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Equity, Diversity and Inclusion

Get REAL (Racial Equity Adaptive Leadership)
Get Beyond Talking about Equity to Being Equitable
  • Overall Approach
    OVERALL APPROACH ​ • Grounded in 1Neuroscience with a 2Trauma Informed approach 1Multiple influences including student teacher of John Yates Ph.D. (Culadasa), “The Mind Illuminated, a Complete Meditation Guide Integrating Buddhist Wisdom and Brain Science for Greater Mindfulness” 2Multiple influences including: - Resmaa Menakem, MSW, LICSW, SEP, “My Grandmother’s Hands, Racialized Trauma and the Pathway to Mending Our Hearts and Bodies” - Peter Levine Ph.D. “Somatic Experiencing” - Bessel van der Kolk MD, “The Body Keeps the Score” ​ • Whole Systems, Adaptive Change approach to address systemic challenge of inequity ​ • Co-facilitation model to ensure diverse representation and perspectives for robust and meaningful equity work that builds accountability ​ • We can use biofeedback tools to effectively accelerate the development of self-regulation practices to stay connected in the process of working through differences ​
  • Simulations
    SIMULATIONS ​ Simulations for embodied learning experiences that get past the defenses of our conditioned minds and unconscious patterns of behaviors, and move people along the 3continuum of anti-oppression skill development. Simulations include: ​ 3Leticia Nieto, Psy.D., “Beyond Inclusion Beyond Empowerment, a Developmental Strategy to Liberate Everyone” ​ 4Three Levels of Racism 4 Camara Phyllis Jones, MD, MPH, Ph.D. “The Gardener’s Tale” ​ 5Three Types of Power 5 Influenced both by the works of Julie Diamond Ph.D. “Power Intelligence” & Leticia Nieto, Psy.D, previously listed ​ 6Psychology and the Predictable Patterns of Behavior behind Privilege and Oppression 6 Paul Piff, Ph.D. “Does Money Make You Mean” research examines the origins of human kindness and cooperation, and the social consequences of economic inequality ​ How all these things interact to strengthen the profoundly unconscious forces behind oppression. These simulations provide insight into where we each unintentionally act to collectively hold oppression in place. Whether that be out of survival or indifference depends on your social group assignment. ​ Anticipated Time Investment: Simulations - day to multi-day, may be broken into series of half-days
  • Education / Training
    EDUCATION/TRAINING ​ 7Two Americas and 8Three Pillars of White Supremacy reveal the historical context and continuous construction of systemic racism 7 Influenced by multiple works including: - TJ Yosso, “Whose Culture Has Capital” based in Critical Race Theory, - Mark Charles, Navajo, Native American activist, “We the People” and collection of works, - John Biewen, Chenjerai Kumanyika and Celeste Headlee “Scene on Radio” series 2-4: “Seeing White”, “Men”, and “The Land that Never Has Been Yet” - Bryan Stevenson and Michelle Alexander’s collection of works on race in our criminal justice system ​ • 9Implicit Bias recognizing the internalized social conditioning of better than (superiority) and less than (oppression), and the continuum on which it is expressed through me 9 Dolly Chugh Ph.D, “The Person You Mean to Be, How Good People Fight Bias” ​ • 10How to Be an Anti-Racist 10 Ibram Kendi, “How to Be an Anti-Racist” ​ Anticipated Time Investment: Education/Training - multiple options (full days, half-days, 2 hours/week x 12 weeks series, 4 hours/month x 6 months). This service may include custom and/or collaborative curriculum development, and train-the-trainer for internal program maintenance and onboarding practices
  • No-Fault Zone
    11NO-FAULT ZONE No-fault zone builds the capacity to skillfully engage in the work of equity over time. Equity is about changing ourselves and the systems within which we operate to actually live up to our aspirations and actively value the wellbeing of all life. The No-Fault Zone is about disrupting the habit of defending the status quo that doesn't work for all people. 11 Founded in Marshall Rosenberg’s “Non-Violent Communication”, approach developed by Sura Hart & Victoria Kindle Hodson ​ • The No-Fault Zone gets past the binary thinking of black/white, right/wrong, good/bad, punish/reward, us/them. We don't waste time or energy trying to figure out who's to blame for what. Instead we focus on building our capacity to do the work of disrupting and dismantling inequities and creating more equitable systems that lead to more equitable outcomes. ​ • At the same time, the No Fault Zone provides the space to compassionately connect with our human experience, builds relationship across differences and doesn't minimize the reality of harm or the need to grieve loss, even when it is the loss of an illusion. ​ ​ Anticipated Time Investment: No Fault Zone - multiple applications: conflict resolution, restorative community process, and training series (i.e. 2 hours/week x 12 weeks)
  • Race-Based Caucusing
    12RACE-BASED CAUCUSING Race-based caucusing facilitated practice to reveal our own implicit bias of Internalized Racial Superiority (IRS) or Internalized Racial Oppression (IRO) within race-based groups to increase both individual and collective awareness, compassion and humility for our own unconscious complicity with racism 12 Influenced by Racial Equity Tools and Crossroads Antiracism ​ ​ Anticipated Time Investment: Race-based Caucusing - 2 hours at regular intervals, with train-the-facilitator sustainability options
  • Executive Coaching
    13EXECUTIVE COACHING Executing coaching to support the development and application of Leading with Equity, for example, minimizing and navigating the backlash. 13 ICF Certified Professional Co-Active Coach (CPCC) ​ ​ Anticipated Time Investment: Coaching - series of one hour sessions over months, may include initial assessment process and coaching plan with designed alliance, quarterly reviews, and completion reflection/evaluation process
  • Internal Equity Audit Process
    14INTERNAL EQUITY AUDIT PROCESS Gather data on how racism is operationalized in your organization (marketing, policies, procedures, practices, culture). Collectively review report to develop recommendations and accountability practices 14 Influenced by Nikum Pon Ph.D. MEd ​ Anticipated Time Investment: Varies significantly depending on several variables such as, number of employees, number of programs or product, and number of clients or customers. ​
  • Whole Systems Change Process Consulting
    15WHOLE SYSTEMS CHANGE PROCESS CONSULTING ​ 1. Define Shared Purpose (why - fuel needed to breakthrough barriers) and Values (how - fabric of building the trust needed for engagement) 2. Define Universal Goal (what – desired future outcomes and how to measure it) 3. Measure where whole group is relative to the goal (overall current state) 4. Disaggregate data to identify different group's performance relative to this goal (current state of inequities) 5. Examine how structures and other factors support or impede different group-based factors (define inequities) 6. Define and implement targeted strategies so that each and every group is set up for success to achieve the universal goal based on different needs/circumstances (remedies to create equity) 7. Implement accountability practices for ongoing values-based, collective community success to achieve desired outcomes 15 Multiple influences, including dr. john a. powell “Targeted Universalism” ​ Anticipated Time Investment: Whole Systems Change Process - consulting process with multiple touch points over years, from assessment through strategic planning, implementation and
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