If companies are not engaged in inclusion initiatives, they will be obsolete. Consumers favor brands that live DEIB values, are reflective of diverse cultures, and operate with a humans-first mentality.

DEIB initiatives are critical to an organization’s future

B = BELONGING Belonging amplifies performance 

DEIB is baseline human development work

DEIB builds organizational capacity for change

“As human beings, we are all connected by the desire to BELONG. When leaders create a culture of belonging, the organization SEES, HEARS, and RECOGNIZES all voices and contributions and this completely shifts what’s possible.”



We build a fabric of connection & belonging for all humans in organizations

Never has there been a more critical time to gather and champion diverse voices and experiences around the table.

We see belonging as the lever to ignite unity and performance. When humans connect to each other and a shared purpose, it increases performance, progress and outcomes.

We help organizations link DEIB values to their organizational values. To elevate commitment, we help businesses build a culture of belonging and empathy.




  • Internal Assessments
  • Curiousity Conversations
  • Employee Surveys


  • Findings Report
  • Internal Status
  • Recommendations



  • DEIB Strategy
  • Communication
    Strategy/Key Messages
  • DEIB 12-24
    Implementation Plan
  • Testing for Resonance


  • Leadership Consensus
  • Preliminary DEIB
    Position Statement
  • Organizational Consensus
  • 12-24 Month Plan
  • Materials List



  • Learning Workshops
  • Experiential Trainings


  • Learning Experience
  • Virtual DEIB Trainings
  • Application Plans from



  • Application of Learnings
  • DEIB Strategy Execution


  • Coaching on Implementation
  • Leadership Team Meetings
  • Application Recommendations
Diversity 101. For companies starting their learning jour- ney about the benefits and positive impact of creating an inclusive workplace culture. Learn more about why diver- sity matters and assess your organization’s readiness to evolve and grow. Early Stage Companies; recommended for HR Leaders and C-Suite executives
DEIB Reimagined: Dignity, Belonging, & Safety

All humans have a fundamental need to feel seen, heard, and valued. This is dignity. They also have a need to belong and do so when they experience psychological and emotional safety. When we discover this commonality among all of us, we begin to build the foundation of shared connection and trust required for becoming a truly inclusive workplace culture. Early and Growth Stage Companies; recommended for all employees

Inclusion & Belonging

What is the role of the company to foster inclusion and belonging in the workplace? What is the role of the individual to develop personally so that they can belong professionally where they are? This interactive workshop for HR leaders and C-Suite teams explores the intersection of the two: organizational and personal responsibility, development, and accountability. Early, Growth, and Regenerative Stage Companies; recommended for HR Leaders and C-Suite executives

Conscious Allyship

Workshop participants learn about Intent vs. Impact, Allyship, and the difference between Performative and Conscious Allyship. Individuals make a plan for personal growth and a commitment to becoming a conscious ally. Growth and Regenerative Companies; suitable for all employees

Unconscious Bias

We cannot change what we do not know. Unconscious bias impacts what we say, do, and behave, even if our intentions are good. Uncovering our biases help create space for more equitable ways to relate to one another. Holding deeper awareness and understanding paired with our intentions and goals will positively impact culture in your workplace. Growth and Regenerative Companies; suitable for all employees

Understanding Privilege

In the United States, there is the assumption that we are all on the same playing field and that opportunities are available to each person with equal measure. “Hard work and dedication is the recipe for success.” Yet we know this is not true. Privilege divides those with easier access, fuller representation, and richer opportunities with those who have less access to these benefits. Participants leave with a deeper understanding of how they hold privilege that is not their fault, and how systemic change comes through choosing to use privilege as a tool for conscious allyship. Growth and Regenerative Companies; suitable for all employees

Gender Equity

Equity does not mean that everyone is treated the same. Rather, it means that everyone is treated equally in terms of rights, benefits, and opportunities. Gender equity affects everyone- in the workplace, at home, as it is a systemic issue. Participants will understand the positive impact of addressing inequalities in the workplace so that you can align towards gender equity within your company. Growth and Regenerative Companies; suitable for all employees

Gender Spectrum

What does cis-gendered mean? What does non-binary mean? How does this relate to work? Gaining comfort through understanding how biology, gender expression, and identity work together to form a person’s sense of self can create more space for diversity, compassion, and belonging at work. Growth and Regenerative Companies; suitable for all employees

Identity Safety & Performance

Based on University of California researcher and professor Dr. Claude Steele’s work on identity safety, we will explore how code-switching, psychological and emotional safety, and bias affect how a person performs. Learn how to be a conscious ally by minimizing stereotype threat which increases engagement, belonging, and achievement. Growth and Regenerative Companies; suitable for all employees

Non-Violent Communication

Long taught in schools and used for social change, non-violent communication is practice based on four principles: observing, feeling, acknowledging needs – our own and others’ – and making requests. Power up your team interactions, reduce team and interpersonal conflict, and learn how to navigate disagreements between people. Growth and Regenerative Companies; suitable for all employees

Anti-Racism Training

Companies want to know what the guardrails are for their DEIB efforts. When and how do you take a public stand for Black Lives Matter? How do you address racial activism among your employees? Move from fear to frozen to fully-engaged in this workshop series, building on foundational conceptual understanding of terms, frameworks, and practices that bring diversity, equity, inclusion and belonging alive within your organization. Regenerative Companies; customized to your Strategic DEIB Plan.


We invested in our people and organization culturally and realized…‘Oh, wow, we can take care of each other and exceed Wall Street expectations.’



Intune brings Strategy to Life in People and Brands. They helped our Leadership Team find common purpose, get focused on key initiatives, and create a brand distinction to launch our company growth and success.

– Halim Dunsky, CEO Agile Panache

As a CEO, Intune has been a critical contributor to our success. From business strategy to team building, communication to marketing materials, they have touched every aspect of our business. Our investment has paid off 100X. We continue to go back for more!

– Michael Minson, Partner/Founder, Keller Williams, The Level Up Group

Intune launched our business foundation from brand anchors to our revenue generating strategies from our first clinic to our now 150+ locations nationwide. Christine and her team have the vision to help you capture potential, now and into the future.

– Si France, MD, Founder GoHealth Urgent Care

Intune understands human and team dynamics. They quickly identified our areas of weakness and identified new strategies, team functions, and workflow processes that improved our division’s performance across the board.

– Lori Leiva, VP, Pacific Gas & Electric

Intune visioned the potential of our company, even when we couldn't believe it or think it was possible. They led a collaborative process to unify our team and focus the entire company toward unprecedented results. We doubled our size, achieved 114% growth in under 2 years, and executed a successful acquisition.

– Sheri Mowbray, Founder/CFO, MoGo Interactive


5 Key Elements to Help Build A Dream Team

5 Key Elements to Help Build A Dream Team

In today’s dynamic of change and uncertainty and operating in various remote/Zoom scenarios, building and operating a Dream Team can be extra challenging. If you’re growing a business, launching a new product, or solving a crisis, how well a team works and collaborates together can be THE determining factor in your level of success.

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