It may be easy to see that change is needed, but it can be challenging to know “what” change methods are necessary and “how” to best implement the process. CCBD’s consulting services provide customized, dedicated, hands-on support to generate solutions that ensure ongoing change.
The Equity-Centered Quick Launch Project supports small groups or committees in “getting started” or launching an equity-centered initiative in their organization. This four-month cohort-style program blends professional development and working group coaching sessions to provide hands-on support in guiding the launch of the group or committee’s first initiative successfully. Beginning with a “mini” climate analysis designed to identify an immediate need, teams will develop a 90-day Implementation Plan with milestones, deliverables, and implementation strategies.
The Equity-Centered Change Project supports small groups or committees in brainstorming, developing, and implementing a specific equity-centered change program or project. This six-month cohort-style program fuses professional development sessions, leadership guidance, and working group coaching sessions to support the work of intently focusing on the executive of an impactful change project.
Yale University struggled to fully actualize the potential of a robust partnership with the Historically Black Colleges and Universities (HBCU) Alliance internship program. The purpose of the partnership is to provide internship opportunities to HBCU students who may enter into the field of library conversation.
The Equity-Centered Change Project provided a framework that centered the work through the CCBD’s proprietary Four “Pieces” of an Equity-Centered Culture. This enabled participants to view equity and belongingness in the workplace through these four components, allowing them to build a strong culture of belonging for the HBCU interns. By positioning these four “pieces”, the Yale University Library redesigned roles and responsibilities, curriculum offerings, and process and procedures that support the program. By identifying and filling in the gaps needed, the Yale University Library established a culture of belonging that not only the elevated the experience and deliverables by the HBCU interns.
We have all been through training where we've learned a great deal but found implementing those new ideas much more difficult. Working with Dr. Robinson on The Equity-Centered Change Project proved to our team that real change is possible. Dr. Robinson's encouraging and driving presence enabled us to trust the process as it unfolded. The project-based approach put what we were learning into action, teaching us to work as a team toward our shared goals. Without her expert guidance, we could not have done such meaningful work for our team and students!
Laura O'Brien Miller
The Equity-Centered Transformation Project guides the brainstorming, designing, and implementing of more robust, large-scale programs or projects. This 18-24 month cohort-style program integrates professional development sessions, leadership support, mentoring, individual and group coaching, and working group coaching sessions to actualize each transformational change project. The Equity-Centered Transformation Project infuses the CCBD Three-Part Change Framework (can there be a link to the framework here) to guide the strategic planning and development process to ensure a transformative change in the organization. Each project begins with organizing a 1-year, 3-year, and 5-year “big picture” plan with milestones, deliverables, and implementation strategies. Additionally, a 30-60-90-day action plan of implementation is created for each milestone to guide the application stages of the work project. Finally, the Equity-Centered Transformational Project provides the “wrap around” support of an assessment tool kit to evaluate progress and gauge success.
The greatest challenge at Rutgers University Libraries was the size and scope Rutgers University Libraries (RUL). RUL encompasses 15 distinct libraries among 5 different campuses across the state of New Jersey which created challenges to systemizing hiring processes and procedure.
The Equity-Centered Transformation Project launch the work with Rutgers University Library Diversity Committee focusing on “identity.” With large-sized organizations, similar to RUL, it is essential to first established a unified “ identity,” bringing each sub-unit together while allowing them the freedom to serve their respective consistencies as needed. Using a shared identity, the RUL Diversity Committee was able to establish uniformed hiring practices and procedures to be implemented across the system. Additionally, the committee curated a bank of diversity-centered interview questions, formalized some interview processes, and developed a list of diversity-based job posting opportunities, to name a few.
Dr. Robinson’s educational approach to diversity has provided us with a foundational skill set, the tools, and a process enabling us to successfully achieve our desired organizational outcomes. Her personable demeanor and dedicated attention to ensuring her client’s success are immeasurable. We brought her in to help us ensure that our recruitment and hiring practices reflected our DEI values. With her guidance, the Libraries’ DEI Committee conducted a review of our current hiring practices and developed a set of recommendations that we are now in the process of implementing. I could not be more pleased with the work she has done with us!
Dr. Consuella Askew