After spending two decades struggling while working and volunteering in environmental and LGBTIQA2+ nonprofits, four decades living in a white-, cis-, het-, abled-supremacist society as a queer, trans nonbinary, triracial, and neurodivergent person, and 25 years’ worth of DEI training aimed at helping me navigate this world in my body, I now feel ready to help others do the work of inclusion, equity, accessibility, and justice.
The first thing you need to know about me before contracting me for this work is that I won’t coddle. Traditional nonprofit work and workplace hierarchies uphold white supremacy, the patriarchy, heteronormativity, cisnormativity, and classism by centering those who traditionally hold power and privilege while disenfranchising those who don’t. It will take a brave space, complete with psychological safety for all employees, and buy-in from all levels of an organization to make this work happen. If you don’t have that, I’m not the one you want to contract. I won’t allow my work to be a rubber stamp for your organization.
If you are ready, I’m so excited to work with you!
Experience and Credentials
I was 14 years old when I attended my first DEI training through my high school. By 17, I was teaching the training. All throughout my life, I’ave attended DEI trainings to help navigate the world around me and advocate for my communities.
In 2021, I decided to get a certificate to prove that I knew what I was talking about. I achieved my Diversity, Equity, and Inclusion in the Workplace Certificate from the University of South Florida Muma College of Business in May 2021.
Before then and since then, I have been working to improve the conditions at my full-time job and led the charge to transition our organization from a typical, hierarchical structure to a more equitable shared-leadership structure.
I am currently working with Next 100 Colorado — a coalition committed to the establishment of a just and inclusive parks and public lands system — and am finishing up my Justice Outside Rising Leaders Fellowship — designed to increase the racial equity, justice, and cultural relevancy of our work by connecting communities to the outdoors.
Services and Rates
Composing Internal Documents
A huge part of DEI work is having an organization set up to operationalize justice, equity, inclusion, and accessibility. This is the first step, but I can’t make your organization walk the talk. What I can provide is editing services, resources, or policies on the following topics:
- Group Guidelines that prioritize equity and inclusion
- A JEDI proposal for your organization to begin and prioritize doing its work with a JEDI lens
- An equitable hiring guide
- A deep dive into inequities in your current employee handbook
Rates:
So, here’s the deal: I have one full-time and three part-time jobs because capitalism is hard when you don’t have generational wealth to fall back on, and I have many passions that I like to pursue. But since Libs of TikTok put my statement piece on blast for something I’m not doing (no worries; reading comprehension is a skill that can be honed), I’ve decided to open up and contract with organizations that are values-aligned!
What does values alignment look like? Well, one thing is that I wouldn’t contract with an organization with a C-Suite (this term refers to the executive-level managers within an organization; think CEO, CFO, COO, CIO, ED, etc.) or Board of Directors that is more than 50% white-, cisgender-, and abled-led.
41% of the current U.S. adult population is BIPOC (Gen Z — aka: the next generation of workers — is the most racially diverse, 48% are BIPOC). 27% percent of adults in the U.S. have a disability. 1.6% of U.S. adults are transgender or nonbinary (5% of young adults identify as transgender and nonbinary). If your C-Suite or Board of Directors remains white, cisgender, and abled, that’s data for marginalized workers for how you conduct your business and how much you value diversity.
Wealth Inequity
This sudden visibility (days before Transgender Day of Visibility, no less) for a site that was never meant to be anything but amusing to me and a place to house my portfolios in case I needed them, means that I have an opportunity to educate a little bit, so here it goes:
A lot of wealth has to do with access, privilege, and power. Most generational wealth was accumulated through either extractive or exploitive practices, which have disproportionately impacted marginalized people. It’s historically only been accessible to white folks through purposeful policies, like Jim Crow laws, internment, the reservation system, redlining, restricted covenants, mob violence that destroyed the businesses and towns of Black entrepreneurs, racial pay disparity, etc. All of these practices served to prevent BIPOC families from accumulating wealth and increasing the opportunity for white folks to excel at the expense of others.
