Research
Assessment
Climate Survey – Focus Groups – Interviews
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 particular identity groups (i.e., BIPOC, LGBTQIA+, etc.).
Each assessment concludes with a findings report which may then be utilized to inform our team’s advising and/or implementation services.
Audit
Communications – Policies – Practices
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 burdens facing individuals of particular identity groups (i.e., BIPOC, LGBTQIA+, etc.).
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).
Each audit concludes with a summary report that lists areas of concern and provides suggestions for advancing equity within your organization.
Strategy
Advising
Committees – DEIB Officers – Leadership
Our team frequently partners with equity committees or working groups, diversity 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.
Implementation
Bias Reporting – Selection Processes – Mentorship Programs
Utilizing data gathered through an assessment and/or audit, our team can design, develop, and implement DEIB services on behalf of your organization. We have experience implementing bias reporting systems, selection/hiring processes, and mentorship programs for organizations of various sizes.
Facilitation
Circles
Bonding – Bridging – Reflection
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).
Bonding Circles are offered in series of four or six and are formed based upon shared identities of the participants (i.e., BIPOC staff, LGBTQIA+ staff, etc.). Bridging Circles are offered in series of four or six and are formed using our methodology designed to maximize differences (i.e., identity, perspective, lived experience, etc.) within a group. Reflection Circles are offered in a series of three or four and are open to anyone within an organization.
Workshops
Bridging Differences – Inclusive Leadership – Stereotype Threat
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.
We find that combining circles with workshops often has a greater impact on organizational culture since individuals have varying entry points to diversity, equity, inclusion, and belonging based upon their identities and lived experiences. For some, DEIB is a matter of the heart; for others, it is a matter of the mind; and for many, it is a combination of the two.