outlining the council’s mission, goals, and expectations, aligning with the organization's overall objectives.

The strategic council formation was a resounding success, resulting in a diverse and effective leadership group driving important initiatives. 

The nomination process ensured wide representation, bringing varied perspectives and expertise to the council. 

Onboarding support equipped members to perform effectively, resulting in increased engagement and leadership accountability. 

The charter provided a clear framework for operations, helping the council align their work with organizational priorities. 

Overall, NWC’s work facilitated a successful council formation that enhanced governance, fostered collaboration, and supported meaningful progress within the organization.

Our client, a large chamber of commerce, sought to strengthen connections within the business community and promote positive organizational values. 

They wanted to host a large-scale conference to raise awareness, foster collaboration, and engage business and community leaders effectively. 

However, the client lacked the necessary expertise and resources to plan and execute a successful event.

Nika White Consulting partnered with the client to design and execute a well-organized, engaging conference that attracted hundreds of business and community leaders. 

Our team took the lead on marketing and promotional efforts, creating a compelling brand identity and developing a strategic marketing plan. We promoted the event through diverse channels to maximize reach and attendance. 

We carefully selected and recruited speakers who could offer valuable insights and expertise relevant to the conference themes and audience. 

Our team also managed all logistical aspects, including venue selection, scheduling, catering, and event coordination, ensuring a seamless and professional experience. 

NWC provided ongoing support and continuous improvements over multiple years, helping establish the conference as a signature event for the client. 

The conference was a major success, with increasing attendance year-over-year and strong engagement from participants. 

It became a key platform for exchanging ideas, learning, and setting actionable goals to advance business and community interests. 

The client experienced enhanced visibility and leadership within the business community as a result of the event. 

Fundraising efforts associated with the conference were highly effective, supporting the client's ongoing mission and initiatives. 

Overall, NWC’s strategic planning, marketing, and execution helped the client build a vibrant annual conference that supports sustained community growth and business development. 

Our client, a mid-sized healthcare organization, recognized the importance of promoting diversity, equity, and inclusion (DEI) within their workplace but was unsure of their readiness and how to proceed with launching a successful DEI initiative. 

They needed to assess their organizational and leadership readiness to ensure alignment and a successful DEI journey ahead.

Nika White Consulting (NWC) worked closely with the client to assess their organizational and leadership readiness for launching a DEI initiative. 

We provided an organizational DEI readiness assessment to the leaders to determine their current readiness and identify areas needing improvement. Our team then provided a coaching session to ensure alignment and readiness for the DEI journey ahead.

We worked with the leaders to establish a DEI vision and mission, develop a strategic plan, and provide recommendations for policies and practices that could help advance DEI within the organization. 

We also provided guidance on selecting a DEI team and leaders, developing communication plans, and implementing training and development programs.

NWC’s work with the client to assess their organizational and leadership readiness for launching a DEI initiative resulted in a successful and aligned DEI journey ahead. 

The organizational DEI readiness assessment provided valuable insights into the client's current readiness and identified areas that needed improvement. The coaching session ensured that the leaders were aligned and ready to proceed with the DEI initiative.

Our guidance on establishing a DEI vision and mission, developing a strategic plan, and implementing training and development programs helped the client advance DEI within their workplace. 

Our recommendations for policies and practices helped the client create a more inclusive and equitable workplace, resulting in increased employee engagement and satisfaction.

NWC’s work with the client to assess their organizational and leadership readiness for launching a DEI initiative resulted in a successful and impactful DEI journey ahead. 

The client created a more inclusive and equitable workplace, increasing employee engagement and satisfaction.

A large chamber of commerce identified that certain business owners in their region faced challenges in gaining equitable access to resources and opportunities for growth. 

These businesses were underrepresented, limiting their capacity to scale and thrive. 

The chamber partnered with Nika White Consulting to create a targeted business accelerator program designed to support these entrepreneurs in scaling operations and building capacity. 

The program offered specialized training focused on business growth strategies, access to experienced business coaches, and facilitated connections with procurement leaders to identify contract opportunities. 

This initiative was launched with strong support from the chamber and integrated into their broader business development efforts.

The business accelerator program proved successful in addressing growth barriers and enhancing capacity for participating business owners. 

Over time, the program expanded across multiple regions, contributing to job creation and increased revenue generation among participant businesses. 

The sustained success of the program reflects its positive impact on regional economic development and business diversification. 

The client is a leading community development financial institution dedicated to building strong, healthy, and equitable communities. 

With a focus on sustainable and inclusive investment, they sought to further their commitment to diversity, equity, and inclusion by creating a targeted professional development program.

Recognizing a need to support the career advancement and leadership potential of Women of Color within their professional network, the client identified a gap in existing development opportunities. 

They aimed to create a program that specifically addressed the unique challenges and opportunities faced by women of color, providing them with the tools and mentorship necessary for self-advocacy and professional growth.

