Why Single Story?

With our help, your organization can join the ranks of the most progressive and inclusive institutions in your city and region.

Our workshops are designed to help you develop meaningful diversity initiatives and strategic plans that will transform your organization. We create space for your community to feel authentic and supported. Our engaging anti-racist programming will empower your leadership to develop a culturally competent community, which will also increase your organizations’ marketability with diverse, and high-regarded talent. In turn – you will be able to attract a clientele that has a strong interest and appreciation for diverse and inclusive organizations. We do this by becoming a valued partner of the organizations we serve, building long-term relationships that allow us to permeate our training throughout leadership teams and beyond.

We will help you forge relationships across racial, ethnic, and socioeconomic barriers – charged with the common goal of social justice and equity among all constituents.  

5 Stages of Development



Foundation Building

Regardless of an organization’s experience in this work, the Foundation Building stage of our approach is critical in developing a sustainable equity program. In this stage, we work to:

  • Develop a common language of diversity, equity, and inclusion among all constituencies of an organization
  • Foster strong community connections using a platform of storytelling
  • Establish a foundational SEED (Seeking Educational Equity and Diversity) program that strengthens relational trust, interdependence, and collectiveness between stakeholders
  • Formulate or refocus a sustainable equity task force and diversity committee 
  • Deliver DEI content to meet the needs of all stakeholders, including beginners and well-experienced practitioners



Assessing The Community

(Strategic Planning)

Oftentimes, equity audits and those alike are offered to communities in the initial stages of their engagement in DEI work; however, at Single Story, Inc., we have found that this approach can sometimes offer variable responses due to a number of factors. Constituents’ understanding of important vocabulary is critical. Are folks talking about the same things at the same level? Additionally, organizations are sometimes not ready to engage with the results of the assessment which leads to mistrust from stakeholders. To this end, in this stage, we work to:

  • Continue the work established in the Foundation Building stage – ie. all-staff professional development; SEED; committee and task force work, book clubs, etc.
  • Survey stakeholders on their experience with the organization, both strengths and challenges
  • Offer focus group conversations to collect context behind experiences of stakeholders in the community
  • Establish a diversity, equity, and inclusion strategic plan based on recommendations from the assessment
  • Develop subcommittees to take on specific imperatives from the assessment and give teams the skills to do so within an identified timeframe
  • Create task force




Finding Our Narrative

In this stage, an organization will commit to cultivating a shared theory of action among constituencies. We work to:

  • Strengthen all constituencies’ lenses for noticing opportunities for equity within their work and the work of the organization
  • Elevate the strategic work of the organization using a top-down model; focusing on developing boards and senior administrators’ capacity to move the organization forward in one voice
  • Train staff and administration in basic to intermediate principles of diversity, guided by a diversity mission/vision statement



Building Cultural Compentency

This stage offers a deep dive into the work of understanding the impact of equity and exploring non-traditional ways to foster inclusive practices. We work to:

  • Identify and begin to support and train a designated practitioner as part of senior administration, whose job is to oversee the organization’s efforts with sufficient resources
  • Establish leadership in diversity at the senior level, including supporting board-level DEI committees
  • Support organizations in the development of new practices that can shift hiring practices in more inclusive and equitable ways



Sustaining An Inclusive Environment

This stage offers sustainable models for inclusive and equitable practices. We work to:

  • Develop policies and/or practices that reflect a comprehensive and systemic understanding of diversity that can grow and change over time in response to shifting paradigms
    Establish mechanisms that foster constant evolution through systems of checks and balances
  • Utilize assessment tools regularly and build strategic plans to support long-term diversity work
  • Engage all constituencies in feedback
    Identify and support trained DEI and/or equity teams within the organization to give vision to and guide equity work forward in a sustainable manner

Seeking Educational Equity & Diversity (SEED 101)

P3 Identity

Diversity Advocacy Team (DAT) formation and support

Diversity Committee Formation and Support

Assessment of Multiculturalism, Inclusion, and Diversity (AMID) Survey

Racial Affinity Group Formation and Support

DEI Book Club & Study

Reimaging Hiring & Retention Tool Kit

Professional Development/Learning Seminars

Customized Workshops


Additional Services