CONSULTING

I am available for consults regarding human resources and anti-racism/white supremacy-related issues for organizations, professional associations, workgroups, and one-on-one. These services include but are not limited to:

  • Personal anti-racism work (within reason and with agreed-upon parameters)

  • Employee handbook revisions

  • Equity lens building and implementation

  • Mediation services for difficult conversations

  • Recruiting strategy building/revision

Please feel free to reach out to inquire about consulting services not listed here.

My rate for one-on-one consultations is $150 per hour. My group/organization rate is $350 per hour. In both cases, the initial meeting to discuss your needs and focus areas is free. To schedule an initial consultation drop me a line here.

SPEAKING ENGAGEMENTS/PRESENTATIONS

If you would like to procure my services to come to speak to an organization or at an event about topics aligned with race equity, inequity, and bias, my rate is a sliding scale of $850 - $1,000 per event, depending on your budget and with an agreement that my minimum allotted time needed for speaking engagement is 45 - 60 minutes. To inquire about my availability, rates, and to set up a chat to discuss your needs, drop me a line here.

MODERATING

If you would like me to moderate a panel or public conversation at an event, my rate is a sliding scale of $400 - $500 per event, depending on your budget. To inquire about my availability, rates, and to set up a chat to discuss your needs, drop me a line here.

HOSTING/EMCEEING

If you would like me to be the host or emcee for an event, my rate is a sliding scale of $300 - $400 per event, depending on your budget. To inquire about my availability, rates, and to set up a chat to discuss your needs, drop me a line here.

THE WAYS WE COMMUNICATE AND THE IMPACTS THEY HAVE: A 6-PART SERIES

Communication is hard, but we have framed it as something that should be easy as long as we adhere to particular societal norms. The problem is that the “norms” do not incorporate how much of our baggage, biases, stereotypes, connections to and perpetuation of white supremacy, racism, and oppressive states, and lived experiences permeate communication.

In this six-part training series (preferably done over a six-week period to ensure the most resonant impact), I will work with you and your team or organization to begin reframing how you view and understand communication. This is an interactive communal experience. The training sessions are each two hours in length; this is to ensure that there is space for discussion and self-reflection. The sessions are:

  • Communication Styles: Understand Yours. Understand Others.

    Understanding your communication style and the communication styles of those you work with goes a long way toward building teams that can work together and work relationships that last. In this training, we discuss all five of the primary conflict management styles, help your team members develop a clearer understanding of their primary conflict management style, help your team members learn how to determine the possible conflict management styles of others, and talk about how to change aspects of their conflict management style to build relationships with others while being authentic to themselves.

  • Exploring and Engaging with Conflict

    Understanding your conflict management style and the conflict management styles of those you work with goes a long way toward building teams that can work together and workplace relationships that last. In this training, we discuss all five of the primary conflict management styles, look at how the conflict management styles of people of color, women, and femmes, and Black women and femmes are perceived and stereotyped, help your team members develop a clearer understanding of their primary conflict management style, help your team members learn how to determine the possible conflict management styles of others, and talk about how to change their personal conflict management style to strengthen interactions and relationships with others while being authentic to themselves.

  • Empathy and Engagement at the Core of Conversations

    We often look at communication as words and not actions or even view body language as impactful. The truth is that our body language, physical and verbal responses to conflict, how willing we are to have a conversation with others, and how we connect with people when they share difficult information or seek support for trauma or anxiety they are struggling with speak volumes. These things are all connected to how engaged we are in communicating with one another and actively and empathically in community with others during conversations. In this training, we discuss how vital empathy and active listening are to having meaningful conversations and fortifying relationships in all aspects of our lives. We talk about being connected to empathy for yourself to aid you in being more able to empathize with others; active listening; being engaged in conversations; sitting with others as they share their struggles without going into a savior space or judgment space, and being in tune with your body language and nonverbal communication cues to mitigate the possibility that other people may feel disconnected from you in conversations.

