Why the Anti-racist Hot Dog?

The Story of Self

Help each member of the company come to terms with their own history with race and how it is influencing them today.


Based on this self-discovery and informed by a co-created aspirational vision, craft a future-looking story of self that offers a constructive trajectory for the full arc of their life. This includes training on implicit bias and microaggressions in the workplace.

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The Story of Us

Study the company’s past and present and re-imagine the company’s future together, in order to identify the structural and cultural work that needs to occur in order to inhabit a positive story arc into the future.

This includes an introduction to Racial Healing Circles using the Truth, Racial Healing & Transformation “TRHT” Framework.

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The Story of Change

Look outward to identify the needs your organization is uniquely suited to address, and implement a framework for making progress along those lines in accordance with your story arc. 


This includes an introduction to outlets and strategies for creating value for clients and societal stakeholders.

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The Cooking Show

  • Bias Workshop: Learn about different types of biases and the roles we could play in preventing workplace injustice. Participants will learn skills to address bias from the perspective of each role.


  • Story Circles: Build teamwork across cultural differences using a proven method of facilitated experiences. This class engages participants in deep listening, and hear the stories of people they may not otherwise connect with.


  • Quantify Bias: Understand how to create a JUST workplace, and develop a system that can identify discrimination— signs that your organization is systematically discriminating against some people while overpromOting others.


  • Build Bias-Interrupting Norms: It’s easy to recognize when other people are biased yet hard to be aware of your own biases. Participants will learn how to proactively identify their own biases and those of others, and how to create a system of accountability.

Cooking Class Episodes

  • Does racism exist?

    • What is meant by “availability heuristic” and how it blinds my understanding of the ability of Black employees to advance in the workplace. 
    • What is meant by “anchoring bias” and how most white people surveyed think that conditions have improved for the Black population more than they actually have. 
    • What is meant by “motivated reasoning” and how subconsciously blocking information that could negatively impact our self-worth gives way to a racist view of the world. 

  • What is racism?

    • How  implicit bias operates on an individual level but is directly linked to systemic racism, which operates on a societal level.
    • There are many types of racism and not all are simply hatred toward the “other;” more nuanced forms of racism operate subconsciously and may involve preference for your own group relative to others. 
    • Understanding implicit bias means acknowledging that it is not enough to simply “not be racist”; you must become versed in anti-racism in order to help change the larger socio-cultural currents of racism, which were the source of your implicit bias to begin with. 

  • Why should I care?

    • In the wake of George  Floyd’s murder and the 2020 wave of BLM protests, corporate statements of responsibility follows a predictable pattern of simply appeasing rather than affecting change.
    • There is a disjuncture between the perception people have about how ant-racist they think they are versus how anti-racist they actually are. People of color not only deal with hostility from those who oppose diversity but also with indifference, or even complicity, from those who believe they support racial justice.
    • People who care about others are not always responsive to racism because of a tribal mentality, not seeing personal gain, wanting to be better then others or equality not being a priority in their lives. 

  • How does it affect my work?

    • What is superadditivity and how having a diverse team with a plurality of viewpoints build a stronger whole.
    • Conflict does not have to be detrimental to team performance - in fact, it can be beneficial!
    • The challenge in channeling diversity is inclusion; or ensuring that all members of the group are people willing to communicate and share their unique information with everyone.

  • How can I be part of the solution?

    • Racist perceptions can be unlearned through processes of decategorization and recategorization - although this technique has its limitations. A hybrid technique is to embrace categorization (since resisting it can be futile) while emphasizing how a person fits into many different categories. 
    • Vivid counter stereotypes that reinforce positive perceptions of minorities are powerful - we should surround ourselves with images of Black individuals who we  admire. Vivid empathy, or imagining what it is like to live day-to-day as a minority, is also effective for breaking down racial perceptions.
    • White people feel more awkward when confronted by a Black person compared to a white person, even though they feel less guilty when confronted by a Black person.

What are people saying?

How it works?

When education about equity is more engaging, it is also more effective! 

With the regular use of our carefully curated deck of conversation-starting questions, our program will help employees integrate inclusion into their daily lives over time. Meanwhile, anti-racist strategy and policy consultation meetings will help ensure that the company constructs an equitable framework that is strong enough to last long into the future. 

Lets talk

Conversations about race are challenging in any situation. Counterintuitively, the fear of sounding racist or ‘saying the wrong thing’ is a barrier to building a more inclusive workforce. Our immersive events and learning videos are designed to create a brave space where it is easier for participants to engage with the ideas being presented to them actively.

First, we use a survey to gauge your current culture, and then, we use light-hearted music, tasty food, and storytelling to jumpstart the challenging conversations necessary to build a company-wide culture of inclusion. 


Over the next six months, our cooking class videos use cultural recipes as a fun pretense to explore vital topics about racism in a memorable and informative format.