Ethos

Since 2020, the diversity, equity, inclusion, and belonging (DEIB) market has grown to an estimated size of $7.5 billion, according to Research and Markets. The reason for this steep growth trajectory is simple. As organizations attempt to attract talent during one of the most competitive moments in US labor history, fulfill customer expectations around social responsibility, and foster employee loyalty, productivity, and innovation, the answer to the “how” of each inevitably lands at an investment in DEIB.

Yet, employees still report feeling their organizations’ DEIB efforts are underdeveloped and ineffective. These same employees often expect their organization’s leaders to be nothing less than experts in social identity, equitable practices, and inclusive language. With each year that DEIB matures as an industry, the bar for achieving its tenets reaches greater heights.

Amidst this swift change, DEIB consultancies of all sizes have sprung up to capitalize on evolving market needs. However, it takes years of developing organic systems and conducting implementation testing to establish best practices reaching the core of true transformational change. Many leaders of organizations at the start of their DEIB journeys are left wondering: where do I start?

For the full-service Diversity, Equity, Inclusion, and Belonging transformation firm, Ethos, the starting place is human-centered, healing-based, and company-specific.

Ethos was established in 2018 with a mission of creating the conditions for everyone to thrive at work, specifically those coming from underrepresented, underserved, and historically resilient groups. Since its founding, the organization has grown to 21 employees and contractors with decades of experience across a variety of disciplines and industries as wide-ranging as venture capital and commercial real estate to disability justice, community activism, and global conflict resolution.

Through robust Consulting, Training and Programs, and Coaching practices, Ethos provides a suite of solutions enabling organizations to engage in DEIB repeatably and sustainably, weaving DEIB into the fabric of their departments and teams.

One of the primary ways Ethos determines what initiatives to design for an organization is through a DEIB Assessment & Strategic Roadmap. The process begins with an organizational assessment conducted through a company-wide DEIB survey, company policies and employee resource analysis, office hours for the organization’s employees, one-on-one interviews with executive teams, and meeting shadows. The result is a Research Summary with quantitative data, high-level themes, and itemized recommendations for equity interventions and enhancements. “We diagnose issues and help our client teams implement solutions themselves with our support,” says Miranda-Wolff.

A focus on equipping organizations with the skills and tools needed to engage in DEIB for the long haul is part of why Ethos offers 5 core training levels, ranging from an introduction to DEIB practices to advanced forums focused on deep mastery of specialized DEIB topics. Signature trainings include Introduction to DEIB, Compassionate Conversations, Understanding and Combating Microaggressions, Being an Anti-Racist Manager, Understanding Gender Identity, among others.

We diagnose issues and help our client teams implement solutions themselves with our support,” says the CEO, Alida Miranda- Wolff

Ethos also offers various learning programs for companies seeking a more sustained commitment to DEIB education, tailored for their organization. Programs include Ethos’s Twelve-Month DEIB Curriculum, Building Awareness, Inclusive Hiring Program and Equity Action Plan & DEIB Statement Creation, to name a few.

According to the Ethos management team, employees at the organization consider their day-to-day work to be deeply rooted in a personal and ethical responsibility. Team members identify with the same social identities as the people they serve. In this line of work, life experiences are as crucial as theoretical and practical knowledge. Rather than hiring candidates solely based on corporate experience or educational qualifications, Ethos seeks to build a team representing diverse social identities, professional backgrounds, and expertise.

When asked about the secret to their growth over the last four years and the impact of Ethos’s work, CEO Alida Miranda-Wolff credits the team members in her organization who put their passion into effecting change each and every day.

“My team members materially impact representation for underrepresented groups in companies and create more opportunities for those who previously did not have them. That is what’s most rewarding for me.”