About

Nathan Baptiste – EDI Mindfulness Consulting

Founder & Principal

Nathan Baptiste is founder of EDI Mindfulness Consulting, LLC, supporting organizations to create equitable and inclusive work environments in which employees of all different backgrounds thrive and diverse communities are represented and well-served. The greater purpose is to create a more equitable and peaceful society in which race and intersecting social identities do not predict disparate outcomes in life. Nathan is a specialist in organizational change advancing equity, diversity, and inclusion. He is also a mindfulness meditation practitioner for over 20 years, which is an integral component in his planning, coaching and training facilitations.

Previously, Nathan served as the Diversity Program Manager at Oregon Metro, the regional government for 25 cities based in Portland, OR. In this role, he directly managed the agency-wide Diversity Action Plan and a number of agency-wide initiatives, in which he delivered the design and launch of a racial equity, diversity, and inclusion (REDI) professional development training plan reaching over 1,000 employees in its first year of operation. Other achievements include: advising departmental leaders in the roll-out of their customized racial equity strategic plans, leading development of an equity lens for the agency-wide employee engagement survey, launching and co-facilitating employee resource groups, and partnering with recruitment and procurement leadership to enhance equity protocols in decision-making.

In prior experience in the field of higher education, Nathan led diversity programming as a Senior Assistant Dean of Admissions & Coordinator of Multicultural Recruitment, and later as the Director of Inclusion & Multicultural Engagement at Lewis & Clark College. In these capacities he drove initiatives to increase the diversity of enrollment at the college as well as retention through development of programs fostering a more inclusive environment. Nathan received his bachelor’s degree in Sociology from Occidental College and his master’s degree in Education Leadership from Columbia University. In his free time, Nathan enjoys outdoor family adventures, basketball, and dad-jokes with his 5- and 7-year-olds.

Nathan draws inspiration from the teachings of Thich Nhat Hanh, bell hooks  and Paolo Freire.

Vision

A world that is equitable, peaceful, and free of systemic racism

​​Lewis & Clark College:

At Lewis & Clark College I served as a Senior Assistant Dean of Admissions & Multicultural Recruitment, and later as the Director of Inclusion & Multicultural Engagement. In these capacities I helped drive initiatives to increase the diversity of enrollment at the college as well as retention through development of programs fostering a more inclusive environment.  I also served on the college’s EDI institutional strategic planning committee.

​​Notable accomplishments:

  • ​​Delivery of needed educational and professional development resources for racial/ethnic minority members, LGBTQ, and first generation college students, including peer mentorship program, EDI educational workshops, and annual intercultural leadership retreats
  • ​​Chair of Student Life Diversity Committee, responsible for curricular planning and implementation of Intergroup Dialogue (IGD) educational cohort learning series, unconscious bias training series, and various professional development workshops well received by staff
  • ​​Articulation of new vision and strategic plan for equity, diversity, and inclusion programming, positioning department to work more closely in collaboration with student organizations, peer departments, and external partners, in alignment with foci of Student Life division
  • ​​Coordinated annual fall and spring multicultural recruitment fly-in programs, attracting increasingly large groups of prospective students via successful community outreach and engagement, resulting in high yield rates of underrepresented students attending the college, utilizing culturally sensitive practices

Testimonials

Theory of Change

The achievement of a racially equitable, diverse, and inclusive organization that thrives is dependent upon several key understandings grounded in mindfulness:
  • 1) INTERSECTIONAL MINDFULNESS: We can’t change a problem that we can’t or won’t first recognize. Recognition that central to inequities and exclusion in an organization are the workings of systemic racism and other intersecting identity-oriented oppressions, including but not limited to sexism, heterosexism, ableism, classism, ageism, and nativism. Clearly identifying the structural and intersectional nature of inequities helps us develop a coordinated response.
  • 2) RACIAL EQUITY PRINCIPLES: Racial equity, diversity, and inclusion work is not a one-and-done affair. It is based on a set of principles that embrace people’s humanity and must be embedded in organizational culture to achieve sustainable results. Centering racial equity principles in use of an intersectional decision-making lens is essential for culture change that dismantles institutional inequities and barriers for all identity groups.

  • 3) ACCOUNTABILITY: Action can only be meaningful when we take personal, collective, and structural accountability for change. Coupling accountability for self-examination at the individual and interpersonal levels with accountability for equitable policy outcomes at the structural level is critical to dismantle institutional inequities for transformational change.

Contact EDI Mindfulness Consulting today!

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