Does your company's culture...

...plan to embrace a diverse and inclusive environment?

...commit to confronting existing biases and develop a framework for measurable growth?

...value diversity of thought and experience?

Equity Allies offers long and short-term equity and inclusivity consultations for partners from any type of organization. These partnerships unfold in three stages.

CONTACT US

STAGE ONE

Evaluate and Analyze

---

During this phase of the partnership, consultants will observe the culture, climate and procedures of the partner organization and collect data. We will pay special attention to language, cultural policies, and individual assets which promote healthy, equitable relationships and working environments. We may conduct interviews with faculty and staff members to understand strengths and weaknesses within the work culture, policies, or interpersonal relationships. This aspect of the partnership may last anywhere from a few days to a few weeks.

STAGE TWO

Advise and Activate

---

After the observation and research period, we collaborate with stake-holding partners to build community, capacity, skills and awareness by identifying assets and areas of growth, then implementing a plan of action. Our facilitators will impart tools and strategies which will support partner growth, awareness, and empathy.

Key Developments

• Increase awareness of power and privilege as it manifests internally (internalized sexism,) inter-personally (limiting beliefs and behaviors,) and institutionally (policies).
  
• Investigate historical context of relevant barriers to access in the United States.
• Explore and exercise personal agency to interrupt problematic behavior and bias when it occurs inter-personally across intersections of identity, applying restorative justice and mediation tools, when applicable.
  
• Develop a concrete action plan and timeline for re-envisioning and/or modifying behavior, relationships, and spaces to augment equity and inclusivity.

STAGE THREE

Act, Reflect, Evaluate, Repeat

---

Once we have identified barriers to equity, and have increased cultural and interpersonal awareness, stakeholders will begin to practice acquired tools for equity and inclusion. Our team will support partners as they exercise the tools in their belts. We may identify a core leadership team, with whom we will work closely for a longer duration of time to observe the effects of the cultural adjustments and to steer the community toward success. The consultation is not over until the partners can feel and see a demonstrable shift in community culture, according to the goals and benchmarks identified in Stage Two of the partnership. Stage Three is often the longest phase of the process, where strategies are tested, adjusted, and implemented until the desired goals are achieved. 

"A diverse workforce that thrives in an inclusive culture leads to a better ability to serve customers, a higher level of innovation and a stronger employer brand."