Our process is designed around a three-phased model that supports our dedication to context-informed, transformative equity work. Too often, equity and access efforts are approached by organizations and individuals as a task to be accomplished rather than as an infusion into the very fabrics of the organization where processes, structures, and leadership dynamics are shifted and transformed. Our three-phased model intentionally avoids the pitfalls of a “checklist approach” to equity and evokes an iterative, flexible, and strategic process that orients organizations towards sustainable, long-term, and meaningful change. Three three-phased model is designed around our three core values: authenticity, adaptability, and transformation. An overview of the model is presented below.

Phase I: Authenticity

In Phase I, we focus on the foundation of equity efforts – authenticity in starting place, goals, and commitment to the hard, messy, and significant work ahead. During this phase, we carefully unpeel the layers of your organization to expose assumptions, strengths, opportunities, and challenges. Only when we have an authentic understanding of the organizational landscape and horizons can we support you in creating measurable change. Phase I focuses on our commitment to context-informed equity work. We learn your context and from this foundation, adapt our array of service offerings to meet your unique objectives, assets, and needs. During this phase, the organization will also decide on a title for their work with us and Project X will be replaced with that title as Project ____________.  Specifically, in Phase I, we engage the following:

  • Pre-Assessment of Organizational Status: we  use validated and best practice tools for assessing the organization in terms of equity, access, and multicultural development. We then use those tools to support the organization in further moving along the continuum.

  • Evaluation of Organizational Culture, Challenges, Needs, and Objectives (Environmental Scan): we conduct a landscape evaluation of your organization to better understand your culture, challenges, needs, and objectives as it relates to access, equity, and social justice efforts.

  • Services Offered Intake Form: this intake form helps us to better understand the service offerings you are most interested in and the modes of teaching-learning available to us.

  • Client interviews: we  conduct interviews with key stakeholders in your organization. Our aim is to elicit a 360 understanding of your organization from all vantage points and positionalities.

  • Review of key organizational documents: we  ask you to provide key documents that help us better understand your organizational structure and processes, such as bylaws, mission statements, a list of key personnel, etc.

Following Phase I, we analyze results as a team from the pre-assessment, environmental scan, intake form, and client interviews and then map them against the organizational landscape to prepare your customized service delivery package. This is our Team Analysis process.

Phase II: Adaptability

In Phase II, we propose a customized service delivery package for your organization. As the experts on your organization and in authentic commitment to equity transformation, we will elicit your insights on the customized design and further adapt the design based on your feedback. Once a customized design is agreed upon, we will begin delivery of services, as informed by Phase I. Services may include, but are not limited to:

  • Facilitation

  • Consulting

  • Coaching

We conclude Phase II with a design thinking and systems thinking braided exercise to move towards a vision of sustained action. Following Phase II, we collate and review all materials generated in Phase II and prepare a customized equity transformation roadmap. This is another point at which we use our Team Analysis process.

Phase III: Transformation

In Phase III, we equip you with a customized equity transformation roadmap to carry your efforts forward in sustainable, long-term, and accountable ways. Specifically, we provide in Phase III:

  • Equity transformation roadmap

  • Coaching meetings at the 3, 6, 9, and 12-month marks

    • The coaching meetings include a review of lessons learned to-date, new opportunities and challenges presenting, achievements to-date, processing road blocks encountered, and development of new goals and pathways to reflect the ever-changing landscape.

We conclude Phase III with a post-assessment that measures changes in and current status of the organization in light of the tools for assessing the organization that were used in Phase I. This is the final point at which we use our Team Analysis process.