Patrice M. Palmer

Within institutions of higher education, the needs of staff of color who are also LGBTQ+ typically fall within the realm of student affairs. More often than not, the needs of staff who may also be jointly faculty or hold a directorship within conservative departments such as Business, Natural Sciences or Engineering are glossed over. These hidden figures within the world of academics are burdened with the conservative notions of gender, expression and racial injustice within these areas. How do… Show more

Within institutions of higher education, the needs of staff of color who are also LGBTQ+ typically fall within the realm of student affairs. More often than not, the needs of staff who may also be jointly faculty or hold a directorship within conservative departments such as Business, Natural Sciences or Engineering are glossed over. These hidden figures within the world of academics are burdened with the conservative notions of gender, expression and racial injustice within these areas. How do you create community when there is just ONE of you? The ideologies around masculinity/femininity are often tested as well as the tokenization that seems to inhabit these spheres where microaggressions thrive. The exhaustion of existence! The isolation that comes from the fight for equity! What does it mean to be authentic in these spaces? How does the intersections of queerness and race impact the workplace? In a politically charged climate how much more oppressive does “professionalism” look for BIPOC [Black, Indigenous, People of Color]? This interactive workshop hopes to create a dialogue around the issues that affect staff (student/professional)/faculty of color within predominantly cis white male fields, which are conservative in nature and oppressive under the guise of professionalism and role modeling. Show less

Inaugural initiative in the College of Business that centers D&I between employers, students and the college.

Kindness is often ‘preached’ to the dominant masses as a way to end pervasive and malignant anti-black, anti-LGBTQ, anti-woman based leadership skill sets that dominate the organizational structure. Let us move from teaching kindness to identifying and eradicating biased behavior in recruitment, retention and promotion practices. This lecture series will cover a multitude of kindness masked bigotry that is affecting our institutions and allowing for kindness barriers that stunt our collective… Show more

Kindness is often ‘preached’ to the dominant masses as a way to end pervasive and malignant anti-black, anti-LGBTQ, anti-woman based leadership skill sets that dominate the organizational structure. Let us move from teaching kindness to identifying and eradicating biased behavior in recruitment, retention and promotion practices. This lecture series will cover a multitude of kindness masked bigotry that is affecting our institutions and allowing for kindness barriers that stunt our collective and individual processes. Show less

Moving D&I from strategy to value and centering the most vulnerable in the process

Custom workshop designed for HP Inc. leadership cohort.

This interactive lecture will be hosted by the TRANSforming Gender Conference at CU-Boulder

In order for cultural competency to be achieved employees must ‘buy’ into the understanding of such inclusive efforts. Understanding how this knowledge base is for their benefit makes the inclusion more concise and cohesive.

The identity of leadership is often masked in white, male dominance or white, female tolerance. Yet, diversity and inclusion are often used in order to attract different types of talent. So what happens when your leadership is BLACK?