Raven Solomon

Speaking topics

Presentations listed below include in-person and virtual keynotes, as well as workshops, fireside chats, and other presentation formats.

• How to Be an Inclusive Leader

  Foster a culture of inclusion in your team or business.

  Busy leaders need to know precisely what they can and should do to be inclusive leaders who genuinely foster a sense of belonging within their teams that results in employee engagement, high performance, and consistent results now and into the future.

  In this program, Raven Solomon breaks down inclusive leadership into six straight-forward characteristics, demonstrating what each looks like in everyday leadership. She also covers the inner drivers necessary to actualize these characteristics in a way that team members see and feel.

  Your leaders will leave with a clear understanding of the importance of their inclusive leadership, newfound courage to lean into discomfort, and an awakened curiosity to learn more about themselves and their bias, as well as the lived experiences of others.

  Learning objectives:

  • Identify the six characteristics of highly inclusive leaders as well as their drivers.
  • Explain the quantitative and qualitative value of inclusive leadership.
  • Identify personal areas of opportunity to be a more inclusive leader.
  • Develop an action-oriented plan for personal growth.

• How to Be an Effective Ally: Activate Allyship for Equity and Inclusion

  The desire to become allies and advocates for inclusion can often be met with bewilderment, causing stagnation and frustration; thus, the problems that affect the lives of many of your customers, team members, and loved ones worsen. Now is the time for allies to be educated, activated, and empowered to create equity, inclusion, and belonging inside and outside your organization.

  In this program, Raven Solomon creates a welcoming, safe space for aspiring allies to learn about the severity of systemic inequities and how to activate allyship in their everyday professional and personal lives to close the gaps in inequity.

  Learning objectives:

  • Articulate a working definition of allyship and identify practical allyship actions.
  • Distinguish between performative and effective allyship, applying the Allyship Assessment Model.
  • Apply a four-step process to beginner allyship using the ACES model.
  • Identify opportunities where interpersonal allyship can be applied.

• The Foundations of DEI: The Six Building Blocks of Diversity, Equity, and Inclusion

  In this engaging and insightful program, Raven Solomon provides attendees with a working knowledge of the six building blocks of diversity, equity, and inclusion necessary to establish foundational awareness that leads to action and sustainable impact. Attendees will leave equipped with the knowledge, self-awareness, and cultural inquiry that will make them champions of DEI and inclusion in the broadest sense of the term.

  This program helps attendees understand the “what” of DEI to better connect with the “why” and prepare for the “how” through defining key DEIB terms, exploring the nuances of equality and equity, examining how systems work, and much more.

  Learning objectives:

  • Establish a foundation of DEI knowledge upon which sustainable action and impact can occur personally and organizationally.
  • Examine the six building blocks of DEI.
  • Provide a common language and working knowledge of crucial DEI terms such as diversity, equity, inclusion, belonging, identity consciousness, and intersectionality.

• The Generational Business Case for DEI

  Get clear on why DEIB is a must at every level of the organization.

  In this engaging and insightful program, Raven Solomon takes those skeptical of the value of DEIB in their workforce and makes them believers by clearly articulating the risk to their business without it. For those who are already believers, she equips them with additional tools and awareness to further understand and communicate the value of DEIB. She does all this uniquely, using generations to frame the value proposition.

  Learning objectives:

  • Identify the risks associated with not making DEIB a serious business imperative.
  • Provide a common language and working knowledge of crucial DEIB terms such as diversity, inclusion, equity, belonging, identity, and intersectionality.
  • Explain the generational evolution of diversity work in the workplace.
  • Understand the organizational and individual value of DEIB.

• Closing the Generational Gap: Empathize, Communicate, and Collaborate Across Generational Differences

  For the first time in history, there are four, in some cases five, generations working alongside one another in the workplace. Differences across these generations can create frustration, tension, and breakdowns in communication. These problems can stall productivity and create hostile work environments, leading to disengagement and dissatisfaction. Creating a culture where generational differences are understood, welcomed, and even leveraged can result in higher performance, happier employees, and better places to work.

  This unique and highly engaging program will engage every attendee, regardless of age, as they learn about the differences and similarities across the five generations in the workforce and how each can be leveraged to create the cross-generational synergy that drives results. Attendees will walk away understanding the general characteristics of each generation, why these characteristics are as they are, and how they tend to show up at work.

  Learning objectives:

  • Demonstrate a deeper understanding of generational characteristics and why each are the way they are.
  • Learn techniques for communicating more effectively with members of different generations.
  • Appreciate generational diversity as an organizational strength rather than a barrier to progress.

• Generations and Racial Equity

  Where and why generations and racial equity intersect to move us forward.

  In this informative and inspiring keynote, Raven Solomon breaks down the connection between equity and generations that every organization needs to know and lean into to thrive in a marketplace that is growing more racially and ethnically diverse by the decade. She helps attendees of all backgrounds understand how and why a generation can impact how they view, understand, and even combat racism. Attendees will leave with greater clarity on their generation’s role in fighting for racial equity and how to effectively collaborate with other generations in that pursuit.

  Learning objectives:

  • Explain the connection between generations and racial equity.
  • Demonstrate how and why one’s generation can impact how they view racism today.
  • Examine why equity is what marginalized groups and their allies want and need.
  • Describe how to leverage generational differences to move towards racial equity.