The process of assessment often provides the best map for navigating an organization’s road to diversity, equity, inclusion, and belonging — by identifying opportunities for transformation and emphasizing the needs of those who are underrepresented. Through an assessment, our team will analyze whether your organization’s climate aligns with its existing mission, vision, and culture.
Using a mixed methods approach, we strive to connect with all individuals working within an organization via survey, focus group, or interview to fully assess the impact of instances of bias and microaggression; identify additional barriers to equity and belonging; and determine the needs of your employees and/or students.
Through an audit, our team will evaluate your organization’s communications (i.e., website, marketing, etc.); policies (i.e., employee manual, code of conduct, etc.); and practices (i.e., hiring, promotion, etc.) using an intersectional equity lens to highlight potential barriers to inclusion and belonging.
When conducting an audit, we consider the intersectionality of multiple identity dimensions including internal dimensions (e.g., race, ethnicity, gender identity, sexual orientation, age, disability); external dimensions (e.g., class/socioeconomic status, familial status, geographic location, religion, nationality); and organizational dimensions (e.g., role/job function, supervisory status, tenure).
Our team frequently partners with equity committees or working groups, DEI officers, and executive leadership teams to provide them with guidance on initiatives, policies, and procedures. Based upon our experience, best practices, and data gathered through an assessment or audit, we suggest strategies to transform and improve organizational culture.
Our team provides one-on-one coaching sessions that are customized to achieve individual and organizational goals. We provide individuals with biweekly or monthly opportunities to learn more about the concepts covered in our workshops (e.g., implicit bias, microaggressions, etc.); to practice interventions or techniques that promote equity and belonging; and to ask complex questions and receive authentic, personalized feedback designed to foster behavioral change.
Our circles are rooted in Indigenous practice and provide space for individuals to develop cultural capital by connecting with those who share particular social identities (bonding), to build human capital by sharing the perspectives of those with different identities (bridging), and to expand emotional capital by embracing individuality, commonality, and vulnerability during challenges (reflection).
Our team offers a variety of equity-centered workshops including “Bridging Identity Differences in the Workplace,” “Reflections on Inclusive Leadership,” and “Bonding through Stereotype Threat.” Each workshop features an interactive presentation of research studies and best practices related to the topic as well as facilitated group dialogues of context-specific prompts and scenarios.