101 sessions introduce foundational terms and concepts around diversity, equity, inclusion and belonging (DEIB). Each session builds awareness on central, applicable concepts and includes tools and exercises that support the participant’s learning. Participants do not need to have previous knowledge of key DEIB terms, concepts, and practice in self-awareness. We suggest taking one to three 101 sessions before starting 201 sessions.
201 sessions are designed to foster deeper understanding of diversity, equity, inclusion, and belonging. Participants will gain the most value in these sessions if they previous experience with DEIB, especially a working knowledge of key terms, concepts, and self-assessment techniques.
Perhaps the most pervasive and transitional social identity, ability impacts every person in some way. Yet, those with disabilities are often ignored and made to feel invisible. In this session, we will educate audience members on disability as a social identity and learn disability justice skills.
We will build awareness about mental health and its impacts at work. We will engage in personal reflection around how previous and current work experiences might tie into our mental health. Finally, we will dig into how to support ourselves and others around mental health issues.
In this session, participants will go deeper in their understanding of diversity, equity, inclusion, and belonging definitions by exploring gender identity. They will understand what gender identity is, how the concept has evolved over time, and where it shows up at work. Through practical examples from navigating pronouns to responding to name changes and creating inclusive spaces, participants will leave more confident in their ability to be inclusive of colleagues across the gender spectrum.
Starting in 2020, women have left the workforce in the largest numbers since World War II because of a combination of equity-related issues around childcare, the pay gap, and increased harassment. In this session, we understand the challenges women face at work and uncover solutions that allow us to support the women in our organizations.
This two-hour training focuses on the specific context, tools, and skills leaders must develop in order to promote anti-racist practices across their teams.
In this two-hour follow-up to Being an Anti-Racist Leader, leaders will practice the racial competence model to engage in case studies and roleplays designed to help them prepare for real-life scenarios around race.
301 courses focus on practical application of diversity, equity, inclusion, and belonging theories and frameworks in structural and strategic forms. These courses require both preexisting knowledge of DEIB and specific social identities, as well as participants with the ability to drive and lead group and organization-wide initiatives. These “next level” sessions are for organizations who have advanced DEIB plans and policies previously and are looking to evolve.
These sessions help those new to diversity, equity, inclusion, and belonging develop insight and expertise in a given area while furthering the understanding of those with more experience. Focused on core tools, anyone can participate and leave with at least one beneficial, constructive action to take into their working lives.
In this session, participants will develop an understanding of neurodiversity through data, resources, and story-sharing. Participants will learn more about the neurodiversity spectrum and umbrella models and how neurodiversity shows up at work.
We explore the context of religion in the United States and compare it to other countries in the world. We use testimonials and studies to better understand the experience of non-dominant religious groups and explore the importance of cultural awareness in the workplace.
We examine how income, education level, professional prestige, social status, and social class shape our life experience and can affect our opportunity and wellbeing at work and beyond. We will review data and impacts of advantages and disadvantages based on social identity dimensions. We will use testimonials and research to more deeply understand how power structures can influence outcomes and how to support change.
In this session, we will discuss how communities of individuals with disabilities have organized and evolved over time and cover the core concepts of disability justice. We will usetestimonials and will focus on the example of the DeafBlind communities.
We explore Indigenous cultures and how the use and protection of the land and environment have beenimpacted by White supremacy and colonization. We focus on testimonials and research on the different ways Indigenous cultures relate to the land and the environment and how the contemporary approach to environmental protection can sometimes follow the principles of White supremacy. These understandings are then extended to a broader discussion on equity in practice.
We discuss the experience of being an immigrant in America, a history of US immigration, and how we can think about it and talk about it. We focus on immigrantcase studies, examining testimonials of the experience of leaving one’s country and settling into anew one, demonstrations of resilience, and challenges encountered.
In this session, we will define caregiving and invisible labor and will discuss the challenges caregiving employees face at work. We will then present what employees, leaders, and organizations can do to prevent burnout and stress for caregiving employees.
In this session, we disaggregate gender identity, sexual orientation, and sex. We explore components of gender identity and we look at how gender identity has been perceived by different cultures and throughout history. We then focus on the United States context and use testimonials and research to understand what it means to be a person who identifies outside of a strict binary on the gender spectrum. We explore how different gender identities show up in life and at work.
We talk about the differences between sexual orientation, sex, and gender. We explore the history of the gay and lesbian liberation and civil rights movement before and after Stonewall, and its evolution towards the LGBTQIA2+ movement. We highlight testimonials to better understand the experiences of those who have resisted oppression, how the movement has evolved and organized over time, and how workplaces and teams can operate more inclusively.
We will talk about the history of beauty norms and how it relates to gender and oppression. We will focus on testimonials and research to better understand the experience of those who don’t fit the norms.
In this session, we talk about the relationship between educational credentials, opportunity, and privilege. In many cases, minimum educational credentials screen out otherwise qualified and capable candidates. We explore our perceptions of elite education and how they may intersect with our identity, and how these factors play out in our view of job candidates, our peers, our colleagues, and those who may or may not extend opportunity. We discuss the difference between the achievement gap and the opportunity gap and reflect on our own background and the way it shapes our lenses and perceptions of others.
In this session, we talk about concepts of race in America. We explore how race affects who we are, how we are perceived, how we relate to each other, and what we can do to advance a more just environment.
In this session, we talk about generational cohorts and how to understand theimpact of cultural events on perspectives and values. We will focus on testimonials and research toprovide insights into how we experience our work and environment at various points in ourdevelopmental arc.
We inform vision, strategy, processes, and practices around diversity, equity, inclusion and belonging through various techniques and practices. We conduct research and assessments to identify the best paths forward for each of our clients. Our offerings focus on every part of the intersection between employee experience and belonging according to our DEIB-based model R2P2: recruiting, retention, promotion, and protection.