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Team climate, difference, and psychological safety
Everyday practices that let people speak, disagree, learn across difference, and repair harm, without shame, scoring, or hidden judgment.
Three to five observable practices with owners and a follow-up date, kept separate from any complaint or personnel matter.
Supervisors and managers
Cultural humility in practice: asking rather than assuming, noticing positional power, and using tools like the IDI as inputs rather than labels.
Service delivery and support planning · Supervisors and managers · Program and policy staff
Working knowledge of intersectionality, structural racism, and institutional power that connects to decisions rather than staying abstract.
Division and administration leadership · Supervisors and managers · Equity Directors and Specialists
DSD staff described dominant-culture defaults, limited psychological safety, and doubt that input changes decisions. Culture changes through observable practices with owners, not slogans.
A proprietary, licensed intercultural assessment administered by qualified administrators. Purpose: individual and group intercultural development. Permitted program use: describe, route to qualified administration, discuss developmental orientations in general terms. Not permitted: reproducing protected content, using results for selection, performance, access, or profiling.
IDI, LLC
Public research tools that demonstrate automatic associations. Useful for individual reflection about how bias can operate without awareness. Not a measure of a person's bias, not predictive of behavior on their own, and never a workplace assessment.
Project Implicit
