Trellis Overview

Trellis positions forward focused organizations for competitive advantage, high performance and sustainability through diversity and inclusion.

We help organizations build a high trust culture that fosters safe and inclusive workplaces, where talent is nurtured to create high performance teams, driven to succeed…

What We Know

Diverse, inclusive organizations produce more innovative ideas, achieve better bottom lines and create more engaged and loyal employees. 

To truly drive growth, organizations need to embed and maintain a transparent, collaborative and inclusive culture.

Your employees are your greatest assets – as future leaders of your organization. Every employee has unique work styles, values, experiences, perspectives, thinking and talents.

Let us help you leverage these differences today – to become the sought-after workplace of tomorrow.

Powerful Solutions

We help stakeholders climb, achieve, lead and thrive so your organization can.


Our Clients




Fast Facts

People perform best when they feel valued, empowered, and respected by their peers. Neurological research compiled by David Rock and others shows that our most productive, innovative, and collaborative times at work happen when we feel like we are a part of the team.– Josh Bersin, Principal and Founder, Bersin by Deloitte
Building an inclusive culture takes a vibrant mix of initiatives encompassing leadership development, onboarding programs to minimize risk of early departure by new diverse leaders, and meaningful advancement opportunities and succession plans that are visible and well communicated.– BESmith
Research indicates to achieve true and lasting change, companies need to create an ecosystem of measures and sustain it over time. The ecosystem includes CEO commitment, individual development programs for women, and collective enablers such as key performance indicators and human resources processes.– McKinsey & Company
Companies with more women on their boards were found to outperform their rivals, with a 42% higher return in sales, 66% higher return on invested capital and 53% higher return on equity.– The Guardian
We need the best talent for the future to guarantee a sustainable, competitive advantage.– Mark Hutchinson, President and CEO, GE Europe
Companies that embrace strengths-based development are shifting away from the idea that they must find employees who fit into a pre-existing culture, and are rather evolving their cultures to be more inclusive.– Catalyst Research Center
Designing a 21st century company demands more than a technology upgrade.  It requires a cultural operating system that allows all of your people to thrive.– Mike Walsh
Creating a more inclusive workplace is important for women and men.  Only about half of men say their companies embrace diverse leadership styles, with almost 1/3 of men who aspire to reach the top do not think they will make it because they lack the ‘typical style of a top executive.’– McKinsey & Company and Lean In
Achieving greater [gender] diversity in your leadership teams will not only increase your talent pool, it will boost innovation and improve profitability, thus helping to future-proof your organization.– E&Y
As racial and gender diversity levels increase in a company’s workforce, its profits relative to those of its competitors also increased.– Research study of sociologist Cedric Herring published in the American Sociological Review
Gender diversity helps companies attract and retain talented women.  Companies cannot afford to ignore 50% of the potential workforce and expect to be competitive in the global economy.– Gallup
The best organizations recognize that beyond race, gender, ethnicity and sexual orientation, diversity also applies to thought, skill and passions.– BloombergBusiness
After nearly two years of research, findings point out conclusively that the highest-performing companies embed inclusion into talent practices everywhere in their organizations.– Bersin by Deloitte
The millennial generation seeks out employers with a strong record on equality and diversity.  In particular, this is important to the female millennial, with 86% identifying an employer’s policy on diversity, equality and workforce inclusion as important when deciding whether or not to work for an employer.– PWC