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 DISCOVEREI page.

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

See you soon!

Dominique Riviere, PhD.

LinkedIn | Academia