Many leaders have diversity and inclusion aspirations.
I’m here to help you turn those dreams into reality.
I work with clients to apply diversity, equity and inclusion (DEI) research and techniques to their products, services and business operations. Clients not only see DEI results, but also improve their market reach and brand loyalty.
For example, I’ve helped:
— Coworking spaces widen their membership base and boost customer satisfaction —
— Technology events increase in popularity while diversifying their speakers and attendees —
— Management consultants create improved workshops and other services —
Brand new to DEI? We’ll work with you to form your first DEI steering committee, and set you up for success by guiding you through your first meetings.
DEI committee creation
DEI audits
The most common hurdle when an organization wants to improve DEI is not knowing where to start. After all, you can’t solve a problem if you can’t see it.
Our research-backed DEI data collection and analysis helps you launch over this hurdle, by unveiling where your organizations’ DEI strengths are, and where there is room to grow. We use a mixed-methods approach that combines surveys, interviews, and proprietary intersectional analysis.
Strategic and Operational DEI planning
Once we’ve identified strengths and improvement areas, we’ll work together to create a realistic operational plan that aligns with your organization’s objectives. Our approach is collaborative, merging our knowledge of DEI, with your expertise about your organization to co-create a DEI strategy. We use inclusive facilitation techniques to ensure that each voice is heard throughout the process
Inclusive design: implementing DEI nudges
Data and strategy setting lead to our ultimate goal — creating a more diverse, equitable, and inclusive organization.
To do this, we utilize a technique called “nudges,” where small operational changes create low-risk, long-term positive change. This goes beyond awareness-raising and workshops to build DEI into the day-to-day running of your organization. We’ll partner to implement the plan, iterating as we go to strive for continuous improvement. Some examples include:
Hiring process audit and recommendations
Building inclusive meeting and decision-making habits
Equitable event planning
Infusing products and services with DEI values
We also offer supplementary training and workshops, such as:
Diversity, equity, inclusion 101
Building your allyship skills
Inclusive language
Understanding and buffering against implicit bias
We’ll work with you to track your current employee demographic data in a safe and confidential way. Using a consent-oriented process that protects employee anonymity, our approach ensures employees are safe, even when collecting sensitive information. We also go beyond traditional demographic categories, for a more in-depth understanding of organizational diversity.
Confidential demographic data collection and analysis
It’s challenging for an organization to safely collect candid feedback from former employees. We can work with you to gather this valuable information, both keeping individuals anonymous and allowing folks a chance to share candidly. This is especially critical for companies that have had a high turnover.
Anonymous former employee surveys and interviews
We regularly contribute to the growing body of research around diversity, equity, and inclusion, and often work with clients to conduct primary and secondary research. As a social scientist trained in intersectionality, Martha has conducted research in startup, action sports, management consulting, environmental, politics, and nonprofit worlds.
Some examples include:
Primary research: Catalyze Seattle, the first study on gender in Seattle startups
Primary research: FirstGenTalent, a study on first generation professionals
Literature review: Multicultural outreach techniques to encourage environmental behavior
Literature review: Inclusive management consulting