Client Testimonials Upload

We understand that writing reviews can be daunting, especially when the work we did together has stretched over time! Here are a few prompts you might like to beat writer’s block:

  • What were the conditions of your organizations that spurred this partnership? What was going on?
  • Has our partnership made a difference in your organization? What has changed since we started working together?
  • What has surprised you the most about this experience?

Please use the form field to the right to let us know, or if you prefer – send us a video or audio review!
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Contact Us Directly Today

  • CALL US: (202) 577-1549
  • EMAIL US: info@thelindsaygroup.co
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Our Commitment

Equity

Multicultural organizational development addresses issues of bias, discrimination, and social divisions that impact health care and workplace interactions. MCOD starts with the assumption that oppression is institutionalized, systemic, and entrenched in public and private organizations. The separation of diversity and equity is characterized as “akin to trying to cure cancer solely by adopting sound nutritional practices”(Jackson and Hardiman, 1994:252). A key characteristic of MCOD is its focus on structural power or oppression. MCOD involves questioning, and if necessary, dismantling existing patterns of power within the organization

The most successful and genuine multicultural initiatives occur when participants are willing and active participants. Resistance is a characteristic of any major organizational change effort and a major reason why organizational change efforts fail

Multicultural organizational development stresses the importance of valuing differences, including cultural strengths, experiences, and ways of knowing and understanding reality.

Multicultural organizational change is a human activity, which requires that people change as they change their organizational environments. It requires new ways of thinking and interacting with others.

 

Inclusivity

Diversity is broadly defined to include multiple differences so that everyone belongs to and has ownership in the process (Hyde 2003). These differences include social categories such as race, ethnicity, class, gender, nationality, culture, sexual orientation, religion, age, and mental and physical ability, as well as differences in beliefs and personality styles.

The success of multicultural initiatives is influenced by a variety of factors in organizations and their broader institutional and social contexts. Some of those factors are driving forces, which can be utilized to move the initiative forward.

Leadership development is crucial because leaders (both formal and informal) are responsible for guiding the organization to a new vision