We’re excited to introduce you to the always interesting and insightful Kristine Tsirigotis. We hope you’ll enjoy our conversation with Kristine below.
Kristine, thanks for joining us, excited to have you contributing your stories and insights. Do you have any thoughts about how to create a more inclusive workplace?
As the CEO of Level D&I Solutions, I have dedicated my career to helping organizations create more inclusive workplaces, and I’m more than happy to share some advice and insights on this topic.
1. Prioritize Executive Buy-In: One crucial aspect of building an inclusive workplace is to ensure that leaders and executives are committed to diversity and inclusion. My journey has shown me that without this top-down support, initiatives often struggle to gain momentum. I recommend engaging leadership early and often, fostering their understanding of the importance of diversity and inclusion.
2. Education and Training: Investing in diversity and inclusion education and training for all employees is essential. I have seen firsthand how education can shift mindsets and foster understanding. It’s not enough to be well-intentioned; people need the tools and knowledge to create an inclusive environment.
3. Create Safe Spaces for Dialogue: In my experience, inclusivity thrives when there are opportunities for open and honest conversations. Encourage employees to share their experiences and concerns. This can help identify areas where improvement is needed and provide insights into the unique challenges that different individuals face.
4. Set Clear Goals: Establish measurable goals for diversity and inclusion, and regularly track progress. This not only holds the organization accountable but also shows employees that inclusion is a priority. Share the results transparently, celebrate successes, and acknowledge shortcomings.
5. Promote Diverse Leadership: Diverse leadership teams set an example for the entire organization. When employees see leaders who look like them and have had similar experiences, it sends a powerful message about opportunities within the company.
6. Foster Inclusive Policies and Practices: Ensure that your workplace policies and practices are truly inclusive. From hiring and promotion to benefits and accommodations, every aspect of the workplace should reflect a commitment to diversity and inclusion.
Regarding moments that have shaped my views, I’ve certainly encountered both inclusive and non-inclusive workplaces in my career. Those that were inclusive stood out because they prioritized equality, respect, and the well-being of all employees. These workplaces fostered a sense of belonging, which, in turn, led to higher employee engagement, lower turnover, better customer satisfaction, and higher revenue. Conversely, in non-inclusive environments, I witnessed exclusion, bias, and discrimination that hindered employee morale and ultimately impacted the organization’s bottom line.
Creating an inclusive workplace isn’t just a moral imperative; it’s also a strategic advantage. Organizations that embrace diversity and create equitable work environments benefit from increased innovation, employee engagement, and a broader talent pool. My journey has reaffirmed that fostering inclusivity is not just the right thing to do; it’s a smart business move.
As always, we appreciate you sharing your insights and we’ve got a few more questions for you, but before we get to all of that can you take a minute to introduce yourself and give our readers some of your back background and context?
My professional journey began at JPMC and Revel IT, where I ascended to the role of National Account Director. In this capacity, I initiated and managed a branch in Los Angeles, CA, while concurrently overseeing the Nationwide Insurance account in Columbus, OH.
My passion for networking and community-building spurred my involvement in various networking groups, including Women in Technology International (WITI) when I relocated to California. In 2017, I took the initiative to establish and grow the Columbus WITI network, nurturing its membership to over 2,000 individuals in under two years.
Motivated by the engagement of the community and empowered by narratives of workplace inequality, I, alongside my co-founders, launched Level D&I Solutions in 2019. Our company is dedicated to bridging the gap between underrepresented groups and forward-thinking companies seeking to embrace diversity in their talent pool. As a social enterprise, Level D&I Solutions is unwavering in its commitment to enhancing the community by promoting equitable workplaces and providing essential resources for underrepresented groups in the business world.
Our key offerings include:
1. Diversity and Inclusion Training: We provide comprehensive training programs that help employees and leaders develop a deeper understanding of diversity, equity, and inclusion. This training equips individuals with the knowledge and skills needed to create a more inclusive environment.
2. D&I Strategy Development: We work closely with organizations to craft tailored D&I strategies. These strategies are not one-size-fits-all but are designed to address the unique needs and challenges of each client.
