Foundational to the advancement of DEI

is the understanding that Diversity, Equity, and Inclusion (DEI) are three distinct priorities requiring very different strategies and efforts.
Do you worry that DEI is too conceptual and not practical; too fraught with emotion, too hard to “sell” and justify in your workplace?

Do you feel that DEI is too unrelatable if you aren’t a part of a historically marginalized community or group?

Do you have great commitment and intentions around DEI but are frustrated with lackluster organizational outcomes?

If you can relate to any or all of the above, we invite you into The Garden, an immersive DEI experience — and a truly unique and relatable approach — to developing a thriving organizational culture that addresses diversity, equity, and inclusion INDIVIDUALLY and corporately so that you can boost employee engagement, activate innovation and retain top talent in your organization, all in six weeks.

Foundational to the advancement of DEI

is the understanding that Diversity, Equity, and Inclusion (DEI) are three distinct priorities requiring very different strategies and efforts.
Do you worry that DEI is too conceptual and not practical; too fraught with emotion, too
hard to “sell” and justify in your workplace?

Do you feel that DEI is too unrelatable if you aren’t a part of a historically marginalized
community or group?

Do you have great commitment and intentions around DEI but are frustrated with lackluster
organizational outcomes?

If you can relate to any or all of the above, we invite you into The Garden, an immersive DEI
experience — and a truly unique and relatable approach — to developing a thriving
organizational culture that addresses diversity, equity, and inclusion INDIVIDUALLY and corporately
so that you can boost employee engagement, activate innovation and retain top talent in
your organization, all in six weeks.

You’re a leader or consultant for a midsize to a large organization that has committed to developing more racial equity in the workplace.

Your company may have signed a racial equity pledge to be an  organization that others turn to for help with DEI principles but even you feel a bit ill-equipped…

Or you have newly minted DEI leaders who’ve been tasked with developing a more strategic DEI approach.

(One of those newly minted leaders may even be YOU...)

Whatever the case may be, you have one key problem: you don’t feel sufficiently equipped to address your DEI issues.

You’ve already got a lot on your plate and are feeling overwhelmed — both work-wise and emotionally.

When it comes to the work of DEI, you find yourself constantly justifying, defending, and explaining the need for the work instead of spending time actually doing the work.

And it also feels incredibly daunting to figure out how to shift your organizational paradigm that very likely feels locked or stuck in place.

You’re struggling to see who will be your biggest source of support and you’re unsure of how to align your DEI initiatives with strategic outcomes.

Most of all, it’s such a large and encompassing topic that it’s hard to conceptualize it — much less contextualize it — in a way that motivates key stakeholders and staff to buy-in and change.

Yet you need to do something — and quick.

Yet without a framework that will deepen and transform the DEI approach in your company, your culture continues to suffer while you keep grasping at straws — feeling confused, overwhelmed, frustrated, and alone.

Hear this: A deeper approach to DEI starts with a 
different VIEW of what DEI is.

Most organizations look at DEI as one singular initiative when in fact, Diversity, Equity, and Inclusion are three very different things.

We would never lump cancer, diabetes, and heart disease together and call them the same problem —
and we shouldn’t group diversity, equity, and inclusion together and make them one or the same either.

Diversity, equity, and inclusion are three distinct and unique concepts…

and each one requires and deserves to be addressed and nourished in its own way.

DEI is an ecosystem where each individual part has a very 
important place and fills a very specific need.

If we think of our approach to DEI as a garden…

we see that every person in our organization is an essential component that adds value and impact to the environment overall.

Just like in a garden every flower has a history where some come from seeds, and others from bulbs…

some were planted elsewhere, uprooted and re-homed …and others were blown in by the wind.

You’re a leader or consultant for a midsize to a large organization that has committed to developing more racial equity in the workplace.

Your company may have signed a racial equity pledge to be an organization that others turn to for help with DEI principles but even you feel a bit ill-equipped…

Or you have newly minted DEI leaders who’ve been tasked with developing a more strategic DEI approach.

