Consider a model of groups where the resources and diversity each person are available and explored. The Power Equity Group Model compels the resources of each member to emerge and to be acted on.
Those with experience developing and working with groups are often aware that group energy seems to take on a life of its own. The Power Equity Group Model validates this knowledge and helps you to understand and use this phenomenon in your group experience and work.  

• Requires us to act on a world view of cooperation, rather than competition;
• Heightens awareness of diversity and enables members to value and work with it;
• Empowers both individuals and the group;
• Facilitates leadership emerging in ways that enhance the work of the group;
• Is a dramatic tool for personal and group change processes; and
• Taps the personal sense of the spirit, as well as the larger sense of the universe.

Chapter 1 - Approaching Power Equity Section I: Basic Power Equity Group Theory Chapter 2 - Introduction to the Power Equity Group Chapter 3 - The Three Forms of the Power Equity Group Section II: This Moving, Alive Power Equity Group Chapter 4 - Resistance and Boundaries Chapter 5 - The Movement of the Group Section III: Groups and Levels of Awareness Chapter 6 - Levels of Awareness Chapter 7 - The Intrapersonal Level Person Chapter 8 - The Interpersonal Level Person Chapter 9 - The Group Level Person Chapter 10 - Comparing the Three Levels of Group Section IV: The Group Member Chapter 11 - Holdovers from Dominance and Subordination Chapter 12 - Differentiation and Inclusiveness Chapter 13 - Learning and Creativity Section V: Living with Equity Chapter 14 - The Power Equity Group in Action Chapter 15 - Etiquette and Ethics Chapter 16 - The Group as Energy Appendices A Comparison of The Three Kinds of Groups Examples of Where Power Equity Groups Can Be Found
Carol Pierce, a member of the NTL Institute, is a process consultant and diversity trainer. She was a founding partner of newdynamics in 1972. As an innovator in the field of organization development diversity education, she is a developer of widely-use models for gender, race and cultural, and sexual orientation work.

Ms. Pierce is a creator of the Power Equity Group theory and model which demonstrates how flatter, more egalitarian structures enhance creativity and acknowledge the full range of diversity among members of a group. She is a founder of the Power Equity Training Group, which makes this innovative method available to those who facilitate and work in groups.

“I find Power Equity Group Theory to be enormously helpful in both my work with individuals and groups. It is truly cutting edge theory.”  Anne Litwin, Executive Coach, Organization Development Consultant, Past-Chair of the NTL Institute Board of Directors

“We have forgotten about attentiveness - how to pay attention to something greater than ourselves.”  Lynda Stolzman, President, Lynda Stolzman Associates, Inc., Organization Development Consultant, St. Petersburg, Florida

“Power Equity Group work helps us understand why many diversity interventions turn out to be less effective than we hoped. The Power Equity Group model provides diversity practitioners with a critical knowledge base and skills necessary far the field of diversity work.”  Ben Harrison, Ph.D., Diversity /Organization Development Consultant, Member of NTL Institute, former Internal Diversity Consultant for Hewlett-Packard Company

“I find the Power Equity Group (PEG) lab, upon which this book is based, to be a profound experience. Personal and professional learning are blended. I encourage teachers, consultants, coaches, and anyone who works with people to experience a PEG lab in order to more clearly understand the value of PEG theory. They will be better prepared to support clients as they respond to contemporary diversity issues.”  Jacqueline Bearce, Ed.D., Past Board Member of NTL Institute, Psychologist, Organization Development Consultant, Executive Coach, Diversity Trainer

“I value how The Power Equity Group brings the different voices of diversity, such as gender, race, and culture, into the room. The dynamics of difference can be acknowledged and processed in a way that supports self-awareness and learning.”  Joel Shapiro, MSW, Director of Employee Assistance & Wellness Programs, University of Vermont, psychotherapist.

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