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We are repeatedly called upon to help organizations craft customized, strategic solutions to address their Diversity, Equity, and Inclusion (DEI) goals and objectives.

We are thought leaders—writing, speaking, and advising nationally on improving workplace diversity and creating inclusive cultures. Our programs are grounded in extensive research comparing effective programs to ineffective ones so that we can deliver sustainable and measurable results for your workforce or workplace.

Through our DEI work, we (1) offer assessments; (2) help clients design and implement strategic plans; (3) provide customized trainings; (4) audit and assess DEI goals and strategies; and (5) offer on-going consulting services. Where applicable, we partner with members of Greene Espel’s Employment practice group for targeted investigations and litigation prevention work.


It is hard to assess what improvement looks like without first understanding where you are. At the beginning of our engagements, we work with clients to assess where they are and articulate where they want to be. This assessment can include facilitated discussions with key stakeholders, employee interviews, surveys, and diversity assessment tools.

Once we understand your organization, we can better craft a meaningful program to drive change.


We help clients identify their diversity, equity, and inclusion goals (both qualitative and quantitative), use our assessment to draft a report detailing where you may be falling short of those goals, and identify a clear path forward to meet your goals.

But success isn’t just about having a plan, it is also about ensuring that we achieve organizational buy-in, including the executive leadership and employees. Our aim is to leave your leadership and employees feeling energized by the plan that we create together.

 Our strategic plans can address:

  • Institutional changes to reduce bias
  • Individual actions to reduce bias
  • Strategies to improve recruitment, hiring, promotion and retention of diverse talent
  • Improving workplace policies and procedures
  • Litigation prevention


Creating a diverse and inclusive organization requires more than a one-time training. We will work with you to create a long-term plan and check in on your progress as we go.  Your long-term success matters to us. 

Surya Saxena
Farah Famouri
Amran Farah
Sybil Dunlop

Practice Contact

Amran A. Farah

Related Practices

Events & Presentations

  • June 13, 2024. Amran Farah to Present on Elimination of Bias for Workers' Compensation Claims Read More
  • June 11, 2024. John Baker, Chad Blumenfield, and Amran Farah to Present at the FBA 48th Annual Federal Practice Seminar Read More
  • May 20, 2024. Sybil Dunlop, Jenny Gassman-Pines, and Davida Williams to Present at Minnesota CLE's 2023 Employment Law Institute Read More

Articles & Publications

  • February 8, 2021. After 104 years, the Minnesota Law Review Elects its First Black Editor-In-Chief Read More
  • October 18, 2020. 5 Ways Firms Can Avoid Female Attorney Exodus During Pandemic Read More
  • June 22, 2020. Restructure Your Organization to Actually Advance Racial Justice Read More


Sybil Dunlop Recognized by Minnesota Lawyer as a 2023 Attorney of the Year

She is recognized in the “Diversity & Inclusion” category as part of the Application Support Committee of the Infinity Project.

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Chambers USA 2023 Recognizes Greene Espel for Litigation in Minnesota; Jeanette Bazis, Sybil Dunlop, and Kate Swenson Named Notable Practitioners

This year’s recognition highlights the firm’s “widely respected litigation group able to provide expertise across a range of commercial disputes, including both class actions and single-plaintiff claims.” 

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After 104 years, the Minnesota Law Review Elects its First Black Editor-In-Chief

The Minnesota Law Review recently elected Brandie Burris as editor-in-chief, making her the first Black law student to lead the publication in its 106-year history.

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There is not a single, perfect solution to creating diverse, equitable, and inclusive organizations. A diversity program’s effectiveness depends on the specific training method used, the characteristics of the organization, and the specific outcomes measured after program concludes. We tailor our plan to your organization.

Please note

Sending information to us via this feature does not establish an attorney-client relationship. Please do not send any communications containing confidential or sensitive information if you have not already retained Greene Espel PLLP to represent you.