Diversity, Equity, and Inclusion

As an organization, FSG is a group of passionate and talented people who are fiercely committed to contributing to social change.


FSG envisions a just and equitable world where our life outcomes are not predicted by our social group identities.


Our mission is helping organizations reimagine their approach to social change to create a more equitable world.

The Importance of Context

FSG helps clients examine the history and context of social issues so we can cocreate effective strategies that address root causes of inequitable social outcomes. This often involves helping clients consider their own role in perpetuating the marginalization of groups based on factors that include race, gender, religion, caste, and country of origin. We know this can be hard work.

Reflecting on our 20-year history, we acknowledge that our efforts to address inequities have at times fallen short and that we can continuously work to improve our practices. Starting in 2011, we have been on our own journey, reckoning with how racism and other forms of oppression have manifested in our culture and work; learning from the work of others; and redefining what expertise, experience, and dispositions are necessary for both FSG and our clients to authentically and effectively pursue equitable systems change.

How We Work

FSG firmly believes in the strength, creativity, and expertise captured in a diverse and inclusive team. As we continue to diversify our staff—in terms of race, gender, sexuality, and other forms of identity; lived experience of the challenges we seek to address; and professional experience across sectors—we recognize that how we are within our teams mirrors and influences how we and our clients are with each other, with partners, and with the world at large. We prioritize relationship-building, learning, and conscious navigation of power dynamics within our teams—and in turn with our clients—because these are necessary conditions for equity and justice at every level of the system. We have sought to address our shortcomings in a range of ways, including through the following.

Launch of internal affinity groups including African Diaspora, LGBTQIA + Allies, Latinx, Asian and Pacific Islanders, Empowering All Abilities, and Parents/Caregivers.

Creation of dedicated roles and expectations (integration of equity focus in recruiting, professional development, and other talent-related roles).

Embedding a focus on racial and other forms of equity analysis within our work and particularly in core FSG frameworks such as collective impact and corporate purpose.

Development of equity primes to address implicit bias in recruiting, performance reviews, performance feedback, communications protocols, project work with clients and partners, etc.

Guidance from and partnership with advisors with deeper experience around equity analyses, including racism and other intersecting forms of oppression (including Aspen Institute, Expecting Justice, Offor, PolicyLink, and Racial Equity Institute).

Ongoing examination of internal norms, policies, and practices (e.g., prototyping changes to our vendor selection processes; pay equity assessment and greater transparency internally and in our recruiting; integrating a focus on equity and inclusion into hiring, onboarding, performance management, and professional development practices; dialogues and role-plays among various internal groups to practice identifying disparities or harmful behaviors and addressing them effectively). Application of the Racism as a Root Cause framework from Expecting Justice as needed to examine our own practices and experiences.

The true power of FSG’s equity journey lies in being able to translate internal progress into external impact. In addition to finding ways to work toward equitable outcomes, we have developed a range of resources with various partners, including the following.

We have substantial work ahead as we continue examining our various forms of privilege and expanding our capacities to address the many ways in which biases and structural barriers hold problematic and harmful systems in place. As we continue to build our practices related to equity and inclusion, we process feedback, grow our awareness and skills, and adjust our culture and work approaches.

DEI Blog Series

Over the past several years, FSG has made a number of changes to bring greater focus on diversity, equity, and inclusion principles into the work we do with our clients, partners, and communities. Our journey is ongoing, and we are sharing our experiences in the spirit of learning—both for us and for other organizations that may similarly be early in their own efforts to focus more on equity as part of social change.

In this blog series, we highlight what is surfacing as we go—internally within FSG and how this is showing up in our work. We are grateful for the guidance so many in the field are sharing, and look forward to continuing dialogues with and learning from all of you who are working in pursuit of just and equitable outcomes for all people.

As an equal opportunity employer, we value diversity, equity, and inclusion. We are committed to equal employment and promotion opportunity regardless of age, disability, ethnicity, gender identity or expression, marital status, national origin, race, religion, sexual orientation, pregnancy, veteran status, or any other characteristic protected by law.


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