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DEI (Diversity, Equity, and Inclusion) set out to make people from diverse backgrounds feel seen, heard, and valued at every level of an organization. Unfortunately, something so well-intentioned has instead led to greater division, with more employees walking on eggshells and shutting down entirely. Recognizing this growing disconnect, former DEI consultant Dr. Michelle Majors developed her (G)race Equity model, a more effective approach that fosters truly inclusive workplaces by emphasizing grace, empathy, and open communication.
Dr. Michelle Majors walked away from what she calls the “DEI industrial complex” after spending a decade as a DEI consultant. Over time, she realized that the standard DEI approach was falling short. The core issue, she discovered, was that DEI as a construct was rooted in fear, distrust, and a culture of blame and shame, rather than fostering genuine dialogue and understanding. As a result, employees often shut down to avoid the complexities and contradictions of these initiatives, making it harder to openly express ideas or address sensitive topics — especially those related to race and identity.
For instance, in many organizations, white employees may fear being labeled as racist regardless of their intentions, while people of color might feel that their concerns are continually dismissed or misunderstood. These tensions create a barrier to meaningful dialogue, as everyone becomes overly cautious, which stifles the open and honest conversations needed for true inclusivity and understanding.
When HR Executives and Nonprofit Directors struggle with conflict and creating supportive, inclusive work environments, they call Dr. Majors. This Difficult Conversation Strategist, keynote speaker, and author has successfully helped organizations overcome communication barriers and achieve their goals using her (G)race Equity method.
For example, one of the organizations she has worked with was on the verge of an implosion. The staff couldn’t get through any meetings without shouting matches, hostile disagreements, and people walking out. After Dr. Majors intervened, the meetings became collaborative and productive. And that’s the power of what she calls bringing “grace to the space.”
Dr. Majors has come a long way from growing up homeless to earning a Doctorate in Educational Leadership and being the founder of Majors Leadership Group. During her journey, she says, “My life is a testament to the power of grace. The belief and support I received from others, sometimes strangers, often in ways I didn’t even realize, have been the foundation of my resilience and success. It’s this grace that guides my work and brings people together”.
Behind every person is a story. All humans have experiences that influence how they interpret situations. Dr. Majors understands this, which is why her (G)race Equity approach focuses on asking the right questions to uncover the true source of conflicts.
Where DEI causes people to avoid tough conversations, (G)race Equity nurtures a grace space for making genuine human connections regardless of race and identity.
DEI (Diversity, Equity, and Inclusion) aims to make marginalized people feel welcomed within organizations. Unfortunately, DEI efforts have resulted in many employees shying away from having real conversations. That’s why Dr. Michelle Majors developed the new (G)race Equity method that does a better job of fostering a positive workplace culture. To learn more about how to resolve conflicts, engage in honest dialogue, and foster a thriving, inclusive organization, visit her website or book her as a keynote speaker.
