Founded in 2010, Cross Movement Social Justice (CMSJ) Consulting is an Ann Arbor-based consulting firm specializing in customized capacity building assistance, strategic planning, governance, multicultural organizational development, and cross movement alliance building. Rosemary Linares is devoted to promoting social change through work in the nonprofit sector. Her experiences include working with charitable organizations, philanthropic communities, social justice movements and social entrepreneurs. She has a Master of Public Administration in nonprofit and public management from New York University’s Wagner School of Public Service. She is fluent in English and Spanish and has worked in New York, Michigan, and Latin America.

For an updated pricing list or a proposal for a customized engagement, please send an email to RoseLinares@gmail.com

Training Series

(please scroll down for A la Carte Options)

Cultivating Catalytic Culture Shifts – A Five Part Workshop Series to Advance Concepts in Diversity, Equity, and Inclusion for Staff, Board Members, Students, and/or Faculty (3 Hours Each)

This series is ideal for any group (e.g. teams, departments, units, etc.) committed to continuous learning and growth that promotes individual and organizational transformation to further social equity. Each workshop progressively builds on the previous workshop, starting at the internal level of awareness and change, moving up through the institutional, systems and cultural levels. As each session builds upon the last, my recommendation is to experience the entire series, though it is possible to select one or more workshops as standalone sessions.

A common element across all workshops is the creation of space to practice cultural humility, intentional and ongoing reflection, and co-learning concerning issues related to diversity, equity, and inclusion. Each workshop includes participatory facilitation techniques and methods to offer interactive and engaging activities that address multiple learning styles and approaches. I calibrate each workshop to the participants’ unique and dynamic energy and composition for a tailored experience every time.

 

Part I – Exploring Our Own Intersecting Identities

To successfully enact an institutional evolution and advance diversity, equity, and inclusion, we must forge a personal connection to this work via an exploration of our own social identities. Workshop participants begin this process of exploration and examine the tension between how we see ourselves and how others perceive us through generalizations and stereotypes. Reflecting on our multi-dimensional identities of privilege and marginalization, we can gain a stronger sense of self and understanding of our roles in promoting social equity.

 

You will learn to:

• Unpack the complexities of defining culture
• Reflect on your attitudes and experiences surrounding your cultural identities
• Recognize your intersecting identities of marginalization and privilege
• Challenge stereotypes associated with your identities, along with the stereotypes you hold about others

You will benefit by:

• Experiencing vulnerability as a tool for self awareness, connection and trust building
• Examining the multiple dimensions of your social identities with intention
• Addressing the relationships between how you define your own identities and the socially constructed labels that others use to define you, regardless of how you self identify

Audience

Anyone interested in building a foundation for cultivating cultural change by deepening one’s personal connections to the themes of diversity, equity and inclusion

 

Part II – Understanding Unconscious Bias and Changing Our Behavior

For our species to survive, our brains evolved to think quickly and have biases. We all have biases that can perpetuate inequity, while at the conscious level we may not recognize that this is happening. This workshop will explore our unconscious, or implicit, biases without blaming or shaming. We will review proactive practices for changing individual behavior and transforming organizational culture. In the workshop we will cover themes related to race, ethnicity, gender identity and expression, sexual orientation, socio-economic status, age, religion, and ability.

You will learn to:

• Recognize how our brains are wired to act on its biases
• Identify some of your own hidden biases
• Understand how hidden bias is reinforced daily via the media, culture, and history
• Ten ways to combat implicit bias in the work place
• Consciously alert yourself to some of the biases you have toward others and challenge those dominant narratives
• Practice slowing down and changing your biased behavior by self-monitoring

You will benefit by:

• Opening up dialogue with others about the negative consequences of hidden biases
• Increasing your ability to make critical decisions in the work place, such as recruiting, hiring and promoting
• Considering how your biases may impact yourself and others
• Practice counter stereotyping methods
• Being introduced to the ways implicit bias may be manifested in various workplace interactions

Audience

Anyone interested in building a foundation for cultivating cultural change by deepening one’s personal connections to the themes of diversity, equity and inclusion

Part III – Effectively Thwarting Microagressions while Affirming Our Experiences

Microaggressions are defined as commonplace, seemingly innocuous actions or statements that actually serve to perpetuate oppression and counter efforts to foster an inclusive environment. In the work place, we may be both agents and targets of microaggressions. By drawing on the wisdom and experiences of participants in attendance, we will dissect examples of microaggressions and practice effective interventions.

