Office Hours: I’m a DEI strategist, CEO, speaker, and consultant featured on Forbes, The New York Times, Business Insider, and Hubspot's 30M+ downloaded podcast The Growth Show. I’m Kim Crowder. AMA!Featured

Hi everyone!

I’m the founder and CEO of Kim Crowder Consulting, a boutique consulting studio that uses a data-driven approach to partner with companies and embed diversity, equity, inclusion, and anti-racism into their DNA.

I am a certified DEI and Six Sigma Leadership CEO, strategist, speaker, and consultant featured numerous times by Forbes, including being called an “Anti-Racism Educator Your Company Needs Now”.

I started my career as a PR assistant in sports and entertainment at the NRG complex in Houston, TX, which houses the Houston Texans, among others. I then moved on to building a marketing department for a wellness facility, and after that, did PR in the Houston market for Whole Foods Market. Fast forward to my move to the Midwest in Indianapolis, where I worked for Boys & Girls Clubs of Indianapolis, and the Indianapolis Public Library. At the library, I began my official work in diversity, equity, and inclusion, and other organizations took notice. What started off as a desire to better my current workplace turned into a side hustle. Before I knew it, I was doing this full time as an entrepreneur, and have been for the last five years.

Ask me about workplace culture and DEIA, leadership development, equity in media & entertainment, and inclusive branding & communications!

