Crystal serves as the Director of Inclusion and Student Success at WSU Tech, bringing over 14 years of experience in higher education to cultivate inclusive organizational cultures. She has served as both an internal and external consultant, guiding institutions and organizations in their equity and inclusion efforts through learning and development and strategic planning.
Recognized as a “Bridge Builder,” Crystal has a unique ability to connect across divisions, bridge cross-cultural boundaries, and leverage diversity to build stronger individuals and organizations. Her dedication to this work has earned her multiple honors, including the Wichita Business Journal’s Diversity & Inclusion Award (2020, 2022) and recognition as one of Wichita’s 40 Under 40 (2021).
She holds a Master of Science in Higher Education Administration from the University of Central Missouri and a Bachelor of Science in Family Studies & Human Services from Kansas State University. Additionally, she is SHRM-CP certified, holds an aPHR (Associate Professional in Human Resources) certification from HRCI, and is a Certified Qualified Administrator (QA) for the Intercultural Development Inventory (IDI).
Beyond her administrative and consulting roles, Crystal has been an adjunct professor at both the graduate and undergraduate levels, teaching leadership, personal development, business diversity, and cross-cultural communication courses. She is also deeply committed to community service, having served on the boards of the Wichita IndoChinese Center, Storytime Village, Girl Scouts of Kansas Heartland, and E.M.C. Community.
Cindy Villarreal, Kansas Department of Corrections, is an Offender Workforce Development and Employment Retention Specialist and certified trainer, with over 20 years’ experience in the field. She graduated from Fort Hays State University with a Bachelor’s in Music Education, and after a time in banking and in early childhood education, found her passion in workforce development. As part of the KDOC Reentry team, she prepares justice-involved individuals to become productive and valued employees and responsible citizens. She has presented at many levels, including local, regional, and national offender employment conferences, where her workshop was reviewed as being one of the best on the subject due to the practical advice and techniques given towards success in Second Chance and Fair Chance Employment.
Clinton Shane Bradley has been a minister, horse wrangler, soldier, international fashion model, journalist, franchise owner, tenured HR professional, corporate leader – a world traveler. These unconventional paths have become lessons forged from opportunity, and failure. These lessons are the cornerstone of my philosophical approach to our connected diversities. We are humans – not numbers. We place policy and “professional etiquette” before transparency and openness. My 20-years spent in the trenches of HR have provided truths beyond the complex navigation of ego and comfort. It is possible to include those we consciously, or unconsciously, marginalize through purposeful listening and sharing. It is possible to have an uncomfortable conversation with a colleague and leader – while remaining respectful. My truth is to be your guide down a hopeful path with kindness, empathy, advocacy, and belonging. Click here for more information about Clinton and here for LinkedIn.
We’ve defined the concepts; we’ve talked about what diversity is, what inclusion is and how the concepts relate to the workplace. We’ve told everyone why diversity matters, why inclusion matters, and explained with charts, graphs and statistics about return on investment and the business case for inclusion. But we are beyond talk and data. It’s time for action. If you’ve found yourself asking “how”?
An inclusive workplace recognizes and celebrates the many ways that we are all different. This presentation will explore gender pronouns and provide information to help us better understand what they are and why they matter.
The idea of creating an internal diversity, equity, and inclusion program can be daunting. You know it is critical work and you want to do it the right way. As someone who has both created and managed an internal DEI program and advised clients who are doing the same, Ashlyn has learned a few things along the way. The aim of this discussion is to provide a useful and practical starting point for those interested in creating authentic, active, and healthy DEI programs and policies in their businesses or workplaces.
Post-pandemic, our working environment has shifted. There is more of a demand for flexible work opportunities. Not only that, there has been an increase in calls for organizations to focus on diversity, equity, and inclusion (DEI). But, how can an organization advance DEI effectively while some staff work in the office, others from home, and some doing both? How do you ensure that employees, no matter their location, stay engaged with the culture? Advancing DEI In a Hybrid Work Environmentwill address these concerns and more.
This presentation highlights African Americans from Kansas who influenced society by pioneering early DE&I initiatives through civic engagement, sciences, civil rights, sports, business and education. These early Trailblazers were often the “first” in their field to make significant contributions on a national and global scale. Human resource professionals will connect the importance of early Kansas as a “Free State” and the legacy we are experiencing today.
Inclusive Communication is the method of using communication to allow everyone within a workplace to belong. In the workplace, there are different levels of seniority, professional experiences, cultural backgrounds and functional and access needs. If you’re communicating a policy that impacts a variety of people, how do you engage all of them? Engaging a diverse audience creates cohesion and momentum, but requires intention, preparation, and appropriate delivery.
“We the people, in order to form a more perfect union…. Do ordain and establish this constitution for the USA (US, 1787). These words, written in 1787, were intended to represent a country that supported the life, liberty, and pursuit of happiness (US, 1776) of all its people. Now, the question – which people are they referring to? How is DEI&B being defined? What does it mean to practicing attorneys? Are we guilty of camouflaging diversity in law or not guilty for not saying what’s right or wrong?
Explore the fundamental question of whether the work of diversity, equity, inclusion, and belonging is protected by the US Constitution. Learn the understanding of the constitution as it reflects DEI&B.
People thrive and perform at a high level when they feel they belong. Join us to unlock peak potential in the workshop “The toughest DEI Cycle to crack”
This session will take you on a transformational journey on one of the most critical concepts you’ll need to internalize and understand for your own development and for the positive change you want to see in your organization.
This workshop will help you understand exactly why DEI is so hard to talk about for everyone.
Whether you are an insider (those who feel comfortable and included) or an outsider (someone who feels excluded or that there are barriers) – DEI is challenging to talk about.
If we can’t talk about it, we can’t know what people are experiencing, how we can be better colleagues or leaders, and we can’t improve the experience for our people.
Everyone will feel included in this workshop. While DEI might be a polarizing topic in some circles, this is about building belonging for ALL for the betterment of people and your organization.
You’re guaranteed to have some ah-ha moments, to feel seen, and to gain understanding you didn’t know you were missing.