Research

Data is key to understanding the health of your organization. It can help you identify successful internal dynamics and areas where the organization can improve. Because you measure what you monitor, it’s important to make assessments in order to chart a path forward.

• Organizational Gender Equity (GE) Audit. Just as a financial audit examines a business’ financial statements to verify accurate reporting, a GE audit assesses the extent to which gender equity is successfully established in the policies, programs, organizational structures, and decision-making processes of your organization. The GE audit is a useful tool to understand if internal practices and related gender mainstreaming support systems are effective and whether the articulated practices are being followed. Critically, it establishes a baseline of the GE health of the organization, illustrating where the challenges lie and how to effectively address them. This is the first step an organization should take to assess whether they are a gender equitable employer. I can also offer a Diversity Audit, doing the same reporting around promoting a workforce that looks like the demographics it serves (e.g, people of color, LGBTQ community members, etc.).

• ‘Strategies Unique to You’ Resource Curation. Every organization is different, and as such, there is no “one size fits all” solution to gender equity or diversity issues in the workplace. I will work with you to understand the resources you need to empower your employees and community members to make your environment a friendly space for all. Do you need a fact sheet relating your GE initiatives to potentials funders? Do your HR professionals need to understand the whys in which implicit bias creeps in at various moments along a career path?  Downloadable and printable factsheets and e-books can be created and tailored to your organization’s needs.

Workshops + Presentations

'Lunch and learn' style workshops and keynote talks are a great way to disseminate information and teach tips to avoid pitfalls related to your Gender Equity (GE) and diversity initiatives. Every workshop or presentation will provide you with data relevant to GE and Diversity initiatives, unpack relevant research conducted on the topic, and provide the audience with actionable steps they can implement in the workplace to achieve the organization’s goals. Topics include:

• Unpacking Implicit Bias in the Workplace

• Cumulative Disadvantage + the Gender Wage Gap

• Threats in the Air: How Stereotype Threat Can Impact Performance

• Achieving Gender Parity Together: Mobilizing Male Allies

• Women’s Roundtable: Learn from Collective Wisdom

Trainings for Executives + Board Members

Successful Gender Equity (GE) and Diversity initiatives start with the tone at the top. A diverse and equitable workplace culture is only built by executives who place a premium on those values. The following trainings will jumpstart discussions around these issue with your executive team so you can change the culture, the dialogue, and workplace satisfaction among your employees.

• The Roundtable (Tone from the Top). Corporate culture is articulated by those at the top; namely, executives and board members. The Roundtable offers a facilitated discussion with key influencers to better understand the challenges and triumphs of your corporate culture around Gender Equity and/or Diversity issues and promote actionable change. Leave the table with actionable steps that you can implement quickly.

• The War Room (Strategy Development). Winning strategies are devised in war rooms. As with any engagement, groups are more likely to succeed when paths for success are laid out, nuanced information about the environment is brought forward, and teams are created. The War Room facilitated discussion gets into the nitty-gritty of your organization’s strategy, successful policy and action case studies, and ideas on how you might implement policies and build culture that is more gender equitable and diverse. The conversation may include, but is not limited to, strategies that align company culture to stated policies, retention of talent, and diversity recruitment.

• The Collaborative (Establishing Mentoring/Sponsorship Programs). Collaboratives are essential when it comes to achieving an organization’s stated goals. Rarely are large goals achieved by one person in isolation. With this in mind, I work with the top leadership to create a mentoring and/or sponsorship program that connects employees at your organization. Research shows that mentorship and sponsorship can be powerful for developing and retaining talent in your industry and organization. Pairing junior women with mid-senior level women can demystify your organization’s structure and how one can move up within it. Pairing junior men to mid-senior level male executives who identify as gender equity allies has been shown to have a positive impact on organizational culture as well. I will work with you to create and launch tailored collaboratives in your organization:

•    Women’s Collaborative (exclusively for women)
•    Men’s Collaborative (exclusively for male/male mentoring focused on gender equity)
•    Company Collaborative (paring men and women)

All trainings include a report that details the facilitated discussion points and suggested steps to address the gaps uncovered in the conversation.

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