“I used to tell people not to disclose.
Here’s why I still might.”
My commitment to this work is deeply personal.
My paternal grandmother was institutionalized without consent—during an era when mental illness was met with fear, stigma, and forced separation from family. That generational injustice—and the silence that followed—shaped my lifelong mission: to build workplaces where mental health is supported, disability inclusion is expected, and no one is left behind because of who they are.
For years, I didn’t disclose my own disability—even as I worked to open doors for others. And today, far too many people are still navigating systems that weren’t built for them.
My business case for inclusion was forged on the front lines. As a senior leader in high-volume contact centers and staffing, I led teams responsible for hiring hundreds at scale. Traditional pipelines weren’t enough—so my teams and I challenged the system. We turned inclusion from a value into a strategy.
This work has helped thousands of people with disabilities secure competitive, integrated employment, while equipping companies to build inclusive cultures that drive performance. I’ve seen the business value of disability inclusion—and I continue to share my experience, insight, and the lessons learned (including the hard ones) to help others do the same.
“I worked with Felicia in her capacity as a consultant and trainer on the topic of disability inclusion. Felicia is insightful, a true subject matter expert, and offers great support and guidance. Her facilitation and training skills are top notch. She engages everyone in the room, whether in training or in a meeting. Highly recommend Felicia for any organization!”
My Approach:
I tell clients the truth—even when it's not what they want to hear.
Not every organization is ready to go full speed out of the gate. So rather than take you on a journey that's destined to fail, I meet you where you are. Sometimes that means starting with a pilot. Sometimes it means challenging who owns the work or how you're planning to implement it. Because sustainable change requires honest assessment, not optimistic timelines.
I listen, collaborate, and innovate based on what you actually need.
Accompli+ exists because I heard the same pain point from dozens of organizations: accommodation management was breaking people. My approach is built on real-world problems, not theoretical frameworks. I stay current on what's happening in disability inclusion, employment law, and workplace strategy—because your challenges are evolving, and so should the solutions.
The best systems are only as good as your desire and resources to implement them.
My intent isn't to stay with you forever. We build together so that your leaders are empowered to sustain the work long after our engagement ends. I'm here to transfer capability, not create dependency.
I align every engagement with business performance, leadership accountability, and cultural transformation.
This work doesn't succeed in a silo. So I help you build systems where fairness becomes an operational expectation—embedded in how leaders make decisions, how managers support their teams, and how performance is measured. Whether I'm delivering a keynote, advising executives, or training teams through PeoplePotential™, I leave people equipped with practical tools that drive measurable change.
If you're ready for honest partnership and real results—I'd be honored to work with you.