top of page

About Us

Our Team


Zenique Gardner Perry


A writer, educator and community organizer committed to helping organizations cultivate diverse and equitable spaces.


James Meinert


A facilitator, educator, and trainer who works with organizations ready to address the ways racism impacts their operations.


Natalie Gaviria

Lead Facilitator

A dynamic facilitator working to ensure that people have shared power and trust. Utilizes play and a focus on what brings us joy.


Melanie Powell-Robinson

Leadership Collaborator

Serves leaders and organizations through her dedication  to community engagement and advocacy for equity, justice, and inclusion.


Darius Rucker

Lead Facilitator

A thoughtful facilitator that places people at the center of his work, and supports communities in overcoming 
systemically oppressive systems.

Image by Tim Mossholder

Our Vision

Undo Bias is committed to helping organizations go beyond simple diversity and inclusion efforts. Too often trainings are "one and done" to meet some external expectations. UBC seeks to go beyond surface level trainings and works alongside organizations to take the steps needed to reduce racism, sexism, and other forms of oppression. We seek to support organizations of all sizes to examine and change internal patterns and dynamics of oppression that affect both their day to day reality and their overall ability to meet larger goals.

Anti-Racism vs. Diversity & Inclusion

We strive to do anti-racism and anti-oppression work rather than strict diversity and inclusion work. The difference, as we understand it, is that diversity and inclusion work is focused on changing the faces around the table from predominantly (or all) white to multi-racial, multi-gender, multi-age etc. We think diversity and inclusion work is very important, but what we have seen is that if an organization makes that the end goal, it is very possible that they will have a rotating door of diversity if marginalized employees feel as if they are being tokenized.

To truly diversify, an organization has to pay attention to the impacts of race, gender, religion etc. Because of this, we take an anti-racism, anti-oppression direction. This leads people at an organization to begin to develop their own ability to see and interrupt oppression when it is happening and initiate changes to the culture, the structures, and the policies that maintain racism or oppression. We believe that when an anti-racist, anti-oppression direction is taken, an organization will diversify, and the people brought on will be more committed to that organization.

Image by Clay Banks

Supporting Leaders

As a Director I wasn’t sure where to start with incorporating anti-oppression principles into my organization, but Zenique and James have helped make the journey so much easier. I can’t recommend them highly enough.

An Objective Approach

Zenique and James have been so helpful as we work to un-center whiteness at NCADA.  They deliver critical feedback in a non-judgmental way and inspire us to have courageous conversations in the workplace.

Committed to Antiracism

James & Zenique are deep listeners and responsive to the needs of the group. They have pushed our (mostly white) organization to make bolder and more significant commitments to anti-racism.

Here is a Sample of Our Client Partner Organizations

LoVo LoGo SQuArE (2).png
bottom of page