Unite Society
Core Principles
our commitment
This core principle serves as recognition that guilt and politeness often unwittingly perpetuate prejudice by maintaining a facade of social harmony. By addressing these underlying dynamics, we aim to unravel the threads of bias woven into societal fabric, fostering genuine understanding and dismantling the subtle barriers that hinder true equity.
This core principle asserts that intentions do not always align with the impact of one’s actions. By prioritizing the tangible consequences of behavior over well-meaning intentions, we strive for a more accountable and empathetic society, where the outcomes of our actions take precedence in shaping our collective progress.
This core principle underscores the importance of intentional inclusion to prevent the inadvertent exclusion of diverse perspectives. By proactively embracing diversity, we foster an environment where everyone’s unique voice is both heard AND valued, ensuring that no one is left on the margins of our collective journey towards understanding and collaboration.
At the core of this principle is the recognition that genuine transformation begins by touching the heart, as emotional resonance has the power to reshape perspectives. By prioritizing meaningful connections and empathetic understanding, we aim to inspire profound shifts in mindset, fostering a more compassionate and open-minded community.
In this core principle, we emphasize the significance of acknowledging that every issue holds weight and merits attention. Whether large or small, each concern contributes to the intricate tapestry of our shared human experience, and by valuing the importance of every issue, we strive for a more inclusive and comprehensive approach to addressing challenges in our society.
At the heart of this core principle is the understanding that true personal and collective growth unfolds in the realm of discomfort. By embracing challenges, confronting uncertainties, and stepping outside comfort zones, we empower ourselves to evolve, adapt, and forge a path towards a more resilient and enlightened future.
This final core principle emphasizes the transformative power of knowledge and the subsequent responsibility it carries. Recognizing that awareness brings about change, we commit to continuous improvement, understanding that once enlightened, our actions must align with our newfound understanding to create a positive impact on ourselves and the world around us.
Our Values
Be the CHANGE we need in the World!
Commitment
We are committed to each other and our clients – every stage of the social justice transformation
Heart-focused
We lead with our hearts, knowing that stories evoke more long-lasting change
Accountability
We hold ourselves, and each other, accountable to ensure we are surpassing expectations
Networking
We communicate, network, and collaborate with all constituents, recognizing the importance of true inclusion
Genuine
We are genuine and passionate about the work we do and value the strong relationships with those we serve
Empowerment
We empower each other and our clients to be the CHANGE we need in the world
Meet the Team
We are a powerful and diverse group of individuals
Megan Fuciarelli
Founder & Chief Empowerment Officer (CEO)
Rhys
Student Engagement Specialist
Joieanne Galura
Public Relations Assistant
FAQs
All your questions, answered!
At US², we incorporate JEDI – Justice, Equity, Diversity, and Inclusion – rather than solely DEI (Diversity, Equity, and Inclusion) to emphasize the critical importance of social justice in our work. While DEI focuses on diversity and inclusion in organizational settings, our use of JEDI signifies our commitment to addressing systemic inequities and advocating for justice. This expanded acronym underscores our dedication to promoting fairness, dismantling systemic barriers, and striving for equitable outcomes across society. Incorporating Justice into our approach aligns with our core belief that achieving true diversity and inclusion necessitates proactive efforts to create a more just and equitable world for all. JEDI guides our strategies, initiatives, and conversations, reflecting our unwavering commitment to social justice within every facet of our work.
At US², our distinctiveness lies in our approach to Social Justice, Equity, Diversity, and Inclusion (JEDI) work. We prioritize humanizing conversations, creating a safe space that minimizes defensiveness and encourages open dialogue. Unlike traditional methods that rely on guilt, shame, or blame, we firmly believe these emotions have no place in JEDI/DEI discussions. We recognize that if people are defensive, they aren’t able to hear the message being delivered. Our passion is centered on ensuring that every individual – regardless of background, identity, or beliefs – is not only seen but also welcomed, heard, valued, and respected. We foster an inclusive environment where diverse perspectives are embraced, leading to more authentic and impactful conversations that drive positive change within organizations. At US², our commitment extends beyond rhetoric – we strive to create actionable strategies that empower all individuals to contribute to a more equitable and inclusive world.
