​Do Any ONE of These Apply to The Organization?

Persistent Turnover

  • ​​An annual turnover rate >10%​
  • High rates for non-white, non-male
  • Quiet quitting​
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Negative Culture

  • ​General lack of trust in current complaint system
  • Low productivity, low morale​
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Unresolved Complaints

  • Complaints re: identity (race, gender, for example)
  • Inconsistent complaint system
  • ​Overburdened Human Resources ​ ​​​
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Let's Help You Name Barriers. Use the Free Tool Below.
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Turnover Costs More Than You Think.

Use the button to calculate all costs of turnover due to unhealthy culture.
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FREQUENT QUESTIONS

EXISTING STRUCTURES
What if the organization is small?
Our resolution system is designed for universal application. With a community of support systems, we help maintain neutrality in a small setting. ​Meaning, even if you are an organization of two, we got you (and you) because we're small too!
How does it interact with existing complaint systems?
The initial phase is a standardized review of existing systems and records. We conduct this review with the intention of highlighting existing systems that work!
We believe folks are not afraid of change, we just don't like loss. We always find something to celebrate. 
what about unions?
For transparency: The Equity Consortium is a home for equity advocates and for this reason, our work often overlaps with that of unions. We both seek to protect the rights of all. And as a corporation ourselves, we are in an odd, but uniquely beautiful position of pointing to a common enemy: Both hate unjust turnover. 
How does it relate to THE law?
In short, legal protections are very limited until an employee files a complaint with an agency or civil lawsuit. This harms both employee and employer.
​We respectfully re-define true liability by offering a system with SIX opportunities to resolve before having to file outside. 
What about Human Resources?
Yes, what about Human Resources? What happens if someone in HR is being harassed? Bullied? What is their formal channel of relief? We honor all employee's right to access support, including HR. 
And, by sharing the responsibility of conflict management to others, HR folks can focus on the multitude of other job duties with focus. ​
That's Equity.
THE RESOLUTION SYSTEM
Who needs to be involved?
To be as least intrusive as possible, and to ensure effective communication, we require only a single point person. 
For a reasonable fee, you will have the option to invite us to present to a group of your choice if you find that helpful.
How Does It WOrk?
Once someone from your organization has attended the Learning Space (free), contract signed and down payment received, we may begin our six month process outlined above.
What happens with current conflicts?
We recognize that during any transition, we must find a line between "pre-system" and "system".
Conflict is a difficult psychological state to maintain, and it should not wait for a new system to take effect to resolve.
During our introductory phase, we help you to evaluate the level of current conflict(s) and discuss options. 
As one option, we are able to offer reduced rate referral to mediators. 
wHAT if the whole organization feels in conflict?
In instances where conflict is prevalent, so must we. During the introductory phase of our process, we provide specific guidance on defining which, of all the conflicts, would benefit from an escalated resolution before introducing a new system.
Ultimately, it's a matter of re-defining what is acceptable and appropriate within a place livelihoods come together. This is where our system helps to raise and define the bar.
Can we adapt the system to fit our needs?
Our skilled team follows a set process of introduction, implementation, and  (the bowl) which ensures universal application and alignment with legal and restorative principles.
This process itself non-intrusively invites folks to contribute (the fruit) at key points based on the unique nature of the organization.
WHAT IS A "RESPONDER"? wHAT IS AN "iNQUIRY"?
A vital part of the resolution system is a person we call a "Responder". This person is an employee who has been trained (6 hours) in personal biases and how to utilize the system. They are available as the first point of contact when someone has an inquiry.
An "Inquiry" is simply our way of saying "complaint" without judgement.
TIME AND MONEY
hOW MUCH WILL IT COST?
We generously support a community of contributing advocates and experts who in turn provide you their best. To support our community, our base fee is $15,000 plus $100 per employee.
We require a down payment, and then a monthly payment for five months. 
We offer a 10% discount if able to pay in full. 
And, we've done the math. Compared to turnover, it's a better investment.
dO YOU OFFER DISCOUNTS?
In short, not usually. Why? Because the cost is the cost when providing living wage contracting to our community partners.
​In some instances, we do have room for creativity (we have a fund, and may be interested in a trade of services/ goods). Let us know!
Are there ongoing costs after completion?
The highest ongoing cost is not investing in a resolution system that works. During the Learning Space, we share formulas to calculate and compare both.
How long will it take?
While allowing for emerging needs, we are able to introduce the resolution system in six months from time of contract to introduction to all staff.
Why? Because we prepare our clients so they are ready to start on day one (for free!).
Why continue services after the contract is done?
Besides having access to 1-on-1 coaching for leadership and Responders, even more valuable is access to the monthly Community Adjudicator Forum, a place to easily get an anonymized second opinion, and to conduct an escalated inquiry. For even more benefits, scroll up to see what's included.
The Equity Consortium, SPC
​Seattle, Washington, USA; Duwamish, Cascadia, Turtle Island
[email protected]
Voicemail: (206) 303-8978
© COPYRIGHT 2020.  THE EQUITY CONSORTIUM, SPC
​ALL RIGHTS RESERVED.