diversity related crisis mediation control panels 

Diversity Related Crisis Mediation

Unexpected events can lead to instability involving individuals, groups, organizations, schools, or communities.  We analyze and triage the cause of the crisis, create strategies, and take immediate necessary precautions against future situations.  We educate clients on methods how to detect the early signs of crisis and prevent negative consequences in a situation of unrest.

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Develop Diversity-Related Crisis Response Teams

Your company, school, or community needs to assemble a team to handle situations that arise linked to diversity.  You do not have to confront and address this alone.  Crisis response teams play a vital role in diversity crisis response, and team members should be selected and trained appropriately.  The team should establish relationships with community resources, including trusted organizations, service providers, cultural and faith-based community leaders, television and radio stations, newspapers, and other media outlets.

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Equal Employment Opportunity (EEO) Audit

We provide an analysis of the client’s policies and practices to minimize the company’s exposure to violations of state and federal anti-discrimination civil rights laws or claims of discrimination by employees, applicants, residents, or patrons.  We also review and monitor the client’s federal EEO-1 reports for companies with over 100 employees.  We work very closely with C-Suites, executives, directors, and managers to educate them on civil rights law compliance prior to implementing an adverse employment action.

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Respond to EEOC Charges

The Equal Employment Opportunity Commission (EEOC) is a regulatory body that enforces a group of federal civil rights laws. This legislation has been designed to prevent discrimination allegations against employees or candidates according to the protected classes; age, disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex, sexual harassment.  You do not have to hire an attorney to submit a position statement in response to an allegation.  Our founder is a former civil rights investigator and has an in-depth knowledge of a position statement’s anatomy, and accompanying evidence and documentation.


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