2025 COHORTS
Antiracist Development Group
This group is for white executives, managers, and other leaders who are interested in moving to the next level of personal and organizational equity work. The 8-week, small-group cohort program is a place for learning, reflection, peer support, and action based on frameworks of intersectional social justice and challenging white supremacy culture.
Learn & transform your mindset with us
Why Should Organizations Invest in this Development?
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Fosters Broader DEIJ Goals
Investing in white leaders' development of antiracism skills is a crucial step toward advancing an organization’s Diversity, Equity, Inclusion, and Justice (DEIJ) initiatives. It shows a commitment to building a more equitable workplace where every member feels valued and respected.
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Empowers Leaders to Drive Change:
Leaders equipped with antiracist skills are better positioned to foster inclusive environments, guide diverse teams, and implement policies that promote long-term equity. They become champions of change, steering their organization toward a more just and inclusive future.
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When
Winter Cohort:
Fridays, January 17-March 7 1:00pm - 2:30pm ET
Spring Cohort:Wednesdays, April 9-May 28th 4:00pm-5:30pm ET
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Where
via Zoom
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Cost
This program is offered at a sliding scale based on the organization’s budget. More info below!
Why Develop Antiracism Skills in Affinity Spaces?
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Reflective Learning in a Safe Space
White leaders have the chance to engage deeply with antiracism work in spaces that allow for self-examination without the risk of causing harm or asking for emotional labor from colleagues of color.
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Confronting White Supremacy Culture
Affinity spaces help leaders critically examine the ways white supremacy culture shows up in their organizations, decisions, and behaviors, creating a deeper understanding of how to actively dismantle the systems.
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Antiracist Decision-Making
Skills to help leaders make decisions grounded in equity and justice rather than maintaining the status quo. It provides the tools needed to identify and disrupt biases in policies, hiring practices, and decision-making.
Sliding scale
This program is offered at a sliding scale of $500- $3500 per participant, based on the organization’s budget.
$500 – $1500 – recommended for organizations with annual budgets up to $400,000
$1500 – $2500 – recommended for organizations with annual budgets between $400,000 and $2M
$2500 – $3500 – recommended for organizations with annual budgets over $2M
Honor system: For some organizations, it might make sense to pay a lower or higher rate than recommended. For instance, if most of your budget goes to providing direct services and comes from restricted funding streams, you might pay a lower rate; on the other hand, if your organization has a small budget because it has a small staff, but the staff are highly-paid professionals, consider paying a higher rate.
Click here for more info and to register
Contact Davey for more info
Why work with us
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We envision a world in which ecosystems of organizations, communities, networks, and individuals collaborate to transform themselves and broader systems to continually move toward a world of fair, plentiful, joyful, and connected living and working conditions for all.
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We hold equity and leadership of the people most impacted by oppression as central to all our values, which include:
Transformation: We support change that starts with repair and healing of historical and ongoing harms and that alters the shape of systems, common practices, and individual behaviors
Relationality: We collaborate and ensure accessibility for everyone to have a voice.
Accountable action: We use cyclical approaches and insight from those most affected by decisions and oppression to continuously learn, assess impact, repair, and adjust.
Ingenuity: We ground ourselves in the reality of the moment and act flexibly and creatively to meet multiple needs within multiple contexts, drawing on most impacted peoples’ lineage of survivance - surviving amidst oppression via unofficial means.
Joy: We believe that joy is necessary for existence and we seek to make it possible for ourselves and all others.
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Collaboration is a cornerstone of our approach. We work closely with clients, co-creating solutions that address their specific needs and challenges. By fostering partnerships and building relationships based on trust and mutual respect, Think Again creates lasting impact within organizations and communities.
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Consulting clients that engage in a tailored, comprehensive assessment and consulting process realize immediate improvement while building internal capacity to continue honing their approach in operations, programs, and external partnerships. Organizations build shared understanding and skills, establish equitable organizational systems, and improve workplace climate. They also begin building accountable relationships with internal and external stakeholders who are most impacted by societal inequities, in order to get the kinds of feedback that allow for continual iteration and improvement. In short-term trainings, participants gain tools they can continue applying in their day-to-day practices, which contributes to improving organizational climate and outcomes and sets the stage for further learning, development and action.
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Think Again fosters a culture of continuous learning and development, both with clients and within our own team. Our services encourage reflection, critical thinking, and skill-building. Team members engage in ongoing professional development to stay abreast of emerging trends and best practices, ensuring that Think Again remains at the forefront of equity-focused training and consulting.
You can read about a few important reasons on our blog, but don’t just take our word for it. Check out what participants are saying:
“The facilitators held us with learning that build up both our knowledge and putting anti-racism into action. As a leader a non-profit, the framework got to the core of several white supremacy topics and how to disrupt them.”
"The Antiracist Development Group gave me a heightened willingness to be uncomfortable and to cause discomfort in service of greater equity and the dismantling of white supremacy culture."
“I enjoyed how you framed things, the way you created space for different points of view, the way you respected whatever came in.”
“I found the materials helpful, interesting, and relevant.”