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Seeing Self, Others and Life through a Clearer Lens


Creating diverse, inclusive and equitable workplaces 


Your organization recognizes that having a diverse and inclusive culture is critical for success, not just in terms of business results caused by high levels of teamwork and collaboration, but in terms of the human impact internally on employees, and externally on stakeholders.

You know that a diverse workforce drives innovative solutions, and inclusion fosters the ideal environment for that innovation along with high performance and engagement.

As a business leader or HR professional, you see the bigger picture – how a diverse and inclusive organization is a healthy organization, a place that provides an environment that invites people to do their best work.

You also recognize that diversity and inclusion practices need to be authentic to be sustainable and effective. They need to be values driven, coming from a place of treating people with dignity and care, so that everyone involved feels a sense of belonging, trust, and pride in their relationship with the organization.

The strategies you are implementing are getting results – people are talking differently about the organization, and engagement is building. So what more can you do, what are the steps you can implement to take your culture to the next level of inclusion?

In my 20 years of consulting, training, coaching and developing hundreds of leaders across a diverse range of organizations to build equality in the workplace - including 6 years as a senior HR professional in two public Canadian companies - I have come to know that:

  • leadership is a privilege because of the power paradox of leadership and the impact leaders have on their teams;
  • organizational systems that directly impact people are likely contradictory to the inclusion work you are doing;
  • and unconscious bias is getting in the way of building a highly trusting, inclusive environment for everyone.


Much great work is being done in organizations to build diversity and to help employees feel included.  There is still much to be done though to support leaders and team members to see themselves and others through a clearer lens. Being inclusive requires to build a deep regard for others as well as self, through having care and concern, and treating each other with dignity.

If you are seeking ways to support your organization in building diversity, and developing your leaders to be more inclusive, I can help.  Please take a look at the range of ways I can support you through:

  • HR / culture-based consulting
  • leadership training
  • leadership and diversity coaching
  • accreditation in my proprietary assessment tool that explores how we relate with ourselves and others through the lens of a new level of emotional intelligence
  • keynote speaking and breakout workshops


You can reach me:

by email at

by phone at 1-780-916-1428.

and via LinkedIn, Twitter or Instagram.


I look forward to connecting with you! 

Non-judgment of self and others has always been the central message of my work as an Emotional Intelligence thought leader, coach and facilitator. Latterly my work has brought me to the corporate HR arena where I have worked to put dignity and care at the heart of people strategy. This requires a holistic approach to cultural change by aligning transformational leadership competencies, inclusive practices and people development strategies with non-judgmental people systems.

While studying to become a certified professional diversity coach, I mapped out a model for building diverse, inclusive and equitable workplaces, by aligning the principles and language of ED&I with my core messaging around equality, non-judgment, dignity, care and ‘the leadership privilege’.

The principle concepts of this model are that:

1. Workplace cultures that deeply value, respect and leverage how people are different, truly reap the benefits of diversity – the sponsor of this aspect is the Executive team;

2. People strategy and systems built on the principle of dignity lead to fairness and equity – the sponsor of this aspect is HR;

3. Teams that care about each other and that respect each member’s uniqueness, build a sense of belonging which leads to inclusion – the sponsor of this aspect is the team’s leader.

My three-sided model – the Equity, Diversity & Inclusion pyramid – provides a visual of how the three aspects need to be happening concurrently.

For example, a workplace will not be truly equitable and inclusive if leaders are developed so that they build inclusive teams, yet they have to work with judgmental performance and talent management processes that ‘rate’ employees or put them in boxes based on bias.






The Diversity and Equity sides of the three-sided Equity, Diversity & Inclusion pyramid.










 © Amanda Knight 2020










The Inclusion and Diversity sides of the three-sided Equity, Diversity & Inclusion pyramid.









 © Amanda Knight 2020




To discover how to use this model in your organization, please contact Amanda to find out about her Diversity & Inclusion online program, or to discuss a customized approach designed specifically for the needs of your workplace.