 You will learn to:

• Define the term microaggression and its nuances
• Explore the outcomes associated with experiencing microaggressions
• Effectively intervene when another person perpetrates a microaggression

 You will benefit by:

• Increasing your awareness surrounding common occurrences of microaggressions
• Recognizing when a microaggression is being perpetrated in your presence
• Applying techniques discovered during the training to address microaggressions

 Audience

Anyone interested in building a foundation for cultivating cultural change by deepening one’s understanding of microaggressions and how addressing them can foster an inclusive environment and promote social equity.

Part IV – Acquiring Tools for Fostering an Inclusive Culture

This workshop is structured in a way that participants generate the content in real time, based on their unique experiences within their work environments. Through an analysis of organizational policies, procedures, and culture, we will assess actions and opportunities for growth to cultivate inclusion. With the introduction of new tools and resources, we will identify strategic actions that support inclusivity.

 You will learn to:

• Build awareness of the business and moral imperatives for building inclusive workplaces
• Identify actions that result in a more inclusive culture change process
• Use new tools and resources to foster inclusion

You will benefit by:

• Exploring the relevance of inclusion for yourself personally and your organization
• Actively reflecting on your organizations’ history, policies, and procedures impacting diversity, equity, and inclusion
• Understanding and embracing the critical role of inclusion in key operational practices such as employee selection, orientation, engagement, retention, and performance management

 Audience

Leaders and anyone interested in building a foundation for cultivating cultural change by building inclusive work environments

Part V – Taking Action: Adopting an Intersectional Social Equity Lens in Our Work

Intersectionality is a term coined by Kimberlé Crenshaw in 1989 to describe the ways in which systems of oppression (racism, sexism, homophobia, transphobia, ableism, classisim, ageism, etc.) are interconnected. To actively dismantle these systems, we must examine them in conjunction with one another. Social equity is the ultimate outcome of an intersectional approach to organizational and systems change. Using an intersectional social equity lens allows us to sharpen our focus on our desired outcomes for personal and systemic transformation.

 You will learn to:

• Meaningfully examine examples of power, privilege and oppression at the internal, interpersonal, institutional and cultural levels through application of an intersectional social equity lens
• Engage diverse perspectives in understanding organizational problems and finding solutions
• Lead internal discussions on the strengths of applying an intersectional social equity lens with key organizational stakeholders

 You will benefit by:

• Applying a structural analysis of institutional oppression to promote social equity
• Gaining new tools advance diversity, equity, and inclusion activities within your organization
• Learning how to analyze and improve current organizational policies that may impede diversity, equity, and inclusion

 Audience

Anyone interested in building a foundation for cultivating cultural change by deepening one’s personal connections to the themes of diversity, equity and inclusion

 

A La Carte Options

Cross Movement Social Justice Consulting offers the following menu of services as a starting point to build a customized service agreement with clients. The objective of each engagement is to offer a comprehensive and holistic approach to achieving clients’ diversity, equity, and inclusion goals.

1. Developing a Diversity, Equity, and Inclusion Action Plan

   • Description: In order to move indicators related to diversity, equity, and inclusion, CMSJ Consulting leads clients through the process of developing and/or implementing an action plan that ties strategic goals to specific actions, measureable outcomes, timelines and champions.
   • Deliverables: Ongoing communication with client, in-person facilitation, session summary reports, and a final action plan

2. Collaborative Design of Annual Work Plan

   • Description: Identify specific, annual goals to track and monitor progress with quarterly check-in points.
   • Deliverables: Three, three-hour in person sessions with leadership team members with staff, faculty and/or students, ongoing phone and email communication with client, and a succinct, practical one-page dashboard incorporating goals, activities, champions, timeline and measureable outcomes.