3. Consulting Services: Our team of experts offers strategic guidance and consulting to organizations looking to implement inclusive policies and practices. We help identify areas for improvement and create actionable plans for change.
4. Diversity-focused Recruiting: Level D&I maintains close partnerships with diversity-focused advocacy groups and numerous non-profit and for-profit organizations seeking to train and up-skill the next generation of workers, giving us access to a broad network of job seekers from diverse backgrounds. Our staffing capabilities include full-time, contingent, contract-to-hire, and project-based (SOW) assignments. We are MSP & VMS-friendly and can work directly with managers where permitted.
What Sets Us Apart:
– Tailored Solutions: We understand that every organization is unique, so we don’t provide cookie-cutter solutions. Instead, we customize our offerings to meet the specific needs of our clients.
– Expertise: Our team consists of industry experts with years of experience in D&I. We stay updated on the latest trends and best practices to ensure our clients receive the most current and effective solutions.
– Measurable Outcomes: We focus on delivering tangible results. We help our clients set goals and track progress, ensuring that their investment in diversity and inclusion leads to real, positive change.
– Passion for Inclusivity: I’m personally deeply committed to the cause of inclusivity and have seen firsthand the positive impact it can have. This passion drives our entire team to make a difference and create better, more equitable workplaces.
I’m incredibly proud of the transformations I’ve witnessed in the organizations we’ve worked with. Seeing employees’ perspectives shift, witnessing the positive changes in corporate culture, and knowing that our work contributes to more equitable, inclusive workplaces is deeply rewarding.
I want everyone to understand that fostering diversity and inclusion is not just a checkbox but a journey that can lead to remarkable benefits for organizations and their employees. We’re here to help guide that journey, providing expertise and support every step of the way. Whether you’re a potential client seeking D&I solutions or an individual interested in learning more about inclusivity, I encourage you to reach out, collaborate, and join us in creating a more equitable future for all.
Do you have any insights you can share related to maintaining high team morale?
Managing a team and maintaining high morale are essential aspects of effective leadership. Here’s some advice from my perspective:
Lead by Example: As a leader, your behavior and attitude set the tone for your team. Display the work ethic, enthusiasm, and professionalism you expect from your team members. When they see your commitment, they are more likely to follow suit.
Clear Communication: Open and transparent communication is key. Be clear about expectations, goals, and responsibilities. Encourage team members to share their thoughts and concerns. Address issues promptly and constructively.
Recognition and Appreciation: Acknowledge and appreciate your team’s efforts and achievements. Recognition, whether in the form of praise, bonuses, or other rewards, goes a long way in boosting morale. Celebrate successes, both big and small.
Empowerment: Trust your team to make decisions within their areas of responsibility. Empower them to take ownership of their work. Feeling trusted and having a sense of autonomy can boost morale and motivation.
Professional Development: Invest in your team’s growth. Offer opportunities for training, skill development, and career advancement. When team members see that you’re invested in their long-term success, they’re likely to be more engaged and satisfied.
Work-Life Balance: Encourage a healthy work-life balance. Recognize the importance of personal time and family commitments. Avoid overburdening your team with excessive workloads or unreasonable expectations.
Team Building: Organize team-building activities and events. Building a sense of camaraderie and strong relationships among team members can significantly improve morale.
Conflict Resolution: Address conflicts and issues within the team promptly and constructively. A healthy team environment relies on effective conflict resolution and maintaining a respectful atmosphere.
Flexibility: Be flexible when possible. Accommodate reasonable requests for flexible work arrangements, as this can boost morale by showing you value your team’s well-being.
Feedback and Improvement: Regularly provide constructive feedback. Discuss areas for improvement and set clear, achievable goals. This not only helps individual development but also contributes to the overall success of the team.
Lead with Empathy: Show empathy and understanding toward your team members. Be attentive to their needs and concerns, and provide support when they face personal or professional challenges.
Adapt to Change: Embrace change and lead your team through it. Adaptability is crucial in today’s dynamic work environments. Be transparent about changes and involve your team in the decision-making process when appropriate.
