Note: Bookings are closed through December 2024. If you are interested in securing Yejin’s consulting services, please know that the work cannot begin until January 2025.

 

Organizational Consulting

Yejin provides consulting services for values-aligned organizations and specializes in conducting organizational (in)equity audits and in facilitating particularly challenging conversations to identify the human, relational, operational, and structural roots of inequity & oppression.

Facilitative Offerings

  • While Yejin is not a mediator, they are trained in equity-informed mediation, and draw on this training and their facilitation skills to steward processes that move individuals and institutions through generative conflict while accounting for asymmetrical power differentials.

  • Yejin creates safer containers for individuals to center practice (practice as in the translation of theory into something material and actionable, but also as in the repeating of a skill in order to improve) engaging in challenging and uncomfortable conversations related to oppression.

  • Yejin facilitates a series of conversations to help surface real and concrete signals of meaningful collaboration, which are reliant on equitable access to agency, autonomy and dissent.

  • Yejin carefully and responsively designs spaces for staff to surface feedback (both positive & critical) about programming, leadership, organizational culture, etc. in order to build actionable plans towards change, and to build the practice of giving and receiving necessary critical feedback.

  • This is a facilitative service to support identity-based groups of folks (e.g. people of color, AAPI people; non-Black people of color; trans, nonbinary and gender expansive folks; neurodivergent staff, etc.) launch and sustain their caucuses

  • This is a series of workshops and meetings to allow staff and leadership to evaluate, reassess, and identify, and meaningfully operationalize organizational values.

Anti-Oppression Audit

Yejin works with values-aligned organizations that are interested in boldly uncovering, uprooting, and upending the ways in which oppressive power harms their staff and the communities they serve.


The basic components of their process are outlined below:

 

Step 1

 

Build trust with a kickoff event, meet & greets, setting of expectations & norms, and co-creation of community agreements.

 

Step 2

 

Collect and review policies, procedures, processes, systems, and additional documents.

 

Step 3

 

Uncover data on experiences and perceptions of bias, organizational culture, leadership and power, and more through a combination of surveys, focus groups, 1:1s, and anonymous feedback forms.

 

Step 4

 

Facilitate root cause analysis workshops to identify roots and routes of inequity and to build staff capacity to conduct this work on their own.

 

Step 5

 

Create and present a report with detailed findings and recommended next steps.

 

Equity & Justice
Strategic Planning

Yejin also works with values-aligned institutions who want to translate their findings into an operational strategic plan. The basic components of their process are outlined below:

 

Step 1

 

Build trust with a kickoff event, meet & greets, setting of expectations & norms, and co-creation of community agreements.

 

Step 2

 

Create and launch an equity & justice planning committee.

 

Step 3

 

Identify priorities based on data on roots & routes of oppressive harm and on the most urgent needs of multiply-marginalized folks who have experienced harm.

 

Step 4

 

Facilitate multiple planning sessions to identify goals and desired outcomes from the priorities identified in the previous meetings; to surface tangible external and internal barriers to meeting those goals; to build strategies that center those of marginalized identities who have experienced harm at the institution; to create a draft plan.

 

Step 5

 

Receive feedback from the institution’s community and finalize the plan.

 

Please note that Yejin only takes on one anti-oppression strategic planning process at a time in order to make room for coaching and education work. They currently cannot take on auditing/planning work until February 2024.