We have extensive experience in designing and delivering customized programs focused on equity and inclusion in the workplace. The Equity Consulting Group, Inc. (ECG) approach has been developed over thirty-five years of consulting, training, and coaching individuals and organizations through change. Formerly known as The Equity Institute, one of the oldest firms in the field, it established the business case for inclusion long before “diversity” was common language. Clients total 250,000 individuals from more than 2000 organizations, including Fortune 100 companies, as well as major philanthropic, religious, non-profit and educational organizations. Our work began in the non-profit sector with an emphasis on issues of diversity and inclusion. Initially we conducted public service programs on class, race, gender, and sexual orientation from 1981 – 1997. Programs included Dismantling Racism, Dismantling Racism and Anti-Semitism, Dismantling Sexism, Dismantling Classism, Project Empowerment (a program designed to educate LBGT K-12 educators on how to effectively confront heterosexism and homophobia) and Train-the-Trainer (a week-long intensive experience designed to educate aspiring diversity and inclusion facilitators). Today, all programs and services continue to be developed and delivered “through a diversity lens”.

We currently work nationally and internationally with non-profit, higher education and corporate clients, all of whom have varying degrees of diversity in their organizations. We work in cross-gender, cross-class and usually cross-race facilitation teams so that we are able to model the work of inclusion for our clients in real-time. We ascribe to Adams and Bell’s definition of social justice/equity, which posits “a socially just environment is one where every member of the community feels physically and psychologically safe.” This is a high standard which requires organizational commitment and sustained effort.

Our work deliverables/learning outcomes are always tailored to meet the specifically identified needs of the client. Progress is benchmarked at regular intervals. Measurable outcomes might include:

  • Increased individual and organizational multicultural competence – awareness, knowledge and skills.
  • Increased emotional intelligence for more effective engagement and response.
  • Stronger abilities to give and receive balanced feedback.
  • Increased levels of one/one and organizational trust.

Increased ability to engage in constructive/healthy conflict.

Our Methodology

Needs Assessment
Clients are interviewed individually in one/one confidential meetings. The needs assessment process gathers data; perceptions and experiences through the lens of each team member. The data is used to develop program goals, objectives, and agenda. Data theme summaries are the focus for discussion at the beginning of each training, and serve as comparative long-term benchmarks.

Typically, we conduct four to six two-day customized trainings over a period of two years (usually every four-six months) to build and support identified organizational goals.

An Executive Summary is provided to clients at the conclusion of each training. In addition, a raw data program evaluation summary, interim assignment, and recommendations for next steps are distributed after each training to reinforce practical application and maximize outcomes.

The concept of Enrollment is key in our success with clients. We ask clients to commit time (beyond one training and between trainings) to the work we facilitate. Detailed and tailored homework (prior to and after the trainings) is a core practice used to build and sustain organizational capacity for the growth and change. Key benchmarks are established from the needs assessment process, and used to measure progress against objectives. New team members are on-boarded to ensure alignment with common foundational tools and principles.