Audience: Board of a regional nonprofit organization

 

Process: Six skill-building and coaching sessions over six months​

 

Participants came away from the process with:

• Shared language and framework for board members to discuss diversity, equity, inclusion and belonging

• Guided process to articulate which elements of diversity are most mission-critical to expand within the board and how those efforts will improve board decisions

• Increased capacity to notice, name and shift board-specific cultural patterns that weren’t yet aligned with their values of inclusion and belonging

• A differentiated plan for new board member recruitment

Audience: All staff team of a financial services nonprofit

 

Process: interviews; focus groups; DEI-specific "Themes + Opportunities" report; goal setting facilitation; group coaching; individual coaching; large-group training and facilitation over a period of two years

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Participants came away from the process with:

• Shared meaning on organizational goals and the elements of the organizational culture they’d need in order to reach those goals

• Sharpened skills to notice, name and leverage differences including race, gender, sexuality and more, in service of the organization’s internal and external goals

• Shared framework to understand and navigate varied dimensions of power 

• Revised organizational policies and practices to better align with their values of equity and justice 

• Deeper trust, cohesion and effectiveness as a team

Audience: Staff and volunteer leaders of a national professional association in the for-profit sector

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Process: Three-year process of designing, piloting and refining industry-specific Diversity, Equity and Inclusion curriculum, followed by training association leaders to deliver the curriculum to their members

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Participants came away from the process with:

• A nationally recognized, industry-specific Diversity, Equity and Inclusion training program that includes two foundational workshops and a nine-session advanced cohort model

• Internal capacity of the membership association leaders to deliver mission-critical content to their members without the added cost of consistently hiring outside consultants

• An industry-wide framework to help members across the USA address Diversity, Equity and Inclusion related goals and challenges

Audience: All staff team of a direct service nonprofit organization 

 

Process: Group staff coaching sessions and 1:1 coaching with leadership, concentrated work for six months and follow-up quarterly sessions

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Participants came away from the process with:

• Shared meaning about the anti-racist culture the organization needed to co-create in order to achieve their mission

• Increased awareness of how individuals have been impacted by, and implicated in, the old organizational cultural patterns 

• A practice of centering the voices of team members of Color who were/are most impacted by racism in the organization

• Shared commitment and motivation for team members to do their own work to shift the organizational culture through reflection, co-mentorship and coaching

• A new, anti-racist organizational culture that supports the organization’s mission, vision and values 

• An increased capacity of leadership to embody + maintain this culture, as demonstrated by increased staff trust in leadership and greater team capacity to work together to navigate the challenges of their jobs

• Deeper trust, cohesion and effectiveness as a team

Audience: Select medical providers and business leaders operating within a health care system

 

Process: Design and implementation of a seven-session cohort program focused on healthcare-specific issues around Justice, Equity, Diversity and Inclusion; convened meetings with Justice, Equity, Diversity and Inclusion Committee to inform cohort design and coach the core internal change-makers in the organization

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Participants came away from the process with:

• A critical mass of leaders across the organization with shared frameworks and foundational skills related to Justice, Equity, Diversity and Inclusion

• Shifted policies and practices that better align with the health system's values of equity and justice

Audience: Neighborhood-affiliated white women who wanted to grow their capacity to dismantle white supremacy and white nationalism 

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Process: Design and delivery of one retreat and four follow-up sessions that spoke to the cohort's unique context, goals and challenges

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Participants came away from the process with: 

• A supportive network of relationships among a similarly-identified cohort who are committed to dismantling white supremacy and white nationalism

• Increased analysis and skills to notice, name and intervene in white supremacy within themselves, their interactions, institutions and society at-large