3. Technical Assistance and Facilitation for Diversity, Equity, and Inclusion Activities

   • Description: The operating assumption for this work is that the consultant would prepare meeting agendas in advance with the client’s input and approval, as well as track discussion content and action items. These services may benefit teams within various departments of an organization in meeting goals and tracking work plan progress. Team meetings would last for two hours and may occur in person, by phone or via a web-based video conferencing platform such as GoToMeeting. Both client and consultant would agree on the meeting frequency. For optimum results, developing a regular annual schedule is recommended.
   • Deliverables: Facilitation, meeting preparation, and session summary reports. May also include an audit of current policies and procedures.

4. Individual Coaching for Diversity, Equity, and Inclusion

   • Description: These services may benefit individuals in leadership positions or human resources departments who are looking for guided support in achieving organizational goals related to diversity, equity, and inclusion. The consultant offers one-on-one coaching to assist individuals in meeting goals as well as discuss general ideas, insights and challenges. Consultant may serve as a sounding board to provide support and advice regarding the coaching client’s role in advancing diversity, equity, and inclusion within the organization.
   • Deliverables: Each session would last for one hour and may occur in person, by phone or via Skype or Google Hangout. Both client and consultant would agree on the meeting frequency. For optimum results, developing a regular schedule is recommended.

5. Team Guidance and Coaching on Diversity, Equity, and Inclusion

   • Description: This service may benefit departmental teams in understanding the nuances, culture and climate in which the various departments endeavor to achieve their goals. Services include coaching, guidance, support and facilitation. The consultant may serve as a sounding board to provide recommendations regarding the teams’ role in advancing diversity, equity, and inclusion within the organization. The operating assumption is that the team would develop each session agenda and direct the discussion content. The team would also be responsible for tracking action items, with consultant’s support. The consultant would provide coaching and facilitation as needed during the meeting.
   • Deliverables: Team meetings would last for at least two hours and may occur in person, by phone or via a web-based video conferencing platform such as WebX or GoToMeeting. For optimum results, developing a regular schedule is recommended.

6. Diversity, Equity, and Inclusion Training for Staff, Board Members, Faculty, and/or Students

   • Description: Trainings and workshops may cover a variety of topics regarding diversity, equity, and inclusion in order to achieve specific objectives. Some topics that may be covered include:
     • Adopting a intersectional, social equity lens in our lives and work
     • Current diversity, equity, and inclusion trends
     • Understanding implicit bias and changing behavior
     • Increasing our awareness of microagressions and effectively intervening
     • A meaningful examination of power, privilege and oppression at the internal, interpersonal, institutional and systems level through application of an intersectional, social equity lens
     • Making connections between systemic and institutional oppression and the implications for working in a particular organization or department
     • Exploring our own social identities
     • Connecting broader lessons on diversity, equity, and inclusion to our organization’s policies, procedures, and culture
     • Investigating this country’s history of oppression and present day implications for universities
   • Deliverables: Trainings may be broken into three categories regarding timing – short training (2-3 hours), half-day workshop (4-5 hours), or full day seminar (7 hours). All materials would be customized for each client based on the specific objectives for the session. Client and/or consultant may suggest additional topics as well.

7. Café Conversations for Building Cultural Intelligence and Intercultural Communication

   • Activities: Consultant can coordinate logistics to assist the client in hosting a presentation and moderating the discussion. The consultant can present a relevant video clip and facilitate a dynamic conversation to further explore the particular topic through group dialogue. Additionally, the consultant can invite a speaker to make a brief presentation, followed by a moderated Q&A period. Examples of speakers could include:
     • Local and/or national experts in best practices relative to diversity, equity, and inclusion, data collection, policies, procedures, and more;
     • Practioners and leaders in this work representing various industries;
     • Researchers that focus on a particular element or data collection relative to diversity, equity, and inclusion; or
   • Deliverables: One to three hour event(s) organized by consultant, leveraging her relationships to extend invitations for speakers. The consultant would also moderate the Q&A or facilitate a group dialogue following the presentation