  • Navigating Difficult Conversations

    Real talk? Every conversation we have in life will not be easy. There will be times where you have to give someone difficult news or share heavy information with others that will elicit responses that can be visceral or painful. There will even be conversations where you will need to hold space for people sharing heavy information or difficult news with you. In those moments, you will need to be able to navigate these conversations in ways that will mitigate long-term trauma or pain as much as feasibly possible while allowing people to be heard and validated and making sure information is shared and disseminated. In this training, we talk about preparing yourself for difficult conversations, utilizing all of the learnings from our previous three sessions and mindfulness techniques to aid you in being present in these conversations. We will talk about navigating these conversations when you do not have the time to prepare yourself mentally and emotionally, needing to dive into something in real-time. Lastly, we will discuss using the byproducts of difficult conversations to continue fortifying and maintaining relationships.

  • Giving Feedback

    Feedback is a part of being human. Every relationship we have in every space needs to be built on a foundation of trust/faith, honesty, and empathy. This happens mostly through working on being a clear and empathetic communicator. With that said, critique and criticism are difficult areas for many of us to navigate and communicate with empathy while maintaining healthier relationships. Being able to give and receive feedback, and how we communicate in those moments, is integral to how our humanity is displayed and conveyed to others which in turn strengthens the base of our relationships with others at work, at home, and in our communities. In this training, we talk about the importance of giving constructive and empathetic feedback. We’ll focus on factoring in such dynamics as knowing the purpose behind why you’re giving feedback, asking pointed questions, focusing on discussing behavior and not the personage, and being specific and timely. We will also walk through scenarios to examine some of the nuances of giving feedback.

  • Receiving Feedback

    As a continuation of our time focusing on the dynamics of feedback, we will take what we discussed around giving feedback and segue into the other side of feedback: receiving. In this training, we talk about the importance of receiving feedback in receptive and open ways. We’ll focus on factoring in such dynamics as seeking feedback, taking time to process feedback, owning our mistakes, and moving forward with feedback in mind. We will also walk through scenarios to examine some of the nuances of receiving feedback.

If you are interested in having me come and work with you and yours to be a part of kickstarting evolving the way your team, department, leadership, and/or board of directors views and approaches communication with a more equitable, inclusive, anti-racist, and empathetic focus my rate is $600 per hour. To inquire about my availability, rates, and to set up a chat to discuss your needs, drop me a line here.

RACE EQUITY/ANTI-RACISM/WHITE SUPREMACY DISMANTLING TRAINING SERIES

If you are interested in having me come and work with you and yours to be a part of moving conversations and practices forward into a more equitable, inclusive, and anti-racist realm my rate is $600 per hour.

Every race equity and equity training I offer and build will take at least two hours to facilitate. After an initial consultation to assess your needs and ascertain where your team or organization is at on their personal and professional equity and anti-racism journey, I may recommend at least three hours to create a resonant experience and deeper understanding and value.

To set up a needs assessment and training inquiry please feel free to drop me a line here!

I offer trainings and facilitated discussions on topics of race equity and equity and inclusion. The trainings listed below are only a snippet of what I offer. I am also available to meet with you, ascertain your organization or group’s wants and needs, and build facilitated community conversations connected to those wants and needs around race, equity, anti-Blackness, and white supremacy. I recommend possibly considering utilizing my services for a series of training opportunities for your organization or group to further your lifelong work on race equity and dismantling white supremacy. This work is often stronger when a relationship can be established between a facilitator and a group. Any community conversation I lead works best when paired with ongoing town hall-style discussions regarding race and the individual work we all need to do to dismantle our connections to and perpetuation of white supremacy. The ask is for 10-12 months to have the most resonant and lasting impact on your organization. 10-12 months gives us the time to:

  • Establish a shared language and understanding of white supremacy, racism, oppression, and inequity.

  • Establish an empathetic community of learning and growth within your organization.

  • Break down many of the barriers hindering the work and progress on the work in your organization.

  • Dismantle the discomfort that many white people and people of color with power, privilege, and positionality within your organization may have in the wake of diving into this work.

This is an interactive community experience.

The series includes sessions around:

  • Establishing the What and Why of White Supremacy and Racism

    Before you can discuss a topic as deep and nuanced as white supremacy, as well as the oppressive branch of the white supremacist tree that is racism, it is best to have a clearly defined shared language and understanding of the concepts involved as well as the reasons why these concepts impact our workplaces and communities. In this community conversation, we will start our time together by establishing what racism and white supremacy are and how they are impacting Black, Brown, and Indigenous people, people of color, and marginalized communities in workplaces and communities across the United States.

