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Work Interview
Financial Report
Business Meeting

1. Conduct Individual Anonymous Interviews

Interviewing School District Board of Education Members & District Administrators, and/or University and College Educational Leadership.

2. Conduct Homogeneous* Focus Groups

Representing Principals, Teachers & Faculty, Support Staff, Students, Parents and Community

*Similar race, ethnicity, and organizational levels required to create the maximum level of openness and trust

3. Development of Report & Recommendations for the "Way Forward"

Analysis of institution's racial demographics, metrics and review all interviews/focus groups to develop key themes highlighting strengths as well as opportunities for improvement. 

Provide summary report with recommendations.

4. Presentation of Report & Recommendations

Review report findings and recommendations with School District Superintendent or Dean of Department of Education and their select others if desired.

Our approach to Educational Equity is systematic, systemic, and sustainable as illustrated in the copyrighted Educational Equity Journey Model. The journey begins with the four-step Equity & Cultural Audit.

The systematic stages build on one another, creating a solid foundation for the next stage. The success of the systemic change is linked with the overall commitment of the organization’s Board and its executive leadership to execute each stage with integrity until the circle is completed and the outcomes are sustainable. 


Guided by our "Inclusive vs Exclusive Behaviors©" model we look for the conditions which, when built into institutional policies and practices, can diminish racism and help the organization close both opportunity and achievement gaps. Educators develop culturally responsive curriculum and teaching skills. Creating an inclusive and culturally responsive environment is a prerequisite for student success.


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The Equity & Cultural Audit gathers data using homogeneous focus groups by organizational levels, race, and ethnicity thereby ensuring we capture the diverse and similar viewpoints of the current culture and practices. We hold all perceptions shared in the interviews and focus groups with total confidence and anonymity. Thus, the process provides a safe place for all stakeholders to share both pride and concerns about their school district or university.

The Ayala & Young Associates facilitators for these focus groups share similar racial or ethnic backgrounds to create the maximum level of openness and trust in the process. We utilize guided questions which will have been approved in advance by key members of your team. The questions are designed to assess the effectiveness of existing curriculum, policies, practices, programs, and structures to see how they are, or can be, more meaningfully linked to cultural responsiveness and equity. Through the Report of key Themes for this Equity & Cultural Audit you will hear the voices, anonymously, of people at all organizational levels as well as those of students and parents.

The Ayala & Young Associates Equity & Cultural Audit Report, with recommendations, emphasizes organizational strengths as well as opportunities for improvement. Anonymous feedback from stakeholders’ quotes highlighting hopes and concerns does the convincing of the need for cultural change. Results are specific to the information gathered within the organization; not a "boilerplate program" based on external best practices. The process can help to refine an Equity Vision as well as guide organizational planning strategies for critical racial and ethnic issues.

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