When you change your company’s story, you change your company.

Panel 1


Are you committed to DEI?

Have you been “doing the work” since before June 2020?

Do you now have more questions than answers?

If you’ve said “Yes!”, then you’re ready to take a deep, thoughtful, and very nerdy approach to diversity, equity, and inclusion.

You’re ready for Fictive Kin.

When you change your company’s story, you change your company.

Fictive Kin Equity Lab is an inquiry-based consulting firm on a mission to help transform companies in ways that are more inclusive, humane, and just.

We start by looking at how your company’s story is embedded in your policies, culture, and approaches to diversity leadership.

The goal is to place DEI at the centre of that story, so that your efforts are sustained, your team is energized, and your impact is magnified.

Here’s what our clients are saying

“Dominique’s in-depth analysis of our practices gave us insights that have helped us take a thoughtful approach to how we can decolonize them, and take a more intentional approach to the language we use and the story we are telling the public.” – Chris Duff, Executive Interim Lead, Canadian Council for Youth Prosperity

Panel 2


What would happen if your company wrote equity directly into its story?

Let’s find out.

Hi, I’m Dominique! Principal Consultant at Fictive Kin Equity Lab.

If you’ve landed on this page, you want to know more about me and my approach to diversity, equity, and inclusion (DEI) work.

I’ve got a PhD but not the traditional Professor job because I like to use my academic knowledge in other ways.

I have 20 years of cross-sectoral experience in equity and social justice, and a research background in narrative analysis.

Why Fictive Kin?

I suspect you agree with me on 2 important things:

1. The pandemic revealed stark inequalities in our companies and in our society.

2. It’s incredibly difficult to create sustainable, equitable change in an organization.

If you’re facing these problems as a diversity leader, I can help.

The best way to create lasting change is for companies to rewrite what I call “institutional narratives”: the deep, invisible stories that are rarely thought about or paid attention to, but which are fundamental to defining an organization and what it values.

Why? Because all stories are about power.

Power is held in how stories are told, when and where they are told, and how many times they are told. And how they become “true” all depends on where – and with whom – power is concentrated.

Inequities occur when that power is abused.

What does “Fictive Kin” mean?

The name “Fictive Kin” is inspired by the original meaning of “fictive kinship”: the strong social / emotional bonds that can exist among groups of people who are not biologically or legally related to each other.

I take the view that all people are “fictive” kin, because we share the human trait of using stories – “fictions” – to define our reality and give meaning to our lives.

How do I work with Fictive Kin?

If you’re ready to find out how you can use data to tell a more powerful DEI story, visit the MORE THAN A METRIC page.

And if you want to deepen your DEI learning at your own pace, check out PRIMED.

See you soon!

Dominique Riviere, PhD.

LinkedIn | Academia

Panel 3



Get ready to see DEI in a new light.

Do you feel like something’s missing from your understanding of DEI? Do you find it hard to sustain your diversity, equity and inclusion initiatives? Then it’s time to get PRIMED.

What it is…

A distillation of my 20+ years of experience in equity work, delivered in a simple, digital format, twice a week. It contains a short explanation of a critical DEI concept, followed by questions for learning and reflection.

All the work can be completed in 30 minutes or less, and you can do it however you want: writing in a notebook, typing at a keyboard, recording your thoughts on your phone, etc.

Best for you if…

You’re an intrinsically motivated, self-directed learner; okay with being uncomfortable sometimes; willing to gift yourself the time to sit with the complexity of social justice; looking to shift your focus away from behavioural change towards systemic change.

more than a metric

A workshop on disaggregated data & DEI.

Starting September 2022. 

What it is…

More Than a Metric (MTM) is a small-group, cross-sectoral workshop on how to use disaggregated demographic data to move your company towards sustainable equity, inclusion, and justice.

It is a preview of the full MTM workshop, which will be available later this year. 

In just three hours, I will share my expertise in designing and using numerous disaggregated data tools over the past 15 years, and walk you through everything that (many) people get wrong.

(Sometimes dangerously so.)

Then I will show you how to get it right.  

Where “right” means applying a robust equity lens to your metrics so that you reduce harm, interrupt bias, and increase inclusion.

Best for you if…

Your company has:

  • set targets for “diversity” in your organization; and / or

  • used “Black” and “White” as categories of racial identity, without the appropriate preamble; and / or

  • put “Other” at the end of a checklist of identities, for people who don’t fit neatly into the available categories; and / or

  • collected a lot of “DEI data”, but still haven’t been able to use it to create the inclusive, equitable workplace you want.

Each session of the workshop will be limited to 8 people, so click the button below to join the waitlist now.

Panel 4


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