We partner with innovative companies to help them navigate through the unmapped territory of diversity, inclusion, and belonging.
Founded in 2014, we support innovative companies to embed diversity and inclusion into the core of their business. We work with clients to design better products and processes, deliver exceptional services, and build company cultures where employees thrive and really feel they belong.
We have worked with clients in Canada, U.S.A., China, Sri Lanka, Japan, and Vietnam, including tech start-ups, government, academic institutions, and large corporations.
We use evidence-based research, deep qualitative interviews, customized quantitative datasets, and academic and industry experience to design sustainable and transformative tactics with our clients.
We know that this work is challenging and there is no one-size-fits-all solution, but we persist because we desire to challenge the status quo. In fact, our ultimate goal as a company is to be put out of business - not because we couldn't hack it - because we’re no longer needed.
We approach this work with heart, humour, and a deeply intersectional lens.
We conduct assessments to understand our clients’ diversity, inclusion, and belonging maturity. We use a customized mixed-method, research-based approach to identify areas of bias, inequity, and toxic culture within companies. The methodology typically includes a quantitative survey and a series of qualitative assessments. We conduct interviews and / or focus groups with employees, experts, and other key stakeholders, as well as review internal and external company communications, including websites, policies, benefits, and work-perks. We review the accessibility of all physical space as well as past and current company off-sites and events. We examine processes including recruitment, hiring, growth, and development and we also review a company’s products and services.
After we conduct the assessment, we analyze our clients' data and provide a report of our findings and recommendations for targeted strategies to address our clients' challenges.
Consulting & Advising
Once we have completed our assessment, we offer consulting services to evolve the recommendations, co-design policies, and implement a diversity, inclusion, and belonging strategy. To do this, we often work with employees across all levels of an organization, from executive leaders to junior staff, and across many functions. By building relationships throughout companies, we are better able to monitor our efforts over time to ensure the long-term sustainability of our strategies.
We offer on-demand advising services to executives, HR and people managers, leaders of employee resource groups, and diversity and inclusion leaders to support them with questions and concerns relating to diversity and inclusion within their organization.
We advise companies on product and service offerings to ensure that their products meet the needs of a diverse and inclusive market. We also help organizations to design private and public events to ensure that they are both inclusive and accessible.
Workshops & Keynotes
We work with people at all stages of the learning journey - from executive leaders through to the junior staff. We come to this work from a place of compassion and empathy; we understand that becoming socially conscious is a challenging and continuous process. We don't allow room for blame and shame in the process, but we do work to hold people accountable for their actions.
We offer customized content on a range of topics including, but not limited to Power, Privilege, and Allyship, Unconscious Bias, and Inclusive Leadership. We also help clients to understand and discuss current news and navigate difficult conversations within their organization, including sexual harassment in the workplace and the #metoo movement.
All of our content is action-oriented, grounded in decades of research, and demonstrates our extensive industry experience. To accommodate a range of needs, we offer one-on-one coaching, group workshops, and keynotes addresses.
Our core team is supported by a broader team of researchers, consultants, inclusive designers, and data scientists.
Read our latest report to learn about why we think that belonging is crucial to an organization's diversity and inclusion strategy.
"Feminuity is contributing toward SDG 5 by helping to end discrimination against women in the labor market through education about the benefits of diversity, training to address hidden biases, and policy development within individual organizations. Feminuity is also contributing to economic inclusion for all people, regardless of age, sex, race, class, ability, orientation, ethnicity, origin, religion, or economic or other status, as required by SDG 10. Drs. Saska and Rowe are helping to create equal opportunity for every person by working with clients to encourage more inclusive policies and practices. " - Morgan Peters
"Today is International Women’s Day. The STEM industry has not always been the most inclusive to women, but things are moving in the right direction, thanks to industry titans who continue to champion inclusion and prove that women are not only important to have in a business, but incredibly vital. It’s hard to list every single organization and group that is championing equality within Canada’s tech ecosystem, and that’s an amazing problem to have. So here’s a roundup of some amazing women-first Techvibes headlines since the last International Women’s Day." - Max Greenwood
“Understanding our unconscious biases is more important than ever before because organizations are made up of individuals each carrying their own biases. These biases are manifested in an organization’s structures, systems, and processes. Even the smallest expression of bias can result in the exclusion of individuals, groups of people, information, knowledge, product ideas, and can affect businesses from a 360-degree perspective.” -Dr. Sarah Saska
"A candidate is not diverse; they're a distinct, individual person, but a team can and must be diverse. So, it follows then, that women aren’t “diversity,” women are more than half of the population. I’ve heard a lot of companies conflate women and diversity in the past few months. Gender-related initiatives can and need to be part of a company’s over-arching diversity, inclusion, and belonging strategy, but gender is one of many dimensions of diversity it must consider. If we aren't clear on the words and ideas that we’re using, how will we be clear on the solutions?" - Dr. Sarah Saska
"It is easy to forget, given our relative progress in Canada, but members of the global LGBTQ community continue to be murdered, criminalized, and discriminated against daily, all because of who they are and who they love. Heterosexual people are rarely murdered for being straight, they rarely have to fight for the right to marry the people they love, and in no country in the world has it ever been illegal to be heterosexual. So, instead of asking whether it is unfair to have Pride, it is more useful to ask how we can all do better to bring us to a point where Pride is no longer a necessity, and simply a cause for celebration." - Dr. Sarah Saska
In partnership with Fortay, we are pleased to offer the Diversity, Inclusion, & Belonging Canadian Tech Survey to the entire Canadian tech eco-system as a complementary offering.
"So, Canada, let’s move the conversations around diversity in tech from mere water cooler talk to become part of the water supply. It is up to us to lead the way because diversity can be Canada’s strength if, and only if, we design it deliberately and intentionally."
-Dr. Sarah Saska & Ivana Lochhead
"If there’s any industry poised to come up with radical, innovative solutions to a pressing social issue, it’s tech. And if there’s a country to figure out how to work together and shape a future that benefits everyone, it’s Canada." - Dr. Sarah Saska
“At the end of my first year, I felt I had done a lot of great work, but at the end of the day, my heart has always been at the intersection of equality and business” - Sarah Saska
"I am driven to help businesses embrace equality to improve their capacity for innovation." - Dr. Sarah Saska
“I knew that I never wanted to become a professor, that I wanted to leverage research into the real world." - Dr. Sarah Saska
“I wanted to ensure that what I was doing makes a difference beyond the shelves of the library." - Dr. Sarah Saska
Work With Us
Interested in learning more about the work we've done with our clients? Want to see how we can support your organization? Get in touch at email@example.com.
We are also in the process of building a team of dedicated professionals who are led by a desire to challenge the status quo and a love for people and possibilities. If you would like to join our team, we want to hear from you!