As someone working in the equity, diversity, and inclusion (EDI) field, my job has been to give companies and organizations a clear and effective plan to help make workplaces less toxic and more inclusive. These solutions have tended to be knowledge-based, educational tools, or currated forums for discussion. I learned to prioritize building relationships and creating supportive, caring environments in every project space because that is how I could connect to people on a deeper level. Overtime I have found that employers are looking for EDI strategies that focus on ideas and 'from the neck up' actions. We have tended to forget about the sensory and physical realities of inclusion. Our bodies, which sit with us in cubicles, in meetings, and trainings, are almost invisible in the trainings on unconscious bias and microaggressions, however, our learning on EDI goes beyond our thoughts. It impacts our feelings and our senses.