Stay Positive: Maintain a positive attitude, even in challenging situations. Positivity is contagious and can uplift the entire team.
Remember that morale is not something that can be managed in isolation. It’s a reflection of the overall work environment and the quality of leadership. By focusing on these principles, you can create a workplace where your team feels valued, motivated, and eager to contribute their best.
Have any books or other resources had a big impact on you?
There are countless resources that have significantly influenced my management and entrepreneurial thinking, particularly in the context of diversity, equity, and inclusion. One book that stands out is “The Diversity Advantage: Fixing Gender Inequality in the Workplace” by Ruchika Tulshyan.
This book offers a comprehensive exploration of the benefits of diversity, specifically focusing on gender equality. It highlights the positive impact diverse teams have on innovation, problem-solving, and overall business success. The book also provides valuable insights into the challenges women face in the workplace and offers practical strategies for creating more inclusive organizations.
Another book I would highly recommend is “Why Are All the Black Kids Sitting Together in the Cafeteria?” by Beverly Daniel Tatum. This book explores racial identity development, racism, and the importance of engaging in honest conversations about race. It was written over 25 years ago but the messages and themes are just as timely and relevant in today’s world as they were then. I think this speaks to how far we still have to go in our journey towards inclusivity.
These, along with many other resources have informed my approach to diversity and inclusion, emphasizing the need for systemic change, data-driven strategies, and the recognition of diversity as a competitive advantage. They have shaped my philosophy, highlighting the importance of not only advocating for diversity but also taking concrete actions to foster a truly inclusive workplace.
Level also publishes monthly blogs around various DEI-focused topics on our website that have links to articles, studies, and literature that have influenced me, our team, and our industry as a whole. You can find all those articles at leveldi.com/social.
Contact Info:
- Website: leveldi.com
- Instagram: @leveldi1
- Facebook: https://www.facebook.com/leveldi
- Linkedin: https://www.linkedin.com/company/leveldi
- Other: [email protected]
Image Credits
Lon and Kae Photography Ian Alexander Photography
Suggest a Story: CanvasRebel is built on recommendations from the community; it’s how we uncover hidden gems, so if you or someone you know deserves recognition please let us know here.We’re excited to introduce you to the always interesting and insightful Kristine Tsirigotis. We hope you’ll enjoy our conversation with Kristine below.
Kristine, thanks for joining us, excited to have you contributing your stories and insights. Do you have any thoughts about how to create a more inclusive workplace?
As the CEO of Level D&I Solutions, I have dedicated my career to helping organizations create more inclusive workplaces, and I’m more than happy to share some advice and insights on this topic.
1. Prioritize Executive Buy-In: One crucial aspect of building an inclusive workplace is to ensure that leaders and executives are committed to diversity and inclusion. My journey has shown me that without this top-down support, initiatives often struggle to gain momentum. I recommend engaging leadership early and often, fostering their understanding of the importance of diversity and inclusion.
2. Education and Training: Investing in diversity and inclusion education and training for all employees is essential. I have seen firsthand how education can shift mindsets and foster understanding. It’s not enough to be well-intentioned; people need the tools and knowledge to create an inclusive environment.
3. Create Safe Spaces for Dialogue: In my experience, inclusivity thrives when there are opportunities for open and honest conversations. Encourage employees to share their experiences and concerns. This can help identify areas where improvement is needed and provide insights into the unique challenges that different individuals face.
4. Set Clear Goals: Establish measurable goals for diversity and inclusion, and regularly track progress. This not only holds the organization accountable but also shows employees that inclusion is a priority. Share the results transparently, celebrate successes, and acknowledge shortcomings.
5. Promote Diverse Leadership: Diverse leadership teams set an example for the entire organization. When employees see leaders who look like them and have had similar experiences, it sends a powerful message about opportunities within the company.
6. Foster Inclusive Policies and Practices: Ensure that your workplace policies and practices are truly inclusive. From hiring and promotion to benefits and accommodations, every aspect of the workplace should reflect a commitment to diversity and inclusion.
Regarding moments that have shaped my views, I’ve certainly encountered both inclusive and non-inclusive workplaces in my career. Those that were inclusive stood out because they prioritized equality, respect, and the well-being of all employees. These workplaces fostered a sense of belonging, which, in turn, led to higher employee engagement, lower turnover, better customer satisfaction, and higher revenue. Conversely, in non-inclusive environments, I witnessed exclusion, bias, and discrimination that hindered employee morale and ultimately impacted the organization’s bottom line.
Creating an inclusive workplace isn’t just a moral imperative; it’s also a strategic advantage. Organizations that embrace diversity and create equitable work environments benefit from increased innovation, employee engagement, and a broader talent pool. My journey has reaffirmed that fostering inclusivity is not just the right thing to do; it’s a smart business move.
As always, we appreciate you sharing your insights and we’ve got a few more questions for you, but before we get to all of that can you take a minute to introduce yourself and give our readers some of your back background and context?
My professional journey began at JPMC and Revel IT, where I ascended to the role of National Account Director. In this capacity, I initiated and managed a branch in Los Angeles, CA, while concurrently overseeing the Nationwide Insurance account in Columbus, OH.
My passion for networking and community-building spurred my involvement in various networking groups, including Women in Technology International (WITI) when I relocated to California. In 2017, I took the initiative to establish and grow the Columbus WITI network, nurturing its membership to over 2,000 individuals in under two years.
Motivated by the engagement of the community and empowered by narratives of workplace inequality, I, alongside my co-founders, launched Level D&I Solutions in 2019. Our company is dedicated to bridging the gap between underrepresented groups and forward-thinking companies seeking to embrace diversity in their talent pool. As a social enterprise, Level D&I Solutions is unwavering in its commitment to enhancing the community by promoting equitable workplaces and providing essential resources for underrepresented groups in the business world.
Our key offerings include:
1. Diversity and Inclusion Training: We provide comprehensive training programs that help employees and leaders develop a deeper understanding of diversity, equity, and inclusion. This training equips individuals with the knowledge and skills needed to create a more inclusive environment.
2. D&I Strategy Development: We work closely with organizations to craft tailored D&I strategies. These strategies are not one-size-fits-all but are designed to address the unique needs and challenges of each client.
3. Consulting Services: Our team of experts offers strategic guidance and consulting to organizations looking to implement inclusive policies and practices. We help identify areas for improvement and create actionable plans for change.
4. Diversity-focused Recruiting: Level D&I maintains close partnerships with diversity-focused advocacy groups and numerous non-profit and for-profit organizations seeking to train and up-skill the next generation of workers, giving us access to a broad network of job seekers from diverse backgrounds. Our staffing capabilities include full-time, contingent, contract-to-hire, and project-based (SOW) assignments. We are MSP & VMS-friendly and can work directly with managers where permitted.
What Sets Us Apart:
– Tailored Solutions: We understand that every organization is unique, so we don’t provide cookie-cutter solutions. Instead, we customize our offerings to meet the specific needs of our clients.
– Expertise: Our team consists of industry experts with years of experience in D&I. We stay updated on the latest trends and best practices to ensure our clients receive the most current and effective solutions.
– Measurable Outcomes: We focus on delivering tangible results. We help our clients set goals and track progress, ensuring that their investment in diversity and inclusion leads to real, positive change.
– Passion for Inclusivity: I’m personally deeply committed to the cause of inclusivity and have seen firsthand the positive impact it can have. This passion drives our entire team to make a difference and create better, more equitable workplaces.
I’m incredibly proud of the transformations I’ve witnessed in the organizations we’ve worked with. Seeing employees’ perspectives shift, witnessing the positive changes in corporate culture, and knowing that our work contributes to more equitable, inclusive workplaces is deeply rewarding.
I want everyone to understand that fostering diversity and inclusion is not just a checkbox but a journey that can lead to remarkable benefits for organizations and their employees. We’re here to help guide that journey, providing expertise and support every step of the way. Whether you’re a potential client seeking D&I solutions or an individual interested in learning more about inclusivity, I encourage you to reach out, collaborate, and join us in creating a more equitable future for all.
Do you have any insights you can share related to maintaining high team morale?