The end result of all of this (and, I’m focusing on mostly Black vs. white since the discrepancy for these two demographics has been highly studied; most of the time, Indigenous peoples are not studied at all — or are lumped in with “other,” which is how we got labeled “Something Else” at CNN during the 2020 election) was the creation of these conditions:
- The average Black family would need 228 years to build the wealth of the average white family today;
- Black wealth is still not growing at the same rate as white wealth (although the gap is starting to shrink), so that disparity continues to grow (and even if the growth rate was the same, white wealth has such a huge head start, it would never close on its own);
- Black workers earn less than their white counterparts for the same work when they have the same qualifications;
- Black women are the most educated demographic currently in the U.S. but their wages haven’t reflected this.
What about transgender and nonbinary folks? I’m glad you asked! While a study showed that weekly median earnings for all workers in the U.S. in Q3 2021 was $1,001, it showed that trans men, nonbinary, gender-nonconforming, and Two Spirit folks made 70% of that, and trans women made 60% of that.
What about disabled folks? In the U.S., 20.4% of disabled folks lived under the poverty line in 2022. On average, they make $0.66 for every $1 earned by workers without disabilities.
Now, is charging different rates for BIPOC-, gender variant-, or disabled-led organizations going to make a difference in this intentional wealth disparity? Not at all. Only wealth redistribution can do that. But, I can give a discount to organizations that I believe are doing a better job of individually fighting economic disparities by hiring marginalized folks in their C-Suite.
The Infamous Chart
My design services, like everything else I do, are delivered on a sliding scale basis, which I determine according to the gross income of an organization and the identity of the C-Suite. If dollars are tight, I am all about the barter system, so if you believe you have goods or services I may need, please let me know what you have to offer. I occasionally offer pro bono services to organizations that are BIPOC-led, gender-variant-led, or disabled-led, depending on my availability. If you can’t afford to pay, please ask if I have capacity.
Suggested rate chart:
| Gross Income | Identity of the C-Suite (at least 50%) | Custom or Standard | Rate |
| Below $100,000 | BIPOC-, gender variant-, or disabled-led | Standard | $100 |
| Custom | $40/hr | ||
| White-, cis-, and abled-led | Standard | $200 | |
| Custom | $60/hr | ||
| $100,001-250,000 | BIPOC-, gender variant-, or disabled-led | Standard | $250 |
| Custom | $100/hr | ||
| White-, cis-, and abled-led | Standard | $500 | |
| Custom | $150/hr | ||
| $250,001+ | BIPOC-, gender variant-, or disabled-led | Standard | $500 |
| Custom | $200/hr | ||
| White-, cis-, and abled-led | Standard | $1,000 | |
| Custom | $300/hr |
Reach Out to Contract
If you are interested in contracting with me, please fill out the form below and let me know what I should call you, where I can reply to you, what you need, and which hourly rate pertains to you. Initial conversations will never incur a charge.
Training
I can offer the following trainings to help your staff, board, or both understand how they can better interact with each other and with the people you serve:
- Power and Privilege and How to Leverage It In Support of Equity
- Nonviolent Communication and Emotionally Regulating for Difficult Conversations
Rates:
So, here’s the deal: I have one full-time and three part-time jobs because capitalism is hard when you don’t have generational wealth to fall back on, and I have many passions that I like to pursue. But since Libs of TikTok put my statement piece on blast for something I’m not doing (no worries; reading comprehension is a skill that can be honed), I’ve decided to open up and contract with organizations that are values-aligned!
What does values alignment look like? Well, one thing is that I wouldn’t contract with an organization with a C-Suite (this term refers to the executive-level managers within an organization; think CEO, CFO, COO, CIO, ED, etc.) or Board of Directors that is more than 50% white-, cisgender-, and abled-led.
41% of the current U.S. adult population is BIPOC (Gen Z — aka: the next generation of workers — is the most racially diverse, 48% are BIPOC). 27% percent of adults in the U.S. have a disability. 1.6% of U.S. adults are transgender or nonbinary (5% of young adults identify as transgender and nonbinary). If your C-Suite or Board of Directors remains white, cisgender, and abled, that’s data for marginalized workers for how you conduct your business and how much you value diversity.
Wealth Inequity
This sudden visibility (days before Transgender Day of Visibility, no less) for a site that was never meant to be anything but amusing to me and a place to house my portfolios in case I needed them, means that I have an opportunity to educate a little bit, so here it goes:
A lot of wealth has to do with access, privilege, and power. Most generational wealth was accumulated through either extractive or exploitive practices, which have disproportionately impacted marginalized people. It’s historically only been accessible to white folks through purposeful policies, like Jim Crow laws, internment, the reservation system, redlining, restricted covenants, mob violence that destroyed the businesses and towns of Black entrepreneurs, racial pay disparity, etc. All of these practices served to prevent BIPOC families from accumulating wealth and increasing the opportunity for white folks to excel at the expense of others.
