Racial Equity and Liberatory Practices (RE&L) Facilitation Basics

Racial Equity and Liberatory (RE&L) Basics supports people across roles who desire to build shared language, deepen analysis, and strengthen their capacity to participate in equity work with clarity, intention, and accountability.This course explores Racial Equity and Liberation (RE&L) as a lived practice. Participants will engage frameworks, reflection, dialogue, and applied tools that support healthier movement cultures, stronger relationships, and equity-centered decision-making in organizations, schools, communities, and teams.

Integrate liberatory practice into how you show up to conversations, collaboration, leadership, and in community.

This course is the precursor to the Advanced Equity Facilitation Course

Racial Equity and Liberatory Practices Workshop Series.

Practice designing and facilitating discussions, activities, and processes on various equity related topics, including: Land Acknowledgements, Pronouns, Community Agreements, Relationship And Team Building, Implicit Bias, Power, And Intersectionality And More.

Equity and Liberatory Practices Foundations:- Review foundational equity concepts, including liberatory practices and equity values

-Increase Self Awareness

-Locate social identity and deepen understanding of how identities shape experience, access, and impact

Facilitation Preparation, Styles, and Strategies- Overview of a framework for equity facilitation preparation, including intention, context, and process design.

- Exploration of different facilitation styles and strategies across meetings, workshops, classrooms, and community spaces

- Develop activity prototypes for process design

- Build practices that deepen connection, increase awareness, build trust, and promote equity
Conflict, Accountability, and Feedback Practice
- Unpack facilitation tactics when navigating conflict

- Practice community agreements

- Introduction to feedback as a liberatory practice

"This workshop series was transformative on many levels. I left with an improved relationship with feedback, and not only feel comfortable engaging in a feedback practice with loved ones but also at work and in other community spaces. I used to have a lot of anxiety about receiving feedback, and now I seek it out every chance I get."

Kiana 27, Economic Justice Programs Director

Racial Equity and Liberatory Practices Facilitation Basics is open to all, including Non-Momentum Graduates, and designed for:.

Are wanting support in exploring their facilitation style

Are interested in foundational facilitation concepts and distinctions

Are interested in taking the Advanced Equity Facilitation Course

Are a facilitator, organizer, and/or space holder and are looking to intentionally integrate equity frameworks and techniques into their practice.

Have a foundational understanding of systemic oppression (racism, sexism, classism, ableism, heterosexism, cis-sexism, and other forms of oppression) and want to prepare and practice how to talk about these topics strategically.April 13 – May 11, 2026

• BOOK A CALL TO LEARN MORE

Reasons people may be joining:

Although I have the knowledge about racial equity and have stayed current with readings on the subject, I really struggle to introduce these concepts, interrupt dynamics or facilitate tense conversations across different or within-like groups. It can be challenging to find the right words and navigate conversations with sensitivity and empathy.
I often find myself lacking the skills necessary to effectively address racial equity and inclusivity in my leadership. I feel stuck and unsure of how to proceed. I want to learn the next steps for incorporating equitable practices.
I remain committed to promoting racial equity and inclusivity in my organization though missing mentorship. I’m usually the leader and rarely the student. I know that with the right training and support, I can gain the skills and confidence necessary to effectively lead change in this area.
Despite my passion for promoting equitable work culture in our workplace, I feel alone in this effort and lack buy-in from leadership who does not feel the same urgency around these initiatives. As a result, I lack the resources to implement changes that I know are necessary. I feel like I need a place to practice and get feedback.

"“Are you actively practicing generosity and vulnerability in order to make the connections between you and others clear, open, available, durable? Generosity here means giving of what you have without strings or expectations attached. Vulnerability means showing your needs."

adrienne maree brown - Emergent Strategy: Shaping Change, Changing Worlds

Requirements and expectations:
-Attend all sessions for the full duration of the session
-Complete all pre-work prior to the class and between sessions
-Come prepared to engage in self reflection, receive feedback, coaching, and to disrupt unconscious bias and dominant culture norms.
-Practice both accountability and compassion/grace for classmates.
-Bring a generative curiosity to maximize the possibilities in the space

Roles this will support but not limited to:

Movement leaders are responsible for understanding effective leadership strategies within movement spaces, forwarding their own leadership, and leveraging power to promote equity.

Teachers, Principals, and School Administrators have the responsibility to analyze systems of oppression within their schools, create equitable spaces for all identities, and navigate and address identity-based conflicts.

Diversity, Equity, and Inclusion professionals play a crucial role in analyzing systems, locating social identities, and developing strategies for promoting equity and dismantling oppressive systems within organizations.

HR managers and professionals have the role of understanding power dynamics within organizations, providing feedback that is liberatory and empowering, and creating and maintaining a culture of inclusivity and equity within the organization.

Non-HR managers and supervisors have the responsibility of identifying and addressing implicit bias in themselves and others, developing strategies for navigating difficult conversations, and creating effective and equitable facilitation.
Business Leaders and Executives have the responsibility to communicate a clear vision and mission for the organization that centers on equity and inclusion, build trust and rapport with diverse communities, and analyze power dynamics within the organization.

Employees at all levels have the responsibility of practicing mindfulness and self-reflection as tools for addressing implicit bias, using equitable language and communication strategies, and developing strategies for preparing themselves and others for difficult conversations.

About co-LAB Collectiveco-LAB Collective was formed in 2016 by three women of color consultants - Maura Bairley, Monica Dennis and Viveka Chen - who collaborate on race equity and leadership development, movement-building strategy, and organizational transformation. co-LAB cultivates self-awareness and core strength in leaders - and we regard everyone as a leader.
We are passionate about building people’s capacity to do this work sustainably. That means wise pacing and attending to the whole person - body, mind, emotions, spirit. We value restorative and resilience practices – both individual and communal – and invite art and cultural practice.
co-LAB’s approach is grounded and informed by their experience with innovation practices, emotional justice, mindfulness, embodiment, change management, complexity, group dynamics, and liberation and equity.