Managing a team and maintaining high morale are essential aspects of effective leadership. Here’s some advice from my perspective:
Lead by Example: As a leader, your behavior and attitude set the tone for your team. Display the work ethic, enthusiasm, and professionalism you expect from your team members. When they see your commitment, they are more likely to follow suit.
Clear Communication: Open and transparent communication is key. Be clear about expectations, goals, and responsibilities. Encourage team members to share their thoughts and concerns. Address issues promptly and constructively.
Recognition and Appreciation: Acknowledge and appreciate your team’s efforts and achievements. Recognition, whether in the form of praise, bonuses, or other rewards, goes a long way in boosting morale. Celebrate successes, both big and small.
Empowerment: Trust your team to make decisions within their areas of responsibility. Empower them to take ownership of their work. Feeling trusted and having a sense of autonomy can boost morale and motivation.
Professional Development: Invest in your team’s growth. Offer opportunities for training, skill development, and career advancement. When team members see that you’re invested in their long-term success, they’re likely to be more engaged and satisfied.
Work-Life Balance: Encourage a healthy work-life balance. Recognize the importance of personal time and family commitments. Avoid overburdening your team with excessive workloads or unreasonable expectations.
Team Building: Organize team-building activities and events. Building a sense of camaraderie and strong relationships among team members can significantly improve morale.
Conflict Resolution: Address conflicts and issues within the team promptly and constructively. A healthy team environment relies on effective conflict resolution and maintaining a respectful atmosphere.
Flexibility: Be flexible when possible. Accommodate reasonable requests for flexible work arrangements, as this can boost morale by showing you value your team’s well-being.
Feedback and Improvement: Regularly provide constructive feedback. Discuss areas for improvement and set clear, achievable goals. This not only helps individual development but also contributes to the overall success of the team.
Lead with Empathy: Show empathy and understanding toward your team members. Be attentive to their needs and concerns, and provide support when they face personal or professional challenges.
Adapt to Change: Embrace change and lead your team through it. Adaptability is crucial in today’s dynamic work environments. Be transparent about changes and involve your team in the decision-making process when appropriate.
Stay Positive: Maintain a positive attitude, even in challenging situations. Positivity is contagious and can uplift the entire team.
Remember that morale is not something that can be managed in isolation. It’s a reflection of the overall work environment and the quality of leadership. By focusing on these principles, you can create a workplace where your team feels valued, motivated, and eager to contribute their best.
Have any books or other resources had a big impact on you?
There are countless resources that have significantly influenced my management and entrepreneurial thinking, particularly in the context of diversity, equity, and inclusion. One book that stands out is “The Diversity Advantage: Fixing Gender Inequality in the Workplace” by Ruchika Tulshyan.
This book offers a comprehensive exploration of the benefits of diversity, specifically focusing on gender equality. It highlights the positive impact diverse teams have on innovation, problem-solving, and overall business success. The book also provides valuable insights into the challenges women face in the workplace and offers practical strategies for creating more inclusive organizations.
Another book I would highly recommend is “Why Are All the Black Kids Sitting Together in the Cafeteria?” by Beverly Daniel Tatum. This book explores racial identity development, racism, and the importance of engaging in honest conversations about race. It was written over 25 years ago but the messages and themes are just as timely and relevant in today’s world as they were then. I think this speaks to how far we still have to go in our journey towards inclusivity.
These, along with many other resources have informed my approach to diversity and inclusion, emphasizing the need for systemic change, data-driven strategies, and the recognition of diversity as a competitive advantage. They have shaped my philosophy, highlighting the importance of not only advocating for diversity but also taking concrete actions to foster a truly inclusive workplace.
Level also publishes monthly blogs around various DEI-focused topics on our website that have links to articles, studies, and literature that have influenced me, our team, and our industry as a whole. You can find all those articles at leveldi.com/social.
Contact Info:
- Website: leveldi.com
- Instagram: @leveldi1
- Facebook: https://www.facebook.com/leveldi
- Linkedin: https://www.linkedin.com/company/leveldi
- Other: [email protected]
Image Credits
Lon and Kae Photography Ian Alexander Photography