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Bernard  Coleman III

Bernard Coleman III

Head of Employee Engagement at Gusto & Former Global Head of Inclusive Engagement at Uber


Bernard is the Former Global Head of Inclusive Engagement at Uber Technologies Inc. In this role, Bernard drove the diversity and inclusion programs and his efforts spanned the boundaries of Uber working in close collaboration with people program areas like human resources, talent recruitment, analytics, marketing, communications, and branding in an effort to enhance diversity throughout Uber.  Read More >

Coleman currently works for payroll startup Gusto, where he is leading the employee engagement team within the People Operations organization. What attracted him to Gusto is the service-oriented nature of the company. Gusto is designed to help small businesses with everything from payroll to benefits to human resources to time-tracking tools. "This ties back to my campaign days of serving underserved populations," Coleman, who led Hillary for America's diversity and human resources initiatives, said. "To have the opportunity to serve them and the opportunity to do it right has a personal alignment to me."

Prior to joining Gusto, Bernard led the diversity and human resources initiatives at the Hillary Clinton for America campaign as the first ever in United States history, Chief Diversity and Human Resources Officer for any presidential campaign for either political party. Bernard helped to develop the campaign’s institutional planning in support of the mission and goals as well as assessing the strategic diversity indicators and standards that ensure responsibility and accountability for achieving diversity, multiculturalism, and cultural competence within the diversity and inclusion matrix.

Bernard previously served at the Democratic National Committee for six years as the Deputy Chief Diversity Officer and the Director of Human Resources, helping modernize the DNC’s human capital operations – moving from transactional to tactical. As part of the modernization, Coleman helped to promote greater pay equity, diversification of staff, the creation of safer spaces, greater cross-cultural competence across the organization culminating in fuller partner relationships and enhanced multiculturalism.

Bernard has also held senior level roles at the Democratic Congressional Campaign Committee, the Society for Human Resource Management and the Government of the District of Columbia.

In addition, Bernard has written for Forbes, Catalyst, the Society for Human Resource Management and his insights have appeared in media outlets such as Nasdaq Government Clearinghouse and the Huffington Post.  Coleman holds an M.B.A. in international business from Trinity University, a B.A. in psychology from Hampton University and an Executive Strategic Diversity and Inclusion Management certification from Georgetown University. Bernard is also a graduate of the University of Virginia’s Thomas C. Sorensen Institute for Political Leadership.

Named a 2018 American Council of Young Political Leaders Fellow, a 2018 Black Enterprise Top Executive in Corporate Diversity, recognized as one of the Top 50 Multicultural Leaders in Technology in 2017 by the National Diversity Council, Bernard was also honored as one of Hampton University’s Inaugural Forty Under 40 honorees, as well as The Network Journal’s 2017 “40 Under Forty” honoree. Bernard is a SHRM Diversity & Inclusion Expertise Panelist and also serves on the Cultural Vistas, Tides Advocacy Fund and Paladin boards, respectively.

Bernard resides in the Washington DC area with his wife Edda Collins Coleman and their three daughters. Read Less ^

Speaker Videos

Changing Uber

We Are a Connector

Diversity and Inclusion

Together We Can Do This

Speech Topics

Promoting Inclusion in the Workplace: How Leaders Inhibit Inclusion & How to Course-Correct with Methods Like Positive Psychology

Inclusion and belonging are sought after workplace attributes but often are not achieved due to leaders who inhibit inclusion through their actions. Using positive psychology, leaders can effectively leverage tools to meaningfully participate and model inclusion. Learn how to expand your D&I toolbox to improve professional and personal relationships during this powerful presentation.

Overcoming Bias & Optimizing Diversity & Inclusion for Innovation

Unconscious bias shows up every day, penetrating all levels of society—in our neighborhoods, places of worship, workplaces, and the like. Unconscious bias has an outsized impact on us in more ways than we may realize. To truly harness the power of diversity and inclusion, battling bias is the key to unlocking innovation and helping teams win. Explore what unconscious bias is, how it can impact individuals and teams in the workplace, and bias-busting intervention strategies that can be deployed as well as tips for teams to leverage D&I for success.

Bias Blockers: Combating Implicit Bias at Work and Developing Resilience & Tactics to Overcome

Unconscious bias has an outsized impact on us in more ways than we may realize. Often solutions are proffered for what organizations should do to battle bias, but what about the person experiencing unconscious bias? Where are the tools for individuals? Learn tips to help navigate unconscious bias on a personal level as well as coaching techniques to help others develop and internalize resilience at work, gain skills for mastering and maximizing mindfulness and master exercises to optimize for success.

The Intersection of Innovation & Inclusion

Uber has decided to approach inclusion and diversity in a holistic, intersectional way.  We are building a work culture where radically diverse and inclusive teams drive innovation, accelerate growth, and build a work culture and systems were all employees have the opportunity to excel and grow to their highest potential. Learn how to tap into the innovation through the power of inclusion.

Generational Diversity: Creating Community Through Inclusion & Collaboration

Together the Silent Generation, Baby Boomers, Generation X and Millennials make for a profound challenge in the workplace - how can organizations handle generational differences and leverage the immense talent collective amongst age groups.  Explore how to avoid a culture of conflict and learn how to build a culture of inclusion that embraces generational diversity by harnessing the power commonality, collaboration and community.

Embracing Difference

The workforce is ever evolving and organizations are constantly grappling to state ahead of the curve to ensure that their work environments are inclusive to all, where belonging is of paramount importance. How do organizations contend with fully embracing the LGBTQ community and ensure that space is created that supports a workplace where everyone can thrive.

Creating a Diversified Workforce: Developing a Collective Intention to Create an Inclusive Work Environment