In many workplaces, grief is often only acknowledged in the context of death. But loss shows up in countless other ways—quietly, collectively, and often invisibly. Employees may be grieving a role that changed without warning, a sense of safety in a workplace culture, the loss of a trusted leader, or the emotional toll of witnessing microaggressions and systemic harm. These are all forms of ambiguous grief—grief without clear resolution or recognition.
As a licensed psychotherapist and mental health equity consultant, I support companies and organizations in recognizing and responding to this grief—especially when it's tied to systemic inequalities, historical harm, and macro-level disruptions. The impact of racism, ableism, gendered violence, neuroexpansiveness and organizational injustice doesn’t stay outside office walls. It shows up in productivity, burnout, trust, and retention.
Westernized views of grief centers individual, time-bound expressions of loss—prioritizing stages, productivity, and emotional restraint.
Employees from historically excluded identities may experience grief related to microaggressions, lack of recognition, or representation.
Organizations in transition (e.g., layoffs, restructuring, leadership change) may be navigating collective loss that remains unspoken.
Communities recovering from violence or tragedy bring that grief with them into workspaces.
How I Can Support Your Organization
Through workshops, healing-centered dialogues, training, and strategic consulting, I help organizations:
Recognize and name ambiguous grief in ways that are culturally and historically grounded
Create grief-informed and trauma-informed policies and leadership practices
Facilitate collective healing spaces that center the needs of employees while offering affinity spaces for those who belong to global majority communities
Equip managers and teams to navigate change, loss, and repair with care and clarity
Shift organizational culture toward one that holds grief with integrity—not just productivity
Because grief is not just personal. It’s systemic, and it deserves a response.
If your organization is ready to hold space for what has been lost—and build toward something more just—I invite you to connect.
