DEI Training

Generally, our DEI training programs cover a range of topics related to diversity, equity, and inclusion, such as:

1. Understanding and valuing diversity: This topic covers the importance of recognizing and appreciating the different perspectives, experiences, and identities of individuals.

2. Unconscious bias: This topic explores the role of unconscious bias in decision-making and how to mitigate its effects.

3. Microaggressions: This topic addresses subtle forms of discrimination that can create a hostile or unwelcoming environment for certain individuals.

4. Building an inclusive culture: This topic covers strategies for creating a workplace culture that values diversity, promotes equity, and fosters inclusion.

5. Intersectionality: This topic explores how individuals can experience multiple forms of discrimination based on their various identities.

6. Allyship and advocacy: This topic covers ways in which individuals can become allies and advocates for diversity, equity, and inclusion.

The duration of our DEI training programs can vary from a few hours to several days, depending on the complexity of the topics covered and the goals of the training. We work closely with each organization to determine the most appropriate duration and format for their specific needs.

Consulting and Strategy Development

Our Consulting and Strategy Development service is designed to help organizations assess their current DEI practices, identify areas of improvement, and develop a comprehensive DEI strategy that aligns with their goals and values. This service includes the following components:

1. DEI Assessment: Our experienced consultants work with organizations to conduct a thorough assessment of their current DEI practices, policies, and procedures. This assessment may include surveys, focus groups, interviews, and data analysis to provide a comprehensive understanding of the organization's strengths and areas for improvement.

2. DEI Strategy Development: Based on the results of the DEI assessment, we work with the organization to develop a comprehensive DEI strategy that includes clear goals, action steps, and timelines. Our consultants work closely with the organization to ensure that the strategy aligns with their values and goals and is realistic and achievable.

3. Implementation Support: Once the DEI strategy has been developed, our consultants provide ongoing support to the organization to ensure that the strategy is successfully implemented. This may include providing training and support to leaders and employees, monitoring progress, and making adjustments as needed.

4. Evaluation and Reporting: We work with organizations to develop metrics and evaluation criteria to measure the effectiveness of their DEI strategy. Our consultants provide regular reports to the organization on progress and areas for improvement.

Our Consulting and Strategy Development service is highly customizable to meet the unique needs and goals of each organization. We work closely with our clients to ensure that our solutions are practical, effective, and sustainable.

Bias and Microaggression Training

Our Bias and Microaggression Training is designed to help individuals and teams recognize and overcome unconscious biases and microaggressions, which can undermine diversity and inclusion efforts. This training includes the following components:

1. Understanding Unconscious Bias: Our training program starts with an overview of what unconscious biases are, how they form, and the impact they can have on individuals and groups. We explore common types of unconscious biases and how they can influence decision-making.

2. Identifying Microaggressions: We help individuals and teams identify microaggressions, which are often subtle forms of discrimination that can create a hostile or unwelcoming environment for certain individuals. We provide examples of microaggressions and explore how they can be harmful and damaging.

3. Mitigating Bias and Microaggressions: Our training program provides practical strategies for mitigating unconscious biases and microaggressions. We explore techniques for interrupting bias and microaggressions, such as active listening, asking questions, and providing feedback. We also discuss how to create a more inclusive and welcoming workplace culture.

4. Practice and Feedback: Our training program includes opportunities for individuals and teams to practice identifying and mitigating biases and microaggressions. We provide feedback and coaching to help individuals develop their skills and build confidence.

Our Bias and Microaggression Training can be customized to meet the specific needs and goals of each organization. We work closely with our clients to ensure that our training program is relevant, engaging, and effective.

Leadership Development

Our Leadership Development program is designed to help leaders and managers build inclusive and equitable workplace cultures, build diverse teams, and leverage the power of diversity to drive innovation and growth. This program includes the following components:

1. Understanding Diversity, Equity, and Inclusion: Our program provides a comprehensive understanding of diversity, equity, and inclusion and their importance in the workplace. We explore how leaders can foster inclusive cultures, promote equity, and leverage diversity to drive innovation and growth.

2. Building Diverse Teams: We help leaders and managers understand the benefits of building diverse teams and provide practical strategies for recruiting, hiring, and retaining diverse talent. We explore how to create an inclusive hiring process that minimizes bias and promotes equity.

3. Inclusive Leadership: Our program provides leadership training that focuses on creating an inclusive and equitable workplace culture. We explore how leaders can model inclusive behaviors, promote diversity and equity, and provide opportunities for all employees to succeed.

4. Conflict Resolution and Difficult Conversations: We help leaders and managers develop the skills needed to manage conflict and have difficult conversations related to diversity, equity, and inclusion. We explore how to address bias and microaggressions in a constructive and respectful manner.

5. Accountability and Measurement: Our program helps leaders and managers understand how to hold themselves and their teams accountable for creating and maintaining an inclusive and equitable workplace culture. We explore how to measure progress and evaluate the effectiveness of DEI initiatives.

Our Leadership Development program can be customized to meet the specific needs and goals of each organization. We work closely with our clients to ensure that our program is practical, effective, and sustainable.

Employee Resource Group (ERG) Support

Our Employee Resource Group (ERG) Support service is designed to provide ERGs with the tools, resources, and support they need to promote diversity, equity, and inclusion in their organizations. This service includes the following components:

1. ERG Assessment: We work with ERGs to conduct an assessment of their current practices, goals, and needs. This assessment may include surveys, focus groups, and interviews with ERG members and organizational leaders.

2. Strategic Planning: Based on the results of the assessment, we work with the ERG to develop a comprehensive strategic plan that aligns with the organization's DEI goals and values. We help ERGs identify priority areas and develop action plans with specific goals, objectives, and timelines.

3. Training and Development: We provide ERGs with training and development opportunities to enhance their skills and knowledge related to diversity, equity, and inclusion. We offer customized training programs on topics such as leadership development, communication, and conflict resolution.

4. Networking and Collaboration: We help ERGs connect with other ERGs and external DEI networks to share best practices, collaborate on initiatives, and build a stronger community of DEI advocates.

5. Evaluation and Reporting: We work with ERGs to develop metrics and evaluation criteria to measure the effectiveness of their initiatives. We provide regular reports on progress and areas for improvement.

Our ERG Support service can be customized to meet the specific needs and goals of each organization. We work closely with our clients to ensure that our solutions are practical, effective, and sustainable.

Cultural Competency Assessment

Our Cultural Competency Assessment is designed to help organizations measure their cultural competency and identify areas for improvement. This assessment includes the following components:

1. Review of Policies and Practices: We conduct a comprehensive review of the organization's policies and practices to assess their alignment with DEI values and goals. We examine areas such as recruitment, retention, promotion, and compensation to identify potential areas of bias and discrimination.

2. Data Collection and Analysis: We collect and analyze data on the organization's workforce demographics, employee experiences, and diversity initiatives to provide a comprehensive understanding of the current state of DEI in the organization.

3. Focus Groups and Interviews: We conduct focus groups and interviews with employees at all levels of the organization to gain a deeper understanding of their experiences and perceptions related to diversity, equity, and inclusion.

4. Benchmarking: We compare the organization's DEI practices and outcomes to industry best practices and benchmarks to identify areas for improvement and opportunities for innovation.

5. Assessment Report: We provide a detailed assessment report that includes a summary of findings, recommendations for improvement, and a roadmap for implementing the recommended changes. The report includes metrics and evaluation criteria to measure progress and effectiveness.

Our Cultural Competency Assessment is highly customizable to meet the unique needs and goals of each organization. We work closely with our clients to ensure that our assessment provides actionable insights and recommendations for improving their DEI practices and outcomes.