10 Minute Read
Orium (formerly MyPlanet) + Tidal Equality Macro and Micro Solutions: Applying DEI to every task and project (big and small)
As a software studio helping companies leverage data, systems thinking and innovation to tackle today’s digital commerce challenges, Orium had the foundational culture to propel Equity, Diversity and Inclusion (EDI) when world events inspired them to take it a step further.
The topic of EDI is hard to grapple with in a tangible way for many companies. Even if a small group of leaders or grassroots employees are open, eager, and willing, they are often left wondering:
Where does my team begin?
How do I get everyone on board?
What’s the most meaningful way to integrate EDI change?
How can we make the most impact while remaining realistic about the day-to-day limitations of the team?
Incorporating an EDI strategy that really works isn’t easy. You need buy-in, time, effort, and, in many cases, money. In order to implement a DEI strategy, relinquishing control and the concept of perfection is often what’s needed to just get started.
That’s how Orium’s adoption of the Tidal Equality Equity Sequence™ began.
Orium is a software studio and certified BCorp. that was founded in 2009 as a result of CEO Jason Cottrell’s fascination with the internet and all the possibilities it held. Based in Toronto with teams around the world, Orium brings together data, systems thinking, and curiosity to build next-generation experiences. Armed with expertise in AI, machine learning, and IoT, Orium creates custom solutions for businesses that turn each customer interaction into an opportunity to engage, connect, and, ultimately, meet their business goals. To do this, Orium’s leadership has always emphasized bringing together diverse perspectives. They are a people and communications and cultural centered business, using technology to better the way we do business and work together in understanding, so putting teams and people first, was and is top priority.
Founded by Anna Dewar Gully and Dr. Kristen Liesch, Tidal Equality began largely as a consultancy to elevate the voices of people at the margins of organizations and develop a strategy to create equitable change. Over time, though, the founders could see that strategy alone wasn’t enough – there needed to be an actionable framework designed to bust bias and expand equity through the work of individuals, teams, and organizations.
Thus, the Equity Sequence™️ was born! This framework is a practice made of just 5 simple questions. These questions are designed to inspire an inquisitive approach to diversity in a team’s day-to-day work and decision-making in a way that identifies bias and promotes greater equity and inclusion.What makes the Equity Sequence™️ different is its focus on integration and action. Unlike half-day trainings that may focus on theory, this sequence draws out the wisdom that already exists within an organization and incorporates Inclusive Decision Making. It can be applied to anything we do.
Over the years, Orium prioritized developing a business for good – creating an environment of inclusivity and openness was, quite frankly, in their DNA.
“Leaders, and employees, are very open and want to continue to evolve, and be like, ‘Oh, this makes you feel this way? Well, what can we do about changing that?’ The values that were created at the company 10 years ago to the newest iteration, which includes respect the whole person, are truly lived within the organization and you see them in action in our day to day.”
Beyond just minorities, it was important to Orium’s leadership that all voices felt heard and were heard. The result was over 10 Best For The World awards through B Lab, a global NFP org and network that is known for certifying B Corporations, which are companies that meet high standards of social and environmental performance, accountability, and transparency. Orium is an undeniably positive reputation as an employer.
In direct alignment with their value to pursue diverse perspectives, Orium knew there was more work to be done when equality issues were magnified by the Black Lives Matter movement in 2020. Frustrated and knowing that accountable action in a more meaningful way needed to be part of corporate social responsibility, they set out to find actionable solutions, not just create written policy to sit on a shelf.
Equipped with Orium’s dedication to constant evolution and growth, Lindsey went to work to find Orium’s next move towards a stronger EDI strategy
As one would expect, there’s no ‘right’ way to start a EDI practice within an organization. Interventions such as unconscious bias or cultural sensitivity training are often the norm, contrasted with more hands-on approaches like the Equity Sequence™️.
As Lindsey explored her options, these criteria and questions guided her:
• A method that resulted in a material ongoing difference
• A framework that matched Orium’s agile mentality
To Lindsey, it was important to make “it feel and result in employees knowing they were getting involved in something that would result in meaningful change, and that it was something they get on board with and rally around.” With such an influential task on her hands, Orium’s VP of Culture was cognizant of what it would mean to implement something realistic:
• How was her team going to balance EDI work in a billable environment in a way that didn’t feel like a burden?
• How could Orium ensure its employees felt involved in meaningful change?
• Will this solution be enough? Do we need to be doing more?
• What’s the balance between meaningful action and the fear of misstepping?
• As an HR team of predominantly white women, where are our blind spots?
Orium wanted something actionable, realistic, and aligned with its own values.
After exploring countless options, Orium discovered Tidal Equality and its Equity Sequence™️ and began implementing the framework in September 2020. Part of that process involves implementing something called Inclusive Decision Making.
