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Dr. Elizabeth Archuleta will use her knowledge and expertise to help your organization:

• ·      improve financial performance
• ·      increase innovation
• ·      avoid groupthink
• ·      increase productivity & problem-solving skills
• ·      improve employee satisfaction/engagement
• ·      better connect with diverse communities of people and clients
• ·      more fully represent and better connect with current clients
• ·      positively impact recruitment, retention, and ability to hire the best talent

In her prior role as a Women & Gender Studies assistant professor in Arizona State University’s School of Social Transformation, Dr. Archuleta taught about the importance of diversity and inclusion. Her research, publications, and undergraduate and graduate courses focused on race, class, gender, and sexual orientation. Dr. Archuleta earned her Ph.D. and her M.A. in English from the Pennsylvania State University and her B.A. in English with a political science minor from Westminster College in Salt Lake City, Utah.

She can be reached at elizabeth.archuleta@gmail.com

Expertise:

Diverse Women & Inclusion, LGBT, Cultural Competence, Visible/Invisible Minorities

­Pricing structure does not include airfare/hotel:

·      Keynotes begin at $3500 (includes preparation, travel time, and expertise).

·      Workshops priced at $3500 half day or $5500 full day.

·      Webinars are $30 per person for a 30-minute session.

1.  Diversity and Inclusion 101

Organizations that incorporate an inclusion and diversity infrastructure into their workforce strategy are more productive and innovative than their competitors, making them better equipped to tackle challenges from today's multicultural and global marketplace. Learn how a diverse workforce will set you apart from your competitors. Harness the power of diversity and inclusion to increase your bottom line. Hispanic buying power in 2012 is worth $1 trillion and is expected to grow another 50% in the next five years; LGBT buying power is already worth $790 billion. What was once a largely homogeneous population in the United States has changed and the world is becoming more interconnected. Today, the faces of customers, employees, and suppliers have transformed into a dynamic mix of people comprised of various races, cultures, and backgrounds. Forward-looking companies recognize and understand the implications of these demographic shifts, and they have altered their customer focus, employee base, and business practices to take advantage of the potential that current and prospective customers and employees offer. After this session, your organization will learn how a diverse employee and customer base can increase innovation, improve profits, and help your business better represent and connect with a changing world.

2. LGBT Diversity and Inclusion

Learn how innovative recruiting and retention policies and practices are critical for tapping the LGBT talent pool and building a workforce that will help your company achieve a competitive edge. In order to remain competitive, it is imperative that companies attract and value diverse employees who will attract and value diverse customers. Sodexo, a global company with around $19 billion in total revenue, developed an integrated diversity strategy that they claim is key to their success. Based on their diversity and inclusion policies and practices, they rank in Diversity Inc.’s top 10 companies in several categories, including for executive women, Latinos, African Americans, supplier diversity, LGBT employees, and more. This session emphasizes action planning, including policy, practice and workplace climate changes. After this session, organizations will learn strategies that attract and retain LGBT employees. 

3. The Power of Out: Building an Inclusive Workplace

The LGBT community represents a highly motivated and educated workforce. Employees who are out flourish at work. In contrast, employees who stay “in the closet” either languish or leave and negatively affect the company’s bottom line because of this loss of talent. Is the LGBT community a mystery to you? This session is designed to enlighten organizations about the LGBT community. After this session, organizations will be proficient in LGBT cultural competency, including terminology, history, and key concepts. Organizations will also learn the business case for LGBT workplace equality.

4. Beyond Diversity Day: Ways to Support Diversity & Inclusion

Corporations spend billions on diversity and inclusion training programs and events, sometimes including LGBT issues and sometimes not. But they don’t create ongoing support systems to ensure that they get the return on investment that they are expecting. This session will help you create that missing link. A one-time or once-a-year program or event is not enough. We will discuss multicultural communications, employee resource groups, empowering women in the workplace, disability and special needs accommodations, the Latino effect, and religion in the workplace. Participants will learn how to create a successful diversity and inclusion initiative that combines training with systemic changes such as the implementation of mentoring programs and the critical assessment of an organization's promotion practices. 

5. Completing the Circle of Diversity: Business Case for Supplier Diversity

Supplier diversity makes good business sense. Why? Diverse suppliers are cost competitive, innovative and offer strategic value to large organizations. They also offer greater flexibility and more customer focus. Since most diverse suppliers are also small businesses, contracting with them increases spending and consumption in the local economy, because they promote job creation on a local level. Your supplier base should reflect the local community, and if your organization is global, your supplier base should reflect that as well. Adding a supplier diversity program ensures that your diversity practices are uniform across segments. After this session, organizations will learn about the benefits of supplier diversity. Does your corporation's supply chain mirror a diverse customer and employee base that you have or might be trying to attract? It should.