ElphaStaff's profile thumbnail
Thanks so much for joining us @Kimcrowder!Elphas – please ask @Kimcrowder your questions before Friday, March 11th. @Kimcrowder may not have time to answer every questions, so emoji upvote your favorites 🔥👍🏾➕
dipishapatel's profile thumbnail
Hi @Kimcrowder, Congratulations! Could you share what is the data-driven approach you use to embed diversity, equity, inclusion, and anti-racism on a high level and how it has improved the workplace culture and DEIA?Also, if you could share a little about your leadership style, would be much appreciated!
kimcrowderDEI's profile thumbnail
Hi! Here is a newsletter that we wrote in which we explain this further: https://mailchi.mp/78a1d7bbe3e8/newsletter20-honoring-george-floyd-one-year-later-6563491?e=[UNIQID]. This is very high-level, but a start. Basically, finding metrics that connect to DEIAJ movement within organizations. Also, using qualitative data as well to tell the stories of how this looks in that workplace specifically. The benefit of being a consultant is that team members tell us more than they would share with employers. Regarding my leadership style, I'm humanistic in my approach and focus on improving the process instead of looking to blame team members. I'm also unafraid to ask for feedback from team members and share my thoughts as well. We are communicative and very open.Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!
dipishapatel's profile thumbnail
Thank you 😊
teresaman's profile thumbnail
Thanks for joining us Kim!What are some ways for those who are interviewing at a company to effectively gauge the real culture of inclusion and belonging at the company, beyond a list of DEI programs that they have in place?
kimcrowderDEI's profile thumbnail
Be unafraid of asking for their KPIs and then success rates for DEIAJ, and then ask as it specifically relates to what is important to you. For instance, if you want to move into leadership, say, "For women with my education, skillsets, who are (race, ethnicity, gender, disability, etc.) what is their rate of promotion within the organization, including any mentoring programs that supported their getting to that position?." Build your questions around what you want to know and then do your research. Consider messaging someone who works with a similar background to find out if they would be willing to speak with you. You are interviewing THEM too. If they are uncomfortable with your being thorough, they are not the right org for you.We will be doing a newsletter on this soon, actually. Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!
iynna's profile thumbnail
Hi @Kimcrowder it is so good to have you here. Thank you for your time this week!I was wondering how can a very established company (read older, probably predominantly male-led, and slower moving pace to establish initiatives) can overhaul its processes and embed DEI in its DNA. Change is very hard and as much as DEI should a core pillar when launching anything, time has shown us that it’s necessarily top of mind.
kimcrowderDEI's profile thumbnail
That's tough to answer without knowing more about the organization, but what I can tell you is that it only happens if those in power are willing. Also, if they are willing to acknowledge the need for outside support and not rely on HR, that is a significant step. Yesterday, we made a post that could help as first starts: https://www.linkedin.com/posts/kimcrowder_some-things-to-remember-conversations-activity-6907696036580868096-4Rbf. Start grading that data and then share what they are missing out on by not doing DEIAJ work. There are tons of resources out there. Frankly, this cannot move forward with only one person in favor, and honestly, I am always concerned when the person holding this up is someone from a historically ignored background. Our job is to decide whether that organization works for us anymore and being willing to find one that does.Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!
MonicaCiovica's profile thumbnail
@Kimcrowder, what are your tips for getting more C-level buy-in for DEI initiatives in the workplace?Thank you for doing this AMA!
kimcrowderDEI's profile thumbnail
Hi! You are in luck, we included a podcast in which we covered this in a newsletter and it is one of my favorite interviews to date. Take a listen and lots of notes! https://mailchi.mp/8b7507793266/newsletter20-honoring-george-floyd-one-year-later-6561579?e=[UNIQID]Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!
soph's profile thumbnail
Hi @Kimcrowder and thanks so much for doing this AMA! The career path you've charted for yourself is so inspiring. @aliaraji is an HR student who is currently completing a DEI certification. She is new to the forum so I am posting her questions on her behalf:- How did you start a side-hustle in DEI? What was it like finding initial clients who prioritized these initiatives?- How did it end up becoming a full-time job for you, and what other skills were important to pick up along the way when becoming a DEI entrepreneur?- What is some career advice you have for someone who is young but passionate about DEI as an aspiring HR professional?- Do you have any recommendations for further resources or ways to stay updated on new developments/best practices?Thanks so much!
kimcrowderDEI's profile thumbnail
Hi! I tell me story a lot in interviews around this. - How did you start a side-hustle in DEI? What was it like finding initial clients who prioritized these initiatives? Here is a recent one that I did: https://lnns.co/ckgH3G7bNRE. It's pretty detailed and answers your first two questions. - How did it end up becoming a full-time job for you, and what other skills were important to pick up along the way when becoming a DEI entrepreneur? I've answered this above and in the following questions. Best of wishes!- What is some career advice you have for someone who is young but passionate about DEI as an aspiring HR professional? I would acknowledge that DEIAJ is not HR. I know, tough pill to swallow, but it is true. Sign up for our newsletter at kimcrowderconsulting.com as we will be launching something soon to help those in HR consider this more. Also, take a listen to this podcast I did with Workology: https://workology.com/ep-239-how-we-can-help-eliminate-systemic-racism-at-work/. The thing you can do now is learn as much as you can and be ok working with someone who is a subject matter expert. That may not sound like the advice you want, but it really it advice I wish more in HR were given as DEIAJ is an organizational shift and looks at how current policies and practices touch every level of the business and how it directly impacts subgroups within the company. - Do you have any recommendations for further resources or ways to stay updated on new developments/best practices? Sing up for our newsletter! Also, I am always posting great posts on LinkedIn about this: https://www.linkedin.com/in/kimcrowder/. Lastly, take courses and learn as much as you can from the many resources already out there, including reading about history and social justice movements. DO THIS WORK IN COMMUNITY. We cannot be an island in forward movement.Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!
soph's profile thumbnail
Thanks so much for your detailed response!!! Very much appreciated.
chelseajpaige's profile thumbnail
Hi Kim, thank you for doing this! Out of curiosity, have you ever had anybody pushback on your DEI initiatives? If so, how did you address their concerns?
kimcrowderDEI's profile thumbnail
Yes, every day. Sometimes that means we walk away from an organization, honestly, depending on what they are pushing back on a why. Firstly, we look for ways to create connection from internal to external, so their internal processes and systems out to how they are serving their target audiences and ways in which their current workplace impacts those areas. We explore how this work impacts their teams and the business overall, and we listen for what is most important to those with power. We then decide if we can work on a long term plan to get a company there and their willingness to grow. In short, it takes time as any relationship does. Also, we get reeeeally curious. Sometimes, that fear is tied to something else, so we try to listen to find out what the issue REALLY is. Sometimes a partner cannot articulate that and we have to bring it forward. Thanks so much for your questions.Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!
MoniqueJeffrey's profile thumbnail
Hi @Kimcrowder thanks so much for your time. I am currently diving into learning about strategy and have been considering doing some classes in 6 sigma . (1) I would love to know your greatest take always for how being a six sigma leader helps you with your mission and helping clients . (2) what is your first steps when you find you are trying to change culture in an atmosphere opposed to change ? ( if you’ve experienced this ) Thank you !!
kimcrowderDEI's profile thumbnail
1. I am focused on Six Sigma Leadership, which is a bit different than Six Sigma. SSL is focused on culture shifts and changes within organizations. That allows us to think through barriers to success and systems that are already in place to support what we believe a company needs to do. 2. Our first step is a deep assessment to fully understand the workplace, the culture, leadership, team members at every level, and the demographics. It is a BIG undertaking and very necessary for us to move an organization forward. Honestly, we expect a level of pushback, but we specifically work with companies that are ready for this work. We evaluate their readiness prior and explain what that means so that they know what to expect coming in. It is a series of regular conversations and transparency that can be uncomfortable but deeply necessary in moving this forward. Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!
SamanthaChai's profile thumbnail
Hey Kim, great to have you here on Elpha! How were you able to track the long term effectiveness of your programs?
kimcrowderDEI's profile thumbnail
Metrics, both qualitative and qualitative. Frankly, the same as any organizational change, and we celebrate wins, test, evaluate, and pivot accordingly. DEIAJ is organizational and culture change at its base. We build in measurements of success and review those with the organization periodically. We look at this in numbers and stories and disaggregate the data so that we can see impact for different backgrounds of employees within the organization. Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!
RosalieDay's profile thumbnail
@Kimcrowder - Does your version of DEIA include intergenerational workplaces? Less than 10% of corporate DEI programs include age - hopefully, we are all going to get there. I am a fellow at amazing.community - my project there is automated and AI hiring transparency. Mostly algorithms perpetuate existing make-up of the workforce, and the natural language processing automation doesn't do the "out-groups" any favors either. Reach out if you want to talk!
kimcrowderDEI's profile thumbnail
Yes, we do look at this s well. It is a very important piece of the conversation. Part of our assessment focuses here. Thank you for sharing your product and for your question!
RosalieDay's profile thumbnail
Thanks!
madisonpollardshore's profile thumbnail
Hi Kim, thanks so mych for doing this AMA - your profile is what I would like mine to read like in the future.In terms of DEI, what do you think is the biggest challenge that we currently need to tackle through our policies, both nationally (or internationally) and at a company level?
kimcrowderDEI's profile thumbnail
Accountability at every level of employment by tying DEIAJ to job performance reviews and pay, especially for leaders. Also, through metrics. We addressed this recently in a LinkedIn post. Take look here: https://www.linkedin.com/posts/kimcrowder_some-things-to-remember-conversations-activity-6907696036580868096-4Rbf. We would say these are great starting places. Sign up for our newsletter at kimcrowderconsulting.com as we cover topics like this biweekly. Excited to have you join our community. Thanks for your question!