Teachable moments don’t happen in the ways we expect. Institutions of education have trained us to create expectations around learning that are discriminatory in nature. What if I told you the expectations that we place on teachable moments are biased and can perpetuate cultural norms of White supremacy. For example, the idea that there is only “one right way” a person can and should receive information is a prime example of lingual discrimination. It is a perpetuation of language discrimination through the use of preconditioned expectations that build systems of oppression. To add an additional layer, we also believe that…


By: Cheryl Ingram PhD

A small group of people can’t be a strong agent of change. Collectively, we are more likely to approach change with a fierceness that resonates and shakes normalcy to the core. Recently, in my line of work a major change that has been occurring in the name of diversity, equity, and inclusionis the increasing number of ERGs/EIGs or DEI Advisory Boards within companies. The common trend among ERGs/EIGs (also known as affinity groups) is that they serve as a bridge for employees that disproportionately suffer from stereotypes, assumptions, and unconscious bias in company practices. …


We all enter into conversations for a number of different reasons, but our intentions often vary. The intentions we have during the act of conversation are formed around our need to be heard or the need we have to hear another person out. After witnessing the recent mockery of a presidential debate between Joe Biden and Donald Trump I thought about this topic. The processes we have to realize even when entering into a conversation are intent→impact→outcome.

  • Intent — What it is that you hope to accomplish.
  • Impact — How are people affected by your intent (impact)?
  • Outcome — How…


Some of you read this title and made a few assumptions and they probably went something like this:

  • What is she going to say that Black people are lacking now?
  • Who is this article going to blame for the shortcomings of Black people?
  • As a Black person, what am I lacking and how is Sis going to get me together?

I’m here to tell you that this article will do exactly what you are thinking. This article is meant as a form of expression regarding recent instances of business dealings I have experienced with Black entrepreneurs just trying to figure…


Photo borrowed from https://elements.envato.com/

Job interviews are supposed to be exciting. The feeling you get when you know it is coming should be one of excitement. Unfortunately, this is not the case, especially for many underrepresented and marginalized populations, they can be a nightmare. The level of anxiety that hits us when we know it’s time to interview can be indescribable. A few reasons that we feel this way are as follows:

  • The interviewers, especially for executive and senior leader positions, are often not representative of our racial, ethnic, gender or any other underrepresented identity
  • We are often worried that our experiences won’t fit…


I often hear stories of imposter syndrome in my line of work, especially from the underrepresented and often marginalized populations who are challenging the normalcy of white supremacy in workplace cultures. The one thing we all need to understand in our attempt to diagnose ourselves or others as having imposter syndrome, is the difference between feeling like an imposter and feeling like you are imposing in a space.

I say this because I want people to understand the difference between IMPOSTER Syndrome and IMPOSER Syndrome (I have been working on a methodology for this, there’s more to come). We can…


American history is littered with companies that intentionally misled the public and silenced employees for profit. Google is at the center of a self-inflicted firestorm today for firing AI ethics researcher Timnit Gebru, who spoke out against bias in Google’s artificial intelligence language project. Many in the business community have argued Google is within its rights to terminate an employee for speaking out, but something much more sinister is in motion.

Fully understanding the magnitude of this emergency starts with the technology and the dilemma that Gebru made public The artificial intelligence project Google is building has the power to…


I’ve been working since I was 15 and never had a job where I didn’t experience some form of discrimination. I am now 39 years of age and recently started a new company to combat discrimination in the workplace. This blog will provide insights into the genesis for my two companies, Diverse City and Inclusology. As I move into 2021, I am reflecting heavily on the clarity I have gained this year, which has informed and elevated my purpose. If you ever are in a space to reflect on your purpose, the best place to begin is at the root…


“The culture in startups has perpetuated a presence of overwhelmingness for leaders and we’ve got to change that if we want to see more inclusive cultures and healthier companies and founders.”

Dr. CI

I recently read the article in Forbes that covered the experiences of Tony Hsieh, CEO of Zappos, leading up until the moment he was no longer on this earth with us all. I read about his efforts to “improve the human condition.” An effort familiar to many entrepreneurs and creatives. As I read it, I couldn’t help but erupt into tears. I felt in the very pit…


(Picture borrowed from Rolling Stones Magazine)

I rarely ever share my conversations with potential clients or current clients. Recently I met with a CEO who is a conservative, has an issue with diversity, equity, and inclusion, but is willing to learn. He (who I will refer to as John) wants to see DEI work happen in his company. I asked John if I could share our dialogue on my blog and he approved as long as I kept his name anonymous. John is the CEO of a 257 person company and he wanted my opinion on why he should approve racial caucusing. Here is the transcription…

Cheryl Ingram

Dr. Cheryl Ingram aka Dr. CI, is a very successful entrepreneur, blogger, content creator and expert of diversity, equity, and inclusion practices.

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