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DF Analytics is your compass for driving positive change through Diversity, Equity, and Inclusion (DEI) strategies. Our data-driven approach empowers organizations to foster an inclusive culture, embrace diversity, and unlock a world of endless possibilities.
We believe that diversity, equity, and inclusion (DEI) are not just buzzwords; they are the pillars that shape a thriving and forward-thinking organization. DF Analytics is dedicated to driving positive change and fostering an environment where every individual feels valued, empowered, and respected.
Deep-dive assessment of past DEI initiatives and existing DEI data and processes to assess achievements, probe for obstacles, and discover opportunities for measurable progress. Includes detailed written assessment as post-session deliverable.
Leaders often have a variety of perspectives on DEI in the workplace and in society as a whole. This customized program combines inquiry, education, and facilitation to help leaders build a shared context and identify a shared vision for how they will create and embrace a DEI agenda to strengthen their organization.
Once executives are united behind a compelling DEI vision, the next step is to build alignment and ownership with influential stakeholders at all levels. In the context of widely differing perspectives on history and identity, discussion and action around DEI issues requires thoughtful, sensitive engagement. This customized program explores reservations and builds shared motivation, capacity, and alignment for DEI.
Financial Impact Analysis: Build the business case for human capital and DEI investments by quantifying the contribution of investments in human capital, including workforce diversity, to profitability and other financial metrics.
Benchmark metrics of human capital and DEI performance against competitors, with options to drill down by race/ethnicity, gender, job classification, region (down to county), education level, and professional experience.
Focused, one-off surveys to assess individual issues such as employee engagement, training needs, skillset gaps, flight risks, talent pipeline needs, employee value proposition, work/life integration, and hybrid work environment.
In addition to traditional focus groups (both remote and in-person), we also provide the experience of interactive, digital conversations (and so on with the existing text). Interactive, digital conversations that combat survey fatigue by gathering data from up to 1,000 people within 20-30 minutes. Net impact is faster time to insight and drastically lower administrative burden in data collection and analysis.
Comprehensive evaluation of insights across surveys, focus groups, and/or interviews to establish a baseline for strategic planning, training, executive coaching, and other culture change initiatives.
Baseline assessment of skillsets through surveys, interviews, and/or focus groups conducted before and/or after a training or intervention to assess measurable impact on mindset and behavior.
Holistic look at insights across recruiting metrics, engagement surveys, and performance reviews, including benchmarking.
Use our proprietary framework for sustainable DEI progress to curate and design public-facing DEI reports for consumption to a broad audience. Includes research and review of past reports from the organization and a broad swath of its peers, design of a comprehensive reporting strategy, revision and review to integrate input from all key stakeholders and tell the story of successes and opportunities across the organization.
Analysis of institutional biases within processes, policies, and procedures. These analyses span the areas of compensation (especially pay equity and bonus structures), recruiting, development, promotion, and succession planning.
Identify unrealized opportunities by evaluating customer impact (gaps between desired and current market share) as well as corporate and social responsibility (brand equity, reputation, and approachability).
Best-in-class program design based on internal and external research to optimize investments and maximize employee experience and organizational ROI. Includes data-driven, flexible program design and work with benefits brokers to chart a path to market for additional offerings.
Align current salary structure to the competitive market by ensuring internal equity and external competitiveness, while computing the hard dollar cost of decreased productivity or increased attrition. Design best-fit vehicles to increase retention while maintaining alignment with the organizational structure and culture.
Intersectional statistical analysis of the relationship between compensation and potential causes of bias (e.g., race/ethnicity, gender, disability, or veteran status), while isolating the impact of confounding variables (e.g., tenure, professional experience, role, function, level, or performance). Frequently paired with Materiality Impact Analysis to quantify the monetary benefits of closing gaps in pay.
Build dashboards and scorecards by aggregating passive and active data from disparate systems and using 70+ proprietary metrics to reveal otherwise invisible biased behaviors that reinforce the exclusion of talented Underrepresented Groups (URGs) in the workplace. Available for both employee and executive audiences in either static form (scorecards) or customized, dynamic reporting that pulls data on demand (dashboards).
Advise and support the process to select and implement software solutions, including ATS, HRIS, or HR/DEI Tech. Includes needs assessment, functional and technical requirements, vendor evaluation and selection, business case for internal decision-makers, and/or support for solution implementation and integration into organizational practices and procedures.
Document and align guidelines for data security, access, and permissions with best practices to protect sensitive employee data while providing transparency into DEI metrics for progress. Customized documents can be adapted for different leadership levels inside the organization.
Once the vision and mission are in place and the employee sentiment baseline has been established, create leadership buy-in for the vision to ensure project success.
