Mauricio Velásquez

About Mauricio

Mauricio has a BA in Economics and Psychology (double major) from the University of Virginia and an MBA from the George Washington University in Human Resource Management.

DTG’s clients include small and large, public and private, not for and for profit organizations. A partial list includes Arbitron, US Navy (Surgeon General and JAG), NIST, Council for Institutional Investors, NEA, SEIU, Nice-Pak, Thompson Coburn, Van Ness Feldman, Quest Diagnostics, and the National PTA. Past clients include Black & Decker, Hewlett Packard, Visa USA, Merrill Lynch and even the White House.

Mauricio has trained in every state but North Dakota and his life and work has taken him to more than 70 countries and most recently work with the US Navy took him Italy, Spain, Japan and coming up shortly Guantanamo Bay, Cuba. Mauricio has trained more than a half million executives, managers, supervisors and employees in his career and some of his most memorable work has been with the White House, Native American tribes, law enforcement and the military.

Mauricio really enjoys working with “militant or highly resistant audiences” – folks who don’t think they need diversity training. Also, Mauricio all too often is hired to do “rescue diversity training” – another diversity trainer had done some work before and blew the place apart – polarizing the place. Mauricio is brought in to heal and unify and bring the place back together.

Contact

Mauricio A. Velásquez, MBA

President
The Diversity Training Group
692 Pine Street
Herndon, VA, 20170
www.diversitydtg.com
Email mauricio@diversitydtg.com
Tel. (703) 478-9191
Fax (703) 709-0591

Find out more

Featured Article

Eyes and Ears Wide Shut – The Silence Is Deafening

June 16, 2020

I have always specialized in hostile or militant audiences but from time to time even I have to step back and pause for a second. Current events are always “fair game” in my workshops; it is what makes my sessions current, electric and never boring. Recent moments of truth in my sessions lead me to pen an update to the original article I wrote many years ago. The recent rash of horrible racial injustices (some say pattern) of Ahmaud Arbery to Breonna Taylor to George Floyd to Amy Cooper has erupted into a national conversation about racial injustice, white privilege, inequity, diversity, inclusion, and more.

Comments like – “I don’t care about BLM - Black Lives Matter, I am trying to run a business” or “White Lives Matter” or worse “White Lives Matter More (WLMM)” when people mention “Black Lives Matter” has led many to the politicization and polarization of these horrible atrocities and these acts continue a horrible pattern of racial injustice. You have to go back to “Rodney King had it coming!” and “Trayvon Martin, who cares.” Today, you must be a “liberal” or a “conservative” – ouch!

I am so struck by the lack of empathy, the callousness, the insensitivity of these comments but people are underestimating the passion, the energy, the rage behind all of this. Eyes wide shut really. Look, horrible, insensitive, racist, sexist, homophobic, ethno-centric comments are made almost daily but where is the outrage, the condemnation, the “calling this person out?”

REMEMBER:

What you permit – you promote

What you allow – you encourage

What you condone – you own

The silence is deafening, quite frankly. Where are our leaders to unify and not polarize? Where are the decent folk to call these horrible comments and actions out?

When these comments above were uttered in front of their peers, their colleagues (in a workshop) - what struck me the most – the rest of the participants in the session did not even flinch when they heard these comments. Oh, and these comments are coming from people they know, people they work with every day – not some stranger. How do the individuals who do not agree with these remarks (or who are horribly offended, afflicted) interpret the silence of their peers? Tacit support. Agreement. Endorsement.

How about an “ouch” or “wow” or “really” or “come on” or even a nonverbal reaction (facial expression, hand or body gesture) – some nonverbal action to show disapproval? Change the sound of your voice on a virtual call to convey your dislike and displeasure for the horrible comment. Oh, and stop with the “I did not say something because I thought I would get fired” for saying “wow or ouch?” Come on! Time to be a part of the solution and not contributing to the problem. Enablers, colluders, conflict avoiders are playing a big role in all of this. If you are not a part of the solution you are definitely a part of the problem.

We all need to “step up and say something.” Challenge the injustice, the lack of civility; speak up for those who do not have a voice. The silence is deafening. Haters (or what I prefer to call toxic individuals) win, get stronger, and are emboldened, when they go unchallenged. A form of bullying or intimidation if you ask me, and do not tell me I am making this up or “blowing this out of proportion.” Just look around, open your eyes and ears. Hate crimes are up, bullying, workplace violence, terrorism, hate groups, domestic terrorism, pick your poison – the symptoms are everywhere.

We all have a shared responsibility to lean in. I love this “teaching moment” to stir the conversation. Don’t pass up on the chance. I would rather my kids talk about these issues with me and we get it all out in the open then for them not talk about and have to “freeze” when someone else tries to blindside or ambush them.

It is when we all come to the aid of each other and not just you step up to defend “one of your own.” When men stand up for women, white for black, brown for black, black for white, and the rest of the permutations (you know what I mean) and we all stand up for each other, that I will finally feel like we are getting somewhere. I have said this before – the greatest challenge to humanity is staying human.

