Our Approach

We are driven by data and fuelled by the cause.

We bring an evidence-based and intersectional approach to diversity, equity, and inclusion. An 'intersectional' approach takes into account people’s overlapping identities and experiences to understand the complexity of their lived experiences.

When done right, this work sparks innovation and business growth. But it is more than that; it also helps us all to be more socially conscious.

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We work with you to frame DEI work for your company, secure buy-in, and create awareness.



Through research and analysis, we help you to identify your DEI challenges and opportunities.



We help you to design actionable and achievable strategies and solutions.



We work with you to ensure your strategy and solutions are sustainable.



Identifying what DEI means to your company.
We help you run group activities, round tables, or "lighting talks” to learn about your employees and to identify the diversity, equity, and inclusion ‘passion’ points.

Securing leadership buy-in.
We help you host conversations with leaders, present the DEI business case specific to your company, and discuss how DEI ties to your brand identity and corporate vision.

Setting preliminary DEI goals.
We help you define your preliminary DEI goals as you set out on your journey. As examples: Reduce turnover of specific employees; Remove bias from talent acquisition.

Building awareness through education.
We help you develop a level of comfort with DEI and enhance your team’s foundational DEI knowledge by conducting workshops, keynotes, or webinars.




Collecting quantitative data.
We capture DEI quantitative data through our proprietary surveys. We can run our surveys through your existing employee engagement platform or we can utilize one of our partnering platforms. We collect a range of data such as your company’s demographic composition, people’s experiences of bias and exclusion, and internal cultural challenges and opportunities.

Collecting qualitative data.
Survey data is one piece of the puzzle but the ‘data’ we’re trying to make sense of is about whole humans who are more than a statistic and whose lives cannot be fully captured by data and numbers. We capture the human stories through in-depth interviews and focus groups which helps us breathe life, colour, and texture into the data. We need to talk to real-life humans, face-to-face.  

Collecting supplementary data.
Bias and inequity can sometimes be present within your company’s processes, policies, programs, and materials. So, we like to supplement our ‘primary’ research with a review of some of these things. For example, if we’re helping you to reduce turnover of specific employees, we may assess your promotion and compensation process, employee handbook, parental leave policy, harassment policy and company work perks.

Analyzing data and developing a report.
We use an ‘intersectional’ data analysis approach. An 'intersectional' approach takes into account your overlapping identities and experiences to understand the complexity of your lived experience. To truly understand your company needs, we must go beyond the ‘aggregate’ reporting style. We conduct analytics to identify statistical differences across key demographic groups and provide a detailed report with strategic recommendations.




Building a DEI strategy and roadmap.
We help you build out a simple and feasible DEI strategy and detailed roadmap for implementation. Through a co-design process, we map out your DEI mission statement, objectives, capabilities, and constraints; we ideate and select the DEI solutions that will shape your strategy; we ensure the strategy is suited to your budget and resources; and we define the steps to execute the strategy and track success.

Developing policies, processes, and guidelines.
We help to develop or reshape policies, processes, programs, guidelines, or materials through a DEI lens. For example, if we’re helping you to remove bias from your talent acquisition process, we can help you develop an inclusive language guideline for your employer branding and a standardized process for interviewers to capture candidate feedback within your Applicant Tracking System.




Building in a Chief Diversity Officer (CDO) function.
We collaborate with you to ensure the successful implementation of your DEI efforts through our unique Fractional CDO advisory model. We can lead and manage the implementation of your strategy and new initiatives and we can also support you to create an internal committee to lead the work. When we build internal committees, we ensure they are reflective of a range of people and experiences within your organization and we equip them with the skills needed to lead and manage your DEI efforts.

Launching a customized education program.
Company-wide education is a critical step to ensure the sustainability of your efforts. Using your organization’s DEI data, we help you understand where employees are on their learning journey and then develop a customized educational program to deepen awareness and personal growth. We help you to build internal capacity with our workshops, keynotes, roundtables, webinars, and targeted skills development programs. We’re well-versed in topics such as inclusive leadership, managing bias, belonging, inclusive language and practices, and active allyship.