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Services

Trainings:

 

Our trainings are just one tool of many we use to help introduce new ways of thinking, acting, and bringing cultural change to organizations and individuals.  All of our trainings include leadership and employee development, small and large group discussions, experiential learning activities and the trainers PowerPoint for all attendees to revisit.  In order to ensure our trainings are not just a "check-the-box" type of event, we offer what we call "Beyond Training" which includes follow-up and accountability opportunities for all attendees.  A few of our most popular trainings include:

Summary: 

Microaggressions are those everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership. In this 3-hour training participants will explore and experience what it takes to interrupt microaggressions and all types of“isms”. This training is very engaging, eye-opening, and empowering.

 

Objectives:

  • How to interrupt Microaggression and other forms of “isms” in real-time

  • How to know when it's about race and all other marginalized identifiers

  • What to do when the race conversation goes wrong.

  • Provide participants with a tool-kit to fight discrimination

Title:​ Speed Hating: A Date with Discrimination & Microaggressions and how to interrupt them.

Summary: ​Changing an organization's culture is one of the most difficult challenges an organization can undertake. It is even more challenging when trying to dismantle a white-dominant/supremacy culture. This is because White Supremacy Culture (WSC) comprises an interlocking set of goals, roles, processes, values, communications practices, attitudes, and assumptions. that fit together as a mutually reinforcing system and combine to prevent any attempt to change it. This workshop teaches participants how to decenter and deconstruct WSC by offering new and more equitable cultural norms.


Objectives:

  • Understanding the elements of White Supremacy Culture

  • Introduce antidotes and new cultural norms to replace WSC

  • How WSC shows up in spaces of people of color

  • How to decenter and deconstruct WSC effectively

Title:​ Creating a Culture where White Dominance is no longer "Supreme"

Title: ​Implicit Bias

Summary: ​“Unconscious bias” and “implicit bias” training are very popular nowadays, and it’s easy to see why. When we can frame the problem as one where people are participating in a system of oppression unconsciously, without malice, it absolves all the blame and affirms a state of racial innocence. When we do this we sugar-coat deeply embedded discriminatory thoughts and beliefs towards others.  It tells us: “I’m not bad, because it’s not the conscious part of me that is to blame”; therefore it’s not my fault.” But, where is the urgency and accountability in removing that? However, in this training we are more explicit in calling things out, so instead of calling it “Unconscious or Implicit Bias” we call it what it is: “Complacent Discrimination” or “Ignored Racism”  (sexism, ableism, and all other “isms”) as a way to spark the desire for change.  

Objectives:

  • Recognizing personal biases and prejudices.

  • How to override default thinking  and assumptions

  • Creating new norms 

  • How to effectively and respectfully call out discrimination