DEI Consulting

I recently had the privilege of listening to Antonio Cortes, a seasoned professional with an impressive academic background, including a Ph.D. in Business Psychology, a General Psychology BS degree, and a Master’s degree in Industrial Organization Psychology. As the Managing Director of the EDIJ team at NonprofitHR, Antonio has cultivated a reputation for his expertise in the field of diversity, equity, and inclusion (DEI). However, his journey toward this impactful role was not without its challenges. Previously working for the YMCA in HR, he found himself displaced by the COVID pandemic, which served as a catalyst to become an independent consultant before finding his way to NonprofitHR.

Antonio’s presentation delved into crucial aspects of DEI and offered a fresh perspective on addressing the prevailing issues in today’s workplace. As a consultant, he stressed the importance of casting a wide net during hiring to ensure diverse talent pools. Drawing from Geert Hofstede’s cultural dimensions research, he highlighted how power distance and cultural barriers in communication can impact workplaces. Equity assessments and employee perceptions of pay were also discussed as vital components in fostering an inclusive environment. Antonio highlighted the need for organizations to develop action plans to address performance gaps and design specialized curricula for implicit bias training. One key takeaway was his emphasis on scrutinizing the real need for training, as it is often misused as a one-size-fits-all solution. Instead, he encouraged sticking to facts and leveraging expert input to validate and refine strategies.

Reflecting on the presentation, it became evident that DEI consulting is not just about developing training but also involves partnering with their clients and getting to the root of identified performance gaps. He emphasized the need for being fact-based. It was especially interesting to hear about his experience implementing DEI initiatives in multinational organizations with offices in countries that do not recognize non-binary gender identities or support non-heterosexual orientation. Overall, Antonio’s presentation has provided me with a clearer understanding of the importance of DEI in the workplace and its potential to drive positive change.