Dr. Yuengling is the founding partner of Culture Point, LLC research-based and competency-driven firm working in all areas where culture affects performance. Dr. Yuengling is a globally recognized diversity and inclusion (D&I) researcher/practitioner and has worked for over 23 years with various high performance/high reliability clients in the Department of Defense as well as other Federal and private sector clients. Dr. Yuengling’s approach to diversity and inclusion is informed by her 17-year career in the private sector as an international and investment banker. On a personal level this experience formed the basis of her understanding of inclusion as performance related, on a professional level it gave her deep experience in understanding the inner workings of organizations and what contributes to organizational success.
Her groundbreaking research on the linkage between leadership, inclusion, and performance in organizations provides the foundation for her deep expertise in D&I theory and practice. Dr. Yuengling has published peer-reviewed research on the leadership competencies required to effectively lead a diverse workforce, as well as how to conduct rigorous diversity analyses and development of appropriate metrics for accountability. She has developed D&I strategies for organizations as large as the US Army and conducted D&I assessments and interventions for a variety of public and private sector organizations. She has developed and delivered training sessions to U.S. and international audiences on managing diversity for high performance environments, including cross-cultural communications, multi-cultural teams, and the creation of inclusive work environments. She possesses significant experience advising senior leaders on cross-cultural leadership, communication, high performance and followership issues. Dr. Yuengling’s philosophical approach to diversity can be summed up in three points: 1) Effective management of diversity requires that all diversity efforts be strategically aligned with the mission of the organization. 2) Culturally competent leadership is required to ensure organizational policies, procedures, and practices support a diverse workforce and create an inclusive workplace. 3) Performance is optimized only when an inclusive workplace is created, where all members of the workforce can perform to their highest potential.