Social Justice, Equity, Diversity, and Inclusion (JEDI) work is crucial in the workplace for several reasons. Firstly, it cultivates a more inclusive environment where individuals from diverse backgrounds are welcomed, seen, heard, valued, and respected. This inclusive culture fosters innovation, creativity, and collaboration by embracing a wide range of perspectives and experiences. Secondly, JEDI/DEI initiatives enhance employee engagement and morale, contributing to higher job satisfaction and retention rates. When employees are included and supported, they are more likely to be motivated and committed to the organization’s success. Moreover, JEDI/DEI efforts positively impact business outcomes by promoting diverse talent acquisition, expanding market reach, and improving decision-making. Companies that prioritize JEDI/DEI tend to attract a broader pool of talent, connect better with diverse customer bases, and make more informed decisions by considering diverse viewpoints. Ultimately, JEDI/DEI work in the workplace isn’t just about compliance; it’s about creating a culture that celebrates differences, drives innovation, and ensures fairness and equity for all employees, leading to stronger, more resilient, and successful organizations.
Social Justice, Equity, Diversity, and Inclusion (JEDI) work holds significant importance in schools for various reasons. Firstly, fostering a diverse and inclusive educational environment prepares students to thrive in an interconnected world by exposing them to different perspectives, cultures, and backgrounds. This exposure nurtures empathy, understanding, and respect for others, essential qualities for future global citizens. Secondly, JEDI/DEI initiatives contribute to creating a safe and welcoming space for all students, irrespective of their identities. When students are included and valued, they perform better academically, have higher self-esteem, and are more likely to engage actively in learning. Furthermore, JEDI/DEI work in schools helps address disparities in educational opportunities and outcomes among students from diverse backgrounds. By acknowledging and addressing these disparities, schools can create equitable learning environments that support every student’s success. Ultimately, JEDI/DEI in schools goes beyond teaching tolerance; it cultivates an environment where diversity is celebrated, equity is prioritized, and inclusion is the norm. These efforts not only benefit students academically but also prepare them to contribute positively to a diverse and interconnected society.
Critical Race Theory (CRT) is an academic framework that originated in legal studies and evolved into an interdisciplinary approach examining the intersection of race, law, and power dynamics within society. It emerged in the late 20th century among legal scholars seeking to understand and challenge systemic racism and racial inequality. It is important to acknowledge that CRT is a theory – and not meant to be taught as a separate concept (unless you are studying theories). Instead, CRT provides a framework for understanding intersectionality (specific to race) and the presence of power within dominant narratives. US² does not ‘teach’ CRT; however, we do have a strong understanding of the concepts covered within CRT and utilize those concepts when creating materials for our trainings and coaching sessions. We believe in having honest conversations, even when difficult. First and foremost, we believe that it is only through authentic conversations without defensiveness that we will be able to bridge the polarization that exists in our society.
Metamorphustice™ is the transformational process of social justice reform. Consisting of seven distinct stages, this process is one of the foundational components of our CHANGEmaker program. People can be in different stages of the process, depending on the identity group in consideration. For example, someone might be very aware about racial identities (possibly as an Advocate) while having very minimal knowledge about religious beliefs (possibly as Oblivious). The seven stages are marked by the following characteristics:
- Oblivious: This stage is marked by a lack of awareness. Many people in this stage are simply lacking experiences that might provide insight into others’ lived experience.
- Defensive: During this stage, people are more aware of differences amongst identities and there is often strong emotions behind people’s beliefs. For example, some people who find themselves in this stage might feel guilty about differences while others might feel angry about how people are treated in society.
- Savior: During this stage, people have a strong sense of care and concern; however, they often assume they know what to do for another person and/or group without asking questions and/or getting to know the person they are trying to ‘save’. Many people in this group often have the best of intentions and are unaware of how their behavior can be very damaging.
- Ally: During this stage, people have high levels of care/concern and are aware of how people are treated differently; however, they approach the unfair behavior from a sympathetic lens. People in this group are great ‘sounding boards’ and/or ‘shoulders to cry/lean on’, but don’t necessarily empathize and/or take action toward making a difference.
