In today’s sociocultural landscape, organizations increasingly recognize the value of being culturally conscious and person-centered. This applies to staff, clients, and customers of an organization.

 

Some people and organizations are strong in cultural consciousness and person-centeredness, and some are not. Research shows that those strong in these areas see gains in personal and organizational well-being, recruitment and retention of good talent, and are more effective in achieving the organization's mission. 

 

If your efforts at meaningful diversity, equity, inclusion, and accessibility (DEIA) have not produced the outcomes you wanted, we believe the missing ingredient could be the interpersonal work of social-emotional learning. ​​​​We believe everyone belongs, and we take inspiration from places like the Othering and Belonging Institute. 

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Using a liberatory lens, our work with you would involve reflection about who you are (personal and professional identities) and who your organization or group is. A key part is acknowledging and addressing how identities interact within the workplace. 

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We aim to normalize the mental health components of identity development work and link these efforts to organizational culture change. This process involves individual and collective efforts to explore personal and professional identities, build “emotional intelligence,” and foster group cohesion and efficacy.

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​Organizations (teams) must engage in deep personal work to uncover what is at stake for the organization, its staff, and the people it serves in undertaking this transformation. It involves creating real belonging within teams and enhancing their ability to evaluate the organization, its policies, and practices through a liberatory lens. 

 

This is not a linear process but more like a spiral, in which efforts may occur sequentially or concurrently and where activities include one or more components. 

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