DIVERSITY, EQUITY, INCLUSIVITY

Approach: We start by carefully layering historical and cultural contexts and work with stakeholders to co-create an intersectional and overlapping learning experience that is followed by practical application and implementation strategies.

Components: Common language, power analysis, the four pillars of racism, bias, intersectionality, Racial Equity Toolkit, Result Based Accountability, dimensions of oppression, white supremacy culture, and types of inequities, to name a few. 

What to Expect: 

• Learn a common language that will help team members with their awareness and embodiment of DEI philosophies and practices

• Define the essential characteristics for leading DEI initiatives

• Learn about how history and culture work together to create inequitable systems

• Situate oneself and their work within the socio-historical context of race in the United States

• Constructively engage in conversations about systemic and institutional oppression

• Name some common barriers to DEI work and have strategies/tools for overcoming them, and lead colleagues in the process

• Share examples of how power dynamics can play out in the workplace

• Understand the implications of power dynamics and gate keeping among staff

• Unpack systems of oppression and define its characteristics

• Understand the need for accountability, belonging and inclusivity in the workplace

• Begin to embody characteristics of effective allyship/co-conspiracy