Rachel DeSoto-Jackson isn’t just another leader in diversity, equity, and inclusion (DEI). She’s challenging how we view DEI in education, business, and beyond. Her work emphasizes that the real goal isn’t just to comply with regulations or check boxes. It’s about creating a culture where people feel truly included, where diversity is celebrated, and equity isn’t a buzzword – it’s an ongoing commitment.
“Diversity is easy to measure,” Rachel says. “But inclusion and belonging? That takes work. It’s not a checklist, it’s a continuous journey.”
For over a decade, Rachel has developed programs that do more than meet DEI standards – they drive genuine transformation. Whether in higher education, corporate consulting, or the arts, her approach is clear: DEI isn’t about ticking off boxes on a survey. It’s about creating spaces where people’s voices aren’t just heard but truly valued.
At Indiana University of Pennsylvania (IUP), where Rachel serves as Director of the Center for Teaching Excellence, her influence is visible. She manages faculty training, leads DEI initiatives, and drives professional development programs. Under her guidance, IUP not only enhanced its Learning Management System but also worked toward ensuring it was accessible and engaging for everyone. “Engagement is key,” she notes. “It’s about giving people the tools and support they need to feel empowered and engaged in their learning process.”
In an era when institutions are pressured to present diversity statistics, Rachel’s approach stands out. While she acknowledges the importance of diversity metrics, she believes that true inclusion isn’t about numbers – it’s about lived experiences. “You can have a room full of diverse people, but if they don’t feel seen or heard, then what’s the point? Diversity metrics don’t capture how people feel.”
And she’s right. Many organizations and institutions pride themselves on their diverse staff or student body, yet when it comes to creating an inclusive environment, they fall short. Having a diverse workforce is essential, but it’s only a piece of the puzzle. Inclusion is the glue that holds everything together. The difference? Diversity is about representation, while inclusion is about participation.
Rachel’s work goes beyond simply offering DEI workshops. She recognizes that to truly change how people think and act, it requires integrating these values into every part of an institution. She builds systems that help people see DEI as part of the everyday fabric of work and life, not a side project. As Rachel says, “If DEI lives only in a few workshops or meetings, we aren’t really changing anything.”
Rachel’s passion for fostering a culture of belonging also extends to her work in applied theatre. Using theatre as a tool for discussion, she creates immersive experiences that prompt critical reflection on social justice issues. “Theatre can be transformative,” Rachel explains. “It helps us step into someone else’s shoes and see the world through their eyes.”
This technique has proven successful in corporate environments as well, where Rachel has facilitated dialogue and understanding on sensitive topics related to race, gender, and power dynamics. By encouraging leaders and employees to actively engage in these discussions, she creates a more open space for growth.
Her approach is grounded in the belief that inclusion is not a passive process. It requires action. It’s not enough to simply say that everyone is welcome – people need to feel it. This means consistently checking in with employees or students, gathering feedback, and being responsive to their needs. “True inclusion means being intentional,” Rachel notes. “It’s not about making one gesture and then thinking the work is done.”
What makes Rachel’s work especially impactful is her focus on strategic planning and long-term change. Her leadership at IUP exemplifies this. Under her direction, faculty have been trained on best practices for inclusive teaching, and DEI principles are woven into the fabric of the institution. This isn’t just about complying with a mandate; it’s about embedding inclusion into the university’s culture and daily practices.
“Everyone’s experience is valid,” Rachel says. “Our job is to create an environment where people can bring their whole selves to work or school without fear of judgment. That’s where belonging starts.”
So, how can organizations and institutions move beyond the surface-level DEI efforts that have become too common? Rachel offers a clear solution: be intentional, ask hard questions, and listen. “DEI isn’t a one-time training session,” she says. “It’s ongoing work that requires real action and a willingness to address uncomfortable truths.”
Indeed, one of Rachel’s core beliefs is that real inclusion takes courage – courage to listen, to learn, and to change. It means stepping away from token gestures and focusing on long-term solutions that truly create equitable spaces.
Rachel’s impact is already being felt in the way IUP engages with its faculty, how companies look at DEI training, and how arts-based initiatives spark crucial conversations. She believes that the future of DEI lies in creating authentic spaces where people not only belong but thrive.
Rachel DeSoto-Jackson is showing us what it means to go beyond compliance. It’s about moving from a culture of mere diversity to one of genuine belonging. Her work challenges us all to rethink our approach to inclusion – and to do better. “It’s about creating something that lasts,” she says. “A culture where people feel valued, seen, and heard. That’s the future we should be working toward.”
Rachel’s message is simple: diversity might get us in the door, but inclusion is what keeps us there. And when we get it right, everyone wins.
