Helping organizations embed inclusion into business practice and goals.
At Embedded Consulting, we believe inclusion and exclusion are behaviors that reflect our greater cultural norms. Although organizational leaders are responsible for setting the tone in an oganization, consistent practice that requires every team members engagement. Everyone has the opportunity to create belonging in the workplace, regardless of background and position.
Sumayyah Emeh-Edu, Founder & Principle Strategist
Sumayyah Emeh-Edu is the Founder and Principal Strategist at Embedded Consulting. She has over 15 years professional experience leading various initiatives within higher education and corporate sectors, focused primarily on diversity and professional development. In that time, Sumayyah has successfully organized Tech Inclusion and The Better Man Conference, as well as managed engagement programs with clients such as Kaiser Permanente, PG&E, Asana and Oracle.
Hailing from organizations such as Change Catalyst, Keller Center for Corporate Learning and Laureate Education, Sumayyah understands systemic inequities throughout the education-workforce pipeline. This insight was an impetus to commit her career to challenge the status quo for inclusion.
Sumayyah founded The Ally Movement in November 2016 to provide a tools for those with privilege to take action. She is also a Board Member for Techtonica, an apprenticeship program for women to gain programming skills. Professional affiliations include the following: ATD Golden Gate Chapter, National Diversity Council, and Women’s Global Leadership Initiative.
Karen Fleshman, ESQ, Consultant- Sexual Harrassment & Racial Equity
Karen Fleshman is the founder of Racy Conversations. Her mission is to inspire the first antiracist generation in the United States. She facilitates workshops and gives talks at workplaces nationwide and online on unconscious bias, sexual harassment, racism, racial equity, addressing microaggressions, and allyship at work. Karen is a speaker, coach, mediator, and a writer on diversity, inclusion, and belonging for Huffington Post, Moguldom, and the GED Section. Karen earned her BA in Latin American Studies at Mount Holyoke College. She launched her career in the immigrants rights movement in Austin, where she completed her Master's degree at the University of Texas Moody College of Communication. Karen attended New York Law School Evening Division, earning her JD cum laude, and is admitted to practice law in New York. From 2003 to 2014, she focussed on workforce development. Karen's passion is police accountability activism. She serves on the workgroup overseeing implementation of the US Department of Justice recommendations for ending bias at SFPD and is a cofounder of San Franciscans for Police Accountability.
Suzanne Weirthheim, PhD, Consultant- Coporate Communications and Strategy
Dr. Suzanne Wertheim applies social science to real-world problems. An expert in language and gender, for several years she headed up the world's premiere gender & linguistics organization. Dr. Wertheim specializes in inclusive communication, and helps internal and external comms teams avoid the kinds of exclusionary text and images that push people away from products and organizations.
Tet Salva , Consultant- Mom Warrior Movement & Parental Advocate
Tet's professional experience spans over a decade as an executive advisor and organizational change leader to some of the biggest and influential companies in advertising, hi-tech, utilities, consumer goods, energy, and retail industries (Chevron, PG&E, Cisco Systems, VMware, Publicis Media, Accenture, and Torani to name a few). Passionate about the advancement of women, coupled with her professional experience in transformational change in shifting mindset, culture, and behavior – Tet is now applying this work to help organizations, teams, and individuals create paradigm shifts towards more innovative support systems for working moms, addressing the significant gaps they face in the workplace.
Her most important job is raising four girl warriors ranging from the ages of 12 - 3 years old. They give her the fuel each day to do this important work to pave the way for their future as women in the workforce.
Inclusion & Belonging are the true goal for creating a culture that supports the recruitment, retention and leadership opportunities for traditionally marginalized groups. Inducing change of any scope can be a difficult process, therefore a long-term commitment to improving individual and organizational behaviors is key.
We understand that sensetive topics such as racism, misogony and disabilities etc., are often not discussed in the workplace due to lack of knowlege or fear ........ yet they have such an impact on our workplace interactions and experiences. With that in mind, we approach inclusion and equity work by telling the stories behind the data.
Through a process of analyzing and collecting quantitative data and qualitative like talent metrics, surveys and interviews, we are able to provide an review and reccommedations for incusionary practices and policies to support inclusion.
The Business Case
How can businesses continue to solve the complex problems of tomorrow for everyone, if they are limited to a homogenous workforce or for a homogenous cutsomer? Considering the value of diversity and inclusion is the true testimate to a ensuring a meritocrate organization. According to several studies, they payoff of diversity is the following:
- Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.
- A review of 2,390 companies found that orgs with one or more women on the board delivered higher average returns on equity, lower gearing and better average growth
- Diversity increases employee satisfaction and reduces conflicts between groups, improving collaboration and loyalty
- Diversity fosters innovation and creativity through a greater variety of problem-solving approaches, perspectives, and ideas. Academic research has shown that diverse groups often outperform experts.
- A strong focus on women and ethnic minorities increases the sourcing talent pool
Throughout history, organizations have leverage their social capital and resources to impact social change in big and small ways. Whether directly investing in economic empowerment thru direct hiring, training or education programs.... or leveraging resources to lobby for political or social justice campaigns, the opportunities to impact traditionally marginalized groups are vast.
Organizations able to impact sustainable change, do so by aligning mission and values with intentional inclusion efforts. More than just doing good...... companies commiting to actual change.
Intentional Inclusive Leadership
Case studies show that the most succcesful companies with inclusion have an intentional strategy that includes awareness, accountability and inclusive policies. Successful intiatives also have leaders who are willing to utilize their power, position and privlege to empower and elevate women and other underrepresented groups within their organizations. Leadership is key in setting the tone, but ultimately every empolyee has a part to play in creating belonging in every business unit on every team.
Like any other business goal, inclusion must have strategic goals that inlcude metrics and specific strategies for increasing promotions, retention and recritment for organizations to thrive and achieve optimal success.