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 in frameworks of intersectional social justice and challenging white supremacy culture. By addressing how we do our leadership work and confronting common patterns rooted in oppressive systems, we can strategically move organizational culture and practice toward alignment with antiracist values.


 The next cohort will be held Tuesdays, 4:00-5:30 eastern time, January 16 – March 5, 2024

Where: via Zoom

Cost: This program is offered at a sliding scale based on the organization’s budget. More info below!


Why should white leaders develop antiracism skills in affinity spaces? And why should orgs invest in white leaders this way? Here are just a few reasons, 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. Excellent readings and facilitators.

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.

I got a new perspective on anti-racism work generally, possible approaches, the breadth and depth of available materials for the undertaking—in short, how much I don’t know.

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.
Contact Davey for more info
Think Again