Dr. William T. Lewis

Principal Partner

Dr. William T. Lewis and Associates

Dr. William T. Lewis, Sr., is a compassionate, dynamic, and strategic leader, with over 15 years in experience diversity, and inclusion.

Call Rates

Duration Price
15 minutes $45.00
30 minutes $80.00
60 minutes $190.00


Diversity Inclusion Inclusive Leadership HR Diversity Diversity Strategic Planning Diversity Consultant


Dr. William T. Lewis, Sr., is a compassionate, dynamic, strategic leader. With over 15 years in experience social work, diversity, and inclusion, he has been able to challenge the status quo, introduce thought provoking discussions, and produce positive results. Dr. Lewis has proven himself through education and experience to be a thought leader, strategic leader, and servant leader. Dr. Lewis welcomes the opportunity to discuss issues concering diversity, inclusion, inclusive leadership, and diversity strategic planning.

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8/25/2016 10:48:12 AM,
Dr. William T. Lewis replied:

Thank you for your questions. The U.S. Supreme Court has stated that a quota system cannot be used to achieve compositional diversity. However, an  organization can set aspirational goals in order to increase the diversity in which they seek.

There are several policies and practices that can be implemented that can help increase an organization's compositional diversity ( I am assuming compositional diversity (race, gender, age, etc. is what is meant by diversity in this case). Here are a few:

1. Establish a diversity recruiting and marketing campaign where your organization partners with diverse organizations, such as Black or Latino Chamber of Commerce. These relationships can help you explain your brand value to a new market and by highlighting your core values, you may recruit individuals from different groups who share your same core values.

2. A company's best recruiter can be the employees themselves. Establish a campaign through social media where employees highlight your brand value and how your company is a "great place" to work. Encourage them to share their expreriences with their friends on social media. For optimal impact you should have a diversity of employee types participating in this campaign.


Indeed, there are so many more examples of best practices far too many to list here. Please feel free to contact me at info@drwilliamtlewis.com to discuss further. I would love to hear from you.


Yours in Service,



5/23/2016 5:51:07 PM,
Dr. William T. Lewis replied:

I am not aware of any govermental finaical incetentives to hire a person from a protected class. There are however, federal laws in place to protect protected class indviduals from employement discrimination (see https://www.eeoc.gov/employers/index.cfm).

I hope this helps.



2/15/2016 9:45:35 PM,
Dr. William T. Lewis replied:

Interestingly, this question applies to big and small companies alike. First, diversity and inclusion will not produce the desired outcomes if executive leaders of the firm do not view D&I as a corporate imperative which supports the overall strategic direction of the organization. Moreover senior leadership should convey to hiring managers through messaging and incentives the firm’s priority to increase not only compositional diversity, but diversity of thought and perspective. The firm should hold its self and hiring managers accountable by including diversity and inclusion outcomes in annual reviews and corporate reporting procedures.

I hope this helps and please do not hesitate to schedule a call I can be of any further assistance.


Yours in Service,