Belonging, Equity, Diversity.
We help companies innovate and grow through radical cooperation and understanding.
A healthy culture built by a diverse, respected, and empowered workforce will achieve moonshot level goals.
We specialize in facilitating distributed leadership processes and antiracism work so companies and people thrive. This is the future of work: consent based stewardship.
Most Diversity, Equity, and Inclusion programs don’t work.
They weren’t designed to.
Companies spend $8 Billion a year on Diversity, Equity, and Inclusion programming but they aren’t getting more diverse, equitable or inclusive. This shouldn’t be surprising. A handful of workshops on implicit bias or allyship doesn’t mean anything when they don’t coincide with significant culture and policy changes.
Much of the existing programming is a formality so companies have something to write about in diversity reports (if they even have one), for public relations purposes, or to avoid lawsuits. There must be a desire and commitment from leadership to do this often difficult and uncomfortable work.
Data tells the true story.
Despite money and time spent on DEI efforts, little has changed:
83.3% of tech executives are white, and men hold 75% of tech jobs across the sector.
62% of tech jobs are held by white Americans, while Asian Americans hold 20%.
Black Americans only hold 7% of tech jobs and Latinx Americans hold 8%.
Men are offered up to 7% higher starting salaries for the same positions as women.
White and Asian American men are offered on average 6.95% higher salaries than Black men.
50% of tech workers aged 18-28 have left or wanted to leave a job because they were uncomfortable with their company’s culture.
68% of young tech workers have felt uncomfortable at work because of their ethnicity, gender, socio-economic status, or neurodivergence.
It’s not about having the best product.
It’s about having the best people and keeping them happy.
Attracting and retaining top talent, generating record profits, and leading industry innovation is all about people and behavior. Having systems in place to create and maintain true Belonging, Diversity, and Equity is how you set your company apart from the rest.
Data shows the way.
Companies that effectively integrate BDE measures into their culture have 35% higher returns than companies that don’t and up to 19% higher innovation revenues.
Companies that take Belonging, Diversity, and Equity seriously are 70% more likely to dominate new markets.
They have, on average, 2.3 times greater cash flow per worker.
These companies have a 35% performance advantage over non diverse companies.
Companies that are ethnically and racially diverse are 35% likelier to outperform their industry’s median financial returns.
The most racially diverse companies have 15 times the sales revenue compared to the least diverse companies within their respective industries.
76% of workers prefer working at diverse companies.
Diverse teams are more effective innovators and problem solvers.
The most diverse companies are highly rated for employee engagement and happiness as well as customer loyalty.
Companies with Diversity and Inclusion plans had fewer reports of unfairness, sexual harassment, bullying, racism, and less employee turnover.
Comprehensive Systems that Center Belonging, Equity, and Diversity
We partner with our clients to create a personalized framework specific to your company’s unique requirements. Whether you are looking for a one-time power session, collaborating on a specific project or deliverable, or a long-term thought partner, we can assemble an effective toolkit for your needs.
Not sure where to start? Our Assessment Package provides a thorough evaluation of your organization’s climate and a recommended needs-based roadmap for meeting your Belonging, Equity, and Diversity goals.
Anti-Racism Work
Creating a healthy culture requires trusting and respectful relationships. People have to commit to the internal work of undoing what has been culturally programmed into us. Learning the historical context of systemic racism and oppression, examining and unpacking privilege, and the willingness to look within and see how we can do better is necessary and vital work. Anti-racism work requires being open-minded, committed, and willing to be uncomfortable to make a better future for the company and the world.
Distributed Leadership Systems Creation
Distributed leadership sees tasks stretched or distributed across the organization. It is transparent, collaborative, and sometimes dynamic. Shifting away from a hierarchical structure creates more opportunity for cross-pollination of ideas, expanding individuals’ skill sets, and a better understanding of ‘the big picture.’ In practice, distributed leadership will look different from company to company. We act as facilitators and thought partners on this journey.
Social Impact Strategy Creation and Implementation
Every company has a “culture” whether it is acknowledged or not, and that culture is shaped by the leaders. When we discuss the creation of a healthy workplace culture, we are describing the intentional creation of an environment built to advance the productive actions of the work community— but also an environment for society at large to model.
The workplace is an organic structure where people, with a wide range of lived experiences, come together to advance a common goal. A “we” is naturally created in the workplace.
Imagine the impact companies could have by replacing “beer pong Friday” with policies that center humanity, kindness, and radical cooperation—policies that support what is most important to the “we”.
The future is stewardship. Are you ready?
Let’s start a conversation.
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All labor that uplifts humanity has dignity and importance and should be undertaken with painstaking excellence.
-Rev. Dr. Martin Luther King, Jr.