top of page
  • Writer's pictureBryana Clover

Race Equity Framework

We have developed a Racial Equity Framework to guide leaders and organizations (and individuals) through the important work of achieving a racially equitable workplace. It’s a journey, not a destination. We recognize traditional D&I training and initiatives are not achieving the desired results, so we took a transformative approach to create a framework that works!


Knowledge: When we know better we do better. We cannot solve a problem we do not understand.

We have created a series of courses using proven adult learning techniques, while also creating brave spaces to get deep into the heart of race equity work.

  1. Engaging Constructively in Brave Conversations about Race

  2. The Myth of Race

  3. The Psychology of Racism

  4. Race, Work and Leadership

  5. Exploring Intersectionality

  6. Restorative Healing & Self-care

We also facilitate Affinity Group Dialogues, which are critical to creating race inclusivity in the workplace.

Why Race-Affinity Group Dialogues?

All people of color and White people are affected by racism, however they are affected and the work they need to do is different. Engaging in brave conversations on personal and systemic impacts of living in a racist society can be painful and difficult. ​

Facilitated Affinity Dialogues provides a brave space where White people can talk without fear of offending people of color, and people of color can talk without the burden of rationalizing and proving the validity of their experiences to White people. Doing this work requires a recognition that predominantly White work spaces may not always feel like safe spaces for people of color to be open and honest about their lived experiences. This option gives you the structure and language you need to create an authentic work environment focused on inclusive practices for all employees.


Introspection: Reflect and grow in your understanding of biases, policies, and structure that disadvantage BIPOC (Black, Indigenous, and People of Color). We have designed a race equity, diversity and inclusion (REDI) assessment that is adapted from several surveys measuring proxies of race-based discrimination, diversity, equity and inclusion in work settings. This assessment considers the following organizational areas:

  1. Overall Work Environment

  2. Diversity and Equity in the Workplace

  3. Leadership Dynamics

  4. Individual Experiences at Work

  5. Culture of Equity and Inclusion

  6. Equity-Focused Leadership

Want to dig even deeper, and take a look at organizational and individual intercultural competence?

The Intercultural Development Inventory® (IDI) assesses intercultural competence (the capability to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities), and is a great complement to the REDI.


Action: Create a plan to achieve systems change that leads to a more equitable workplace. For many of us, we wish we could just jump to action. As leaders within organizations, we are often trained to problem solve. To jump to action. The work of race equity is a continual process, and “Action” looks different for every organization.

We believe so much in our Racial Equity Framework, that we want to be with you along every step of the journey. We want to ensure that your organization spends the needed time in knowledge and introspection before moving to action. We believe this is the authentic approach, and minimizes your risk of doing harm.

Check-out our blog highlighting the seven steps organizations need to consider in order to move closer to creating a racially equitable organization and community.

158 views0 comments
bottom of page