(One of those newly minted leaders may even be YOU...)

Whatever the case may be, you have one key problem: you don’t feel sufficiently equipped to address your DEI issues.

You’ve already got a lot on your plate and are feeling overwhelmed — both work-wise and emotionally.

When it comes to the work of DEI, you find yourself constantly justifying, defending, and explaining the need for the work instead of spending time actually doing the work.

And it also feels incredibly daunting to figure out how to shift your organizational paradigm that very likely feels locked or stuck in place.

You’re struggling to see who will be your biggest source of support and you’re unsure of how to align your DEI initiatives with strategic outcomes.

Most of all, it’s such a large and encompassing topic that it’s hard to conceptualize it — much less contextualize it — in a way that motivates key stakeholders and staff to buy-in and change.

Yet you need to do something — and quick.

Yet without a framework that will deepen and transform the DEI approach in your company, your culture continues to suffer while you keep grasping at straws — feeling confused, overwhelmed, frustrated, and alone.

Hear this: A deeper approach to DEI starts with a 
different VIEW of what DEI is.

Most organizations look at DEI as one singular initiative when in fact, Diversity, Equity, and Inclusion are three very different things.

We would never lump cancer, diabetes, and heart disease together and call them the same problem —
and we shouldn’t group diversity, equity, and inclusion together and make them one or the same either.

Diversity, equity, and inclusion are three distinct and unique concepts…

and each one must be addressed and nourished in its own way.

DEI is an ecosystem where each individual part has a very important place and fills a very specific need.

If we think of our approach to DEI as a garden…

we see that every person in our organization is an essential component that adds value and impact to the environment overall.

Just like in a garden every flower has a history where some come from seeds, and others from bulbs…

some were planted elsewhere, uprooted and re-homed …and others were blown in by the wind.

No matter what their origin, every flower in a garden 
will flourish if they have three essential things:

Care, intention, and 
attention from the 
gardener
Soil that has been properly nourished so that it can meet each plant’s unique needs
The presumption that each flower in the garden is beautiful and valuable, in its own right, but very necessary for the entire garden to flourish

When we approach DEI the same way in our organizations, we, too, will have an 
ecosystem — and a culture — that thrives.

When we approach DEI the same way in our organizations, we, too, will have an ecosystem — and a culture — that thrives.

We, too, will have employees who all feel supported, valued, and know that they belong.

And we, too, will have an organization that is flourishing as a collective and produces amazing results.

The good news is…

The good news is…

the framework to help you create a culture where DEI thrives is HERE.

A framework that will help you understand the three separate and equally important doctrines of DEI so that you can begin activating them separately and together.

A framework that will contextualize DEI in a unique and relatable way so that you can see how each individual person in your company is an essential piece of the larger landscape, because of their difference and not in spite of it.

And a framework that will help you use DEI as a strategic lever to improve employee engagement, inspire innovation, and boost your business outcomes.

I know that may seem like a huge feat, especially if you’re currently feeling lost and overwhelmed about how to even begin to deepen your DEI approach.

But let me tell you, it’s absolutely doable.
And I know this is true because I’ve seen it myself and helped many companies and organizations achieve the same.

Hi, I’m Nikki Lanier —

Labor and employment attorney, 3x CHRO, macroeconomics thought leader, and founder of the Racial Equity Advisory Firm, Harper Slade

I have eighteen years of experience as an HR executive and employment attorney, driving an accelerated cultural change in public and private sectors, creating and implementing innovative organizational development, and inspiring commitment to vision in areas including OD, Leadership Design and Delivery, EEO/AA, Labor Relations, Employment Law, Employee Relations, Training and Development, strategic planning, recruitment and retention, and labor negotiations.
I’ve worked in more than ten sectors including manufacturing, consulting, consumer goods, health care, media, law, government, higher education, and banking.

