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15 <br /> VISIONS' DEI trainings and consulting services incorporate both didactic and experiential <br /> components based on the assumption that gaining proficiency in addressing the "isms" <br /> requires not only cognitive change, but affective and behavioral change as well. In <br /> designing trainings and consulting services, we emphasize learning through experiential <br /> and interactive models, in a safe, non-blaming learning environment that encourages <br /> people to take responsibility for their own attitudes and behaviors as the context for <br /> learning and growth in leadership effectiveness. Participants' own experiences, views, and <br /> needs serve as the "learning content." In this way, participants decide how they can best <br /> enter the discussion about the impact of cultural differences (e.g. race/ethnicity, gender, <br /> age, disability, sexual orientation, class) without fear or shame. <br /> Based on Orange County's expressed DEI goals and budget constraints, the work quoted <br /> in the plan and estimated budget below will unfold in three phases: <br /> Phase One [FY2019]— <br /> • Training design and planning—including meetings with key stakeholders to <br /> strengthen buy-in and ensure training meets stated needs within the organization <br /> • Two-day trainings for Department Heads and DEI Leadership Team (selected and <br /> formed with support from VISIONS) <br /> • Begin initial %-day trainings for all Orange County employees—training to be an <br /> introduction to DEI language and concepts with exercises to build skills that can be <br /> practiced within the workplace with the support of Department Heads and the DEI <br /> Leadership Team <br /> Phase Two [FY2020]— <br /> • Completion of initial phase of%-day trainings for all Orange County employees <br /> • Coaching of individuals and small groups as needed to ensure DEI learnings from <br /> training are integrated into the culture in all Orange County workplaces <br /> • First Y-day follow-up training for Department Heads and DEI Leadership Team <br /> Phase Three [FY2021]— <br /> • Continued coaching of individuals and small groups as needed to ensure DEI <br /> learnings from training are integrated into the culture in all Orange County <br /> workplaces and extending into the communities served by Orange County <br /> departments <br /> • Second %-day follow-up training for Department Heads and DEI Leadership Team <br /> • Second %-day training for all Orange County employees—focus on sharing <br /> learnings and experiences of integrating DEI into four levels (personal, <br /> interpersonal, institutional, and cultural) and begin exploring ideas for sharing DEI <br /> learnings and skills within the Orange County communities, groups, and individuals <br /> served <br /> 4 <br />