DIVERSITY. EQUITY. INCLUSION.

DIVERSITY. EQUITY. INCLUSION.

PRACTICE PURPOSE

“Ebony Law stands by organizations that want to create positive change within and outside of their organizations. Our Anti-Racism/Colonialism, Diversity, Equity, and Inclusion practice allows organizational cultures to evolve and flourish with justice at the center of their work.”

introducing our ebony edge program

EBONY EVALUATES

The foundational elements of an organization’s policies, procedures and protocols must be evaluated in order to build a robust company culture. Ebony Law reviews the existing frameworks at play within your organization across recruiting, hiring, retention, evaluation, development, advancement and other operating and HR focus areas. We review these findings with our client to establish their ARCDEI policy baseline.

EBONY DISCERNS

The performative, cultural aspects of existing policies are where the true story of your organization is told. Ebony discerns where policy meets practice by gathering observational data, survey data, and conducting focus groups to better understand the lived experience of staff. Ebony pairs this “lived” data with our policy evaluation to ground our final two phases.

EBONY GUIDES

Our findings from stages one and two yield a Guiding Strategy, rich with findings, recommendations and benchmarks with which to measure progress. Our Guiding Strategy is offered to leadership as a starting point for DEI strategies, allowing key staff to generate buy-in across initiatives and communicate progress empirically. Assignment of responsibility will also occur to ensure that ownership of DEI interventions is clearly articulated.

EBONY EDIFIES

ARCDEI work is a nurturing process – organizational evolution must be built purposefully and over time. Ebony edifies staff and their DEI initiatives with monthly introspections to cement the ideals critical to success: identity, organizational values, equitable processes, effective and inclusive communication, and wellness.

EBONY EVALUATES

The foundational elements of an organization’s policies, procedures and protocols must be evaluated in order to build a robust company culture. Ebony Law reviews the existing frameworks at play within your organization across recruiting, hiring, retention, evaluation, development, advancement and other operating and HR focus areas. We review these findings with our client to establish their ARCDEI policy baseline.

EBONY DISCERNS

The performative, cultural aspects of existing policies are where the true story of your organization is told. Ebony discerns where policy meets practice by gathering observational data, survey data, and conducting focus groups to better understand the lived experience of staff. Ebony pairs this “lived” data with our policy evaluation to ground our final two phases.

EBONY GUIDES

Our findings from stages one and two yield a Guiding Strategy, rich with findings, recommendations and benchmarks with which to measure progress. Our Guiding Strategy is offered to leadership as a starting point for DEI strategies, allowing key staff to generate buy-in across initiatives and communicate progress empirically. Assignment of responsibility will also occur to ensure that ownership of DEI interventions is clearly articulated.

EBONY EDIFIES

ARCDEI work is a nurturing process – organizational evolution must be built purposefully and over time. Ebony edifies staff and their DEI initiatives with monthly introspections to cement the ideals critical to success: identity, organizational values, equitable processes, effective and inclusive communication, and wellness.