I know it's not easy to know where to begin or even how to begin and that's where I come in. This work can be emotionally intense, all-consuming, and at times brutal to the psyche. This work can feel overwhelming, draining, and even incapacitating, in some ways.

 

However, my job is to be your filter. When you decide to hire me, I take in all the newest statistics, headlines, current issues you're grappling with in your particular environment, and preferred topic(s) you'd like to learn about. Then, I give it all back to you in incremental, digestible ways complete with tools and strategies to prepare you for future situations.

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THE 6-I'S

1. Investigate - I research the newest information about the topics of interest you identify.

2. Individualize - I work with you to tailor my program to your environment's specific needs.

3. Inform - I give you historical context for the topics we cover and how that background impacts the current circumstances we face.

4. Introspection - We slow down and turn inward. We narrow our focus to unpacking the life experiences and background of your immediate team and determining what areas of support and trust need to be built in order to authentically reflect and practice owning our biases and prejudices and preventing the strength of their impact in the future.

5. Integrate- I retrain your group's way of thinking by having you practice new thought patterns and strategies. I show you how to identify bias patterns of thinking and actively rewire those paths so you can ACT through an anti-bias lens. How can we positively impact the workplace using our new tools and strategies?

6. Impact - I check in with you to see how the training is turning into action and we set up follow-up workshops to keep the conversation going and the practice progressing. This work is ongoing and always evolving, so I make myself available to support you in that. I also work with you to assess your clientele, hiring practices and co-plan actionable steps to reform any systemic policies or decisions that prevent you from fully serving your client populations. How can we encourage more inclusive interactions with each other and then ultimately with our clients moving forward? What do we need to take into account that maybe we overlooked before? What could impact our clients' experience or what about their identity and background needs to be acknowledged before we can understand what they really need from us in our exchanges?

In order to give you the most versitle and up to date tools and strategies, I draw from a variety of sources. Some stem back to my early training and others are more current resources that I've researched. However, the reason all of these work so seamlessly is that I've had years to creatively meld these sources together to generate new and EFFECTIVE ways of presenting and wrestling with this critical information.

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Resources Include:

• Michelle Silverthorne's Authentic Diversity: How to Change the Workplace for Good

• Disrupt Bias, Drive Value Study

• Glassdoor Diversity and Inclusion Workplace  Survey 

• Reputable News Outlets

• NAEYC Membership

• Teaching Tolerance

• Responsive Classroom

• Anti-Bias Education Training

• My Own Anti-Bias Curriculum

• Critical Friends' Group Training

• Positive Discipline Training

• Various Anti-Bias Literature

• Anti-bias Events & Lectures

• Franklin Covey's Unconscious Bias Training

• People of Inspiration Social Studies Curriculum

• Critical Dialogue & Courageous Conversations Training

• Brené Brown's Philosophy "Choosing Courage Over Comfort As A Leader": Tapping into uncertainty, risk, vulnerability, and exposure

• School Reform Initiative: A Community of Learners Program of Protocols

...and MORE!