We provide a multilayered approach that supports Colorado organizations to transform their cultures and practices to be more equitable spaces that produce belonging.
Belonging & Equity
We focus on Belonging and Equity, which we believe are the two cornerstones of creating organizational cultures that are successful in recruiting and retaining a diverse workforce.
We start with Belonging, because it really targets organizational culture. Belonging means recognizing the collective assets that our diversity brings, and creating a culture and community that provides a safe and inclusive culture for people to be their authentic selves.
We also focus on Equity, because it gives us a cornerstone to recognize that not all people have the same opportunities to be successful. Sometimes, simply the way that our interview procedures are set up can decrease or increase the number of diverse candidates that we ultimately hire. Once organizations can recognize that there is a difference in the level of advantage or disadvantage, organizations can begin to transform and create the framework for a more diverse workforce.
Headwork & Heartwork
Through our work, we guide individuals and organizations through headwork and heartwork, creating a cadence that grows your ability to move between both forms of work.
Headwork is the research-based theories and methods we guide you through. These have interdisciplinary roots in sociology, psychology, neurology, anthropology, history, and women’s studies.
Heartwork is, for many, the hardwork. We guide you through the emotions and vulnerability that comes with building your own awareness and being authentic. It is this heartwork that is the key to being brave and true transformation.
Not looking past the acronyms
There are several acronyms for this type of work, often including three words such as DEI (Diversity, Equity, Inclusion) and EDI (Equity, Diversity, and Inclusion). These words are often found together so the words and acronyms often lose their meaning and are viewed as synonymous. More often than not, these words are simply boiled down to the belief that this work is good.
However, these words are very different and their differences are important. If organizations don’t know the nuance in the terms and ideas, how can they build solutions to support them?
Dimensions that can be used to differentiate groups. This is often used with under-represented identity groups. This can include socially constructed dimensions such as age, ethnicity, class, (dis)ability, ethnicity, gender, gender identity, race, religion, sexuality.
Equity recognizes that there are privileges and barriers present based on people’s identities and works to provide opportunities to those facing barriers. This is different than equality, which suggests giving the same thing to everyone. Rather, equity recognizes that some identities have an advantage, and works to level the playing field by providing additional resources to those who do not have these advantages.
Inclusion works to actively make sure everyone is at the table and has an equal ability to contribute to the organization and fulfill their potential.