We all have a shared responsibility to each other as human beings. I always find it odd when I am defending, challenging, or coming to the aid of another and a person asks me – “Why do you care, you are not (blank)?” We must speak out for each other, especially for “those that are different.” This famous quote is always ringing in my ear.

First they came for the communists , and I didn't speak out because I wasn't a communist.

Then they came for the trade unionists , and I didn't speak out because I wasn't a trade unionist.

Then they came for the Jews , and I didn't speak out because I wasn't a Jew.

Then they came for me and there was no one left to speak out for me. By Martin Niemöller

Thanks for your time in reading this article! As I always like to say – “We are all in this together!”

Sincerely, Mauricio

Articles

INTENT versus IMPACT

Harrity Pledge and Challenge

This fundamental concept is one of the core principles of my work and integral to DTG’s approach to dealing with diversity issues in the workplace and marketplace. Diversity issues or employee relation issues (among people who are different) typically involve two people. The perpetrator or the initiator of the behavior is one party and the target or the receiver of the behavior is the second party. Read more

Harrity Pledge and Challenge

At a recent Association of Legal Administrators, Washington, DC Chapter meeting – John Harrity, Managing Partner and Diversity Partner of Harrity & Harrity was on a panel and presenting his firm’s Diversity and Inclusion Journey. Harrity and Harrity, LLP is an Intellectual Property Firm boutique based in Fairfax, VA, experiencing high growth. Read more

Gender Quake II

Harrity Pledge and Challenge

Potential Trump Trauma Inoculation

Many years ago I authored an article entitled “Gender Quake” and it was about the Anita Hill-Clarence Thomas hearings – the first time sexual harassment and gender equity issues entered our living rooms (through TV) and never left. Almost like a tsunami of gender insensitivity. Read more

Potential Trump Trauma Inoculation

Harrity & Harrity LLP – A Great Diversity & Inclusion Success Story

Potential Trump Trauma Inoculation

Since the election of President Trump, Diversity Training Group has seen an uptick in all aspects of our work. DTG has never been busier in our 21 year history. Although the media portrayed the last election as a “Culture War” (they were wrong) – it was really a “Values War.” From schools to law enforcement to the courthouse to high tech, to local, state, and federal government, to not-for-profits – we are seeing the Trump effect. Read more

The Truth About Associate Retention

Harrity & Harrity LLP – A Great Diversity & Inclusion Success Story

I am often asked by our clients to “help us stop the bleeding.” Law firms invest so much in sourcing, recruiting and developing their talented associates and to see them leave prematurely can be disastrous. One of my clients had lost nearly a dozen partners and associates (almost all were women and minorities, top performers) in a particular practice area in several weeks. Read more

Harrity & Harrity LLP – A Great Diversity & Inclusion Success Story

“Put your resources to work, show you are committed to diversity and inclusion – action, money, speaks louder than words on your website” - is what I told H & H. Harrity & Harrity, LLP, stepped up. An IP national boutique firm specializing in the preparation and prosecution of electrical and mechanical patent applications since 1999, was surprised, really impressed with the response to their new fellowship - scholarship opportunity. Read more

Recent Training Made Me Reflect

Toxic Employees, Toxic Workplaces

Recent Training Made Me Reflect

CURRENT EVENTS – Current events are just “upping the volume, the passion, the conversation in the workshop.” Do not shy away from current events. I do not answer “what do you think about…” questions at first, I deflect to rest of room to get them talking. Do your homework, stay up to date on current events – be ready! Address vacuum, hearsay and gossip with facts. You might have to revisit ground rules more than once. Read more

Emerging Trends in D&I

Toxic Employees, Toxic Workplaces

Recent Training Made Me Reflect

As a professional who has worked in the D&I field for 25 years, I am seeing some significant emerging trends in the workplace. As a result of an improving economy, previously slashed HR budgets are finally being revitalized with attention being paid to training and development - especially for diversity and inclusion.

Toxic Employees, Toxic Workplaces

Executive Coaching – The Diversity Training Group Way

Toxic employees are trying to “take over” and create toxic workplaces. As a diversity trainer, sexual harassment prevention trainer, consultant, executive coach, and expert witness, for twenty five years now, so much of my work points to one emerging phenomenon – toxic employees, toxic workplaces, are on the rise!

Ask any manager, any human resource professional - what keeps you up at night? Read more

Executive Coaching – The Diversity Training Group Way

Who Needs Diversity & Inclusion Training and Related Work?

Executive Coaching – The Diversity Training Group Way

In my nearly 25-year career as a Diversity and Inclusion Trainer, Diversity Strategist, Expert Witness, Sexual Harassment Prevention Trainer, Mentoring and Trust Trainer and Executive Coach, I have never seen the demand for our "coaching and 360 assessment services" explode like they have the last several months. Why? What is happening here? Read more

Who Needs Diversity & Inclusion Training and Related Work?