Hi, I’m Nikki Lanier —

Labor and employment attorney, 3x CHRO, macroeconomics thought leader, and founder of the Racial Equity Advisory Firm, Harper Slade

I have eighteen years of experience as an HR executive and employment attorney, driving an accelerated cultural change in public and private sectors, creating and implementing innovative organizational development, and inspiring commitment to vision in areas including OD, Leadership Design and Delivery, EEO/AA, Labor Relations, Employment Law, Employee Relations, Training and Development, strategic planning, recruitment and retention, and labor negotiations.
I’ve worked in more than ten sectors including manufacturing, consulting, consumer goods, health care, media, law, government, higher education, and banking.
And I’ve served as senior vice president of the Federal Reserve Bank, Personnel Cabinet Secretary for the Commonwealth of Kentucky (youngest and the first black female gubernatorial appointee to this post), Chief Human Resources Officer for Charter Schools USA (FL), Vice-Chancellor of Human Resources for Maricopa Community Colleges (AZ), Senior HR Executive for Philip Morris USA (VA) and Georgia-Pacific Corp. (GA) and other positions in both the health care and legal fields.

Through my work and strong local and national board memberships, I’ve been recognized as an accomplished thought leader in progressive HR strategies and in advancing diversity, equity, inclusion, corporately and civically.

My entire career and my passion for my work stem from my grandmothers and their children (my parents), who were very involved in the Civil Rights Movement. My company, Harper Slade, is named in their honor.

It was their passion and guidance that instilled in me, the importance of righting wrongs and insisting that people of color be presumed to have the same level of humanity as all other human beings, with all of the rights and privileges that come from such presumption.

Racial equity has been an elusive issue that has been with our country since its inception, and now more than ever we’re at a point of economic reckoning as our country becomes more reliant on the increased presence of black and brown people.
In just a short number of years, minorities will be the majority in the workforce and soon black and brown citizens must be significantly included in the economic vibrancy of our country.

It’s why I founded Harper Slade, a racial equity advisory firm that is dedicated to advancing, activating, and amplifying people of color in the workforce. Unleashing the full potency of this historically marginalized talent pool is critical for our collective well-being.

And it’s why I’m on a mission to help as many companies and consultants, just like you. I’m excited to teach you a framework for how to begin to deepen and transform your organization’s approach to DEI, a foundation that is critical to understanding racial equity, so that all of your employees are treated with a presumption of equitable inclusion.

If you’re ready to learn how to take a more thoughtful and thorough approach to your organization’s DEI work, I couldn’t be more excited to show you how.
And I’ve served as senior vice president of the Federal Reserve Bank, Personnel Cabinet Secretary for the Commonwealth of Kentucky (youngest and the first black female gubernatorial appointee to this post), Chief Human Resources Officer for Charter Schools USA (FL), Vice-Chancellor of Human Resources for Maricopa Community Colleges (AZ), Senior HR Executive for Philip Morris USA (VA) and Georgia-Pacific Corp. (GA) and other positions in both the health care and legal fields.

Through my work and strong local and national board memberships, I’ve been recognized as an accomplished thought leader in progressive HR strategies and in advancing diversity, equity, inclusion, corporately and civically.

My entire career and my passion for my work stem from my grandmothers and their children (my parents), who were very involved in the Civil Rights Movement. My company, Harper Slade, is named in their honor.

It was their passion and guidance that instilled in me, the importance of righting wrongs and insisting that people of color be presumed to have the same level of humanity as all other human beings, with all of the rights and privileges that come from such presumption.

Racial equity has been an elusive issue that has been with our country since its inception, and now more than ever we’re at a point of economic reckoning as our country becomes more reliant on the increased presence of black and brown people.
In just a short number of years, minorities will be the majority in the workforce and soon black and brown citizens must be significantly included in the economic vibrancy of our country.

It’s why I founded Harper Slade, a racial equity advisory firm that is dedicated to advancing, activating, and amplifying people of color in the workforce. Unleashing the full potency of this historically marginalized talent pool is critical for our collective well-being.