- Advocate: During this stage, people move into empathy and away from sympathy. Instead of simply understanding what is happening, they will often speak up on behalf of someone who is experiencing discriminatory behavior.
- Co-Conspirator: During this stage, people empower and uplift others’ to use their voice rather than speaking on behalf of other people. Co-Conspirators will often wait for an issue to be revealed, leading to a more reactive approach.
- CHANGEmaker: As a CHANGEmaker, people are looking at the world and acting in situations through the lens of social justice reform. Instead of waiting for a situation to arise, CHANGEmakers are proactive in how they see the world to erase any potential inequities before they oppress an identity.
For more information, purchase the book here.
For the Individual CHANGEmaker Program, enrollment is six (6) months and provides access to the DEILearningHub as well as all coursework necessary to earn the CARES® Certification – which is good for one year. The Individual CHANGEmaker Program is suited for individuals who are passionate about social justice work and don’t necessarily have a team that they lead (i.e., consultants, coaches, teachers, entrepreneurs).
The CHANGEmaker for Leaders Program includes access to the DEILearningHub for twelve (12) months as well as all coursework necessary to earn the CARES® Certification. In addition to these learning opportunities, Leaders are also assigned a coach from the US² Team and are invited to monthly ThinkTanks with Megan, our Founder and monthly interview sessions discussing a relevant topic within the JEDI space (both of these are exclusive to our CHANGEmaker community). While working with their coach, Leaders align with their Action Plan and craft strategy to execute goals within their team/organization surrounding JEDI work.
The CHANGEmaker for Teams Program includes all access within the CHANGEmaker for Leaders Program (for the primary contact) in addition to twelve (12) CHANGE credits. CHANGE credits can be used to secure customized professional development, additional coaching, additional licenses to the DEILearningHub, and a plethora of additional customized options. This Program is best suited for companies who have a dedicated DEI initiative (i.e., Employee Resource Groups, DEI Committee, DEI role) and want to ensure quality programming without having the resources to provide that programming in-house.
An effective Social Justice, Equity, Diversity, and Inclusion (JEDI) program encompasses several key elements. Visible support and active involvement from leadership demonstrate a genuine commitment to JEDI/DEI, fostering a culture of inclusivity throughout the organization. Implementing JEDI/DEI policies promotes equity, eliminates bias, and ensures fairness in recruitment, promotion, and decision-making processes. Actively seeking diverse talent and creating an inclusive environment encourages retention and advancement opportunities for all employees. Providing ongoing training on bias, cultural competence, and inclusive behaviors empowers employees to recognize and address biases. Establishing measurable goals, tracking progress, and holding leaders accountable for JEDI/DEI outcomes ensures continuous improvement. Openly communicating JEDI/DEI goals, progress, and initiatives to all employees fosters transparency and trust within the organization. Embedding JEDI/DEI principles into every aspect of the organization’s culture, practices, and decision-making processes rather than treating it as a standalone initiative showcases commitment to seeing, valuing, welcoming, hearing, and respecting every constituent. An effective JEDI/DEI program recognizes the importance of fostering an inclusive organization where diversity is valued, equity is prioritized, and every individual feels respected, supported, and empowered to contribute to the organization’s success.
Within the first stage of Reflection, we assess the current reality of an environment and/or individual. This is done via needs assessments, listening tours, self-assessments, reflections and journal prompts, and equity audits. Within the second stage of Response, we provide training that is customized to the client needs. In addition to the CARES® Certification, we have a full suite of learning materials available on DEILearningHub.com. We also facilitate customized trainings for organizations as well as support Employee Resource Groups (ERGs) with strategic action plans to ensure that everyone within an organization is seen, welcomed, heard, and valued.
Within the third stage of seeing Results, we provide customized coaching and mentoring services through our CHANGEmaker Program for Leaders and Teams. Our goal as consultants is to empower our clients to no longer need us for day-to-day operations. We determine our own success through the success of those we work with.
