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Equity Based Dialogue for Inclusion, LLC (EBDI) works with leaders of mission- and impact-oriented organizations from all sectors to build and maintain equitable and inclusive organizational environments.

Our approach emphasizes internal organizational strategy, incorporating conceptual and analytic work on your organization's structure and culture. Strategy work through an inclusion lens requires a willingness to individually reflect and engage meaningfully with cross-cultural competence. Our services emphasize the development of your capacity to work across differences.

We understand the many pressures that organizational leaders face. Rather than leave you with an aspirational document or impractical to-dos, our work refines and extends your current approach to diversity, equity, and inclusion, integrating it  with your broader organizational strategy.


See the range of EBDI's clientele and read testimonials from past clients here.

What does “Equity Based Dialogue for Inclusion” mean?

Dialogue means engagement with others with humility, empathy and curiosity. We believe that dialogue is a requisite competency for organizational leaders to support critical conversations, build empathy, and ultimately create and maintain a culture of inclusion, especially in the context of inevitable disagreement and conflict that arises in organizational settings.


Crucially, as professionals entering your organizational context, we avoid debate and discussion that masquerades as dialogue. We enter spaces and conversations with a learning orientation, suspending preconceived notions about “right answers” or “best practices.” We believe that the work must be co-created through our engagement with you. 


We define inclusion broadly, referring not only to feelings of belonging and connectedness, but also transparency in processes and procedural fairness with attention to groups who have been traditionally marginalized or excluded. 


“Equity based” indicates that we support your work toward inclusion with awareness of and attention to power dynamics in the organization. This includes dynamics related to vertical hierarchy and role differences, as well as those outside of the organization, such as those related to race, gender, sexual orientation, religion, ability, or other social identities, and the intersections between them.

Forbes: EBDI president on the relationship between belonging and organizational identity

Forbes: EBDI president on why dialogue, not debate, is needed in times of crisis

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