Align employee feedback with business objectives to establish DEI priorities and success measures that are synchronized with key business drivers and organizational values.
Assess the organization’s readiness for change and use the roadmap and strategy to define a communication plan. Provide training on best practice change management framework, including a change playbook and engagement strategy.
Define operating mechanisms to deliver on the strategy, including governance, operational structures, project charter, and management operating model.
After the first phase of implementation, conduct post-mortem to assess whether actions taken to date are consistent with the initial roadmap and strategy. Diagnose and remove any obstacles and refine the go-forward path.
Comprehensive overview to build organizational capacity for the work of DEI by helping participants move from awareness to action and learn the concepts, language, and theory necessary to understand and participate in the work of DEI.
Examine participants’ current leadership style and explore a comprehensive new, inclusive leadership model. This includes best practices of inclusive leadership, sponsorship, and mentorship, including internal and external self-awareness, psychological safety, empathy, and an introduction to inclusive team development.
Deeper dive into specific forms of inequality and the requisite equity lenses necessary to address them, including Race Equity, Disability Equity, Gender and Sex Equity, and LGBTQ+ Equity. These trainings can be taken individually as well as a part of an ongoing series.
Understanding that the world is different from how we often perceive it to be requires shifting mindsets and developing skills to negotiate across difference. This workshop teaches skills on navigating high-risk DEI conversations in the workplace on a variety of topics.
Understand the core concepts of creating a psychologically safe workplace for all team members. Learn strategies to employ these concepts in alignment with personal values and leadership styles.
Introduce the concept and skills of intergroup dialogue, with an emphasis on successful communication and conflict resolution across difference about challenging DEI topics.
Delve into the specific dynamics that get in the way of inclusivity, including the neuropsychology of implicit bias, microaggressions, and “covering,” and learn best practices to overcome these obstacles.
Explore the 50 different types of Unconscious Bias and their social and professional impact. Engage in scenario-based training and role play to discover mitigation techniques to utilize in the workplace and personal environment.
Explore the types of microaggression and their impact on various protected and personal demographic characteristics. Learn techniques and strategies to reduce destructive behaviors, such as workplace bullying, harassment, or retaliation, and communicate more effectively across difference.
The increasing diversity of our global workforce makes it increasingly important to understand, communicate, and engage effectively with people from different cultures. Learn how to navigate the impact of cultural interactivity in creating trust and respect with customers and clients.
The increasing diversity of our global workforce makes it increasingly important to understand, communicate, and engage effectively with people from different cultures. Learn how to navigate the impact of cultural interactivity in creating trust and respect with customers and clients.
Explore the concept of allyship in the workplace, including the role of allyship in creating an equitable and inclusive workplace, allyship assessment, best practices for workplace allyship, roles that allies play, and tools for effective allyship.
Understand what belonging in the workplace context looks like, particularly for members of underrepresented groups. Learn the language, concepts, and tools that enable successful participation in the creation of a culture of belonging.
If customers do not see themselves reflected in a marketing campaign, they will disengage from the brand. Learn how to compete in our increasingly diverse world by evolving marketing campaigns to specific underrepresented groups.
If your DEI training requirements are not covered by our pre-existing training curricula, we can create custom training solutions to fit your needs. Our team will conduct a needs assessment and create an engaging and informative DEI training that moves your organization through awareness building into action to build a collaborative, engaged, and inclusive organization.
At DF Analytics & Consulting, we are passionate about helping businesses thrive through our innovative, data-driven solutions for Diversity, Equity, and Inclusion (DEI). We understand the power of analytics and its potential to transform your organization’s approach to DEI, leading to sustainable and measurable improvements.
Don’t hesitate to reach out to our expert team to explore how we can work together to drive meaningful change within your organization. We’re eager to connect with you and discuss how our unique approach can unlock the full potential of your DEI initiatives.
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Reports from Employees
Surveys
Interviews
Focus Groups
Aggregate DEI data
Collab in Chat Groups
Inclusivity in Meetings
Shared Docs
Badge Data
Two main types of data can be used to support DEI efforts. The traditional method is active data. Active data is gathered from employees reporting on their own experiences. It is primarily gathered through proactive efforts from surveys, interviews, and focus groups.
Passive data uses more innovative methods to combat survey fatigue and counteract reporting bias. Otherwise known as “implicit data,” passive data leverages sources of information that are already being tracked by the organization, without asking employees for additional inputs. This includes aggregate DEI data across employee activities such as collaboration in chat groups and email threads, inclusivity of meetings, participation in shared documents, and badge data.
