• Intentional, overt exclusion of people from traditionally marginalized groups is present within the organization, including public enforcement of the exclusionary status quo.

  

• Formal policies, practices, and decision-making systems are established by members of the single dominant group. Change only occurs when interests of both the dominant and marginalized groups are served.

 

 

• The organization accepts a limited number of People of Color who do not ruffle any feathers and have "proper" perspective and credentials.

  

• Other individuals from traditionally marginalized groups are likely excluded despite official policies.

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• Sees itself as a “woke” and welcoming organization despite only a few members of traditionally marginalized groups holding valued positions. Embrace commonalities over differences.

  

• Well-intended change stalls when dominant group members become uncomfortable with the introduction of new cultural styles. Instead of nurturing tolerance, efforts focus primarily in symbolic change.

  

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• Committed to the struggle of tolerating differences in culture, policies and decision-making that true inclusion brings. Change efforts often stall under pushback and uneasiness.

  

• Past organizational norms are no longer appropriate and new suitable ones have not yet been put into action. Discussions start to investigate differences in perceptions, experiences and impacts.

 

 

• Differences are recognized as additive. All aspects of the organization are actively examined to identify barriers that impede people's ability to contribute.

  

• Intentionally carries out restructuring of policies and practices with an inclusive lens, creating power sharing at all levels of the organizational system.

 

 

• Unique and diverse cultures, lifestyles and interests are valued, embraced, and woven throughout all aspects of the organizatio.

  

• All groups and viewpoints contribute to the formation of culture, policies and decision-making.