Equity Training and Consulting

AMAZEworks strives to help organizations identify and understand their culture in a way that provides for individual and organizational growth. Our work focuses on creating the conditions for belonging and equity. We can do this by purposefully engaging all staff in the process of initiating important conversations about identity, differences, bias/prejudice/stereotypes, and what we can do to take action against injustices.

Our focus on belonging and equity enables us to help leaders take an honest look at what divides us and prevents us from creating the inclusive climate we want. AMAZEworks uses the latest research on how humans take in bias, preventing and interrupting the internalization of stereotypes and prejudice, neuroscience and full body learning, best practices in adult education, stereotype threat, and social identity development.

The Intercultural Development Inventory® (IDI®) is the premier cross-cultural assessment of intercultural competence that is used by thousands of individuals and organizations to build intercultural competence to achieve international and domestic diversity and inclusion goals and outcomes. IDI research in organizations and educational institutions confirms two central findings when using the IDI:

  • Interculturally competent behavior occurs at a level supported by the individual’s or group’s underlying orientation as assessed by the IDI.
  • Training and leadership development efforts at building intercultural competence are more successful when they are based on the individual’s or group’s underlying developmental orientation as assessed by the IDI.

In contrast to many “personal characteristic” instruments, the IDI is a cross-culturally valid, reliable, and generalizable measure of intercultural competence along the validated intercultural development continuum (adapted, based on IDI research, from the DMIS theory developed by Milton Bennett). Further, the IDI has been demonstrated, through research, to have high predictive validity to both bottom-line cross-cultural outcomes in organizations and intercultural goal accomplishments in education.

 

AMAZEworks administers the IDI to individual staff and leadership and uses the data as a baseline for equity and cultural competency consultation and training.

The Multicultural Organizational Development (MCOD) is a tool used to determine next steps for ensuring that the “organization operates within its mission, goals, values, and operating system explicit policies and practices that prohibits anyone from being excluded or unjustly treated because of social identity or status. A multicultural organization not only supports social justice within the organization; it advocates these values in interactions within the local, regional, national, and global communities, with its vendors, customers, and peer organizations. The MCO is an organization that has within its mission, goals, values, and operating system explicit policies and practices that are intended to ensure that all members of the diverse workforce feel fully included and have every opportunity to contribute to achieving the mission of the organization.” Source: Jackson, B. W (2006). Theory and practice of multicultural organization development. In Jones, B. B. & Brazzel, M. (Eds.), The NTL Handbook of Organization Development and Change (pps. 139-154). San Francisco, CA, Pfeiffer

 

AMAZEworks uses the MCOD to help organizations assess mission, goals, values, policies, procedures, and organizational climate.

This tool is used after both the IDI and MCOD to provide organizations with an overall picture of their Strengths, Weaknesses, Opportunities, and Threats (SWOT) in relation to Diversity, Equity, and Inclusion (DEI). Once individuals within a predominantly white organization have a better understanding of their knowledge base, limitations, and needs, it is important to answer the WHY of Diversity, Equity, and Inclusion (DEI) as it applies to the organizational health and sustainability. AMAZEworks leads an organizational SWOT analysis and examines national trends in demographics and changes forecasted for the coming years. This experience provides organizations with the WHY of DEI that can be shared with constituents as organizations makes changes throughout the DEI process.

Based on nationally recognized change models and AMAZEworks Creating the Conditions for Belonging Matrix, AMAZEworks helps organizations create a path for sustainable equitable practices.

Deep Dive into Policies/Procedures/Practices 

AMAZEworks will work organization leaders to provide an equity lens when determining policies, procedures and practices around recruitment, hiring, retention, leadership development, and community outreach.

Listening Sessions

AMAZEworks facilitates listening sessions with constituents and/or community to help organizations fully understand the landscape of their work and their impact. These listening sessions pose questions designed specifically to the work of the organization and provide valuable feedback on how an organization can achieve relevance in a changing world.

Coaching for Leadership and Staff

AMAZEworks  provides ongoing coaching for designated leadership and staff who want or need personal work and support.

Based on the needs of each organization, AMAZEworks provides training in the following areas. We also create customized trainings based on organizational needs and interests.

 

Bias – Implicit, Explicit and Confirmation

This workshop focuses on how each of us, as humans take in bias. Most often our biases do not align with our beliefs, yet they play a big role in our daily interactions and decision making, especially when stressed. Focus will be given to processes that interrupt bias and help us reprogram our brains.

Stereotype Threat and Microaggressions 

Based on the groundbreaking work of Claude Steele, this workshop allows participants to take a hard look at stereotypes and how they affect mental, emotional and physical health. Participants have opportunities for self-reflection and deeper understanding of how identity threat often keeps us from forming authentic relationships across differences. They will also explore how microaggressions create stereotype threat and how to interrupt and redirect microaggressions in the moment.

Race as a Social Construct and The Intersections of Race, Class and Poverty

This workshop provides the framework from which our racialized society was formed. It offers participants an opportunity to greater understanding how “whiteness as normal” has robbed many of us of our own cultures and how it has driven a wedge between groups of people. It shares the true beginnings of the concept of race and how it has become intertwined with class and poverty.

Cultural Differences – Communication Styles and Conflict Resolution Styles 

This workshop helps participants have an opportunity to look at culture beyond holidays, dress, food and music. At the same time, they will focus on communication styles and conflict resolution styles in an effort to build greater understanding of what they can do to make sure that all constituents feel safe and welcome. Participants will also take part in de-escalation exercises so that they feel equipped manage conflict or problems as they arise.

Leading Through Anti-Bias Practices

Leadership practices that embed anti-bias practices is a way of creating a culture that is authentically supportive and welcoming to all human differences. Embedding practices which include recognizing and actively supporting healthy complex identities, modeling respect and appreciation of differences, calling out and rejecting bias/prejudice/stereotypes as they appear, and taking action for equity and against injustices allows organizations to become the places where everyone can feel safe, seen, heard, and valued for all of who they are.

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