Frequently asked questions

The Opt-In Learning Program™ is an innovative DEI strategy that prioritizes cultural competency, specifically racial self awareness and racial competence, to create diverse and inclusive organizations.

The Opt-In’s Theory of Change™, which focuses on learning within four domains: self-awareness, racial literacy, connection and stamina, companies create highly engaged, confident communicators who embrace complexity, welcome conflict and inspire new ideas. Through The Opt-In Learning Program™, companies transform forward thinking employees into forward-leading, collaborative and racially competent team members who turn information into insight, respond rather than react, and galvanize teams to embody a growth mindset and an insatiable desire for organizational success.

Cultural Competency is the ongoing development of the knowledge and skills to:

• Cultivate self awareness of your individual + intersectional + intersecting identities.
• Recognize and interpret the cultural dynamics of identity through cultural literacy.
• Build and maintain healthy cross-cultural connections and cross-cultural relationships
• Interrupt bias in yourself and oppression in your environment using cultural praxis; the combination of theory, embodiment, and action.

Racial Competency encompasses the skills and attitudes required to develop and maintain healthy cross-racial relationships, notice and analyze racial dynamics, and confront racism in the environment and in oneself. People aren’t born racially competent. (Ali Michael)

Support Experiences are additional points of connection and conversation for you to expand your knowledge and skills in an engaging and interactive manner. We designate time to dig deeper into questions, concerns and feelings in environments that meet people where they are. We provide supportive experiences through Small Group Coaching by racial identity, 1:1 Coaching, and Mindfulness Practice Sessions.

We believe adult learning that centers racial competency requires additional resources for optimal integration, understanding and embodiment. Additional resources increase self-awareness, personal connection to the material, and individual processing of information.

Participating in the Support Experiences gives you the opportunity to unpack reflections in “light bulb” or awareness moments, examine historical beliefs, and extend your learning both individually and in community. This work takes time to process and The Opt-In™ Team is here to support you in a holistic way. Join us in expanding your knowledge and skills!

Learning by racial identity is part of our method. We recognize through research that racial anxiety is real and as a result we have incorporated racial identity-based learning into our program in the form of Small Group Coaching.

We are learning very different things about ourselves while all heading in the same direction. The Opt-In™ Learning Program designates time to dig deeper into questions, concerns and feelings in environments that meet people where they are. To address racial stress and the possible fears in all forms that come up in the discussion of race, we provide a supportive experience in Small Group Coaching by racial identity.

The stages of Racial Identity Development (Beverly Daniel Tatum) are experienced differently according to people’s racial socialization – there are different and fluid paths for Black, Indigenous and People of Color and there are totally different and fluid paths for White people. We are learning very different things about ourselves while all heading in the same direction – equity.

The term BIPOC is an acronym for Black, Indigenous, and Person of Color. However, it is colloquially used as a reference to anyone with lived experiences and personal histories that are not aligned with the White narrative. To be sure, this term is flawed and does not accurately represent the rich cultural diversity of our communities, nor is it inherently inclusive to individuals not of Black and/or Indigenous descent (i.e., AAPI, Latinx, etc.). It also makes the additional mistake of lumping all non-White identitities together by insinuating that there is White and there is “other” – an uncomfortable and ongoing centering of Whiteness. Other criticisms of this term highlight how it leaves out individuals of biracial or multiracial heritage and this would also be true.  For the purposes of this program, we are using the term as it is currently one of the more recognizable and colloquially utilized words in our zeitgeist. However, in tune with the ever-changing waters of language, we remain attentive to new terms with a more accurate and inclusive depiction of our cultural landscape. For more information regarding the term BIPOC and perspectives on its usage, please consider the following sources: Virginia Law Review, New York Times, and Inside Higher Ed.

Recognizing the unique dynamics of race equity work with a specific focus on Canada, we have a tailored curriculum for Canadian groups and offer Small Group Coaching Sessions specifically for Canadian team members with our Canadian partners. 

Support Experiences, as well as the The Opt-In™ Learning Program, are brave and safe spaces. These spaces are private and confidential.

What is shared in the sessions remains confidential and within the session unless an escalation is requested by a participant due to harm, violence or discrimination.  Only with the explicit and written permission of a participant will an escalation be shared with your organizational leadership.