The end result of all of this (and, I’m focusing on mostly Black vs. white since the discrepancy for these two demographics has been highly studied; most of the time, Indigenous peoples are not studied at all — or are lumped in with “other,” which is how we got labeled “Something Else” at CNN during the 2020 election) was the creation of these conditions:
- The average Black family would need 228 years to build the wealth of the average white family today;
- Black wealth is still not growing at the same rate as white wealth (although the gap is starting to shrink), so that disparity continues to grow (and even if the growth rate was the same, white wealth has such a huge head start, it would never close on its own);
- Black workers earn less than their white counterparts for the same work when they have the same qualifications;
- Black women are the most educated demographic currently in the U.S. but their wages haven’t reflected this.
What about transgender and nonbinary folks? I’m glad you asked! While a study showed that weekly median earnings for all workers in the U.S. in Q3 2021 was $1,001, it showed that trans men, nonbinary, gender-nonconforming, and Two Spirit folks made 70% of that, and trans women made 60% of that.
What about disabled folks? In the U.S., 20.4% of disabled folks lived under the poverty line in 2022. On average, they make $0.66 for every $1 earned by workers without disabilities.
Now, is charging different rates for BIPOC-, gender variant-, or disabled-led organizations going to make a difference in this intentional wealth disparity? Not at all. Only wealth redistribution can do that. But, I can give a discount to organizations that I believe are doing a better job of individually fighting economic disparities by hiring marginalized folks in their C-Suite.
The Infamous Chart
My design services, like everything else I do, are delivered on a sliding scale basis, which I determine according to the gross income of an organization and the identity of the C-Suite. If dollars are tight, I am all about the barter system, so if you believe you have goods or services I may need, please let me know what you have to offer. I occasionally offer pro bono services to organizations that are BIPOC-led, gender-variant-led, or disabled-led, depending on my availability. If you can’t afford to pay, please ask if I have capacity.
Suggested rate chart:
| Gross Income | Identity of the C-Suite (at least 50%) | Rate |
| Below $100,000 | BIPOC-, gender variant-, or disabled-led | $25/person |
| White-, cis-, and abled-led | $50/person | |
| $100,001-250,000 | BIPOC-, gender variant-, or disabled-led | $62.50/person |
| White-, cis-, and abled-led | $125/person | |
| $250,001-500,000 | BIPOC-, gender variant-, or disabled-led | $125/person |
| White-, cis-, and abled-led | $250/person | |
| $500,001+ | BIPOC-, gender variant-, or disabled-led | $250/person |
| White-, cis-, and abled-led | $500/person |
Reach Out to Contract
If you are interested in contracting with me, please fill out the form below and let me know what I should call you, where I can reply to you, what you need, and which hourly rate pertains to you. Initial conversations will never incur a charge.
Consulting
Need to pick my brain? We can talk about something in my wheelhouse.
Rates:
So, here’s the deal: I have one full-time and three part-time jobs because capitalism is hard when you don’t have generational wealth to fall back on, and I have many passions that I like to pursue. But since Libs of TikTok put my statement piece on blast for something I’m not doing (no worries; reading comprehension is a skill that can be honed), I’ve decided to open up and contract with organizations that are values-aligned!
What does values alignment look like? Well, one thing is that I wouldn’t contract with an organization with a C-Suite (this term refers to the executive-level managers within an organization; think CEO, CFO, COO, CIO, ED, etc.) or Board of Directors that is more than 50% white-, cisgender-, and abled-led.
41% of the current U.S. adult population is BIPOC (Gen Z — aka: the next generation of workers — is the most racially diverse, 48% are BIPOC). 27% percent of adults in the U.S. have a disability. 1.6% of U.S. adults are transgender or nonbinary (5% of young adults identify as transgender and nonbinary). If your C-Suite or Board of Directors remains white, cisgender, and abled, that’s data for marginalized workers for how you conduct your business and how much you value diversity.
