POWER + IDENTITY

The Problem:

People think “privilege” is a bad word… But all people inhabit different positions of privilege, relative to others and their surroundings at all times. 

The problem isn’t power or “privilege”––it's not being aware of how they impact relational dynamics.

What you will learn:

➛ Learn the different types of power in an org, and how to de-stigmatize power––not as something "good" or "bad," but something natural that moves projects forward (or not)

➛ How to reframe power as a “resource”

➛ How power relates to itself within an organization

➛ Where identity comes into the conversation, and how power and identity interact

➛ How to use power and privilege to create action

RECOGNIZING NON-INCLUSIVE BEHAVIORS

The Problem:

We often get "in our head" around feelings of inclusion/exclusion––questioning our emotional responses, replaying the details, often leading to a "he said/she said" conflict that goes nowhere... 

Putting a name to experiences of inclusion and exclusion help us process it, address it, and correct behavior so it doesn't happen again. 

What you will learn:

➛ What non-inclusive behaviors are (with real-life examples)

➛ How to develop your “active witnessing” skills––allowing you to go from being a "bystander" to an action-oriented ally

➛What makes an inclusive environment (but with less jargon, and more easy-to-spot, real-life examples)

ALLYSHIP + ADVOCACY

The Problem:

A lot of people conflate allyship & advocacy, offering one “all or nothing” way to intervene.

This training allows every team member the chance to embody their own expression of "showing up," while allowing them to feel more confident taking action when the time is right, without worrying so much about saying or doing the "wrong thing."

What you will learn:

➛ The key difference between allyship & advocacy

➛ Different ways to model allyship and advocacy

➛ Frameworks to support the development of your own authentic allyship and advocacy

DEI TERMINOLOGY

The problem:

This training addresses the issue of terminology––mainly, the conundrum of “I don’t know what to say….” or HOW to say it––without offending someone.

A lot of training with DEI terminology just teaches a bunch of terms, which is not a great use of time. (We do offer a glossary, but what’s more important is the SKILL of cultural competence, which is what allows you to feel more confident interacting with others across difference.)

Get out of the business of getting it “right” and get into the business of being aware of where you’re coming from, and engaging with others with curiosity about where they’re coming from.

What You Will Learn:

➛ How to more confidently and comfortably communicate with people who are very different from you.

➛ How to become more adaptable in shifting your attitudes towards people you disagree with and cultural differences.

➛ How to build awareness of your own cultural worldview, which simultaneously develops your ability to hold other cultural worldviews

APPRECIATIVE INQUIRY

The Problem We Address:

Terminology matters, but/and actually engaging with others who are different than us requires a different awareness. This training helps people build connection across differences, without causing harm or overstepping.

What you will learn: 

We will introduce a framework that empowers you to have thoughtful and inviting conversations. This approach allows both you as the listener, and the speaker you're connecting with, to foster meaningful and empowered dialogue.

➛ How to interact with others with relational openness and curiosity

➛ The art of “appreciative inquiry"––which allows you to engage in conversations of identity difference, rather than the trap of problem-solving.

➛ How to foster meaningful and empowered dialogue that enriches both you, the listener, and the speaker.

COMMUNICATING ACROSS DIFFERENCE

The Problems We Address:

With people all over the map when it comes to DEI, many teams feel like they’re talking over each other––not dealing with the same set of facts/realities/wavelengths, which further exacerbates conflict and harm. 

Most people don’t know the difference between interpersonal discrimination and structural discrimination, so our strategy to go about solving one problem often gets conflated with the other, and we go nowhere.

Example: Hiring a "diverse" team might be an obvious/shared goal, but what does that look like in the actual procedural process?

What you will learn:

➛ The four dimensions of DEI action as a lens for understanding which dimension you’re working from at any given time.

➛ The pillars of inclusion, and identifying your own approach.

➛ How to listen actively and inclusively, and practice listening with awareness of your “lens,” so you can begin to identify your own “lens” and your teammate’s “lens” to create more alignment in your conversations.