And it’s why I’m on a mission to help as many companies and consultants, just like you. I’m excited to teach you a framework for how to begin to deepen and transform your organization’s approach to DEI, a foundation that is critical to understanding racial equity, so that all of your employees are treated with a presumption of equitable inclusion.

If you’re ready to learn how to take a more thoughtful and thorough approach to your organization’s DEI work, I couldn’t be more excited to show you how.

The Garden Experience: Cultivating a Workplace Rich in DEI

A 6-module online course that will help you understand DEI in an entirely new way, learn how to effectively advance a stronger, more engaged, and productive workforce using DEI as a strategic lever, and actively remove impediments that are currently compromising the growth of your DEI efforts.

As part of The Garden Experience, you’ll receive:

6 Learning Modules

That will provide the practical and actionable information you need to understand DEI thoroughly and create an action plan for developing DEI in your company, paving the way for more specific racial equity work to begin.

11 Tools

To help you dig deeper into what you’re learning in the course and implement it into your DEI approach at your company.

Program Breakdown

Here’s what you’ll learn and explore in each module of The Garden Experience…

Module 1: Tending the Garden

A Course Overview

We’ll kick off the course with an overview of what DEI really is and how you can contextualize DEI through the analogy of a garden. We’ll then explore why seeing DEI as three separate and distinct doctrines — diversity, equity, and inclusion — will transform your organization and position it for more internal and external success. You’ll also spend time setting your intentions for the course and identifying what you hope to achieve throughout the program.

In this module we’ll use the following tool:

  • Set Your Intentions Worksheet that will help you define your intentions for the course and identify what you hope to achieve throughout the program

Module 2: Exploring the Garden Ecosystem

In Module Two we’ll dive into the Garden Ecosystem and define how and why diversity, equity, and inclusion are each unique AND essential for organizational success. Then, we’ll explore how diversity plus inclusion together increase employee engagement. We’ll also begin to cultivate a shared language with terminology as well as how to begin integrating this language into your organization.

In this module we’ll use the following tools:

  • Journal Document 
  • ​The Garden Ecosystem Worksheet that explains the various elements of DEI and the definitions of each element
  • D + E + I Garden Terminology Quiz that will help you crystalize what you’ve learned in the module by identifying examples of diversity, equity, and inclusion

Module 3: DEI Systems Thinking

The Iceberg Model

In Module Three we’ll identify the key levers for change in your organization. You’ll learn a systems thinking tool called The Iceberg Model to support systemic transformation, and you’ll
also explore and identify mindsets that are keeping your organization stuck as well as the mindsets that need to be adopted to transform your system and culture. You will also explore where your organization - and you personally – are at in regards to DEI right now. To do so, we’ll explore different types of ecosystems, including monocrops, barren gardens, and ancient
rooted gardens, to help you identify yours – as well as your team’s, your department’s, and your organization’s. You’ll learn about the different stages in DEI development to better understand the stage your organization is currently in.

In this module we’ll use the following tools:

  • Iceberg Model to help you identify the current                                state of your organization                              
  • ​Current State Iceberg: Organization to help you                  diagnose what type of ecosystem your organization            currently has
  • ​Current State Iceberg: Self to help you determine                          how effective you are personally as regards                                              in DEI work

Module 4: An Equitable Garden

A Deep Dive into Racial Equity

In Module Four you’ll explore the importance of defining racial equity in a way that acknowledges the current and cumulative impact of inequity. You’ll see the reason why the work is so important, economically and get a glance of the black lived experience at work.

In this module, we’ll use the following tool:

  • Advancing Racial Equity Continuum Worksheet to help you see how you and your organization are maturing in advancing equity

Module 5 The Future State

Organizational Success

In Module Five you’ll explore where you want your organization – and yourself – to be in the future. You’ll define the vision of what you want to be in your garden, as well as how it is tended, what nutrients are essential, and what’s currently missing that will make the garden more complete. You’ll also learn the conditions that have created some of the best organizational gardens out there today, and how to cultivate a vision of the future for DEI in
your organization.

