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

Panel 1

About

Are you committed to DEI?

Have you built the foundation?

Do you have more questions than answers?

If you’ve said “Yes!”, then you’re ready to take a deep, thoughtful (and occasionally nerdy!) approach to DEI.

You’re ready for Fictive Kin.


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

Sustainable diversity, equity, and inclusion starts with analyzing the narratives in your company’s policies, culture, and diversity leadership.

Fictive Kin Equity Lab is a consulting firm on a mission to help you place DEI at the centre of those narratives.

We’ll show you how to tell a company story that is inclusive, humane, and just.


For companies who have gone beyond the basics.

If you’ve been “doing the work” long before June 2020, you’ll get the most out of our services.

Three packages to support you:

Shaping Narratives

Where does your story begin?

Stories are found in a lot of places, including policies, job descriptions, and playbooks. If you want DEI to be central to your company’s work, it needs to be in the centre of these documents.

Best for you if:

You’re ready to build on your company’s previous DEI training, and you know what “subtext” means. (Or will look it up right now if you don’t.)

Analyzing Culture

Sometimes, what’s right is uncomfortable.

Dive into your company’s existing DEI initiatives to find out what’s working, what’s not, what might work, and what will never work. This is how DEI get realistic, evidence-based, and sustainable.

Best for you if:

You’re ready to learn from your previous DEI data, and you’re more interested in asking the right questions than in getting the right answers.

Empowering Leadership

Part venting. Part strategy. All you.

Enter a safe space to express your concerns, ideas, frustrations, and hopes. Because although equity work can be exciting and rewarding, it’s sometimes tiring and, occasionally, thankless.

Best for you if:

You are an experienced DEI leader who knows what “performative allyship” is, why it’s a problem, and how it might be solved.


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


Ready to level-up your DEI?

Great!

Our door is open.

Panel 2

Principal

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 write the next chapter of your company’s DEI story, visit the Services page.

Warmly,

Dominique Riviere, PhD.

LinkedIn | Academia

Panel 3

Services

DEI requires confidence, energy, creativity, and resilience.

These service packages will get you there.


EMPOWERING LEADERSHIP

Part emotion. Part strategy. All you.

Equity work can be exciting and rewarding. But it can also be frustrating, especially when you hit a roadblock.

Because I’ve “been there and done that”, I know you need a safe space to talk through your challenges, concerns, and hopes.

I will listen with empathy and intelligence to help you work with clarity and courage.

What you get

A group of confidential, dedicated DEI supports, including: 1:1 sessions, leadership reviews / journey-mapping, and emergency check-ins.

Group1:1s
(60 min.)
Leadership Reviews
(45 min.)
Check-ins
(30 min.)
Total investment*
(CAD)
112245,460
2242610,010
3362814,560
*A 20% deposit will be charged at the time of booking

This package is best for you if

You are a racialized DEI leader who’s breaking barriers, making change, and who wants to keep your momentum going. (In a healthy and humane way, of course.)

Note: Empowering Leadership can also be modified to support volunteer-led D&I committees who understand that having lived experience is not enough. Book a discovery call to learn more.

ANALYZING CULTURE

Sometimes, what’s right is uncomfortable.

Dive into your company’s existing DEI initiatives to find out what’s working, what’s not, what might work, and what will never work.

This is how you’ll made your DEI work realistic, evidence-based, and sustainable.

What you get…

Customized research about the state of DEI in your company, using unique “narrative indicators” to help you figture out where to go from here.

This package is best for you if

You’re ready to learn from your previous DEI data, and you’re more interested in asking the right questions than in getting the right answers. (Which you should be. Always.) Book a discovery call below to learn more.

SHAPING NARRATIVES

Where does your story begin?

Woman sitting at desk with notebook and computer

Stories are found in a lot of places, including policies, job descriptions, and playbooks.

If you want DEI to be central to your company’s work, it needs to be in the centre of these documents.

What you get

An analysis of the “narrative” building blocks in your policies, etc. to help you understand how power and privilege function in your company, and what you should do about it.

This package is best for you if…

You’re ready to build on your company’s previous DEI training, and you know what “subtext” means. (Or will look it up right now if you don’t.) Book a discovery call below to learn more.


Doing – and enjoying – DEI requires an incredible amount of intellectual and emotional labour.

Fictive Kin will help you stay sharp, keep safe, and get (even) better at what you do.

Ready to dive in?

Panel 4

Praise

Our clients love us.

Here’s what they’re saying…


“We were seeking a consultant to help us improve our hiring and recruitment processes from a DEI perspective. 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, Interim Executive Lead


“When I accepted a leadership role in D&I, I wanted help to navigate this new frontier of my career. It has been so helpful to work with Fictive Kin in reflection sessions, and as a trusted advisor to the organization as a whole. Dominique has been critical in forming a solid foundation based on professional experience and her understanding of concepts, constructs and best practices in DEI.” – Kevin Garcia, Head of Diversity & Inclusion / IT Director


“When we asked our networks for help with developing a multifaceted EDI strategy for our Office, Dominique / Fictive Kin Equity lab came highly recommended to us. We have already seen a tremendous amount of growth in our department since engaging with her.

Dominique is an extraordinary facilitator who knows how to engage participants to draw out deep insights, challenges, and aspirations. Throughout our process, she has provided guidance and support to our team, expertise in highly sensitive matters, and a nuanced, practical approach that has left everyone very inspired. I would wholeheartedly recommend Fictive Kin Equity Lab to any organization that is trying to work towards and more equitable and inclusive culture. – Heather Mercer, Manager of Zone Operations


“Our project needed an equity lead who also had strong research credentials, and experience working with youth and start-ups.

Dominique was instrumental in helping to design our equity research model and adapt it as we learned more from the racialized and equity seeking youth in the project. I highly recommend her as an advisor to DEI issues.” – Robert Barnard, Co-founder