Intro

Just me being me.

TRACE TAYLOR
Trace@TheTraceTaylor.com
813-486-5437

CONTRACT CONSULTANT

As a proven accessibility, diversity, and inclusion (DEI) program designer and coordinator, I am committed to advocating for sustainable and innovative change, continuous advancement, and resilient progress for individuals, organizations, and their communities through analysis, research, and education.

Diversity, Equity, Accessibility, Inclusion and the relational sustainability and resilience of organizations using internal CSR reviews and analysis have become my passion and vocation, and I am devoted to expanding my knowledge and expertise within this specialty.

Specializing in Diversity, Equity, and Inclusion (DEI), Equal Employment Opportunity (EEO), and Universal Design (UD), I partner with organizations to engage personnel, examine workplace cultures, and investigate biases to gain comprehensive understandings of an organization’s program effectiveness and sustainability potential.

With a structured and highly positive attitude, I am always honest in my assessment, accurate with my research, and tenacious in my work, focused on assisting organizations in meeting current socially-mandated expectations and state and federal regulatory requirements. My attention to detail with every assignment and my intensity of purpose are well defined and constant. This attitude helps to ensure valid, progressive, and constructive evaluations.


The Résumé

PROFILE SUMMARY

A champion of creating multi-cultural, multi-gender, multi-age, multi-ethnic Positive Workplace Experiences, I am a proven and well-qualified professional advocate and educator in the continual development and promotion of more inclusive work principles.

As someone with a unique personal awareness, I understand the importance of social, cultural, employment and interaction-ability readiness expectations and possess the ability to assist organizations in achieving their diversity objectives.

I have developed a reputation of unquestioned achievement for my commitment to fostering enterprise- wide fluency in the understanding of equitable, accessible, and inclusive cultures and the relationship between this fluency and more sustainable and resilient organizations and communities.

Committed and fully prepared to assist organizations, I offer the accumulated instincts, knowledge, and confidence necessary to serve as a contracted consultant in a number of current and emerging capacities.

KEY EXPOSURES

Program Assessment / Analysis / Investigation
Results Reporting / Validation
Program Design / Development / Implementation
Existing Program Improvement
Leadership, Management, and Staff Training
DEI / EEO / UD Programming
Determination of Cultural Biases
Long-Term Guidance
Network Utilization: Industry Specialists
Complaints Examination

VALUED PROFESSIONAL CHARACTERISTICS

Creative in Developing and Executing Programs
Ability to Meet All Targets and Deadlines
Setting High Expectations for Myself
Collaboration and Innovative Thinking
Direct and Effective Communication Skills
Advanced Problem-Solving Competency
Coordination and Management of Team Efforts
Strong Decision-Making Skills
Strategic Long-Range Planning Approach
Advocate for Social and Cultural Literacy

QUALIFYING KNOWLEDGE

My Life’s Work: “To construct a sustainable and resilient culture of equitability, accessibility, and inclusion on an individual, organization, and community-wide basis.”

Living the Experience: Accessibility, equity, and inclusion are ever-present aspects of my daily life. I value the gift of accessibility interactions and encounters and understand the frustration and sense of “not belonging” in dealing with situations that are not geared toward inclusivity

Program Assessments / Analyses / Investigations: Conduct enterprise-wide investigations; provide assessments and analyses; communicate results followed by structured recommendations

Risk Management: Conduct risk assessments and document DEI deliverables required to achieve compliance, utilizing a plan to create, develop, and implement programs, enhance current systems, or establish new programs with total cultural buy-in

DEI, EEO, and UD: Develop, implement, and monitor diversity initiatives and services with a focus on creating enterprise-wide respect, trust, openness, and inclusion via awareness and educational programs

Inclusion Programming: Recommend inclusion policies by combining progressive employee workshops and inclusive recruiting practices to create an evolved definition of the preferred work place culture

Diversity Programming: Provide services to reconcile individual diversity challenges, partnering with leadership, employees, human resources, and outside advisors

Universal Design (UD) Programming: Apply the principles of UD to architecture, space planning, product development, and individual motivation to remove barriers and address physical, emotional, behavioral, neurological, and cultural factors that impact work performances

Program Improvement: Acknowledge issues or deficiencies and direct adaptation efforts to create innovative solutions, improve outcomes, and meet program requirements

Presentations: A highly effective public speaker able to hold the attention of sophisticated audiences to effectively disseminate information; present at national speaking engagements, e.g., 2020 & 2021 American Education Research Association (AERA) conference

Long-Term Guidance: Established actionable mandates are fulfilled to sustain progressive programs

Training: Create organizationally-specific curricula and facilitate professional development workshops for employees at all levels of the organization

Talent Acquisition: Establish inclusive recruiting practices to ensure recruiters sustain a focus on seeking out, selecting, and hiring with DEI at the forefront of decision-making processes

Employee Interviewing to Determine Attitudes / Comfort Levels: Connect with all levels of organizations to identify the needs and concerns of individuals, with a focus on demonstrating the ongoing benefit of residing in a diverse work community

Complaints Examination: Investigate historical and current complaints to establish any individual, departmental, or company patterns of behavior; provide change initiatives to resolve issues

Network: Leverage my extensive network of contacts for additional knowledge and expertise