Inclusive decision-making means not just making decisions with diverse people in mind, but harnessing diverse perspectives to fuel the creation of transparent, equitable and innovative systems. And in case you needed a business case:
Motivated by societal reckonings in 2020, Orium was searching for an EDI practice that would create a material ongoing difference in alignment with the agile way in which they did business. This is where the Equity Sequence™️ fit in perfectly.
The Equity Sequence™️ and Orium were an undeniable match because it was designed to be used holistically and also on a task or project-to-project basis. When people and teams use the model consistently on everything from overarching business strategy and culture to case-by-case scenarios, EDI becomes part of intrinsic practice. That is the goal for organizations who put it into action.
• introduced to organization
• rolled out access to platform
• session with CEO and CTO so they had deep knowledge and could champion how it could be used in various situations
• informative sessions with Anna and Kristen introduce and demonstrate
• and then it was up to the Orium team to integrate the framework into their everyday
Orium’s brand ambassador program was one of the initial ways that the company applied the Equity Sequence™️. As part of the company’s brand efforts, it was important that the program encouraged those who wouldn’t naturally take on an ambassador role – those who didn’t possess natural extraversion or a large network but had many other skills that Myplanet didn’t want to ignore. By applying the Equity Sequence™️, Orium was able to see this new program from new angles, exposing areas that might exclude individuals that didn’t want to showcase Orium on their own social media, or didn’t want to go to meetups and events. It made sure the team carefully thought through how could be made as accessible, rather than locking them into the traditional idea of what brand ambassadorship was. The result was a robust program with over 15 possible activities, rather than seven.
There’s no one way to apply this framework, leaving organizations with countless opportunities to infuse diversity-forward thinking into every day in the office. The organization took International Women’s Day as another chance to encourage all team members to think about minority groups. The key to a behavioural shift is repetition, something that’s easily achieved when a framework is versatile, like the Equity Sequence™️.
Given the open-minded culture at Orium, it comes as no surprise that the new initiative was universally well-received. But, as anticipated, the challenge in finding the time to onboard and adopt the practice did present some challenges – luckily, though, there was a solution.
“We did end up launching a cheat sheet where we took the Equity Sequence™️ and put the 5 questions into slides, along with the intention behind each, and examples,” Lindsey shared.
This cheat sheet made it easier for the team to refer to the Equity Sequence™️ while working through any initiative or having a conversation. The result was even more engagement beyond the portal, which required a higher investment of time. Now when Myplanet onboards new team members, training includes that information but it’s ultimately up to employees to go through it. Myplanet shares the importance and tries to reference it as much as possible, though. “We've just taken a lot more time to slowly socialize it with folks,” Lindsey adds.
In speaking with Dr. Kristen Liesch, she shared that “the organizations that have success in making it a habit use a habit-stacking technique because they added the Equity Sequence™ to things they were already doing.”
For example, an organization might bake equitable checks and balances into decision-making at the leadership level; before any new decision is approved, a team must demonstrate their Equity Sequence™️ analysis that took place as the project was developed.
“There is no silver bullet to any of this, but something like the Equity Sequence™️ feels empowering enough to give you a sense of courage and the ability to start to make forward momentum.”
If there’s one theme that underpins Orium’s adoption of the Equity Sequence™, it’s that organizational change isn’t about quick fixes, immediate adoption, or perfect implementation. With this in mind, Orium’s path forward is focused on continuing to deepen the adoption of the sequence throughout each level of the organization, as well as always looking for new ways to encourage diversity and inclusion.
We’ve said it before and we’ll say it again – EDI is not about perfection, it’s about progress. Leveraging a mindset of openness, candor and growth is the ticket to the long-term success of any new initiative, EDI included. As you explore new ways to infuse your workplace with diverse thought and inclusive practices, remember that it’s about just getting started.
An agile mindset gets you further than if you sought perfection.
Chic Geek’s Diversity Motherboard is here to help you put Diversity, Equity, Inclusion and Belonging to practice in your organization! Chic Geek exists to build gender diversity in technology, a sector that’s shaping the world we live in. Our mission is to engage, retain and support intermediate women so they can thrive in their technology careers. Welcome to Chic Geek, your space to thrive!
Tidal Equality is a tech-enabled strategy firm solving the problem of inequality at scale.
From transformational conversations to transformative change, we empower people and organizations to build equality in radically new ways.
This resource is proudly brought to you through funding from Alberta Enterprise Corporation (AEC), which promotes the development of Alberta’s venture capital industry by investing in venture capital funds that financial technology companies. Learn more at alberta-enterprise.ca
Alberta Innovates is a provincial research and innovation agency that expands the horizon of possibilities to solve today’s challenges and create a healthier and more prosperous future for Alberta and the world. Learn more at albertainnovates.ca
