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Our Rationale and

Approach

Many veterans in the equalities field are dismayed that the perceived advances since the '80s have been eroded and reverted over the last 10 years. Using systemic thinking in this new millennial and industrial age we seek to secure radical change pre-empting the old cycles of advance and decline.

We wish to, secure deeper conversations and explorations which protect against the professionalisation and dilution of anti-racist movements years ago whilst operating in corporate, professional, and civic spaces.

e work with leaders and professionals to understand and actively work with the principle that, the political is personal and the personal is political.

We work systemically using systemic theory and other approaches. Systemic thinking helps look at the deep underlying structure of racism and structural inequality. It also has the appreciation of the power dynamics placed in language and identity labels, where I may be in one instance the oppressed and in another part of an oppressive group or norm. A black, middle class,heterosexual second-generation Jamaican heritage woman will have an entirely different experience from a newly arrived, recently divorced woman from South Sudan, for example.

Service Areas

We will use ourchange developmental models to shape the programme of interventions.

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Leadership guidance and support

We have a race equality leadership framework tobuild systemic interventions that consider the underlyingstructures that maintains race inequality and how to achieve change in your organisational

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Support equalities leads

To support those who have a formal equality and diversity leadership role, leaders of staff networks, and those who are being asked to lead discussions, think tanks and task forces.

These professionals will require structured and soundly based mentorship, training, targeted support and guidance, good practice examples and collegiate support to optimise this opportunity for change.

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Race Equality Schools

To support those who have a formal equality and diversity leadership role, leaders of staff networks, and those who are being asked to lead discussions, think tanks and task forces.

These professionals will require structured and soundly based mentorship, training, targeted support and guidance, good practice examples and collegiate support to optimise this opportunity for change.

Service Areas

We will use ourchange developmental models to shape the programme of interventions.

Unconscious Bias

How can we delve into the subliminal to uncover and address our innate feelings, emotions and beliefs, to see and work with each other more productively?

Intersectionality

How can we appreciat the way race, class, religion, disability, gender and sexual orientation all co-exist and impact the way we understand ourselves and each other?

Denial, Dumping, Omission, Avodance

How can we engage in a productive dialogue about all farms of bigotry without feeling face, humiliation, shame, or isolation?

Banter or Abuse?

How can we feel and know the difference between workplace or alienation it may cause?

Building Workplace Cohesion

How do we build productive tight knit teams from people of all walks of life. to value each others differences?

Conflict Management

How do we identify and manage potential and actual conflicts to resolve discord in a fair and dignified manner for all?