Dr. Anna Morgan-Mullane, LCSW-R serves as the President of Mental Health Services at Children of Promise, NYC for 15 years and now serves as the President of Clinical Policies and Procedures at Fresh Youth’s Initiatives. As an Executive Clinical Consultation to several mental health-based organizations across New York City, Dr. Morgan-Mullane designs and conducts an extensive training programs for that allows for organizations and teams to employ anti-racist and critical culturally responsive skills . These skills are needed to support individuals, team members, and broader communities impacted by the injustice system, complex trauma, and racial trauma. Dr. Morgan-Mullane has also developed policies and practice guidelines as well as launched evidence-informed organizational models which includes the employment of relationally-centered/strengths-based approaches within institutional work spaces. Dr. Morgan-Mullane’s work explores the intersection of micro, mezzo, and macro oppressive injustices within organizational space by dismantling systemic racism.

Dr. Morgan-Mullane’s consulting framework and expertise is in addressing racist systems of oppression in organizations and corporate spaces by addressing inequitable processes that reinforce persistent harm caused through racism and other forms of oppression. Her work focuses on facilitating groups and conversations around the impacts of racism, oppression and supremacy work culture in organizations and corporations.

My framework focuses on addressing inequitable processes that reinforce persistent systemic harm and dismantle workplace supremacy. The intention of my work center’s team relational practices which support organizations/corporations in engaging in necessary discussions with the tools and guidance to acknowledge historical harms, address current needs, center BIPOC team members and stakeholders, and move the company into a collective posture of willing individuals. I aid teams to employ tools for long-term commitment to engaging in deep anti-racist and anti-oppressive work practices to benefit the greater whole.

I ask that the organization honor time and intentionally reflect on the diversity of the entire staff body, communities served, and stakeholders. I partner in meaningful discussions and collaborative learning spaces that are generative and permit accountability between the present and the future in the spirit of healing, compassionate and focused on thinking systematically. Through an adaptive leadership lens, the work highlights collaboration and mitigates harm to all team members with oppressed identities, which encourages accountability for white-bodied folks while centering the most harmed and impacted. My work is grounded in systemic change and healing amongst all agency members while reimagining how the company operates as a whole.

My suggested framework (open and flexible) entails large group conversations and exploration with the entire staff, workgroups for white-bodied staff, workgroups for BIPOC staff with my non-white-bodied partners in practice, and coaching for executive, C-level team members. These separate groups allow for crucial unpacking which is centered around identity as well as positions of power. Each has its own unique function and place in the healing and expansion process. Team members are asked to commit to a workgroup for the purpose of ongoing work to identify opportunities for institutional change and create an action plan for addressing racism and oppression within the organization.

Large group conversations, affinity workgroups, and executive leadership coaching.