  • Safety vs. Comfort

    In conversations about racism and white supremacy, for white people and people of culture/color who have benefited and do benefit greatly from white privilege the conversation often veers into the realm of safety. The argument that white people often present is that they feel attacked, in danger, unsafe when discussing racism and white supremacy – especially when being called out or called in for doing or saying something racist and/or that perpetuates white supremacy. But for white people and people of culture/color who benefit greatly from white supremacy: are you unsafe in those moments? Or is what you’re feeling something completely different? In this community conversation, we break down these feelings, lay out what is a lack of safety and what is a lack of comfort in race conversations, and help participants identify when their white fragility is at play and if and when it might escalate into white violence.

  • Deconstructing the Good/Bad Binary

    White fragility is arguably the most prominent builder of hurdles for white people when faced with acknowledging their white supremacy, as it creates windows of deniability regarding one’s racist words, views, and actions. One of the main pillars of reinforcing deniability is an adaptation of racism that has been perpetuated and reinforced by white people for decades: the good/bad binary. In this community conversation, we dive into the history of the good/bad binary, examine how it plays out for white people when called in or called out regarding racism and white supremacy, and talk about tangible ways to begin reprogramming yourself to disrupt the good/bad binary.

  • Intersectionality vs. Intersecting Identities

    Intersectionality is an oft-misunderstood concept. For many folx, there is a lack of clarity as to how identities intersect and how the oppression prevalent in the lives of many marginalized folx plays out personally and professionally in life-altering ways. For white folx it often seems unintuitive and divisive, especially when it comes to identity and viewing their oppression from a lens of white supremacy. In this community conversation, we discuss what intersectionality is, how it differs from what many people believe is intersectionality but is actually intersecting identities, how our own biases and connections to white supremacy distort our understanding of intersectionality and lead us to harm others personally and professionally, and things we can do to mitigate instances of this harm we inflict on others or witness in action.

  • Privilege, White Privilege, and the Weapons We Make of Them

    Privilege is an often poorly defined concept. We all think we know what privilege is, but the definition tends to get muddled with things we think are privileges but aren’t. And don’t get me started on how murky the waters get when we throw white privilege into the pot. That is when privilege can become a dangerous weapon. In this community conversation, we clearly define privilege and white privilege, talk about the overlaps between the two concepts, analyze our own privilege, look at how privilege and white privilege are weaponized in the persistent harming of others, and discuss ways to interrupt the weaponization of privilege in ourselves and others.

After we take some time to establish the language and community we need to move forward with the work of dismantling our individual and collective contributions to and perpetuation of white supremacy, racism, and oppression, we will then segue into a key set of conversations for any workgroup or workplace: white supremacist workplace culture.

  • Dismantling White Supremacy Workplace Culture Training Series (6-Part Series)
    Let’s get that out of the way right now: we all work in white supremacist workplace cultures. We have before our time here, we do now, and we will continue to in the future if we work anywhere else. Organizational culture reflects societal culture – and in our country, our societal culture is based on white supremacist ideals that call themselves determining what makes someone a “good” person and a “productive contributor to our society.” In the workplace, white supremacy is espoused in the form of unspoken and ingrained norms and standards hammered into us from the start of our work careers as non-negotiable. I call these the pillars of white supremacist workplace culture, as they are the foundation for the continued perpetuation and amplification of white supremacist ideology in the workplace. To understand the pillars of white supremacist workplace culture, you must break them down, one by one. Why? Because they are a chain – one pillar feeds into and creates the next pillar.

    To aid organizations in dismantling and addressing the white supremacy at play within their workplaces, I offer a six-part training series that walks through the five pillars - Perfectionism, Concentration of Power, Right to Comfort, Individualism, and Progress is Bigger/More - and then opens up a larger discussion on what now? Each session is 120 minutes in length.

To inquire about my availability, and rates, and to set up a chat to discuss your needs, drop me a line here.

Show a Brotha some appreciation:

Venmo: @Pharoah-Bolding

Cash App: $PharoahBolding

Paypal: pharoahbolding@hotmail.com