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WHO IS
DEI Disruptor, Consultant, Speaker
Randi B. has worked with companies of all sizes to help them to create diverse and inclusive environments. She also consults with leaders one-on-one to provide them with the skills and tools needed to be an empathetic and inclusive leader.
Author
Randi B. in the author of two well-respected books. Neversays: 25 Phrases You Should Never Ever Say to Keep Your Job and Friends is a practical guide about using language that builds and nurtures personal and professional relationships. Truthing needs to be linked to shop
Proud Black Woman
Over her years of working in DEI, the key principle take away for me was that everyone should feel safe living in their TRUTH. I’ve learned to lean into that- personally and professionally- being a Black woman, unapologetically speaking and living her truth. I consciously live and speak about my truth as a Black woman, professional, mother and traveler. In my speeches, I show my truth and vulnerability to encourage others to do the same.
ABOUT RANDI B.
Randi B. is a renowned public figure, speaker, author, host, and DEI Disruptor, disrupting the landscape of diversity, equity, and inclusion (DEI).
While she is pro-everyone, she’s a proud Black woman who lives her life openly, honestly, and candidly. As the visionary behind the “Truthing with Randi B.” brand, she encourages everyone to live unapologetically in their own Truth, just as she does, and to learn from the Truths of others by having open conversations.
Randi founded “Truthing Cards” to help us grow and bond. With 3 different versions and 100+ questions each, this card game ignites engaging conversations on race, privilege, biases, sexuality, and more. Randi is also the host of “Truthing with Randi B.” the official show, where Live Truthing Sessions featuring various guests playing the card game are filmed and Truths are heard.
Her impactful book, Neversays™, guides success in career and relationships by avoiding certain phrases. With 22 years leading an award-winning change management company, Randi’s expertise spans government clients and Fortune 500 companies across seven countries and 41 states. She’s also made appearances at various events, shows, and podcasts, including NBC Bay Area, Black Enterprise’s Women of Power Summit, and Roland Martin Unfiltered.
Randi B. isn’t just a catalyst; she’s an inspiring force, motivating individuals to embrace their Truth for a more inclusive world.
Truthing is the act of openly being who you are. It means that you refuse to mask parts of your identity to make others feel comfortable. When you are truthing, you are sharing your thoughts and feelings. You are consciously living your truth. Truthing is stepping into and walking in your truth every day with every person.
Truthing does not mean that you aren’t afraid or hesitant to share parts of yourself; it means that you do it anyway because you understand that your authentic voice and story matters. People perform better and feel better when they can be themselves. It is physically and psychologically damaging to bury pieces of yourself. Hearing other people’s truth allows others to build empathy, build trust; and to ultimately build authentic relationships. Hearing the truth as others’ see it lends to greater creativity and problem solving in the workplace.
DEI is not altruistic. It is not a charity effort. It is a business imperative because it will improve your organization’s productivity, culture, retention rates and profitability. DEI should be treated as such. Companies measure what is important to them (revenue, expenses, etc.) Just as there are measurable metrics and goals for sales, revenue and employee performance, there need to be established, measurable goals for DEI. As they saying goes, “if you can’t measure it, you can’t manage it” – and this approach is key to DEI success.
DEI should be considered in every facet of a business. It is not just a hiring issue. DEI interests should be woven into market analysis, marketing efforts, supplier contracting, community relations and every other thing the company does.
For a DEI program to be successful there must be manifest commitment to it. Commitment from the CEO and executive leadership that DEI is a priority (including a direct reporting relationship to the CEO). Commitment in the form of monetary investment in the people and initiatives associated with this work. And commitment operationally to provide both the flexibility and structure that will reinforce the effort.
Our world and communities continue to rapidly diversify and change. It’s critical for organizations to keep up with that change to create nurturing, inclusive environments where all individuals feel as if they belong. We’ve all got to get real and get serious. And that’s why I’m here.
