This training is delivered through online, self-paced learning modules composed of audio, videos, case studies, and personal reflection questions. We accompany these modules with required facilitated group reflection sessions to collectively explore, critically reflect, and further internalize the content to deepen individual learning and application. We also offer customized training plans and approaches.
RADIUS’ JEDI training helps to learn, unlearn, discuss, and apply concepts of systemic racism, power, and oppression in practical ways within our daily lives, interactions, and workplaces.
We know we are all along our own journeys, from those with decades of lived experiences and expertise to those discovering the far-reaching, long-standing impacts of racism; through practice and support, we will explore and discuss them more openly, safely, and in greater depth alongside you and your teams.
This training seeks to grow the awareness, accountability, and capacity to take action against beliefs and norms perpetuating – inadvertently or not – inequities.
Through these modules and reflection sessions, we aim to:
Our training follows the Deep Equity and Systems Change framework (Sheryl Petty and Mark Leach, 2020) which focuses on combating inequities at the individual, interpersonal, institutional, and systemic levels (illustrated below). It equips learners to take a combined systems and intersectional lens to examine and take action against forms of oppression and systemic inequities.
The following modules can be selected individually or taken collectively as a progression and package, culminating from setting the foundation individually, taking action in our interactions and leadership, to creating change within the structures in which we work and live.
This facilitated introductory session introduces learning objectives and expectations, sets the foundation for a safe, relational, and accountable environment, and allows participants to reflect on their own personal learning objectives and commitments prior to module content.
For many organizations, diversity seems to be the common first misstep towards creating equitable and inclusive organizations. To cultivate a culture that truly embraces diversity, what conditions are needed to sustain it in our society and workplaces?
In this primer, learners are introduced to a quintessential glossary of JEDI, which will create an enriched starting point before participating in future modules and deeper discussions and applications on anti-racism and inequities.
We explore the differences between equality and equity and the intersections of justice, equity, diversity, and inclusion and begin to understand diversity is not a starting point yet is an outcome of consistent and intentional practices centred on equity, accountability, and inclusion.
What is racism? How can we meaningfully understand the deeply-rooted impacts it has on our society, culture, workplaces, and relationships? How can we begin to pave the way toward an anti-racist world?
In this module, learners develop a systems thinking lens and apply it to a historical exploration of racism and colonialism and their ongoing impacts today.
Learners are introduced to frameworks that support critical thinking and recognizing and taking action on systemic racism in their daily lives.
This session aligns and deepens learning about JEDI concepts and anti-racism to build individual awareness, grow perspective, and begin applying learnings both personally and professionally.
We are all agents of change. However, how we move through the world – our access to resources, opportunities, and power – are influenced by the intersecting and fluid identities we hold. This concept, introduced by Kimberlé Crenshaw, is called intersectionality.
Through understanding power and our relationship to power and privilege, learners explore their distinct and unique avenues to empower, advocate, lead, and (re)distribute power.
In a complex and diverse world, conflict is unavoidable. Our biases and beliefs, and how they translate through our words and actions, can harm others, even if unintended.
In this module, we emphasize the importance of accountability and conflict engagement to prevent and address harm and to restore and repair trust. When individuals and leaders are equipped with the necessary skills and tools to transform misunderstandings and disputes into opportunities for growth and trust-building, we personally and organizationally benefit through deeper learning, strengthened relationships, and more vibrant, inclusive cultures.
This session further equips learners with the awareness, analytical lens, and ability to take personal and professional action in interactions, situations, and decisions that impact and involve others.
Before diversity, we must establish equitable practices and inclusive and accountable cultures to support it. To create a culture where employees can thrive, a sense of safety and dignity are paramount. In this module, learners examine how our existing workplace norms and expectations restrict the inclusive practices and culture needed to welcome and foster diversity. This module also identifies essential leadership competencies and equitable human resource practices to take action.
Change is a necessity on the path towards building an antiracist organization. As meaningful and accountable allies, how can we lead organizations to take action and impact change? How can leaders better prepare their teams – and themselves – for shifts in their organizations?
This module brings clarity to the dimensions of change that help leaders to understand meaningful ways to take action and steer organizational change. Learners are equipped with tools to understand different types and objectives for anti-racist organizational change, factors for successful change for individuals and the organizations, and frameworks for planning and strategizing progress towards being a more equitable organization.
This session wraps up the JEDI training by exploring and applying concepts and lenses gained and grown to institutional settings, critically examining leadership competencies and organizational culture and initiatives that meaningfully foster, hinder, or harm diversity.
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