In this module we’ll use the following tools:

  • Your Ideal Future State Worksheet to help you pinpoint the ideal vision for the future of your organization in regards to DEI
  • Your Personal Vision Worksheet to help you identify developmentally where you are personally in regards to your DEI work and where you’d like to develop in the future

Module 6: Stepping Stones to Future and Smart Goals

In the Final Module we’ll identify the key action steps to build your organization’s ideal garden for the future. You’ll also explore the kind of environment your garden currently grows in and what must be considered to your “to be” state. We will also set SMART goals that will ensure your ongoing commitment, including goals for the first week, first three months, first six months, and the first year - along with distant, actionable steps for you to take to achieve them. The ultimate goal is to create a structure that will help your new DEI approach to become a part of the fabric of your organization woven into all aspects of your workplace and regularly reviewed.

In this module, we’ll use the following tool:

  • Stepping Stones to the Future Worksheet to help you pinpoint the goals for your garden as well as the ways to cultivate them
  • Action Plan Template to help you identify your SMART in the next six months to ensure that you incorporate on-going planning and a long-term commitment to DEI

The Garden Experience is already PACKED with value that will help you develop a strategic and thorough approach to developing DEI in your organization, but when you join now you’ll also receive the following BONUS…

Bonus

Harper Slade 40 Day DEI Resource Guide

 Use this handy 40 day Resource Guide, committing yourself to one quick audio or visual experience every day for 40 days, in order to deepen your familiarity with the black and brown lived experience and the, economic toll associated with it that we all now face.

Whew — that’s a lot of value!
Need a recap?

Here’s everything included in The Garden Experience:

6 learning modules

11 Tools

1 Bonus

Ready to start feeling confident that you know how to strategically build an effective and meaningful DEI approach?

Your experience starts immediately once you click the “Join Now” button below, where you’ll be taken to our secure checkout. When you register, you’ll receive an email confirming your registration, as well as instructions on how to access your learning portal. If you have questions along the way, our team is here to help you get access to the content and ensure you get the most out of the program!

Choose from one of four options:

The Garden Experience
COURSE ONLY

You’ll receive:
  • 6 Recorded Video Modules, Delivered Weekly
  • ​11 Tools
Price

$497

OR
3 Payments of $150

The Garden Experience COURSE + COMMUNITY

You’ll receive:
  • 6 Recorded Video Modules, Delivered Weekly
  • 11 Tools
  • Bonus:  Harper Slade 40 Day DEI Resource Guide
  • ​PLUS Access to The Garden Experience Community
Price

$597

OR
3 Payments of $180

The Garden VIP Experience
COURSE + COACHING

You’ll receive:
  • 6 Recorded Video Modules, Delivered Weekly
  • 11 Tools
  • ​Bonus:  Harper Slade 40 Day DEI Resource Guide
  • ​Access to The Garden Experience Community
  • ​PLUS Two 30-Minute Group Coaching and Q&A Calls 
Price

$897

OR
3 Payments of $270

The Garden
Experience Large
Groups and Teams

You’ll receive:
  • 6 Recorded Video Modules, Delivered Weekly.
  • 11 Tools
  • ​Bonus:  Harper Slade 40 Day DEI Resource Guide
  • ​Access to The Garden Experience Community
  • Two 30-minute Group Coaching and Q&A Calls 
  • PLUS Two 60-Minute 1:1 Coaching Calls with Nikki
Price
  • 100% Safe and Secure Checkout
Payment processed through secure gate network

The Garden Experience: Cultivating a Workplace Rich in DEI

A 6-module online course that will help you understand DEI in an entirely new way, learn how to effectively advance a stronger, more engaged, and productive workforce using DEI as a strategic lever, and actively remove impediments that are currently compromising the growth of your DEI efforts.

As part of The Garden Experience, you’ll receive

6 Learning Modules

That will provide the practical and actionable information you need to understand DEI thoroughly and create an action plan for developing DEI in your company, paving the way for more specific racial equity work to begin.

