Testimonials

Managing Equitably felt like a different space than I'm used to, where we centered the needs of women and people of color, instead of catering to the dominant/majority culture at the expense of employees from marginalized groups. I wish more of the spaces that we were in every day felt like this one. I valued the realistic scenarios presented and the many academic references that help to level set the shared understanding upon which discussions could be held.  The research validated the experiences of people of color, and the scenarios felt so real to me. The facilitators were extremely skilled in tackling the topic and asking people to try new ways of thinking.  I am so grateful to work at a company like [our company] that puts value on DEI. -recent Managing Equitably participant 

I have been Tracy [the character in the training scenario] and in many instances I still am.  Not only have I experienced it, I have also witnessed other Black women and women of color have similar experiences.  In the past when we shared about it, we were not believed and it makes you question yourself.  The research and this experience is comforting to know that what I have experienced is real -Black Woman

I loved the statistical approach and the open challenges to how we are making mistakes in trying to achieve higher levels of diversity, equity, and inclusiveness. The industry data broken down by race and gender was very meaningful and enlightening. Seeing in the prework the difference between white men and Black/Latinx women in the data sets validated my own experiences in the workplace and industry. And some of the examples felt extreme, but now I’m realizing that maybe they aren't. For example, attrition of women of color vs white men, promotions by race and gender. -Asian woman

Managing Equitably was truly a great course. Most courses are mostly fluff, but this was jam packed with content I did not already know. It was surprising, the recognition that the techniques we commonly use to manage others aren’t working for all. I’ve been trained not to see race, and to think of myself as “objective,” but I am realizing more and more that I am not seeing everything and I don’t know what I don’t know because this environment was built for me, but not necessarily for others. For example, I realize now that I have given coaching to women and people of color that report to me that was more based on what would work for me as a white man, but given the race/gender dynamics my reports may have to navigate, my coaching might lead them into a double bind, and cause them more harm. -White man

In all of my work with my reports, I used to center what would work for me as a white woman, but now I’m realizing that what works for me won't necessarily work for women of color - there are additional challenges they may face in the workplace so i will need to work harder to see what conditions they have at work, and what they need from me to succeed. -White Woman

Managing Equitably should be REQUIRED for ALL managers. This is the most rigorous, research-driven DEI work we've ever done at [our company]. For people of color, addressing fairness and lack of leadership capability around gender/race is urgent. Our Black employees and employees of color feel uncomfortable all the time, so I hope that managers and leaders are willing to navigate our own discomfort for a few hours to truly engage in this workshop.  -recent Managing Equitably participant 

THANK YOU FOR THIS COURSE. By far Managing Equitably is the BEST training I have received at [our company] in terms of pacing, flow, conversation, content, and contemplation. While I understand the content can be uncomfortable to some, the conversations I am having with teammates post-course are some of the most constructive to employee health and safety I've ever had. THIS is the way to ensure a more fair workplace, not just hiring BIPOC employees and leaving us here to fend for ourselves. Please continue this course! -recent Managing Equitably participant