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How Dior Vargas Helps Companies and Institutions Start Inclusive Conversations and Establish DEIB Policies 

Dior Vargas is helping businesses change their landscape of inclusivity with eye-opening discussions and real-world tactics. To do this, she offers speaking, workshop, corporate training and consultation services. Dior is helping corporate America efficiently grasp and implement diversity, equality, inclusion and belonging (DEIB) principles to create an understanding culture.  

Dior’s Journey to Advocacy and Inclusivity Work

Dior’s first foray into mental health advocacy started with “The People of Color and Mental Illness Photo Project.” The project was completed to show the world that in contrast to how mental illness is depicted by the media, it affects all communities and that getting help is OK. Her efforts caught on, and the project went viral.

Following this, she was called upon for speaking engagements regarding Black Indigenous People of Color (BIPOC) and others living with mental illness. Early on, she found that crowds related to what she had to say and realized that if she applied herself in this area, she could make a lasting difference in people’s lives in and outside of the workplace. 

Her unbounded passion for this type of work arises from the traumatic experiences of her past. Her experiences gave her an innate ability to align and connect with others on a deep emotional level. As a result, she has been successful at driving positive change as corporate America pivots to more equitable workplace designs.   

Why Sound DEIB Policies are Important

Discrimination by race, creed, color and origin was first outlawed in 1941 by president Roosevelt. The following two steps took place in the 60s with the demand for equal opportunity employment and the establishment of the Office of Minority Business Enterprise (OMB). And the issue was not looked at seriously again for almost 30 years when the United Nations declared that environmental, social and governance (ESG) issues should be included in the financial evaluations of companies in 2006.  

From here, investor interest in ESG compliance has increased. Many companies have followed suit, implementing policies to reduce their carbon footprint and hiring workers from marginalized groups. This is all progress, but businesses that fail to install DEIB-friendly policies in addition to hiring are failing at this aspect of moving towards an inclusive and diverse workplace. According to a 2012 report from the government of California, companies that embrace diversity are more profitable. The rationale ascertained by the McKinsey Group and California officials is that diversity in leadership and throughout the company win the war on talent, are better able to align with customers, make for better employee satisfaction, improve decision making and enhance the company image. 

How Dior Can Help

Dior’s first mode of action in the workplace is to open the door to meaningful conversations. She shares her stories and gets employees to share their personal experiences and workplace expectations. She then works with management and HR to help them form strategies for tackling these problems in an impactful way. She tells people to “really think about why they want to be a source of support, and also to not get caught in fake allyship.” She went on to say, “it’s important to be genuine. And knowing that intent versus impact is very different.”  

However, her services span far beyond just the workplace. In addition to corporate training, she offers keynote speaking engagements and workshops spanning mental health, suicide prevention, DEIB, microaggressions, disabilities and self-advocacy. Her audience is also inclusive, from Colleges and Universities to Students and Staff. 

Overall, Dior’s approach to the DEIB puzzle is different; she tackles it via a mental health lens. This allows her to focus on gaining empathy and attention to the matter by allowing people to relate to her experiences to create positive, responsive relationships with all parties involved. Whereas many organizations implement prepackaged training seminars focused on the individual. Unfortunately, while the latter can work, it does not produce changes that endure the dynamics of today’s workforce.   

Dior starts conversations around stigmas surrounding diversity and mental and physical health issues. She also offers problem-solving and training sessions to help executives and managers better ensure their staff’s well-being. If your employees are running into problems surrounding DEIB topics, or you are looking to increase investor interest through ESG-related initiatives, contact Dior Vargas today!

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