Diversity and Inclusion for your Team

Meet Our Team Leader

Linda Lausell-Bryant, LCSW, Ph.D
Director, Inclusion & Diversity / Executive Leadership Coach

As the overseer of Full Circle’s organizational leadership and D & I programs, Dr. Bryant ensures state-of-the-art service delivery and excellence in performance outcomes. Dr. Lausell Bryant’s career spans 34 years in social services and organizational leadership in both the private and public sectors. She is an author, professor, and facilitator for change. Dr. Lausell Bryant is a gifted communicator and conflict resolutionist. Dr. Lausell Bryant grew up in Brooklyn and Puerto Rico and received her Bachelor of Arts degree from Pace University, her Master of Social Work degree from the Hunter College School of Social Work, and her Doctor of Philosophy from New York University’s Silver School of Social Work.

Her book, A Guide for Sustaining Conversations on Racism, Identity, and our Mutual Humanity, was published in 2017. She is currently Clinical Associate Professor and Katherine & Howard Aibel Executive-in-Residence at New York University’s Silver School of Social Work. Her work in government includes serving as associate commissioner for the Office of Youth Development at the New York City Administration for Children’s Services. She was appointed by New York City Mayor Michael Bloomberg to the New York City Panel for Education Policy.

A Full Circle Approach

Full Circle Confidential Workforce’s multicultural, multidisciplinary, team of D & I professionals boasts over 150 years of combined professional experience and expertise in culturally sensitive and culturally-competent organizational psychology, leadership development, team building, change management, and emotional resiliency intelligence training.

Why D&I Matters

Across the world, it has become evident that a more diverse workforce brings more creative ideas to the table and improves an organization’s capacity–and adds value to the bottom line. But few companies pay attention to cultivating and leveraging Diversity and Inclusion (D & I).

A recent survey by American Sociological Review, which looked at more than 500 companies, noted that gender and racial equality were important predictors of a company’s success compared to its competitors. McKinsey & Company and Forbes Magazine show that companies that actively promote diversity and inclusion programs have higher profits than similar companies that do not.

Bottom line: Fail to make diversity and inclusion a priority and your organization will be left behind.

Why Use Full Circle?

Under the leadership of Dr. Linda Lausell Bryant and Darcel Dillard Suite, M.S., Full Circle’s unique D & I trainings are collaboratively developed by a multidisciplinary “dream team” of social scientists, behavioral health practitioners, leadership coaches, HR specialists, organizational psychologists, and former corporate and organizational leaders, who are highly relational. interactive, energetic, and experienced. Our Full Circle team builds meaningful relationships and creates a safe space that empowers your team to have difficult conversations and develop a sustainable plan that promotes the type of organizational synergy and culture where D & I can flourish.

  • Increase Profits
  • Improve Hiring Quality

  • Increase Employee Retention

  • Reduce Training Costs

  • Increased Employee Commitment, Loyalty, and Innovation

Full Circle Workshops

Diversity, Inclusion,
and Sensitivity Awareness

Full Circle’s Sensitivity, Awareness, Inclusion & Diversity (SAID) workshops & trainings combine real-work scenarios, in-person & virtual role-plays, facilitated discussions, and guided exploration to create an illuminating and immersive participant experience.

As with all Full Circle SAID workshops and trainings, information and strategies are guaranteed to be relevant for employees at all levels and allow participants to increase awareness, as they are challenged to “walk in the shoes” of individuals with identities different from their own and learn about how others can experience the same workplace in very different ways. Participants will be challenged to increase their emotional intelligence and social sensitivity-communication skills. They will also have opportunities to practice the skills they learn throughout this stimulating and eye-opening experience.

Unconscious and
Implicit Bias

This workshop focuses on identifying the impact of implicit bias in the workplace and understanding the relationship between unconscious bias, racism, sexism, xenophobia, and discrimination. Specific methods and mechanisms for recognizing various manifestations of un-conscious, subconscious, and other hidden forms of bias are explored in depth using practical, workplace examples and drawing from real-life experiences. Participants learn evidence-based, strategies for not only reducing and eliminating these forms of bias but how to utilize these experiences as opportunities for personal and professional growth and development.

Microaggressions in the Workplace

This very popular training workshop focuses on helping your team become aware and able to identify the spectra of microaggressions, including micro-insults, micro-snubs, micro-invalidations, etc. In addition to helping your team better understand the bio-psycho-social effects of microaggressions, this workshop provides specific, individual and organizational skills and strategies for responding to and eliminating microaggressions in a positive and effective manner.

Full Circle Trainings

Embracing a Social Justice & Racial Equality Consciousness in the Workplace
This training brings together experienced anti-racist educators/facilitators who have worked on developing skills, techniques and frameworks for handling inter-group conversations so that sustained understanding and needed change within organizations can occur. Such understanding is critical to challenge oppression and promote social justice. Using an inductive research approach, experiential exercises, and didactic materials while creating a safe space, this training will offer communication and facilitation strategies to help your team or workforce acquire skills that address these challenges upend business.