Haley Moss is an attorney by profession, and a DEI educator, author, and policy wonk by choice. She has over a decade of experience advocating to ensure people with disabilities have more than just a seat at the table. Fueled by her lived experience as an autistic person, Haley left private practice to become a neurodiversity educator.
Haley consults on equal employment opportunity, accommodations (Americans with Disabilities Act and Section 504 of the Rehabilitation Act of 1973), and other accessibility-related issues. As a DEI and disability policy expert, she collaborates with organizations and community partners to design policies that are approachable, inclusive, and accessible to all employees. She is a highly sought-after keynote speaker, trainer, and educator for workshops, keynotes, and academic settings, and works as an adjunct psychology professor at Taylor University.
Haley’s original writings include four books on neurodiversity and autism and several published articles for outlets such as The Washington Post, Law360, HuffPost, and Fast Company. She serves on the Board of Directors at Disability Rights Florida, Florida Lawyers Assistance, and the University of Miami-Nova Southeastern University Center for Autism and Related Disabilities.
Haley holds a J.D. from the University of Miami School of Law, as well as a B.S. in psychology and a B.A. in criminology from the University of Florida.
For the past 16 years, Darren Thompson has been creating and sustaining innovative sales, marketing, and business development processes for emerging technology firms and organizations with a vested interest in making the world a more diverse, equitable, and inclusive place today and for years to come.
Darren advises small businesses and growth-minded individuals at large companies to develop and manage scalable business development strategies. His proprietary, relationship-focused approach to standing up, repairing, growing, and scaling sales teams builds bridges of communication between product and consumer. He has grown teams and brand equity at two DEI-focused emerging technology start-ups by an average of 47% in 16 months and 37% year over year.
Darren holds a B.A. in Communication and Media Studies from the University of Arizona and a Harvard Business School certificate in “Essentials to Managing Start-Up Capital.”
DEI Strategy & Implementation Dr. Monica Sylvain has spent 30 years consulting and coaching executives at multinational corporations across financial services, higher education, commodity chemicals, and non-profits. Her expertise spans inclusive culture transformation, identification and retention of diverse talent, corporate social responsibility, ESG, and board diversity.
As the inaugural Chief Diversity Officer of IBERIABANK, Monica convened the board and C-Suite to generate buy-in and directional agreement. From there, she established a baseline by conducting a 12-state listening tour with 1,000 associates, performing qualitative and quantitative assessments, and assembling multi-layered talent maps. Through that process, she guided the CEO to define high-level goals for the entire organization. By aligning associate feedback with business objectives, she identified the key internal and external DEI business drivers and crafted the first-ever enterprise-wide diversity, equity, and inclusion (DEI) vision, mission, values, and strategic plan.
Monica regularly speaks for the American Bankers Association DEI Summit, American Alliance of Museums, Women Empowerment Conversations – Leadership River Region, the Talent Development Association, the Consumer Bankers Association, and the Louisiana Society for Human Resource Management (SHRM) Diversity and Inclusion Summit.
Monica earned her B.S. in Chemical Engineering magna cum laude from Howard University and a Ph.D. with honors in Analytical Chemistry from Louisiana State University. She was the founding Director of the LA-STEM Research Scholars Program, recognized as a national model for diversifying and transforming STEM undergraduate education.
For over two decades, Dr. Shindale Seale has employed leadership development, performance optimization, and change management to help organizations identify and reach their culture goals. She provides DEI, leadership, and staff training across industries such as law, education, and utilities, as well as emerging tech and research companies across the nation.
Dr. Seale’s work across the corporate, academic, and non-profit arena focuses on business performance optimization, staff development, and creating sustainable and equitable working environments. She is a sought-after speaker on creating equitable solutions in gender, race, age, and ability.
In addition to her coaching and consulting services, Dr. Seale is the inaugural Diversity, Equity, & Inclusion Program Chair at the University of California Santa Cruz – Silicon Valley Extension, where she also develops and teaches courses on DEI in the workplace and academia. Dr. Seale is also an Adjunct Professor at the University of Redlands where she teaches Leadership, Organizational Change, and Business Communication.
Dr. Seale holds an M.Ed. and Ed.D. in Organizational Change and Leadership from the University of Southern California (USC). She earned her B.A with a focus on Language and Linguistics from California State University at Dominguez Hills (CSUDH).
For the past 15 years, Caitlin Harper has advised leaders on communication strategy for all manner of organizational change. She has executed change initiatives around DEI, M&A, company rebrands, and headquarters moves for clients such as Johnson & Johnson, Business Insider, and Nike.
Caitlin’s strategic and creative approach to change management communication blends coaching, strategy, and implementation to help leaders and teams know what to say, when to say it, who to say it to, and—most importantly—why. She leverages organic organizational tools and techniques to engage change-makers at all levels. Her approach makes change management not just an event-specific exercise, but part of an organization’s DNA.
