Our Proven Conflict Resolution Approach: Racial Equity + Adaptive Leadership:

​

​At the Racing to Equity Consulting Group, we deliver conflict resolution solutions rooted in research based, proven frameworks, years of practical field experience and a deep commitment to advancing racial equity. Our approach supports the transformation of work environments where we help clients turn workplace tension into professional relational building opportunities for fostering trust and collaboration in a way that honors everyone’s humanity—especially in today’s complex and rapidly changing working environments.

​

​

 

What Sets Racing to Equity Apart—And Why Clients Choose Us

​

 

 

1. Racial Equity at the Core

​

• Addressing Root Causes, Not just Symptoms: We don’t believe in performative superficial fixes. Our expert facilitators identify and address the underlying issues of power, race, and identity that often drive organizational conflict. By surfacing these dynamics in a humanistic manner, we ensure that our clients move to creating lasting and socially just professional relationships with each other to improve the outcomes for the clients and staff who come into their care.
   

• Healing and Liberation Spaces: We create and maintain a Healing and Liberation space where each and every person’s humanity is honored, valued and dignified, we ensure that every person taking part in this conflict resolution process feels valued and heard.  Our research based and practical experience approaches proactively support professional relationship building.  Our Healing and Liberation space also ensures that historically and currently marginalized voices are not just present but actively shape the outcomes—delivering fairness and trust that endures.

 

2. Adaptive Leadership that Builds Sustainable Capacity

​

• Equipping Your Leaders: Drawing from Harvard’s Adaptive Leadership model and the latest research in change management, we support leaders and teams to build the skills to respond flexibly to uncertainty—so you’re ready for the next challenge, not just the current ones.
   

• Distributed Solutions: We intentionally engage all key stakeholders, including those most affected by the conflict, to build a resilient and shared path forward to turn conflicts into opportunities. Our process supports organizations in breaking down silos and distributes ownership of the “mess”, which research shows leads to faster, more durable resolutions.
   

• Healing Circles: Healing circles are intentional, facilitated gatherings designed to foster trust, collaboration, compassion, empathy, and community by providing a courageous space where participants can share experiences, emotions, and perspectives around challenging experiences or topics—including racial equity, social justice, and organizational change, conflicts and organizational issues. Rooted in restorative and Indigenous practices, healing circles prioritize active listening, confidentiality, and compassion, allowing each person to speak without interruption and to be heard without judgment. These circles help individuals and teams process trauma, grief, or conflict, foster collaboration, and rebuild trust, where it's been damaged. Our goal is to reconnect with shared values and collective purpose. For organizations navigating complex or painful transitions, healing circles are a powerful tool for restoring morale, strengthening relationships, and moving forward together in a way that honors both individual and collective well-being.
   

• Affinity Caucusing (as needed): affinity caucusing is a strategy we employ only when it is needed and desired from the clients. Affinity Caucusing is a strategy where those who share a common identity are given an opportunity to meet separately to gather, connect, and learn. People are naturally inclined to seek out and connect with other people who share their own identities, experiences, values, priorities, or traits. Racial caucusing harnesses that natural inclination in order to form communities and come together with intentional, explicit justice goals in mind. Caucus groups typically take one of two main structures. Proactive caucusing is used as an anti-oppression tool, often as a component of an organizational plan. In this instance, caucusing serves to aid in the progression of previously stated goals to address implicit bias and structural and systemic barriers within an organization. Proactive caucusing is an excellent opportunity to work through the more complicated and vulnerable aspects of engaging in organizational justice work. Reactive caucusing refers to caucusing as a conflict-intervention tool. In this case, caucusing is used when equity and justice advocates find their race equity rhetoric becomes disconnected from the consequences of their behavior (their intent is not in connection with their impact). Caucusing can seek to heal the cognitive dissonance and anxiety that might occur through the sometimes-difficult change brought about by organizational justice work. A caucus group will provide a less intense, lower-stakes platform to encourage positive engagement and humble self-reflection.

 

3. Evidence-Based and Measurable

​

• Grounded in Science: Our methods integrate leading practices from organizational psychology, racial equity research, and negotiation science (Fisher & Ury, Heifetz & Linsky, Rahim).
   

• Data-Driven Impact: We use custom climate surveys and equity-aware conflict mapping to expose root issues, track progress, and measure results—so you see the return on your investment, not just anecdotal change.