Our Services
|
|
|
Organizational Identity: Mission, Vision, and Values Work
Our Organizational identity work is designed to support clients in creating internal and external facing language that aligns with the values surfaced as part of their larger EDI work. Whether your organization is reimagining its mission, vision, or values statement, or you are creating a statement of purpose or action around a commitment to equity, antiracism or other social justice value, our facilitated process ensures the voice and contribution of the collective are included and a meaningful part of the process.
Our Organizational identity work is designed to support clients in creating internal and external facing language that aligns with the values surfaced as part of their larger EDI work. Whether your organization is reimagining its mission, vision, or values statement, or you are creating a statement of purpose or action around a commitment to equity, antiracism or other social justice value, our facilitated process ensures the voice and contribution of the collective are included and a meaningful part of the process.
Discovery: Assessment and Evaluation
We use one or more of the following methods to gain a deeper understanding of what is present as it relates to the experience of individuals and groups within an organization. Understanding what is present leads us to understanding what is possible.
Surveys gather information about an organization's culture and alignment with EDI values.
Focus groups allow small groups of people within an organization to share their thoughts, feelings, and experiences in a facilitated setting.
Interviews are in-depth, personalized conversations with individuals. They may be preferred over focus groups or surveys because they allow for more nuance and individualized feedback.
We use one or more of the following methods to gain a deeper understanding of what is present as it relates to the experience of individuals and groups within an organization. Understanding what is present leads us to understanding what is possible.
Surveys gather information about an organization's culture and alignment with EDI values.
Focus groups allow small groups of people within an organization to share their thoughts, feelings, and experiences in a facilitated setting.
Interviews are in-depth, personalized conversations with individuals. They may be preferred over focus groups or surveys because they allow for more nuance and individualized feedback.
Workshops: Learning, Development, Support
True North EDI workshops are led by skilled, engaging, and passionate facilitators who deeply understand the importance of creating group spaces that center experience, learning, and critical thinking. Our values-centered approach aims to allow each individual—regardless of their background—to step in from where they are and walk away with the same opportunities for understanding and growth. Our workshop can be designed around a multitude of EDI-related topics and are never "off-the-shelf." As your partner, we will work together to assess what learning and development opportunities best serve your hopes and aspirations for this work.
True North EDI workshops are led by skilled, engaging, and passionate facilitators who deeply understand the importance of creating group spaces that center experience, learning, and critical thinking. Our values-centered approach aims to allow each individual—regardless of their background—to step in from where they are and walk away with the same opportunities for understanding and growth. Our workshop can be designed around a multitude of EDI-related topics and are never "off-the-shelf." As your partner, we will work together to assess what learning and development opportunities best serve your hopes and aspirations for this work.
Leadership and Executive Coaching
Coaching relationships offer individuals a chance to practice, be clumsy, and receive feedback and advice for all that can emerge for leaders who have made the commitment to be engage their teams in more equitable, inclusive, and humane ways. Much of what we ask leaders to grapple with and practice can run counter to historical leadership approaches and frameworks that don’t value people for more than what they can produce, and employ tactics that reproduce historically oppressive patterns and outcomes. Coaching is an opportunity to make visible our inheritances around leadership and to identify actions and behaviors that align with who we say we want to be.
Coaching relationships offer individuals a chance to practice, be clumsy, and receive feedback and advice for all that can emerge for leaders who have made the commitment to be engage their teams in more equitable, inclusive, and humane ways. Much of what we ask leaders to grapple with and practice can run counter to historical leadership approaches and frameworks that don’t value people for more than what they can produce, and employ tactics that reproduce historically oppressive patterns and outcomes. Coaching is an opportunity to make visible our inheritances around leadership and to identify actions and behaviors that align with who we say we want to be.
DEI Roadmap: Aspirations and Actions
Strategic, team-based objectives and key results
True North EDI’s Aspirations and Actions Process facilitates organizations in turning learning and reflection into actualized commitments for change. Unlike similar processes, ours galvanizes smaller teams and departments throughout the organization rather than solely centering the perspectives and voices of leadership. This process:
Strategic, team-based objectives and key results
True North EDI’s Aspirations and Actions Process facilitates organizations in turning learning and reflection into actualized commitments for change. Unlike similar processes, ours galvanizes smaller teams and departments throughout the organization rather than solely centering the perspectives and voices of leadership. This process:
- - Creates a pathway for individuals across and throughout the organization to participate in the process of EDI action planning
- - Utilizes a framework that ensures that aspirations for the future are rooted in history—that is, the past norms, practices, and policies that have reproduced oppressive and inequitable conditions and outcomes
- - Results in a dynamic, ambitious, and inspiring plan for the future
People and Talent
Attraction. Recruitment. Onboarding. Development. Engagement. Transition. Every point in what is often known as employee lifecycle is a vital opportunity to embody the EDI values that organizations have declared for themselves. True North EDI supports those in the realm of Human Resources, People, Talent, and Culture who are looking to reimagine an employee journey that honors the experience and identity of each individual, and that ensures organizational practices and policies are designed to truly support the existence of an equitable, diverse and inclusive environment.
Email info@truenorthedi.com for more information.
Attraction. Recruitment. Onboarding. Development. Engagement. Transition. Every point in what is often known as employee lifecycle is a vital opportunity to embody the EDI values that organizations have declared for themselves. True North EDI supports those in the realm of Human Resources, People, Talent, and Culture who are looking to reimagine an employee journey that honors the experience and identity of each individual, and that ensures organizational practices and policies are designed to truly support the existence of an equitable, diverse and inclusive environment.
- Values-centered expansion of philosophy and approach to employee engagement and other Human Resources processes
- Identify aspects of traditional processes where implicit—and sometimes explicit—bias may be operating and causing harm
- Conduct Audit and Insight processes to better understand how the practices, identity, and culture of organization are reproducing oppressive or inequitable outcomes.
Email info@truenorthedi.com for more information.