Dr. Jennifer Sarrett is the founder of Disruptive Inclusion and its lead consultant. With a PhD in Interdisciplinary Studies, her work is rooted in systems thinking, social science, and organizational behavior, combining evidence with empathy to solve complex people challenges.

Her approach is practical and tailored, designed to address real-world issues like communication breakdowns, equity barriers, and team conflict. She has worked across academic, clinical, and public health environments, training future healthcare professionals and advising leadership teams on inclusive strategy.

At the core of her work is a belief that inclusion isn’t just an ethical mandate; it’s a strategic one. Culture is infrastructure, and Dr. Sarrett partners with organizations to design it with care. She developed Organizational Culture Design, a research-driven approach that identifies and removes barriers to high-performing, inclusive teams by predicting where problems will emerge, acting before they do, and refining based on real outcomes. It builds on the principles of Universal Design, which creates access and inclusion for all people to the greatest extent possible without creating barriers for anyone. Read more here.

Akil Sanders is a Principal Consultant with Disruptive Inclusion. With more than 30 years leading transformation in high-reliability environments, he works at the intersection of organizational change management, workforce transformation, culture strategy, and AI governance, helping organizations move beyond implementing change to sustaining its adoption.

His approach is grounded in hands-on experience. Akil has led enterprise-wide initiatives spanning organizational development, change management, digital transformation, leadership development, and DEI strategy, including helping build DEI programming across 22 command headquarters. His work focuses on the places where technology, culture, and mission execution meet.

At the core of Akil’s work is a belief that transformation succeeds when change, culture, and equity are designed together. Inclusion is an adoption strategy. AI governance is a people strategy, because responsible AI depends as much on trust, accountability, and workforce readiness as it does on controls. And what looks like resistance often points to a gap in design, not a shortcoming in employees. Guided by Disruptive Inclusion’s Organizational Culture Design approach, Akil partners with organizations to anticipate where change will break down, act before it does, and build change capability as a lasting strategic advantage.