Exponential Talent LLC
Description
Exponential Talent LLC helps organizations create and execute talent strategies that not only attract and retain diverse talent, but that also engage that talent and enable them to do their best work. Exponential Talent LLC is a boutique consulting firm specializing in gender and diversity strategy development and implementation. Our mission is to help organizations everywhere become more inclusive workplaces where everyone can do extraordinary work.
Founded in 2012, our firm is multi-dimensional, blending management consulting and academic research experience. Our ability to combine powerful research and analytics with flawless execution enables us to offer our clients unique, evidence-based solutions. We have 20 consultants located in the Bay Area, New York, Seattle and Boston and we serve the Asia Pacific region through a strategic partnership with LEAP.
Molly Anderson, Founder and President, is co-author of the bestseller The Corporate Lattice: Achieving High Performance in the Changing World of Work (Harvard Business Review Press, 2010) and holds a patent for Mass Career Customization©. Molly is an authority on diversity & inclusion, workforce strategy, and talent management and she has more than 25 years of management consulting experience.
Previously Molly was director of talent innovation and strategy for Deloitte Services LP and she also directed the women’s initiative for Deloitte’s 50,000-person organization.
Caroline Simard, Ph.D., Co-Leader, is also the Research Director at the Clayman Institute for Gender Research at Stanford University, leading cutting-edge research designed to build more effective and inclusive organizations. Previously, she was Associate Director of Diversity and Leadership at the Stanford School of Medicine and Vice President of Research and Executive Programs at the Anita Borg Institute (ABI) for Women and Technology.
Our Services and Approach
From targeted efforts to major transformations, our services are tailored to meet the unique needs of each client. We provide consulting, education and coaching services:
Consulting services include diversity and inclusion and talent management services such as strategy development, measurement, best practices, program design, and communications.
Education services include workshops or talks on topics such as the case for diversity and inclusion, unconscious bias education, diversity dynamics in organizations, creating accountability, and inclusion strategy best practices. Education services may be fully integrated with consulting services to deliver an overall program of organizational change or they can be offered stand alone.
Coaching and advisory services focus on the development and advancement of diverse talent through a coaching process that equips individuals to navigate bias dynamics and create new models of leadership success.
To learn more about our firm, we invite you to visit our website at exponentialtalent.com
Explore our Resources, Insights and featured Case Studies.
Exponential Talent LLC is certified as a women’s business enterprise by the Women’s Business Enterprise National Council (WBENC), the nation’s largest third-party certifier of the businesses owned and operated by women in the U.S.
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The National Center for Transgender Equality released its national survey, finding that, of those who have jobs, 30% say they were fired, denied promotion, or experienced mistreatment at work.
The trillion-dollar reason why Wall Street should take gender diversity more seriously
Forecasts on equity returns from Morgan Stanley phasing in adding gender diversity and diversity policies, pay equity and maternity leave. It finds that diverse companies have better risk adjusted returns and outperformed their counterparts by 1.5%.
Exponential Talent Flash Briefing, Feb. 28, 2017 edition
Exponential Talent Flash Briefing: invest in tech racial diversity, bias against black natural hair, Black History Month, Facebook bereavement leave.
The CEO Is to Blame for a Company in Crisis—But Only If She's a Woman
How differently the news media reports on the culpability of women versus male CEOs when crisis strikes. Funded by the Rockefeller Foundation, the study finds that 80% of news items blamed women CEOs but only 30% of stories blamed the male CEOs.
Microsoft Wants Autistic Coders. Can It Find Them And Keep Them?
Recognizing the 80% unemployment rate of the “neurodiverse,” people having the autism spectrum disorder, and what they could bring to the company, Microsoft works on ways to recruit, hire and retain those employees.
Why Women Aren’t Making It to the Top of Financial Services Firms
US financial firms, like tech companies, have fewer women at the top. While 47% in the field are women, women only represent 22% of board members, 20% of executives and 12% of CEOs. The company culture and unconscious bias means that, according to a CTI survey, fewer than half of upper income women have a financial adviser, a loss of $5 trillion in revenue.
S financial firms, like tech companies, have fewer women at the top. While 47% in the field are women, women only represent 22% of board members, 20% of executives and 12% of CEOs. The company culture and unconscious bias means that, according to a CTI survey, fewer than half of upper income women have a financial adviser, a loss of $5 trillion in revenue. https://hbr.org/2016/10/why-women-arent-making-it-to-the-top-of-financial-services-firms
Google gives $1M to Latino groups amid diversity push
Google's philanthropic arm to give $750.000 to Silicon Valley Education Foundation's work on the "achievement gap" and $250,000 to the Hispanic Foundation of Silicon Valley to keep Latino kids in school and get them to graduate.
Facebook’s Point System Fails to Close Diversity Gap
Facebook tried an incentive program to bring in more diverse candidates but it didn't get the desired outcome. Candidates from prestigious schools are still preferred.
EEOC issues new discrimination guidance: 11 changes to pay attention to
New guidance from the EEOC - Title VII of the Civil Rights Act of 1964 protects individuals no matter what their actual or perceived immigration status.
A Surprising Look at LGBT Income Disparity
35% of LGBT adults annual incomes are below $24K versus 24% across the US economy and 29% faced food insecurity in 2014. For transsexuals, it is worse, with 4X as many living on less than 10K per year than the US population.
When Mentorship Crosses Cultures, Both Sides Learn
Cross-cultural mentorship benefits mentors – greater respect for inclusion, time for self-reflection, building listening and coaching skills.
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