11 Tools

To help you dig deeper into what you’re learning in the course and implement it into your DEI approach at your company.

Program Breakdown

Here’s what you’ll learn and explore in each module of The Garden Experience…

Module 1: Tending the Garden

A Course Overview

We’ll kick off the course with an overview of what DEI really is and how you can contextualize DEI through the analogy of a garden. We’ll then explore why seeing DEI as three separate and distinct doctrines — diversity, equity, and inclusion — will transform your organization and position it for more internal and external success. You’ll also spend time setting your intentions for the course and identifying what you hope to achieve throughout the program.

In this module we’ll use the following tool:

  • Set Your Intentions Worksheet that will help you define your intentions for the course and identify what you hope to achieve throughout the program

Module 2: Exploring the Garden Ecosystem

In Module Two we’ll dive into the Garden Ecosystem and define how and why diversity, equity, and inclusion are each unique AND essential for organizational success. Then, we’ll
explore how diversity plus inclusion together increase employee engagement. We’ll also begin
to cultivate a shared language with terminology as well as how to begin integrating this language into your organization.

In this module we’ll use the following tools:

  • ​Journal Document
  • ​The Garden Ecosystem Worksheet that explains the various elements of DEI and the definitions of each element
  • ​D + E + 1 Garden Terminology Quiz that will help you crystalize what you’ve learned in the module by identifying examples of diversity, equity, and inclusion

Module 3: DEI Systems Thinking

The Iceberg Model

In Module Three we’ll identify the key levers for change in your organization. You’ll learn a systems thinking tool called The Iceberg Model to support systemic transformation, and you’ll
also explore and identify mindsets that are keeping your organization stuck as well as the mindsets that need to be adopted to transform your system and culture. You will also explore where your organization - and you personally – are at in regards to DEI right now. To do so,
we’ll explore different types of ecosystems, including monocrops, barren gardens, and ancient rooted gardens, to help you identify yours – as well as your team’s, your department’s, and your organization’s. You’ll learn about the different stages in DEI development to better understand the stage your organization is currently in.

In this module we’ll use the following tools:

  • Iceberg Model to help you identify the current state of your organization
  • ​Current State Iceberg: Organization to help you diagnose what type of ecosystem your organization currently has
  • ​Current State Iceberg: Self to help you determine how effective you are personally as regards in DEI work

Module 4: An Equitable Garden

A Deep Dive into Racial Equity

In Module Four you’ll explore the importance of defining racial equity in a way that acknowledges the current and cumulative impact on us all of inequity. You’ll see the reason why the work is so important, economically and get a glance of the black lived experience at work.

In this module, we’ll use the following tools:

  • Advancing Racial Equity Continuum Worksheet to help you see where you and your organization are in equity

Module 5: The Future State

Organizational Success

In Module Five you’ll explore where you want your organization – and yourself – to be in the future. You’ll define the vision of what you want to be in your garden, as well as how it is tended, what nutrients are essential, and what’s currently missing that will make the garden more complete. You’ll also learn the conditions that have created some of the best organizational gardens out there today, and how to cultivate a vision of the future for DEI in
your organization.

In this module we’ll use the following tools:

  • Your Ideal Future State Worksheet to help you pinpoint the ideal vision for the future of your organization in regards to DEI
  • Your Personal Vision Worksheet to help you identify developmentally where you are personally in regards to your DEI work and where you’d like to develop in the future

Module 6: Stepping Stones to Future and Smart Goals

In this final module, we'll identify the key actions steps to build your organization's ideal garden for the future. You’ll also explore the kind of environment your garden currently grows in and what must be considered to your “to be” state. We will also set SMART goals that will ensure your ongoing commitment, including goals for the first week, first three months, first six months, and the first year - along with distant, actionable steps for you to take to achieve them. The ultimate goal is to create a structure that will help your new DEI approach to become a part of the fabric of your organization woven into all aspects of your workplace and regularly reviewed.

