For us, 'feminism' refers to an equity-based movement that benefits everyone and ‘ingenuity’ is defined as the quality of being clever or inventive.
Our approach acknowledges the ‘isms’ (ableism, antisemitism, ageism, classism, cissexism, settler colonialism, colourism, racism, sexism, sizeism etc.) and other forms of systemic inequity (heteronormativity, homophobia, islamophobia, misogynoir, patriarchy, transphobia, white supremacy, xenophobia etc.) exist and we must build intentional practices to deconstruct them.
The combination of the two can help us build a future that brings everyone forward.Fe-mi-nu-i-ty: Listen to our Name Drop to learn how Feminuity is pronounced.
For us, 'feminism' refers to an equity-based movement that benefits everyone and ‘ingenuity’ is defined as the quality of being clever or inventive.
Our approach acknowledges the ‘isms’ (ableism, antisemitism, ageism, classism, cissexism, settler colonialism, colourism, racism, sexism, sizeism etc.) and other forms of systemic inequity (heteronormativity, homophobia, islamophobia, misogynoir, patriarchy, transphobia, white supremacy, xenophobia etc.) exist and we must build intentional practices to deconstruct them.
The combination of the two can help us build a future that brings everyone forward.
Fe-mi-nu-i-ty: Listen to our Name Drop to learn how Feminuity is pronounced.
Whether you’re a startup or a Fortune 500 organization, diversity, equity, and inclusion (DEI) efforts have a real impact and are critical to your people and profits. We know that diverse teams enable innovation, creativity, and empathy. However, diverse teams aren’t enough. Innovation and creativity only have a shot when people are empowered and feel like they belong.
We use a “yes, and'' approach that considers race and gender alongside many other dimensions of people’s identities, which affect their treatment, opportunities, and outcomes in the world. Unless organizations understand intersectionality (coined by Kimberlé Crenshaw) and reflect it in their approach to DEI efforts, little will change.
Identifying the roots of bias, inequities, and other cultural challenges and opportunities begin with our evidence-based and data-informed approach to DEI efforts. We employ both quantitative DEI survey analysis and connect with your people face-to-face to gain critical insights and capture the whole, human picture.
We combine inputs from seemingly unrelated perspectives to create our insights. Along with intersectional feminist frameworks, we draw from social justice, anti-oppression, decolonizing, transformative justice, liberatory methodologies and emerging frameworks and tools in design justice, equity-centred design, inclusive design, accessible design, and product design inclusion.
We’re mindful of the uniqueness of your organization and are creative in how we collaborate on solutions that are meaningful and impactful for your people. However, we also understand the financial constraints that so many continue to experience, and we know that solutions must be feasible, too.
We’re proud of the quality work that we deliver to our clients and partners, as well as our ability to challenge organizations to push outside their comfort zone and move into their learning journey.
We do one-word emotion check-ins in our team syncs and send Graphics Interchangeable Format (GIFs) throughout the day. We remain open about the organization’s direction, the way we work, and everything in between. We’re fun, firm, and maintain a “no bull shit” approach to this work.
