Dr. Karen A. Johnson (Dr. J) Email & Phone Number

United States

Our Vision is that you achieve your vision. Our Mission is to help you achieve your vision. We Value you. Our Purpose is to help you discover and achieve your purpose. Here's how we help you excel...*Executive Coaching to Lead Change*Mentoring to Lead People*Facilitation to Build Coalitions*Consultation to Improve Performance*Strategy Planning to Achieve ResultsWe also provide consulting, professional development workshops, coaching, one-on-one diversity leadership support, and keynotes to assist organizations and communities entering into conversations about race, culture, and social justice. Our customers learn new skills they can apply in the workplace and beyond. We tailor our presentations to meet the specific needs of your organization.Facilitating:•Work with large or small groups in finding culturally responsive solutions to issues•Engage staff in dialogue to identify and address oppression•Moderate and participate on panel presentations•Present keynote addresses tailored to your audience•Design and implement diversity workshops to meet your needsConsulting and Coaching:•Make recommendations to respond to difficult situations•Evaluate your organization's culture through an equity lens, including observations and interviews, to identify next steps•Meet with organization leaders to examine or create long-term plans for greater equity and inclusion•Provide one-on-one leadership coaching•Work one-on-one with individuals to grow their cultural competence•Examine curriculum and makes recommendationsPlease contact us for a free initial consultation and price quote.

Olympia, Wa, Us

What a great opportunity to begin and end this incredible God-given assignment.

DOC, the second largest state agency, employs over 8,600 staff who work throughout the state in 12 prison facilities, 16 Work Releases, multiple field offices and several headquarters offices within Thurston County. Accountabilities: Compliance, advocacy, and education. Provide executive level information and recommendations to embed the core principles of Equity, Diversity, Inclusion, and Respect (EDI-R) into DOC’s strategic goals in logical and measurable ways. Member of the HR Leadership Team and Extended Leadership Team. Chairs the 42-member Statewide Diversity Advisory Council.Summary Responsibilities: Serves as the department’s expert and advisor on EDI-R and is responsible for increasing awareness and incorporating EDI-R throughout the organization. Recommends avenues to increase awareness, support, and culture change for implementing DEI principles and practices.•Partner with leaders to embed EDI-R principles into every contracting, employment, and workplace decision, interaction and action; provide advice and consultation to executive leadership, managers and staff regarding EDI-R.•Manage the Civil Rights Investigations team, ensuring compliance with federal and state laws, agency policy, the Human Rights Commission and Equal Employment Opportunity Commission.•Manage the Talent Equity (recruitment, acquisition and selection) team to identify resources that assist in accessing the best candidates for top management selection, targeted recruitments, and hard-to-fill recruitments throughout the agency.

Olympia, Wa, Us

Taught "Dismantling Racism in the Public Sector" class to students pursuing the Master of Public Administration degree - Winter quarter (January 2019)

Olympia, Wa, Us

“I don’t have bias and I definitely don’t see color. We are all the same.” Everyone has bias. Some we are conscious of and some operate on an unconscious level. Both types shape our perceptions and judgments about people’s character, abilities and potential behaviors. Fair and equitable public service is realized when public administrators intentionally recognize and address hidden biases.This class explored four key drivers for achieving fairness and equity in public service: 1. Making the unconscious conscious. (Self-awareness)2. Deciding to act and lead fairly and equitably at all times. (Values)3. Learning how to learn and think fairly and equitably at all times. (Retrain the Brain)4. Acting and leading fairly and equitably at all times. (Deliberate Action)Before attending the first class, students took the Race Implicit Association Test (IAT) and at least one other IAT of choice. The IAT is a tool that allows each of us to discover hidden cognitive biases: https://implicit.harvard.edu/implicit/.

* Provide leadership consultation and planning support focused on equity and diversity* Assist the district in developing/implementing necessary professional development to address equity and diversity needs and issues* Assist the district in planning and hosting forums for stakeholder groups, including facilitation services and outreach to community resources to support this* Assist the district in communication efforts related to equity and diversity initiatives

Tacoma, Wa, Us

Develops and executes HR policy, programs and strategy that enable Pierce County to achieve its vision, mission and goals. Directly responsible for the following accountabilities:•Organizational Development (Tier 2 Balanced Scorecard & Performance Management) •Workplace Equity & Inclusive Excellence •Workplace Culture, Employee Engagement & Recognition•Learning & Development strategy for individual contributors, supervisors, managers and leadersReports to the Director of Human Resources as member of the HR management team.

The Community Services Division (CSD), with over 2,600 staff, serves over 1 million clients through 53 statewide offices and a statewide contact center. CSD's purpose is to deliver public assistance programs in the most effective and efficient way. This position reports to the Division Director as a member of the Leadership team. Responsible for leading a team of managers and individual contributors in the following accountabilities: • strategic planning, diversity, inclusion and cultural competency planning;• organizational culture change;• continuous improvement, including use of Lean thinking and tools;• organizational and leadership development;• staff training (including Motivational Interviewing) and instructional design;• human resources and risk management; and • employee recognition and wellness.2012-2016 Key Accomplishments:•Certified eight Respect© facilitators to train nearly 2,800 employees in Respect© employee engagement workplace culture concepts within three months.•Provided expert-level consultation and coaching to over 20 management teams across the state to achieve collective results in a culture of Respect©.•Saw in increase in the percentage of CSD staff responding favorably to employee survey question, “My supervisor treats me with dignity and respect.”In January 2017, I was asked to provide strategic and operational leadership for developing a proactive equity, diversity and inclusion (EDI) strategy that advances fairness, embraces difference, and enhances cultural responsiveness. Key Accomplishments as of November 2017 include:•Trained 80 staff, at least one in each office, how to embed EDI in day-to-day decision-making. •Drafted a comprehensive EDI blueprint to achieve EDI goals. •Trained members of the "Transforming Case Management" workgroup how to review polices, practices, procedures and laws governing CSD work through a racial equity lens to achieve equitable access and outcomes for clients and staff.

Master Of Public Administration (Mpa), Public Administration

Doctor Of Philosophy (Phd), Urban Services/Urban Management