SAMPLE Full Circle Trainings

Embracing a Social Justice &
Racial Equality Consciousness in the Workplace

This training brings together experienced anti-racist educators/facilitators who have worked on developing skills, techniques and frameworks for handling inter-group conversations so that sustained understanding and needed change within organizations can occur. Such understanding is critical to challenge oppression and promote social justice. Using an inductive research approach, experiential exercises, and didactic materials while creating a safe space, this training will offer communication and facilitation strategies to help your team or workforce acquire skills that address these challenges upend business.

Full Circle Trainings

Embracing a Social Justice &
Racial Equality Consciousness in the Workplace

This training brings together experienced anti-racist educators/facilitators who have worked on developing skills, techniques and frameworks for handling inter-group conversations so that sustained understanding and needed change within organizations can occur. Such understanding is critical to challenge oppression and promote social justice. Using an inductive research approach, experiential exercises, and didactic materials while creating a safe space, this training will offer communication and facilitation strategies to help your team or workforce acquire skills that address these challenges upend business.

Mental Health, Diversity and Inclusion: Best Practices

Promoting mental health under diversity and inclusion in the workplace is more than access to benefits—it is about creating a culture of inclusion for the large majority of people who will experience a mental health challenge in their lifetime. It is not enough to provide access to mental health benefits, motivational talks, stress-management workshops, or stress-reducing apps.

Alarmingly, over 75% of employees are impacted by mental health, whether themselves or others close to them, according to current studies. Yet, so few people know where to turn for help. Even if they did, the stigma, shame, and fear of being perceived as “crazy” or weak stops them.

Like D & I, mental health must become a valued part of the organizational culture. It must be named and normalized, otherwise employees will feel shame and loneliness and will not seek treatment. This will result in greater distraction, impaired work performance, absenteeism, and decreased productivity.

In this training, your staff and leadership will learn why mental health is the next frontier of D & I; identify commonly held misconceptions about mental health in the workplace; tackle how to integrate mental health and D&I strategies; and evaluate how other leading companies are using mental wellness and self-care platforms as part of their D & I mental performance solutions.

Objectives

  • Discover the hidden links between mental health, identity, diversity, and inclusion ( i.e., the psychological impact of racism, sexism, etc.)

  • Assess where there may be mental health and D & I “blind spots” within the team and organization.

  • Identify practical and culturally appropriate solutions for navigating mental health in the workplace.

  • Learn strategies for safe communication on mental health issues without violating HIPPA privacy laws.

  • Learn the benefits of creating a D & I sensitive, mental health-specific employee resource group (ERG).

  • Learn tactical moves to destigmatize and demystify mental health and increase access and usage within the organization.

Mental Health, Diversity and Inclusion: Best Practices

Promoting mental health under diversity and inclusion in the workplace is more than access to benefits—it is about creating a culture of inclusion for the large majority of people who will experience a mental health challenge in their lifetime. It is not enough to provide access to mental health benefits, motivational talks, stress-management workshops, or stress-reducing apps.

Alarmingly, over 75% of employees are impacted by mental health, whether themselves or others close to them, according to current studies. Yet, so few people know where to turn for help. Even if they did, the stigma, shame, and fear of being perceived as “crazy” or weak stops them.

Like D & I, mental health must become a valued part of the organizational culture. It must be named and normalized, otherwise employees will feel shame and loneliness and will not seek treatment. This will result in greater distraction, impaired work performance, absenteeism, and decreased productivity.

In this training, your staff and leadership will learn why mental health is the next frontier of D & I; identify commonly held misconceptions about mental health in the workplace; tackle how to integrate mental health and D&I strategies; and evaluate how other leading companies are using mental wellness and self-care platforms as part of their D & I mental performance solutions.

Objectives

  • Discover the hidden links between mental health, identity, diversity, and inclusion ( i.e., the psychological impact of racism, sexism, etc.)

  • Assess where there may be mental health and D & I “blind spots” within the team and organization.

  • Identify practical and culturally appropriate solutions for navigating mental health in the workplace.

  • Learn strategies for safe communication on mental health issues without violating HIPPA privacy laws.

  • Learn the benefits of creating a D & I sensitive, mental health-specific employee resource group (ERG).

  • Learn tactical moves to destigmatize and demystify mental health and increase access and usage within the organization.

Privilege for Sale Webinar

Darcel Dillard-Suite, M.S.

In this interactive, educational, training and webinar presentation, Full Circle president, Darcel Dillard Suite, M.S. speaks to a national nonprofit management organization, the Association of Development Officers, and facilitates a D&I training on the role “white privilege” and “implicit bias” play in fundraising with regard to donors of color.

Privilege for Sale Webinar
Darcel Dillard-Suite, M.S

Darcel Dillard-Suite, M.S.

In this interactive, educational, training and webinar presentation, Full Circle president, Darcel Dillard Suite, M.S. speaks to a national nonprofit management organization, the Association of Development Officers, and facilitates a D&I training on the role “white privilege” and “implicit bias” play in fundraising with regard to donors of color.

Listen to Full Circle’s CEO,
Dr. Derek H. Suite’s podcasts
on Why D&I Matters.

Listen to Full Circle’s CEO,
Dr. Derek H. Suite’s podcasts
on Why D&I Matters.

Are you interested in learning more about Diversity
and Inclusion for your team, workforce, or organization?

CONTACT US TODAY

Are you interested in learning more about Diversity and Inclusion for your team, workforce, or organization?

CONTACT US TODAY