Wealth Inequity
This sudden visibility (days before Transgender Day of Visibility, no less) for a site that was never meant to be anything but amusing to me and a place to house my portfolios in case I needed them, means that I have an opportunity to educate a little bit, so here it goes:
A lot of wealth has to do with access, privilege, and power. Most generational wealth was accumulated through either extractive or exploitive practices, which have disproportionately impacted marginalized people. It’s historically only been accessible to white folks through purposeful policies, like Jim Crow laws, internment, the reservation system, redlining, restricted covenants, mob violence that destroyed the businesses and towns of Black entrepreneurs, racial pay disparity, etc. All of these practices served to prevent BIPOC families from accumulating wealth and increasing the opportunity for white folks to excel at the expense of others.
The end result of all of this (and, I’m focusing on mostly Black vs. white since the discrepancy for these two demographics has been highly studied; most of the time, Indigenous peoples are not studied at all — or are lumped in with “other,” which is how we got labeled “Something Else” at CNN during the 2020 election) was the creation of these conditions:
- The average Black family would need 228 years to build the wealth of the average white family today;
- Black wealth is still not growing at the same rate as white wealth (although the gap is starting to shrink), so that disparity continues to grow (and even if the growth rate was the same, white wealth has such a huge head start, it would never close on its own);
- Black workers earn less than their white counterparts for the same work when they have the same qualifications;
- Black women are the most educated demographic currently in the U.S. but their wages haven’t reflected this.
What about transgender and nonbinary folks? I’m glad you asked! While a study showed that weekly median earnings for all workers in the U.S. in Q3 2021 was $1,001, it showed that trans men, nonbinary, gender-nonconforming, and Two Spirit folks made 70% of that, and trans women made 60% of that.
What about disabled folks? In the U.S., 20.4% of disabled folks lived under the poverty line in 2022. On average, they make $0.66 for every $1 earned by workers without disabilities.
Now, is charging different rates for BIPOC-, gender variant-, or disabled-led organizations going to make a difference in this intentional wealth disparity? Not at all. Only wealth redistribution can do that. But, I can give a discount to organizations that I believe are doing a better job of individually fighting economic disparities by hiring marginalized folks in their C-Suite.
The Infamous Chart
My design services, like everything else I do, are delivered on a sliding scale basis, which I determine according to the gross income of an organization and the identity of the C-Suite. If dollars are tight, I am all about the barter system, so if you believe you have goods or services I may need, please let me know what you have to offer. I occasionally offer pro bono services to organizations that are BIPOC-led, gender-variant-led, or disabled-led, depending on my availability. If you can’t afford to pay, please ask if I have capacity.
Suggested rate chart:
| Gross Income | Identity of the C-Suite (at least 50%) | Rate |
| Below $100,000 | BIPOC-, gender variant-, or disabled-led | $40/hr |
| White-, cis-, and abled-led | $60/hr | |
| $100,001-250,000 | BIPOC-, gender variant-, or disabled-led | $100/hr |
| White-, cis-, and abled-led | $150/hr | |
| $250,001-500,000 | BIPOC-, gender variant-, or disabled-led | $200/hr |
| White-, cis-, and abled-led | $300/hr | |
| $500,001+ | BIPOC-, gender variant-, or disabled-led | $400/hr |
| White-, cis-, and abled-led | $600/hr |
Reach Out to Contract
If you are interested in contracting with me, please fill out the form below and let me know what I should call you, where I can reply to you, what you need, and which hourly rate pertains to you. Initial conversations will never incur a charge.
Freebies and Samples
- A sampling of my outdoor equity work (from 2021-2022), including a short film CommuniTy Science: One Trans Person’s Trip to Loveland Pass to Study Pikas,” and two panels.
- JEDI Journey webpage (Composed in 2020 for an event canceled due to COVID. Meant to be a very general introduction to JEDI work.)
- How to Set Up Your Organization to be Inclusive, Focus on Equity First, and Value LGBTIQA2+ Employees and Supporters (Composed in 2020 for an event canceled due to COVID. Meant to illustrate some of the considerations needed to include LGBTIQA2+ people in a meaningful way.)
- Video presentation of How to Set Up your Organization to be Inclusive, Focus on Equity First, and Value LGBTIQA2+ Employees (Recorded in 2020 for an event canceled due to COVID.)