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 co-create 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 recognize that we have fallen short when it comes to promoting equity. Starting in 2013, 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 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:
- Creation of dedicated roles and expectations (director of DEI, integration of equity focus in recruiting, professional development, and other talent-related roles)
- Launch of internal affinity groups for African Diaspora, LGBTQIA + Allies, Latinx, Asian and Pacific Islanders, Differently-Abled, Parents/Caregivers, and Gender Circles
- 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 (PolicyLink, Change Elemental, Expecting Justice, Racial Equity Institute)
- Embedding a focus on racial and other forms of equity analysis within core FSG frameworks such as collective impact and corporate purpose
- 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)
- Holding racial reckoning meetings in our U.S. offices and using the Racism as a Root Cause framework from Expecting Justice to examine our practices
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 equity, we have developed equity-focused resources with various partners, including the following:
- A CEO Blueprint for Racial Equity
- Advancing Frontline Employees of Color
- Advancing Gender Equity by Improving Menstrual Health
- Financial Services and the Competitive Advantage of Racial Equity
- Health Care and the Competitive Advantage of Racial Equity
- How to Reconstruct an Equitable Future for the D.C. Region, The Washington Post
- How Companies Can Advance Racial Equity and Create Business Growth
- Reckoning, Repair, and Change
- Shaping Inclusive Markets
- The Competitive Advantage of Racial Equity
- The Importance of Framing for Foundations Engaging on Equity
- The 10 Commitments Companies Must Make to Advance Racial Justice, HBR
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 confront our own shortcomings related to equity and inclusion, we process feedback, grow our awareness and skills, and adjust our culture and work approaches.
Read staff perspectives on diversity, equity, and inclusion at FSG >
As an equal opportunity employer, we value diversity, equity, and inclusion. We are committed to equal employment and promotion opportunity regardless of ability, age, ethnicity, gender, gender identity, marital status, national origin, race, religion, sexual orientation, or veteran status.