E&I Process

Civility Partners will partner with UC Berkeley to guide management and employees through each part of their process outlined below. Please note these 10 steps are not linear, lining them up is just the easiest way to explain them. This process has been used by Civility Partners with clients across multiple industries creating a variety of success stories along the way. 

Step 1. Culture Assessment

This process includes interviews with stakeholders, a custom online survey for all, and interviews with a random sample of 10% of the employee population.

Step 2. Leadership Planning Meeting/Ongoing Coaching

Upon survey close, we will hold an in-person leadership meeting to discuss the survey results, and next steps. And, throughout the culture change, we will have 60-minute coaching sessions every other week, eventually moving to once per month over time.

Step 3. Create an Action Team

One mistake many company’s make in culture change is relying too heavily on the leadership team. While culture design starts at the top, employees should be more involved in change than most organizations allow. Civility Partners will work to select the right team members to represent all levels of the organization.

Step 4. Develop Strategic Plan for Addressing Survey Data with Action Team

We will work with the action team to identify strengths and opportunities for improvement in the survey, and then develop a strategic plan for solving them. This is the first of three strategic plans.

Step 5. Create Department-Specific Core Values

We will partner with the Action Team to develop core values, using insight provided by your workforce. Core values become the guiding light for culture change, as the Action Team then seeks to create plans around helping the workforce live those values.

Step 6. Provide Assets As Needed

Often as Civility Partner's clients make change, they require updated processes or insight on how to do them. For example, some clients have requested onboarding programs, updated performance management systems, rewards systems, teambuilding assets, and more.

Step 7. Provide Necessary Training As Needed

Naturally, anytime there is change, people need to understand what it means for them and their behavior. Trainings offered will vary depending upon the assessment results.

Step 8. Strategic Plan for Culture Change with Action Team

By now the first strategic plan focused specifically on resolving the issues identified in the survey will be coming to a close, and the Action team can focus on creating a second strategic plan, focused on real culture change and positivity.

Step 9. Re-Do Culture Assessment

At the one-year mark, we will conduct the survey again to determine success and opportunities for improvement.

Step 10. Srategic Plan for the Future

At this time, there will be places where the organization has improved, and places where more work is needed. We will assist the Action Team in creating a third and final strategic plan.

equity and inclusion colorful bubble graphic

E&I Announcements

May 14, 2018: Upcoming Equity and Inclusion Interviews and Survey

March 28, 2018: Next steps for equity, inclusion and climate planning in IST

March 9, 2018: Creating an Inclusive IT Community

Get Involved

We look forward to continuing this conversation and encourage you to discuss these issues with your manager, team, and colleagues. We welcome hearing from you directly as well:

Email: Larry Conrad (larry_conrad@berkeley.edu); or Liz Marsh (lizm@berkeley.edu)

Schedule a Meeting: Contact Margarita Zeglin (mzeglin@berkeley.edu).


If you see or know of behavior that is contrary to the values we want to engender in IST, we ask you to speak up. You can bring these directly to CIO Larry Conrad, either in person or anonymously, or to any member of the management team. And if you experience this behavior directly, know that you have options available to you: