Equity and Inclusion Dialogue

The need for open dialogue which is non-confrontational and sensitive to all stakeholder’s emotions is a critical and foundational step in advancing reform. To accomplish this, Dr. David Everett provides a series of workshops focused on cultural competency, unconscious bias, and organizational culture to help organizations meet their goals. The four-part series is outlined below: 

Training and development opportunities in the areas of Leadership, Organizational Culture, Equity, Inclusion & Diversity; addressing, but not limited to:

      I.          Pursuit of Equity: Deconstructing “Safe-Space”

This session aims to shift the understanding of “safe-space” constructs to confront the ideas of risk, vulnerability and support required for its participation. To engage different perspectives, an effort must be made to solicit and support contributions from all organizational levels. Unfortunately, “safe-space” constructs can do more to perpetuate existing organizational practices that, in fact, are not “safe,” and do not promote “safety.” This introductory session has the overarching goal of creating practical awareness of the limiting and debilitating nature that “safe-space” constructs present in the workplace.

    II.          Identifying Unconscious Bias & Challenging Institutional Racism

It is now acknowledged that any attempt to address discrimination without considering the role of unconscious bias is futile. Individual behaviors and the impact on ability to create an open, fair and inclusive workplace culture are essentially linked. Therefore, organizations must improve awareness and knowledge of unconscious bias and institutional racism. This session seeks to raise the profile of the subject so that attendees can lead by example in the quest to change individual mindsets and address institutional challenges.

 III.          Power & Privilege: Exploring Key Elements of Organizational Culture

Discussions about power and privilege may be intimidating, leading to feelings of guilt or defensiveness. However, it is important to recognize that in our society, race, ethnicity and gender are key factors in determining power and privilege. As a result, those that may be of specific ethnicity and certain ethnocultural origins have certain automatic, unearned advantages. And, these advantages tend to provide greater access to certain social, political and economic benefits such as higher social status, positions of authority and greater control over decision-making. This session highlights how these dynamics reinforce the imbalance within organizations and the crippling effects on organizational culture.

 IV.          Cultural Competency: Building a Culture of Equity, Inclusion & Diversity

The workforce is changing. To thrive amidst the impact of this significant change, organizations are seeking to understand the needs and cultural perspectives of its stakeholders and to effectively build capacity to meet those changes. Accordingly, this concluding session serves to meet the needs of organizations who want to:

o   Assess current levels of cultural competency (individual & institutional)

o   Increase organizational cultural competence & build cross-cultural communication skills

o   Build capacity through a commitment to in-house training & development

o   Foster respectful communication & civility in the workplace


Within each training and topic presentation, the impact on individual, institutional and systemic structures will be explored. Additional areas can be provided in response to specific organizational needs that may result from the introductory training sections of Historical Trauma & Equity, Inclusion & Diversity.

The intent is to foster a practical understanding and application of the topic areas within an organization to broaden, deepen and connect core principles with specific dynamics to build individual skills, strengthen institutional capacity and further systemic effort.