Caitlin’s proprietary peer coaching program has taught thousands of people to drive change and achieve business goals by using professional coaching techniques in everyday workplace conversations. She is also a frequent speaker, workshop facilitator, panelist, and podcast guest on topics of organizational change, internal communication strategy, DEI, leadership and learning, management and coaching, women in the workplace, mental health and wellness at work, and company culture.
Caitlin holds an M.F.A. in Creative Writing summa cum laude from The New School in New York City and a B.A. in English summa cum laude from the University of Florida with minors in Psychology, Linguistics, and Entrepreneurship.
Dr. Solange Charas has been quantifying the material impact of human capital on corporate performance and ROI for over 30 years. She has completed over 70 human capital due diligence efforts for M&As and is an expert in the human capital disclosures that are required by a variety of ESG governance frameworks, SEC, EFRAG, and ISO.
In her corporate career, Solange served as CHRO for three global public companies and as National Director for both Ernst and Young and Arthur Andersen. She became a sought-after expert in salary design and administration, including base salary, annual and long-term incentive design, and materiality analysis, and has created a proprietary technology that quantifies the impact of DEI and other human capital metrics on the bottom line.
Solange is an Adjunct Professor in the Human Capital Master’s Programs at Columbia, USC, and NYU, a Distinguished Principal Research Fellow at The Conference Board, and a frequent speaker on human capital governance issues. She is co-author of the book Humanizing Human Capital: Invest in Your People for Optimal Business Returns and has been published or cited in over 200 publications, including Harvard Business Review, Forbes, Agenda Magazine, Financier Worldwide, Fast Company, USA Today, LA Times, Boston Globe, and Entrepreneur Magazine.
Solange holds a Ph.D. in Management from Case Western Reserve University’s School of Management, an M.B.A. in Accounting and Finance from Cornell University’s Graduate School of Management, and a B.A. in International Economics from the University of California, Berkeley.
Dr. Solange Charas has been quantifying the material impact of human capital on corporate performance and ROI for over 30 years. She has completed over 70 human capital due diligence efforts for M&As and is an expert in the human capital disclosures that are required by a variety of ESG governance frameworks, SEC, EFRAG, and ISO.
In her corporate career, Solange served as CHRO for three global public companies and as National Director for both Ernst and Young and Arthur Andersen. She became a sought-after expert in salary design and administration, including base salary, annual and long-term incentive design, and materiality analysis, and has created a proprietary technology that quantifies the impact of DEI and other human capital metrics on the bottom line.
Solange is an Adjunct Professor in the Human Capital Master’s Programs at Columbia, USC, and NYU, a Distinguished Principal Research Fellow at The Conference Board, and a frequent speaker on human capital governance issues. She is co-author of the book Humanizing Human Capital: Invest in Your People for Optimal Business Returns and has been published or cited in over 200 publications, including Harvard Business Review, Forbes, Agenda Magazine, Financier Worldwide, Fast Company, USA Today, LA Times, Boston Globe, and Entrepreneur Magazine.
Solange holds a Ph.D. in Management from Case Western Reserve University’s School of Management, an M.B.A. in Accounting and Finance from Cornell University’s Graduate School of Management, and a B.A. in International Economics from the University of California, Berkeley.
Diana File founded DF Analytics to bring rigor and accountability to DEI efforts around the world. A research and organizational psychologist, she has spent 15 years adapting her proprietary data science methodologies to drive results for Fortune 500 corporations, start-ups, government agencies, non-profit institutions, and small businesses around the world.
Diana uses data science to empower companies to build highly diverse, inclusive teams that break records in productivity, collaboration, and profit. Her proprietary analytics methodologies uncover the deep neuroscientific factors that dictate success or failure. From there, she translates assessment into strategy and drives cross-functional implementation across the matrix. This integrated approach helps companies stay competitive in the face of dynamic generational and cultural shifts for employees and customers.
A former consultant to the Israel Defense Forces (IDF), Diana has transformed decision trees in complex hierarchies and spearheaded global research on how to inspire the resolution of intractable conflicts. Her expertise spans workforce analytics, team building, project management, organizational effectiveness, conflict resolution, and best practice research.
Diana regularly delivers workshops and keynotes for the Cornell University School of Industrial and Labor Relations, Columbia University School of Professional Studies, the Carnegie Endowment for International Peace, the National Libraries of Medicine, the HR Leadership Forum, and other industry associations.
Diana holds a B.A. in Psychology cum laude from Yale University and an M.A. in Psychology from the Hebrew University of Jerusalem. She is fluent in English, Hebrew, and Russian.
