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Connecting People and Culture
to Build Enriching Workspaces

We strengthen people and culture by enhancing workplaces that foster
innovation, collaboration, and belonging.

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People and Culture/HR Solutions

People and Culture is more than just hiring and managing employees; it’s a strategic function that plays a critical role in driving organizational success. We drive measurable change by using 70+ proprietary metrics to uncover bias and change the landscape of how effectively companies hire, retain, promote, and develop talent. From there, we drive competitive advantage and systemic change by helping build and execute multi-year people and business strategies. Our data-driven insights give us the power to make the right decisions that align with your business objectives. Whether you need assistance with hiring, retention, performance management, or employee engagement, we have the expertise to guide you to sustainable success.

Data Assessment

Culture Snapshot

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.

Digital Focus Groups

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.

Culture Assessment

A 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.

Training Impact Assessment

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.

Longitudinal Employee Lifecycle Assessment

Holistic look at insights across recruiting metrics, engagement surveys, and performance reviews, including benchmarking.

Process Audit

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.

External Assessment

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).

Accountability Audit and Benchmarking

Benchmark metrics of human capital efficiency and performance against competitors, with options to drill down by race/ethnicity, gender, job classification, region (down to county), education level, and professional experience.

Materiality Impact Analysis

Build the business case for human capital initiatives and proactively prepare for the SEC and EFRAG’s anticipated disclosure requirements by quantifying the contribution of human capital performance to financial metrics such as revenue, profitability, and ROI.

Pay Equity Analysis

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.

HR Operations

Benefits Program Design

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.

Salary Structure and Market Wage Analysis

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.

Software Support

Software Solution Evaluation and Selection

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, and business case to help build buy-in for software with internal decision-makers.

Technology Implementation

Once software is selected, identify internal staff support requires to implement and maintain the software (ownership, resources, capabilities, and work plan). Train and support internal team on best-practice implementation and configuration of the new technology to drive sustainable progress on the people strategy.

Solutions that Fit
Every Organization

People & Culture/HR

DEI

Mergers & Acquistions

Change Management

Let’s Connect

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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>> Menu of Services
>> People and Culture/HR
>> DEI
>> Mergers & Acquisitions
>> Change Management
>> Who We Are
>> The DFA Team
>> Media and Speaking

HALEY MOSS, ESQ.

DEI Policy Audits, Legal Counsel, and Accessibility

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.

DARREN THOMPSON

Sales & Business Development

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.”

MONICA SYLVAIN, PH.D.

DEI Strategy & Implementation

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.

SHINDALE SEALE, ED.D.

DEI Training & Expert Facilitation

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).

CAITLIN HARPER, M.F.A.

Change Management & Communications

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.

Solange Charas, Ph.D.

Human Capital & Benchmarking

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.

Solange Charas, Ph.D.

Human Capital & Benchmarking

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, M.A.

CEO & Founder

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.