Whether you are looking to build out targeted learning experiences on specific social justice topics or to design a deeper equity journey for employees tied to your organization’s history and culture, we are ready to support you. We work closely with representatives from your company or organization to understand your history, challenges, and goals related to equity and inclusion. We will ask questions to understand your needs and work with you to develop the educational experience that will help you meet the learning goals of your specific audience. We can build upon existing training and adapt them to a self-paced, digital format or help you identify new goals and draft content to meet those goals. 

We are proficient in multiple digital tools that can help bring your new content to life and ensure that learners are actively engaged with their own learning. Modules can include custom videos, knowledge checks, reflection and more with options for forced completion to ensure accountability.

Through the cultural impact inventory, we conduct interviews with the core team of leaders, mid-level managers, and individual contributors to discuss equity hopes, concerns, opportunities, strengths, and weaknesses. The goal of the inventory is to assess the potential for equity impact through personal and organizational change.  It concludes with recommendations for policy, practice and culture recommendations, with lead practice examples.

Through the organizational climate assessment, we will gauge the real or perceived quality of interpersonal and professional interactions in the workplace consisting of the current attitudes, behaviors, and standards concerning the level of respect for individual needs, abilities, and potential. The goal is to provide your organization with longitudinal data to guide new and enhanced strategic initiatives related to organizational climate.

Through a series of self-directed DEI learning modules, leaders are able to engage colleagues in continuous learning.  Each module provides instructions for how to introduce the activity, time allotment, supplies needed (if applicable), learning outcomes and guiding questions. 

This learning and accountability space is for folks that identify as white.  The goal is to make explicit the ways that systems of oppression and white privilege are often invisible to those that benefit from them and how a lack of consciousness around these things room for growth.  Participants will gain greater knowledge and skill in learning how to take a more active role in interrupting white supremacy in themselves, in the organizations, and in systems. The learnings lessons are designed to translate learning into action.

Microaggressions refer to the “everyday verbal, nonverbal and environmental slights, snubs and/or insults - whether intentional or unintentional - which communicate hostile, derogatory or negative messages to target persons based solely upon their marginalized group membership” (Derald Wing Sue). This learning space is designed to walk alongside participants to understand the origins, implications and impact of microaggressions on client and organizational outcomes. Participants will learn about historical biases in healthcare, contexts which are important to understanding both "The How" and "The Why" behind efforts to interrupt and mitigate the perpetuation of harmful biases.

Organizational leaders have a unique opportunity and responsibility to leverage their influence to advance inclusion and equity values, practices, and policies. This learning space will help participants understand how inclusion, equity, power, and privilege show up in their organizations and communities. Participants will have the opportunity to reflect on how their own identities and experiences inform their approaches to leadership, develop a deeper understanding of systemic oppression and bias, and identify opportunities to intervene and improve organizational processes including hiring, supervision, and strategic partnerships.

Implicit Bias refers to the beliefs and thoughts, attitudes and emotions that impact our behaviors, actions and decisions in an unconscious manner. This learning space is designed to walk alongside participants to understand the cognitive, cultural and socio-emotional considerations related to implicit biases and how it influences our decision-making and interactions. Participants will learn tools, strategies and systems to address, interrupt and mitigate harmful biases in ways that foster personal growth and organizational inclusion.

This training meets the Michigan Department of Licensing and Regulatory Affairs (LARA) Implicit Bias Training Requirement (2 hours)

This learning space allows participants the chance to establish a framework for understanding the concepts of inclusion, equity, privilege, intersectionality and social justice. Facilitators intentionally cultivate a learning environment that engages learners at various levels of knowledge in dialogue, reflection, and application exercises that create the building blocks for increasing cultural competence and humility.

This learning space offers participants a working knowledge of terminology and concepts related to the LGBTQIA+ community as well as basic allyship skills for creating more inclusive and affirming environments.  Topics covered include inclusive name and pronoun use, creating greater understandings of gender, sex and sexuality, including how they operate as systems in our personal lives and through organizations and systems.