We approach the organizational change process in terms of three dynamic, cyclical and overlapping phases: Start-Up, Capacity Building and Institutionalization. Continual assessment against these phases is required in order to best anticipate and manage resistance and expectations. It is important to note that resistance is an essential component and measure of a diversity initiative. It must be anticipated, welcomed, engaged and managed. We are experts in helping organizations strategize and navigate this resistance.

Our approach to diversity includes: data collection, analysis and feedback;

• strategic planning;
• education and training;
• skill building;
• policies and practices review and re-creation
• developing internal capacity; and
• culture change.

We propose that anyone who wishes to lead, manage, consult to or provide training that addresses diversity issues needs to approach it from the basis of a particular set of theoretical knowledge and practical experience. The level of knowledge and particular skills required differ, depending on whether the person is an executive, manager, consultant or trainer, but all need to achieve mastery in these areas:
an understanding of the sociopolitical and historical realities of discrimination and segregation;

• a knowledge of how organizations and systems work, and how they can change;
• competence and experience in helping adults learn; and
• personal understanding of oneself, and one’s self in relation to others, especially across differences of race, gender, sexual orientation and ability.

Our products and services are presented within the context of this framework.