News of the “End or demise of the Diversity Training and Consulting Field” is a wee-bit premature. After a 25-year career training and educating nearly a million participants in my workshops and partnering with hundreds of clients - I wanted to share some observations about the “Participants and clients who need diversity and inclusion training and related work the most!” Read more

8 Major Myths of Diversity -–

Who Needs Diversity & Inclusion Training and Related Work?

Diversity Issue Definition – What You Don't Know You Don't Know

Question posed to me from a human resource professional – What exactly is a diversity issue? We all take about them, but I want a clear definition to share with my human resource colleagues! Too many professionals in human resources don’t have a clear understanding of what exactly is a diversity issue. As human resource professionals we have good instincts but we lack a formal, clearly written down definition of a diversity issue. Read more

The Silence is Deafening

Diversity Issue Definition – What You Don't Know You Don't Know

I have always specialized in hostile or militant audiences but from time to time even I have to step back and pause for a second. Current events are always "fair game" in my workshops; it is what makes my sessions current, electric and never boring. Recent moments of truth in my sessions lead me to pen this article. Comments like – "Rodney King had it coming!" and "Tayvon Martin, who cares," just get my motor running. Read more

What My Father Taught Me

Diversity Issue Definition – What You Don't Know You Don't Know

Diversity and Inclusion Fatigue

Antonio Velásquez, my immigrant father, who came to this country (legally, you have to say that these days) with nothing, not knowing the language, serving this great country in the military and then eventually with the GI bill graduating from college (at age 32) recently passed away. When someone close to you passes away you become very introspective. Read more

Diversity and Inclusion Fatigue

D&I Success has a lot to do with Leadership and Execution!

Diversity and Inclusion Fatigue

Do we have to keep talking about this? Oh, a diversity workshop… why? You are ruining the workplace; we can't have any fun anymore!" Have you heard these wonderful, welcoming, open, pro-learning comments lately? I had one participant (in front of all of his buddies) recently comment – "This session will probably be about the KKK, right?!" Understand don't judge! Read more

Demographics Are Our Destiny – 2010 Census Data Trends

D&I Success has a lot to do with Leadership and Execution!

I don’t know who said it – but she or he was right. Bull’s eye. The 2010 Census data continues to come out and many are being caught by surprise. As a former amateur demographer for the IRS (many moons ago), I find it all increasingly fascinating. Did you see these trends coming? I think many people don’t want to look at the data for fear of seeing what is already here and what is coming. Let’s dive into the demographic pool. Read more.

D&I Success has a lot to do with Leadership and Execution!

Let’s talk about Diversity and Leadership. Let’s start with some preliminary or basic questions. These are the fundamental “Leaders as Diversity Change Agents” questions that really have to be scrutinized and answered. Don’t even start your D&I (diversity and inclusion) efforts without first contemplating what is described below and the implications for you and your firm. Read more

Diversity and Inclusion – The Ultimate Question, Time to Be Brutally Honest!

Is what we are doing (those in the D&I field) really making a difference? Well, unfortunately the answer depends. Let me “slice and dice” this question. I am tired of the literature opposed to our work and our field. As a diversity trainer, strategy consultant, harassment prevention trainer, investigator, expert witness, and D&I warrior (I train 18 days per month), who has been training all types of audiences - but my favorites are hostile and militant audiences. Read more

“The Perfect Diversity Storm” – A Diversity Ambush or Set Up

Diversity and Inclusion – The Ultimate Question, Time to Be Brutally Honest!

I have seen some troubling trends lately – who hasn’t? DTG continues to be crazy busy. We have landed twenty new clients this year not despite these trends but because of these trends.

When you put these trends together – the intersection, like a powerful combination of different storms - it can make for a perfect disaster. The trends I am seeing.

Diversity and Inclusion – The Ultimate Question, Time to Be Brutally Honest!

Definition of a Diversity Issue – What You Don't Know You Don't Know

I have been in the diversity-training field for nearly 20 years and everybody talks about “Diversity Best Practices” today. Well, I think it is time, overdue really, for more conversation and deliberation about Diversity Worst Practices. I suggested this at a recent ASAE (American Society of Association Executives) Diversity Conference and it was very well received and they encouraged me so here goes. Read more

Definition of a Diversity Issue – What You Don't Know You Don't Know

Jump-Starting Your Law Firm’s Diversity Program

Definition of a Diversity Issue – What You Don't Know You Don't Know

Executive Coaching – The Diversity Training Group Way

At a recent firm retreat it is evident to everyone that there is a conspicuous absence of visible diversity among your partners. There seems to be a shared concern among the partners but no one comes forward to take the bull by the horns. This could be called a moment of truth or an “internal driver” or motivator. Your law firm could also be dealing with the marketplace realities where some of your clients are beginning to point out that they don’t see representative talent from all walks of life in your firm’s attorney ranks and it is beginning to concern them and their stakeholders. This is what I could call an “external driver.” Read more

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