When we know better we do better. We cannot solve a problem we do not understand.
We have created a series of courses using proven adult learning techniques, while also creating brave spaces to get deep into the heart of race equity work.
Common Language in DEI
Before you and your team can engage in race equity work, it is important to have a foundational understanding of diversity, equity, and inclusion (DEI) terminology and the important differences between words that can often be misused. After this guided conversation, you will leave with a DEI foundation and you will be armed with a common language that will enable brave conversations to advance personal and professional goals for change.
History of Race
For organizational leaders, the topic of race can often feel like a daunting one. Where do you even begin? We believe at the intersection of most diversity, equity and inclusion matters are racial dynamics. And, that it is impossible to get to the heart of DEI work without an understanding of the history of racism, the social construct of race, and the structure and dynamics of privilege. In this unlearning exercise, we will uncover important events in history that have a critical impact on racial disparities today, both in the workplace and everyday life.
Psychology of Racism, and Racial Identity
The History of Race educational exercise was great, but it left you with even more questions. Do you find yourself questioning how this applies to the workplace, or even in your personal lives? This course is an excellent add-on to follow “The History of Race”. We will dig deeper into understanding how racism manifests and is sustained by individuals living within systems of power and privilege. We will cover important topics such as unconscious racial bias, awareness of privilege, and the impact of ideologies that sustain racism, including colorblind ideology. In addition, we will discuss how individuals construct and maintain their sense of themselves as racial beings within historical and ideological constructions of race. This course will leave you with practical applications related to understanding how racial and ethnic identities play a meaningful role in the human experience and in organizations.
Brave Spaces; why talking about the -isms is so hard
Have you ever felt paralyzed by the discomfort of engaging in conversations about racism, sexism, or any other -ism? You aren’t alone. There is science behind that uncomfortable feeling and this guided conversation will demystify those feelings so we can all enter into brave spaces together to push forward for unlearning and change.
How to raise your race-consciousness and move to ACTION
The word “Ally” has been increasingly brought up in DEI dialogue. But, what does that really mean? And is that enough? In this course, we collectively uncover the work of allyship, what authentic allyship looks like, and leave participants with helpful and encouraging practices to help guide their unlearning journey.
Addressing Intersectionality - The Key to a fully inclusive workplace
The key to a fully inclusive culture is recognizing the complexity and importance of intersectionality. Originally coined by legal scholar Kimberlé Crenshaw, intersectionality is the idea that identity cannot be fully understood through one single lens (such as gender or race) alone. Identity is multidimensional. Imagine a coalition of diverse groups collectively working together to create an inclusive environment. Sounds beautiful, doesn’t it? In this course, we will take a closer look at understanding intersectionality and its importance in creating a fully inclusive workplace.
Facilitation of Affinity Group Dialogues
In light of recent events and tragedies, many companies have created forums commonly referred to as, “Listening Sessions”. If you have facilitated a listening session, and aren’t sure where to go from there, or if you intend to create a space for listening sessions but don’t know where to begin, this facilitated affinity group dialogue as a great place to start. These dialogues are for people of color and White people to have separate spaces to discuss and plan the work of anti-racism. Each group ultimately focuses on raising awareness of how race and racism move and act within all of us.
All people of color and White people are affected by racism, however they are affected and the work they need to do is different. Engaging in brave conversations on personal and systemic impacts of living in a racist society can be painful and difficult.
Facilitated Affinity Dialogues provides a brave space where White people can talk without fear of offending people of color, and people of color can talk without the burden of rationalizing and proving the validity of their experiences to White people. Doing this work requires a recognition that predominantly White work spaces may not always feel like safe spaces for people of color to be open and honest about their lived experiences. This option gives you the structure and language you need to create an authentic work environment focused on inclusive practices for all employees.