• Twitter - White Circle
  • Instagram - White Circle

© 2018-2019 by Visceral Change, LLC. All Rights Reserved. 

mULTICULTURAL Organizational Development

"Do you feel safe at work?" is a fair question to ask when considering one's organizational development process. However, when compared to,"Do you feel safe at work in your identities?" we see that one question more than the other, is grounded in a level of humanistic intentionality. As an Organizational Development consultancy, we strive to help entities maximize their full potential when incorporating diversity into their everyday practice. Our mission, "To move diversity & inclusion from an individual resource to an organizational value" is predicated upon the belief that a Multicultural Organizational Development (MCOD) framework serves as the best way to ensure that your organization is equipped to move along the social justice continuum from diversity to inclusive excellence. In partnering with Visceral Change's Organizational Development services, you will receive the following:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

The Multicultural Organizational Development (MCOD) process is one that is designed to engage orginaztions in a critical examination of their multicultural identity. Through a series of steps and long-term processes outlined below, organizations will have the chance to explore organizational development like never before. 360 and Satisfaction Surveys, critical dialogues and discussions, and data & assessment gatherings all serve as unique tools designed to help organizations move diversity and inclusion from an individual resource to an organizational value.  

 

  1. Interviews - Interviews are generally conducted with representatives from every unit in your organization, specifically members of the Leadership Team. These interviews will double as a 360 Evaluation discussing specifically the areas of diversity and marginality within the organization. 

  2. MCOD Audit/Survey - A document containing series of MCOD questions that Visceral Change would provide your organization with a timeline provided for completion. The document is designed to be anonymous as the questions are designed to gain an understanding of your unit's culture as it relates to employee satisfaction, specifically relating to diversity, equity, and inclusion. Questions like the one given at the very top of this page should serve as an example.

  3. Data/Assessment Review - Visceral Change will compile the qualitative and quantitative data gathered from participants and distribute the results, en route to creating a diversity & inclusion SWOT analysis for your unit.

  4. Implementation - This final step would see Visceral Change working with your organization to identify ways to implement sustainable practices, policies, and procedures for continued stewardship of diversity & inclusion.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Our Strategic Planning method serves as an opportunity for us to (re)visit an existing or hypothetical framework your organization has and tailor it to reflect attainable goals and outcomes ideally achieved over the next 3-5 years. Together, we identify a series of pillars that will guide the multicultural commitments of your organization as you transition into a new model/framework and then craft sub-pillars that will allow for your employees or peers to critically engage in the work. For example, a pillar may be "Diversity and Inclusion" and one of its sub-pillars may be "Diversify the staff at both the student and professional levels." We would work with you to identify and establish pillars, and advise on how to best go about implementing these.

 

 

 

Foci, or, your organizational focus points, are a set of 3-5 values that serve as standard accountability measures for your organization. These are different from your departmental values as they can be separate from your departmental mission since they are diversity specific. For example, one of your diversity Foci might be "Intersectionality" with it's explanation being: "We commit to remaining intersectional in all that we do." By creating these Foci, you will also be creating accountability structures that serve as reference points for future endeavors.

Strategic Planning at all levels takes roughly 3-5 years to complete. What we are offering is a timeline to help you put the pieces in place. Advanced Level Strategic planning = 1 year. Intermediate Level = 6 months. Learner Level = 5 months and under. Packages are offered for each opportunity.

 

Strategic

Planning

Foci

 
 

mcod pROCESS