Equity is a call to reinvent cultures, systems, and the path to create a world where everyone can belong, thrive and create from their whole and authentic self.

Few words on the state of Equity, Diversity & Inclusion:

• Policies VS Reality: While most of the laws and company policies support equity, diversity and inclusion, most organizations have achieved EDI in the lower level of organizations, while the higher levels remain with little to no diversity. Equity is the answer if organizations desire to be in the innovative space, to be leading other organizations into the future, Equity is a human right to undo the harm of many active systems of inequalities.
   

• ERG; compensation equity. It may feel that if you don't do it, nobody will get to it, and you'll have to do it. often leads by historically marginalized groups, ERG leads compensation budget must be created separately for the ERG budget for their events. Doing extra work, carrying the labour of extra work, extra hours, extra effort on top of their job and everything on their job description. Companies with EDI committees of 10k-30k or less a year. 
  Collective responsibility: Often, EDI committees are run by the same groups who are underrepresented at the top. Self-advocacy and self-responsibility are important, yet by doing so, organizations continue to leave the burden on the disadvantaged to change the system. Creating an eco-chamber and upholding the status quo. The call to embrace equity is a call to be proactive rather than reactive, a call to innovate rather than keep the status quo, and a call to make this everyone's responsibility.
  ERG leaders are top talent, investment in them, ensures to grow through your ranks, and the skillset they bring that they have to be accounted for in their annual review, the erg C-suit sponsor, the peers giving the review, and maybe investing in a coach for them. The cost of retention of top diverse none white talent is very high. 
  KPI and goals for their ERG, affinity groups are driving a lot of business results in advancing the organization's EDI commitments.  
  doing surveys asking their team what would they like the guest speaker to speak about, 
  Conscious/ inclusive allyship LEDING your previlagee,  "feedback to conform", you can't breathe or exhale, you're sponsoring and mentoring and coaching for authority and inclusion.

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• While having a cognitive understanding of a social issue can help tremendously, it is through understanding our unconscious bias and the trauma that those social issues have on all of us, that we can move forward with a deeper understanding of ourselves, each other and our environments.  This is needed to create an environment based on an ecology of thriving where everyone can feel safe, seen and heard. 
   

• Taking initiative: There's no denying the loud or insidious inequalities, the passing comments, the dynamics, the closed doors, glass ceilings, imposter syndrome and the internalized beliefs this chronic disempowerment has on each individual impacted by systems of inequalities. This is a yes and conversation, both on the individuals to take initiative and on the organization to create a trauma-informed equitable environment. (This is Amal's Zone of Genius)
  
  Let's create a more inclusive and equitable world, together and for each other.

Talking about diversity, equality and inclusion can be uncomfortable. Amal delivers her keynotes in an engaging, energizing and educational way, a space where your team can learn, evolve, and genuinely care about everyone's thriving. Your team will leave inspired, energized and equipped with tools to embrace equity, courage, themselves and each other.

BENEFITS TO YOUR TEAM:

1. Have a good laugh, tear up, learn, open their hearts and mind, connect and feel inspired to take action.
    

2. Develop their capacity, personal tools and courage to listen, learn and have difficult conversations.

3. Busting down the echo chambers of our beliefs and unconscious patterns is needed more than ever so that we can create an environment where everyone can truly belong, thrive and feel empowered to create and innovate in the organization.
    

4. Understand the reason we don't call out discrimination, draw attention to bias and seek out inclusion,
    

5. Understand their unconscious patterns by understanding their brain and nervous system responses (fight, flight, freeze and fawn) to employ a better understanding of themselves, and how they view and interact with each other.
    

6. Amal offers inner reflection, outer reflection, and practical solutions and action steps to move forward to embrace equity, diversity and inclusion.

Amal custom-designs her keynotes based on your needs, industry, event theme and audience.

 

Beyond Diversity: Harnessing the Power of Inclusion / Breaking the Bias Barrier: Strategies for Inclusive Leadership / 

"The Hidden Impact: Uncovering Unconscious Bias in Technology": This keynote examines how unconscious bias can manifest in technology, including algorithms, AI, and data sets. It discusses the consequences of biased technology and explores strategies for designing more inclusive and equitable systems.

"Unconscious Bias in AI: Navigating Ethical Challenges"
This keynote explores the role of unconscious bias in artificial intelligence and machine learning algorithms. The speaker discusses how biases can be inadvertently embedded in AI systems, leading to discriminatory outcomes. They highlight real-world examples of biased AI and address the ethical implications of relying on biased algorithms. The talk provides insights into the importance of diversity and inclusivity in AI development and offers strategies for mitigating bias in AI technologies.