ASSESSMENT & DIVERSITY TRAINING
Our systems framework is an innovative approach to diversity, equity, and inclusion in the workplace. Our approach focuses on improving the policies, processes, and practices that contribute to your DEI challenges. Our approach does not attempt to fix people or debate ideology or morality. However, we do focus on employee voice and best practices for meaningful change. Our approach is one of the best ways to achieve the diverse, equitable, and inclusive culture your team needs to be successful.
Our framework is a good fit for organizations that have already acknowledged the importance of diversity, equity, and inclusion and are searching for more than implicit bias training and diversity 101.
OUR DEI FRAMEWORK
What do you and your team want to achieve? When you say you want diversity, equity, and inclusion, what does that mean? What are your leaders saying?
What is happening now as reflected in your policies, practices, and procedure? What do your employees say about diversity, equity, and inclusion?
What can you do based on the current reality? How does your workplace reality compare to best practices? What do you work on first?
Create a roadmap based on your goals, your current reality, and your priorities. Establish ownership, accountability, and sustainability.
OUR DEI TRAINING
DEI: The Language of
Learn how to move from the soft skills of diversity (e.g. implicit bias and conflict management) training to the hard skills of analyzing diversity data.
Your team will learn the 4 Ds of diversity data. By the end of training, participants will know how to create diversity and equity action plans based on a deeper understanding and analysis of existing data.
Past participants described the training as "amazing".
"ISMS" in the
Learn how racism, classism and sexism are more about systems rather than individuals. When a systems lens is applied to “isms”, your team gains a more holistic understanding which leads to more effective solutions.
Your team will learn five systems that create “isms”, as well as five strategies to make systemic changes.