Social Justice, Equity, Diversity, and Inclusion (JEDI) training significantly influences society in multiple ways. Firstly, it helps individuals recognize biases, fostering more inclusive behaviors and reducing discrimination in workplaces, schools, and communities. Secondly, JEDI/DEI training promotes understanding and empathy toward diverse perspectives, cultures, and experiences, nurturing respect for individuals from different backgrounds. Thirdly, by raising awareness about social justice issues and systemic inequities, JEDI/DEI training encourages a collective commitment to creating fairer systems and structures, contributing to societal change. Additionally, it creates inclusive environments where everyone is valued, fostering diverse participation and contributions in various spheres of society. Moreover, JEDI/DEI training empowers individuals to become CHANGEmakers for equity and inclusion, fostering positive changes within their communities and societal circles. Ultimately, JEDI/DEI training serves as a catalyst for organizational, institutional, and societal changes, promoting diverse leadership, equitable policies, and inclusive practices aligned with societal values and needs.
Measurable outcomes from JEDI (Social Justice, Equity, Diversity, and Inclusion) efforts include both qualitative and quantitative metrics. When referring to the workforce, employee representation, employee engagement, workforce diversity, and pay equity analysis can be measured. When it comes to effectiveness and inclusivity within policies and procedures, training impact, inclusive policies, and business performance can be measured. It is also important to consider supplier diversity and community engagement. Diverse perspectives contribute to a greater level of innovation and success. Regular assessments of these outcomes helps organizations gauge JEDI/DEI effectiveness, identify areas for enhancement, and demonstrate commitment to fostering diverse, equitable, and inclusive environments.
Social Justice, Equity, Diversity, and Inclusion (JEDI) work is an ongoing process and is best implemented when not confined to specific timelines. Rather than a destination, it is best to embrace it as the lens through which all decisions are made within an organization. Continuous engagement in JEDI/DEI efforts is essential, integrating it into daily operations, strategic planning, policies, and practices. Regularly scheduled assessments, at least annually or biannually, allow organizations to evaluate progress, re-evaluate goals, and recalibrate strategies to ensure they align with evolving needs and changing demographics. As a reinforcement, it’s crucial to emphasize that JEDI/DEI work isn’t limited to periodic initiatives; it requires a perpetual commitment embedded in the organizational culture. It involves ongoing education, proactive measures, and a dedication to fostering an inclusive environment where equity and diversity are prioritized in every aspect of decision-making. Thus, viewing JEDI/DEI as an integral part of organizational DNA rather than a scheduled event ensures sustained progress and an enduring commitment to fostering an inclusive workplace culture.
People don’t ‘buy into’ new concepts/initiatives for one of the following reasons: lack of awareness/understanding OR not seeing the benefit for themselves. It is critical to address both of these possible hindrances when helping to engage people. Within these two ideas, there are several potential strategies. Consider providing information highlighting the benefits of JEDI/DEI for individuals and the organization, addressing misconceptions and showcasing its relevance in fostering a more inclusive and productive environment. Focus on understanding concerns and perspectives without judgment, creating a safe space for dialogue and acknowledging apprehensions about JEDI/DEI efforts. Demonstrate how JEDI/DEI aligns with personal growth, career development, and the organization’s success, emphasizing its impact on innovation, collaboration, and employee satisfaction. Provide diverse ways to engage, respecting individual preferences and comfort levels. Encourage participation in various JEDI/DEI initiatives, allowing individuals to choose how they contribute. Showcase leadership commitment by participating in JEDI/DEI initiatives, demonstrating its importance through actions and decisions. Consider creating forums where individuals feel safe to express concerns, ask questions, and engage in meaningful conversations without fear of judgment. Share success stories and positive outcomes resulting from JEDI/DEI efforts, illustrating the tangible benefits realized by embracing diversity and inclusion. Lastly, keep an open line of communication, provide ongoing support, and offer resources to facilitate understanding and engagement in JEDI/DEI work. By employing these approaches and creating an environment that respects individual perspectives while encouraging openness and understanding, it becomes possible to gradually engage individuals who might initially be reluctant or disinterested in JEDI/DEI efforts.
Didn’t find the answer? Send us your question and we’ll get back to you!