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The surge in demand for Diversity training services continues to grow —regionally, nationally, globally. As is often the case, training happens when an organization’s senior leadership members “see the light or feel the fire,” this according to Betsy Levy Paluck, in a Washington Post Opinion piece entitled Does Diversity Training Work?


We seek to go beyond diversity training. At our core is the concept of Cultural Humility. We believe without cultural humility as a foundation, institutional change is not possible. Our consulting, advising, and facilitation services are designed to bring about organizational change that will result in a culture where people up and down the organization feel they belong, where they are included, listened to, and valued.

We are strong advocates of Adaptive Leadership Development. Becoming an organization where everyone belongs requires leaders who are skilled in leading change. This is an area where FDR’s wealth of corporate and nonprofit leadership experience adds real value.

Click below to learn more about each of our services: 

  • Consulting, Advising, and Facilitation
    Organizational change is inevitable, necessary, and not without friction. Positive change is possible if it’s collective, collaborative, and inclusive of a diversity of thoughts, opinions, cultural and social identifies, and lived experiences. It requires courage, cultural humility, and a commitment of time, resources, and thoughtful reflection. Examples of custom DEIB consulting, advising, and facilitation include: DEIB initiatives, organizational development, and leadership support and facilitation Change management and conflict resolution in the workplace Combating culturally based micro-aggressions in the workplace Contact us about your organization’s conversations and goals around DEIB and we’ll discuss how FDR & Associates may be of service.
  • Workshop: Cultural Humility – Foundational Training and Learning Experiences
    The National Institutes of Health (NIH) defines cultural humility as “a lifelong process of self-reflection and self-critique whereby the individual not only learns about another's culture, but one starts with an examination of her/his own beliefs and cultural identities.” FDR believes cultural humility is the starting point for all organizational change initiatives seeking to create a more diverse, equitable, and inclusive environment. Stakeholders at all levels are encouraged to participate in this entry-level workshop. Cultural Humility 101 workshop: Centers around cultural humility principles and the intentional practice of enhancing interpersonal relationships, communication, and respectful engagement with diverse groups and individuals. Facilitates an understanding of how one’s social identities and lived experiences impact leadership style and behaviors, interpersonal communication, and individual and group engagement and behavior. Explores how the practice of cultural humility can mitigate the inherent power dynamics in interpersonal relationships and communications.
  • Workshop: Enhanced Cultural Humility
    This advanced Cultural Humility workshop: Establishes the importance of incorporating Cultural Humility in all organizational change efforts, with a specific focus on the importance of institutional accountability and the dismantling of structural barriers that impede DEIB work. Explores the importance of integration and alignment of institutional and individual accountability, with a focus on the practice of cultural humility on all levels of engagement. Promotes the importance of organizations, groups, and individuals to move beyond a “cultural competence” framework to the incorporation of “cultural humility” practice. Helps organizations and individuals develop specific strategies, behaviors, social and cultural norms that mitigate and address explicit and implicit bias in all areas of one’s personal and professional life.
  • Adaptive Leadership Development
    The environment in which businesses and organizations operate is changing all the time. Adaptive Leadership is a discipline by which business and organizational leaders can successfully lead change. Think back to March 2020 about the enormity of the change required to successfully navigate a global pandemic. Adaptive Leadership Theory was developed by two Harvard professors: Linsky and Heifitz. The theory shapes the ingredients necessary to making big decisions. There are four basic principles evident in Adaptive Leadership: emotional intelligence, fairness, innovative thinking, and respect for employees. In our work we will explore the principles and practices with senior management team members. We will then identify the foundation necessary to initiate adaptive leadership inside one’s organization and help develop a plan by which to shift the culture to be responsive to this type of leadership.
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