In this module, we’ll use the following tool:

  • Stepping Stones to the Future Worksheet to help you pinpoint the goals for your garden as well as the ways to cultivate them
  • Action Plan Template to help you identify your SMART goals in the next six months to ensure that you incorporate on-going planning and a long-term commitment to DEI

The Garden Experience is already PACKED with value that will help you develop a strategic and thorough approach to developing DEI in your organization, but when you join now you’ll also receive the following BONUS…

Bonus

Harper Slade 40 Day Resource Guide

 Use this handy 40 day Resource Guide, committing yourself to one quick audio or visual experience every day for 40 days, in order to deepen your familiarity with the black and brown lived experience and the, economic toll associated with it that we all now face.

Whew — that’s a lot of value!
Need a recap?

Here’s everything included in The Garden Experience:

6 learning modules

11 Tools

1 Bonus

Ready to start feeling confident that you know how to strategically build an effective and meaningful DEI approach?

Your experience starts immediately once you click the “Join Now” button below, where you’ll be taken to our secure checkout. When you register, you’ll receive an email confirming your registration, as well as instructions on how to access your learning portal. If you have questions along the way, our team is here to help you get access to the content and ensure you get the most out of the program!

Choose from one of four options:

The Garden Experience
COURSE ONLY

You’ll receive:
  • 6 Recorded Video Modules, Delivered Weekly
  • 11 Tools
Price

$497

OR
3 Payments of $150

The Garden Experience 
COURSE + COMMUNITY

You’ll receive:
  • 6 Recorded Video Modules, Delivered Weekly
  • 11 Tools
  • Bonus: Harper Slade 40 Day DEI Resource Guide
  • ​PLUS Access to The Garden Experience Community
Price

$597

OR
3 Payments of $180

The Garden VIP Experience
COURSE + COACHING

You’ll receive:
  • 6 Recorded Video Modules, Delivered Weekly
  • 11 Tools
  • ​Bonus:  Harper Slade 40 Day DEI Resource Guide
  • ​Access to The Garden Experience Community
  • ​PLUS Two 30-Minute Group Coaching and Q&A Calls 
Price

$897

OR
3 Payments of $270

The Garden Experience Large Groups and Teams

You’ll receive:
  • 8 Recorded Video Modules, Delivered Weekly
  • 11 Tools
  • ​Bonus:  Harper Slade 40 Day DEI Resource Guide
  • ​Access to The Garden Experience Community
  • Two 30-Minute Group Coaching and Q&A Calls 
  • PLUS Two 60-Minute 1:1 Coaching Calls With Nikki
  • 100% Safe and Secure Checkout
Payment processed through secure gate network

Testimonials

“Nikki Lanier is one of the country’s foremost thought leaders for the workplace. She’s earned this distinction through years as a respected business executive, employment attorney, HR expert, and community development advocate. She brings a unique set of experiences and insights to the issues of diversity and inclusion and especially - racial equity. I don’t know anyone more capable, informed or valued as an advisor on these issues than Nikki Lanier, Founder / CEO of Harper Slade.”  
Susan H.
Corporate Advisor, Talent Management & Executive Development
"I can't imagine a more impactful, solution-oriented advisor than Nikki. She's a teacher, advocate, and visionary who can help others understand the ecosystem of equity in the workplace. She's tireless, purposeful, and objective and certainly won't shy away from providing you with advice and guidance that will move the needle in your workplace."
Jim L.  
Chief Human Resources Officer
Society of Human Resources Management (SHRM)


