Our dei approach

Draws from critical frameworks and scholarship

Our work draws inspiration from history, sociology, ethnic studies, and critical theory to understand organizational power dynamics. By engaging with this scholarship, we can provide DEI solutions that are correctly aligned with the work of scholars, activists, and practitioners. Whether it is a workshop or a research assessment, we always draw inspiration from these critical frameworks and scholarships. In so doing, utilizing this critical scholarship can drive effective systemic change in organizations while moving people to better positions.

Asset-based, culturally validating approach

Our critical DEI solutions move away from deficit-based language. As a matter of fact, we believe in the assets organizations and individuals already possess. In white, middle-class spaces, the knowledge found in racialized communities of color is not often acknowledged. Therefore, we design solutions that culturally affirm historically marginalized communities' lived experiences and use this knowledge to create systematic change. Organizations can change (asset-based), which is one of the main reasons we do this work.

Research and data-driven

Given our background in research methodology and data, our critical DEI approach centers on data curation and analysis. Critical frameworks and scholarship should drive this data analysis. For example, racial equity frameworks and theories should inform this data-driven work. Instead of using color-evasive strategies, we consciously embed race-centered approaches in the data analysis. For example, a research point might ask: What is the hiring and retention of Black women in the company over the past ten years? From this question, we can see whether the organization is on the right track or needs new aspirational goals to achieve racial equity. In the end, effective research design and methodology are essential to DEI work.

Emphasis on structural change

We believe that changes made at the organizational level can change organizational culture and attitudes, thus impacting diversity, equity, and inclusion. For example, by using a focus group with women of color who have children, we might uncover that cutting maternal leave negatively impacted them economically and created more stress, thus forcing many of them to leave the organization. This position directly affected women of color and hampered organizational goals of increasing the company's percentage of women of color. Since organizations are not race-neutral, particular attention to the impact of policies and procedures can have an unintended effect on historically excluded communities.