In partnership with Nika White Consulting, the client launched the "WOC Professionals Pilot Program." This initiative was designed to be an intimate, collaborative cohort experience. The program kicked off with an in-person session on October 30, 2024, followed by a roadmap of focused sessions. 

The curriculum was developed based on participant feedback and was tailored to the group's needs, with priority topics including:

• Cultivating a Personal and Professional Brand
• Prioritizing Radical Self-Care
• Effective Mentorships
• Self-Advocacy: Know Yourself, Know Your Worth
• Recognizing and Responding to Bias & Microaggressions

The program was structured to provide a safe and empowering space for participants to engage with these critical topics, share experiences, and build a strong, supportive network.

The pilot program provided tangible results for the women of color professionals who participated. 

By focusing on key areas like personal brand development and radical self-care, the program empowered individuals to take ownership of their professional journeys. The emphasis on self-advocacy and navigating bias equipped them with the skills to address workplace challenges effectively. 

Through this cohort model, the client successfully demonstrated its commitment to fostering an environment where Women of Color are not only supported but are also given the tools to thrive and lead.

The client is a leading financial services institution dedicated to serving the educational community. With a mission to empower members through financial literacy and support, they recognized the importance of fostering a connected and inclusive internal culture to better serve their community.

While the client excelled at providing financial services, they identified an opportunity to strengthen internal connections and communication. They sought to move beyond traditional corporate communication and cultivate a culture where employees could share their personal and professional stories. 

This would not only build empathy and understanding but also drive organizational change and innovation. 

The challenge was to establish a framework that would empower employees to become confident and effective storytellers.

In collaboration with Nika White Consulting, the client launched a "Storytelling Community of Practice" (CoP). This initiative was designed as a series of facilitated sessions to introduce, practice, and embed storytelling as a core skill. The framework was built on the premise that storytelling is "The Power Skill: Storytelling for Connection, Inclusion and Change."

The CoP sessions provided a safe space for participants to engage in hands-on activities, including:

• Story Remix: Transforming data or statements into compelling narratives.
• "My BRIC Moment": Sharing personal stories related to Belonging, Resilience, Innovation, or Courage.
• "Story in a Snap": Using the "And/But/Therefore" structure to tell a short story.
• "The STORY Approach": A framework for creating and sharing effective stories.

The program's structure ensured that participants learned the principles of storytelling and actively applied them to real-world scenarios within their professional roles.

The Storytelling Community of Practice successfully provided participants with a toolbox of practical strategies to use storytelling as a leadership and cultural tool. By focusing on intentional, consistent practice, the program helped to shift the organizational culture from one of command and data to one of connection and empathy. 

The initiative empowered employees to communicate more authentically, build stronger relationships with colleagues, and become cultural ambassadors who can influence positive change through the power of narrative.

The client is a lifestyle apparel company with a commitment to providing high-quality, sustainably made clothing. With a presence that spans both a corporate headquarters and a network of retail stores, the client recognized the importance of a unified leadership development approach that could address the unique needs of both office and retail employees.

The client sought to cultivate a more inclusive and empathetic leadership culture across the entire organization. Their goal was to move beyond a performative approach to Diversity, Equity, Inclusion, and Belonging (DEIB) and equip leaders at all levels—from the corporate office to the retail floor—with the tools to foster genuine belonging and drive positive change. The challenge was to design and facilitate a comprehensive, hybrid professional development program that would resonate with a diverse workforce and provide actionable strategies for creating a more inclusive workplace.

In partnership with Nika White Consulting, the client launched the "Leadership Labs." This staff-wide professional development initiative was designed to be both a learning journey and a guided experience. The program began with a deep-dive assessment to understand the specific needs of the employees, ensuring that the learning path was highly relevant and impactful. The program was delivered through a series of hybrid sessions, combining in-person and virtual components to accommodate both headquarters and retail staff.

The curriculum was structured around four core learning labs:

• Conscious Inclusion: Focused on recognizing and disrupting bias and microaggressions.
• Inclusive Communication: Emphasized empathy, active listening, and conflict navigation.
• Inclusive Leadership: Taught core traits like authenticity and resilience, and behaviors such as amplifying voices.
• Allyship & Belonging: Explored authentic allyship and the importance of psychological safety.

The sessions were interactive, incorporating reflection workbooks, community agreements, and feedback surveys to measure learning and guide the program's evolution.

The Leadership Labs successfully equipped a diverse group of leaders with the mindsets and skills needed for inclusive leadership and sustainable DEIB strategies. 

By addressing the needs of both corporate and retail employees, the program created a common language and shared commitment to DEIB across the entire organization. 

The initiative helped leaders to identify and interrupt exclusionary behaviors, practice more empathetic communication, and build cultures where belonging and authenticity are prioritized. 

The program's success demonstrates that intentional, organization-wide professional development can be a powerful catalyst for cultural transformation.