"With a wealth of knowledge and a breadth of experience, this multi-faceted, multi-disciplined executive and leader brings her expertise, passion and talent to an important topic, racial equity. Just read her experiences on her bio and listen to her speak so thoughtfully and balanced on the Conscious Culture Cafe podcast, you will begin to understand why Harper Slade and Nikki Lanier are ideally qualified to advise organizations and leaders. If you are looking for a racial equity advisory firm to help you find success, you've found one."
Jill J.
Retired Beverage Industry EVP and Corporate Board Member
"It's often said that diversity is a fact and inclusion is a choice. It's not said enough that unleashing the energy of diversity to its fullest also requires careful attention, engagement, and, most of all, experience. That's just what Nikki Lanier and Harper Slade offer as advisors to leading organizations. As a CHRO, an attorney, and an advisor to some of the country's leading decision makers in government and business, she is an immeasurably valuable resource to those seeking the competitive advantage of well-fostered diversity."
Matthew B.
Former United States Ambassador to the UK and Sweden, Author and Philanthropist

30-Day Money-Back Guarantee

You can dive into the course for the first 30 days and begin learning how to develop a strategic DEI approach. If you are not satisfied with the results, you can request a refund within 30 days. This entire program is designed to help you put the knowledge that you’re learning into action. You will be asked to share your implementation and results in the program to qualify for a refund.

Frequently Asked Questions

Q

When will I have access to the material?

A

 You’ll have immediate access to Module One, as soon as you join the program. The remaining modules will be released each week. You will have forever access to the course materials.

Q

How much time should we set aside per week?

A

Every individual will go at their own pace, but you should expect to set aside 2-3 hours per week to complete each module.

Q

How do I ask questions or get feedback during the program?

A

Submit your questions via email to admin@harperslade.com

Q

How long is the program?

A

The program has 6 modules.

Q

How do I learn more about Harper Slade’s support and advisory services?

A

Harper Slade is a full-service racial equity advisory firm offering training, strategy development, policy development, internal talks and speeches; full service engagements in furtherance of DEI and specifically racial equity. Among our best selling offerings are: DEI current sentiment surveys, racial equity indexes, executive coaching and DEI cementing, employee resource group support packages, internal strategic briefings for executives and board members on the economic case to support racial equity, and so much more. Check out our website at www.harperslade.com

Questions about Next Steps?

You can reach out to our team directly by clicking the button below.

Frequently Asked Questions

Q

When will I have access to the material?

A

 You’ll have immediate access to Module One, as soon as you join the program. The remaining modules will be released each week. You will have forever access to the course materials.

Q

How much time should we set aside per week?

A

Every individual will go at their own pace, but you should expect to set aside 2-3 hours per week to complete each module.

Q

How do I ask questions or get feedback during the program?

A

Submit your questions via email to admin@harperslade.com

Q

How long is the program?

A

The program has 6 modules.

Q

How do I learn more about Harper Slade’s support and advisory services?

A

Harper Slade is a full-service racial equity advisory firm offering training, strategy development, policy development, internal talks and speeches; full service engagements in furtherance of DEI and specifically racial equity. Among our best selling offerings are: DEI current sentiment surveys, racial equity indexes, executive coaching and DEI cementing, employee resource group support packages, internal strategic briefings for executives and board members on the economic case to support racial equity, and so much more. Check out our website at www.harperslade.com

Questions about Next Steps?

You can reach out to our team directly by clicking the button below.

Implementing a truly effective approach to 
DEI is a practice and a commitment but one 
that is so important and so rewarding

Our workforce — and our world — needs organizations that will make this commitment and create environments for all employees that are equitable, inclusive, and truly nourishing places to be.

If you’re ready to make this commitment and begin implementing a framework that will guide you step-by-step on your DEI journey…

…then The Garden Experience was designed to show you how.

Implementing a truly effective approach to DEI is a practice and a commitment but one 
that is so important and so rewarding

Our workforce — and our world — needs organizations that will make this commitment and create environments for all employees that are equitable, inclusive, and truly nourishing places to be.

If you’re ready to make this commitment and begin implementing a framework that will guide you step-by-step on your DEI journey…

…then The Garden Experience was designed to show you how.
© Copyright Harper Slade. 2022 All Rights Reserved.
Terms and Conditions
© Copyright Harper Slade. 2022 All Rights Reserved.
Terms and Conditions