We start by assessing the level of cultural inclusivity of each of our clients, meeting with leaders as well as staff. The assessment is based on surveys, email correspondence, group listening sessions, and individual interviews, all with a focus on race, gender and orientation. Each engagement method has separate questions for leadership and staff as well as different questions for those who identify as Black, Indigenous and People of Color (BIPOC), and those who do not. To encourage full participation and transparency, participants can choose the degree of anonymity they are comfortable with. The data gathered during the discovery phase informs the ways in which organizations can move forward with DEIA work effectively.

Our workshops help groups come together to address specific DEIA concepts that are relevant to their organization’s culture as well as the wider societal landscape. These are learning spaces; we tailor them to our participants so no two sessions are the same. We make workshops engaging, interactive and reflective with the goal of encouraging an understanding that goes far beyond the simple definition of DEIA. Many of our participants return to tell us they’ve found personal applications for the work that go beyond the workplace. Participants leave with concepts to contemplate and concrete tools to apply.

Sample Year One Scope and Sequence:

-Cultural Humility vs. Cultural Competence
-Biases
-Microaggressions
-Allyship and Interrupting Microaggressions
-Power and Privilege
-What Is White Supremacy Anyway?
-The 4 I’s of Oppression
-Disability Justice I
-Disability Justice II
-Sexual Orientation and Gender Expression
-Identity and Intersectionality
-Tying It All Together and Tools for Staying in the Conversation

Sample Year Two Scope and Sequence:
-Cultivating Resilience for DEIA Work I
-Disability Justice II
-Disability Justice III
-Understanding White Supremacy Culture II
-Gender & Sexuality I
-Gender & Sexuality II
-Identity and Intersectionality II
-DEIA & Fundraising
-DEIA & Organizational Partnerships
-Cultivating Resilience DEIA Work II: Towards Accountability
-Developing a Liberatory Consciousness

Lunch and Learns help clients bridge the knowledge gap about the history of racism in the United States and how it connects to present-day DEIA concepts. The Lunch and Learn scope provides a high-level overview of how the artificial construct of the race came to be a foundational, driving force in the United States and an organizing principle central to American institutions.

A complement to our Lunch and Learns are our Lunch and Joy sessions. In this series, we highlight how joy and resilience are an integral part of the lives of historically excluded groups, acting as an antidote to systemic and interpersonal oppression.

Regardless of our backgrounds and cultural positionality, we all are vulnerable to the imprints of white supremacy. DEIA work is often triggering for individuals: as we explore the ways in which systemic oppression impacts individuals and our communities and, inevitably, workplace culture and operations, intense thoughts and feelings emerge.

Our social justice affinity spaces are dedicated meetups guided by skilled therapists, facilitators, and healers where participants have time to process information in an empathetic setting. Each group is organized around a specific identity marker so participants have an additional layer of psychological safety.

The affinity spaces allow participants to express themselves authentically, cultivate mutual understanding, and build community. We incorporate DEIA frameworks in combination with trauma-informed mindfulness, emotional regulation, and somatic techniques.

Momentum often said, ‘the workshops are for the mind and the affinity spaces are for the heart.’ An affinity space is a voluntary session for staff to come together with trained therapists to process what they learned in the workshops. A lot of consultants approach DEI work with regular workshops on deep topics and then leave the participants with little or no time to process the work. One of the things we really liked about Momentum was that they provided affinity spaces with trained professionals as therapeutic sessions with the goal of bringing people together to process what they learned in the workshops.”

– Raul Del Barco, former Chief Human Resources Officer, California Academy of Sciences

Our approach to repair combines the principles of DEIA with therapeutic techniques to address the ways in which systemic oppression manifests in relationships between colleagues. Often, these manifestations take the form of intentional and unintentional microaggressions and non-inclusive workplace cultures.

Reparative mediation addresses the negative impact of unaddressed dynamics around power and privilege. The goal is to initiate relational repair and healing through discussion facilitated by trained therapists. Our trauma-informed practice stimulates mutual understanding, constructive communication, and collaborative problem-solving, and sets the foundation for positive interactions in the future. Individual consultation and support sessions are also available.

We work collaboratively with organizations to help establish and codify essential operating elements of strong organizational culture, including:

-Value statement and mission statement creation
-DEIA committee formation
-Design Thinking workshops
-Team building

Leaders face organizational constraints, pressures, and isolation, particularly as it relates to DEIA issues. Perhaps they’re hearing from staff that their organization needs to center DEIA in order to improve workplace culture. Perhaps the organization wants to attract and retain more diverse talent. Perhaps staff of color are not feeling valued, despite leaders’ best efforts. We support the leadership team as a whole to bridge the gaps between leadership and staff and between organizational change and constraints.

Our coaches, who have leadership experience themselves, guide the leadership team toward increased cohesion and the ability to see conflict as an opportunity. We strengthen leaders to develop policies, practices, metrics, and accountability that create a more holistic culture across the organization.

We also offer individual leadership coaching so executives can embody new skills and envision a future for themselves and their organization where they lead by example.

Our background in public speaking and oration informs our leadership communication coaching, where we work with executives on strengthening written and verbal communication. We use a therapeutic approach to help them feel confident while showing vulnerability. This lets leaders connect with their staff on a more human level and address difficult topics with courage.