Ideology
I deploy integrated organizational change management models to help organizations build an equity-centered institution that supports it leaders, faculty, staff, and students to actualize its DEI mission. I account for the time and effort of relationship building that DEI work can require, as large-scale change can represent shifts in power and ideology and can be perceived as threats or insults. I operationalize researched-backed psychology and behavioral change frameworks to tend to the important personal and relational aspects of DEI-specific organizational change.
Approach
I approach I deploy a data-driven approach to evaluating organizations’ existing strengths, opportunities, and building your capacity for ongoing program evaluations. I approach controversial equity topics with care and candor, facilitating learning and restorative spaces that will help transform an organization’s equity culture.
Processes
Through a multi-phase process, I collaboratively assess an organization’s DEI foundation, centering its community’s concerns and historical context, to understand the structures, processes, and relational considerations for creating a sustainable equity ecosystem. I provide recommendations and resources to build capacity to measure, operationalize, and sustain future DEI efforts aligned with the strategic plan, mission, and community context. As a DEI strategy, training, and research expert, I utilize systematized processes to minimize organizations’ time commitment and maximize returns on this important investment.
Example Conversation Topics:
- Privilege Isn’t a Dirty Word: How to Use Your Positionality for Good
- Sharing Power: How to Actualize Student Diversity
- From Allies to Accomplices: Allyship at Work after 2020 Uprisings
- Disability Justice & Accessibility Beyond 2020: Amplifying Voices in the Margin
- Men & Boys as Accomplices to Girls & Women: Undoing Oppressive Gender Roles