PROFESSIONAL EXPERIENCE

DIRECTOR, 2011 to Present
The Trace Taylor Enterprise, St. Pete Beach, FL

  • Consulting professional, assisting organizations with equity, inclusion, and diversity guidance

FOUNDING CEO and CHIEF CURRICULUM OFFICER, 2011 to Present
Community Leveraged Learning, Inc., St. Petersburg, FL

  • Aid equity and access with experiential qualitative field research in service of the community

INSTRUCTOR and CURRICULUM CREATOR, 2019
University of South Florida-Polk County Corrections / Literacy Grant Project, St. Petersburg, FL

  • Wrote curriculum and core instructional text for adult learners

FOUNDING DIRECTOR of ARC PRESS PUBLISHING, 2004 to 2011
American Reading Company, King of Prussia, PA

  • Created and grew a multimillion-dollar publishing division for the existing education company Note: A list of career activities and honors, speaking engagements, and published works is available.

EDUCATION

Doctoral Student of Interdisciplinary Studies
University of South Florida, Tampa Environmental and Social Sciences, Cultural Epistemologies, Education, and Technology Applications

Master of Liberal Arts, Interdisciplinary Studies
University of South Florida, St. Petersburg Education, Operationalizing Literacy, Mass Communications and Journalism

Bachelor of Arts
Creative Writing and Anthropology − Eckerd College, St. Petersburg, FL

Trace@TheTraceTaylor.com
813-486-5437

GENERAL PROPOSAL FOR INTERNAL CSR REVIEW & ASSESSMENT

Introduction

Understanding that most companies work to ensure an EEOC compliant space, it is always a good idea to get an outside, unbiased review from time to time, and while some corporate leaders  may think the current climate is too risky to conduct an internal review and assessment of their company’s internal social responsibilities, Trace Taylor Consulting contends to the contrary. Now is exactly the right time to conduct such a review given the current climate of less tolerance for social irresponsibility and an increased willingness to report such offenses. It’s just smart business to get ahead of any potential hazards that could lead to costly litigation and business and reputation damage from which some companies might never recover. Such a forward thinking response to the current climate sets a company up for long-term sustainability and resilience by establishing a preemptive defense against any potential complaints should any arise. It also creates a protective barrier between a company and any of their employees who conduct themselves in a way that puts the organization at risk. The courts, the EEOC, the other employees, and the public will see the company as virtually blameless because it has taken every opportunity to ensure a safe, inclusive, and equitable work environment for all employees regardless of gender, sex, skin color, ethnicity, religion, etc. Creating such a space for all is far less difficult than mitigating a tidal wave of legal actions and damages.

There are several simple aspects to ensuring an EEOC compliant environment and the reduction of an organization’s risks:

Policy, Employee Handbook, and Language

Policies, employee on-boarding materials, and the language used in these policies and materials will be reviewed and assessed for potential issues.

Practices

Internal departmental meetings, operations, and allowable internal communications will be audited and assessed for potential risks in language, processes, and patterns with the exception of those deemed classified and of course only within the comfort zone of the organization and its employees.

Pay Equity

Payroll review and assessment for any outstanding patterns which may pose potential claim risks.

Facilities (if applicable)

Facilities review and assessment for potential claim risks.

Historical and Current Complaints (if applicable)

A review and assessment for any outstanding patterns which may pose potential claim risks.

Anonymous Employee Interviews

It is highly recommended that all employees be interviewed to create a complete and thorough assessment and avoid missing the one employee at risk; however, this can be a random blind selection of a specific agreed upon number from among the total amount. Anonymous interviews also ensure a sense of safety. The majority of complaints filed with the EEOC and the courts are retaliation complaints. Anonymous interviewing maintains a low risk of such complaints.

Alignments

Compliance and alignment to the corporate mission and to city, state, and federal regulations, policies, and laws will be reviewed and assessed.

Summation and Assessment Report

The report of all findings will be submitted one month after the completion of the review processes and will include a proposed strategy for adjusting the organization’s alignment to city, state, federal, and EEOC regulations, policies, and laws.

The final step in the mitigation of  potential future risks and damages is to reorient to agreed upon proposed corrections necessary for risk mitigations. Trace Taylor Consulting can help your organization meet this goal by mapping out a strategy for progressive positive change and implementing such changes via the construction and conduction of customized awareness and sensitivity trainings, policy, text, and language revisions, operations and hiring practice adjustments, annual awareness and sensitivity maintenance trainings, and five year internal reviews to ensure the most updated alignment. Trace Taylor Consulting has a broad network of experts in immigration affairs, Human Resources, policy, law, and litigation, and (optional) environmentalism, Climate Change, and Global Warming. No stone will be unturned in ensuring your company’s sustainability and resilience through internal CSR.

Green Alignment: an optional additional review and assessment

This review and assessment will examine facilities, processes and internal operations, vender partnerships, and  resources and products for corporate environmental consciousness and conscience to ensure Climate Change and Global Warming mitigation efforts in day to day functions to ensure global conscience alignment at the lowest costs and the best chances of sustainability and resilience for the organization, its employees, talent, and partners, the communities in which all reside, and for the global energy exchange system.

Note: All Internal CSR reviews and assessments can be customized to meet the special needs of an organization and it’s specific mission and goals.