Equity audits, listening sessions, surveys, and interviews to recognize strengths, identify equity challenges, evaluate policies and practices, and set improvement priorities.

Comprehensive, coordinated, and continual DEI professional development with tailored, community-specific curricula. Foundational equity training and workshops that meet specific organizational needs.

Organizational structure (e.g., change committees, Employee Resource Groups/Affinity Groups, Equity Task Forces) to leverage collective impact, catalyze action, promote ongoing learning, and provide venues for colleagues to contribute their expertise and perspectives to DEI policies and programs.

DEI project development, equity toolkits, and operational change informed by data and the communities most impacted by oppression, racism, and inequity.

Support for proactive recruiting strategies, inclusive hiring practices, transparent promotional pathways, formalized mentorship, and cultural change that promotes employee retention and DEI.

Inclusive leadership coaching to lead with transparency and vision, language and behaviors that clearly articulate and align with DEI values, and the courage and strength needed to steer into discomfort and make transformative organizational and societal change.

Holistic offerings (e.g., meditation, yoga, qigong, and other somatic programming) to heal from the visceral impact and legacy of oppression, racism, and other intergenerational trauma and enhance participants’ resiliency, wellbeing, and capacity to handle discomfort.

Values articulation, goal setting, agile strategic planning, equity frameworks, and organizational roadmaps that foster diversity, equity, and inclusion.

Scaffolding and incubation of pilot projects and other programming with interim leadership, co-facilitation, coaching, and thought-partnership.

Conflict resolution, mediation, restorative justice, bystander interventions, and communication coaching for healing.