DEI Metrics

Team Demographics that Matter.

As DEI and Organizational Development Consultants, it is important to us to practice what we preach. That is why we publish our team demographics.

We want to demonstrate that for any small or large organization, holding yourself accountable is a vital part of actively practicing DEIBA in every workplace. We will be updating these numbers annually in the first quarter of every year.

The race/ethnicity breakdown of our team.

To ensure as many employees could feel represented in our race and ethnicity breakdown, we asked them to select all that apply, not just choose the “best” category.

race ethnicity demographic breakdown of the rise journey

The age breakdown of our team.

We skew toward the 35-44 age group which makes sense, considering our crew of Subject Matter Experts - they’ve had more time in the workforce to develop their skills and expertise.

Many of our day-to-day team members fall into the 25-34 age group; we offer a tremendous amount of flexibility and autonomy, which tends to attract a younger demographic.

age demographic breakdown

The military or veteran breakdown of our team.

Like many organizations, hiring and retaining active members or veterans of the military is an ongoing goal. This is no different for The Rise Journey team.

military or veteran breakdown of the rise journey

The gender breakdown of our team.

Our team is majority women. We are actively working to work with men and non-binary/gender non-conforming advisors, speakers, consultants, and Subject Matter Experts.

gender breakdown of the rise journey

The disability breakdown of our team.

We are proud to have such a large group of employees who have or have had a disability. The disabled community, like many other marginalized groups, has been in the workplace-shadows. Having such a large community in this space allows us to be more inclusive to our clients and partners and their disabled employees.

disability breakdown of the rise journey

The people manager breakdown of our team (in their 9-to-5 jobs).

While internally we have a relatively flat hierarchy, it is important to show how many of our team are People Managers in their FT or other PT roles. Great people management is a very specific skillset that supports many areas of our business.

the people manager breakdown of the rise journey

The caregiver breakdown of our team.

More than half of our team is a caregiver - of children, adults, or both. Having an environment where parents and caregivers can not just survive, but thrive, allows us to leverage their skills, passions, and abilities while also supporting a part of the workforce which often gets pushed out.

caregiver breakdown of the rise journey

The LGBTQIA+ identity of our team.

Supporting the LGBTQIA+ community is important for our internal team and for client partners. We are working on increasing the numbers of team members who identify as LGBTQIA+.

lgbtqia plus identity of the rise journey

The languages spoken on our team.

Language, accents, and English-as-a-Second-Language in the workplace is often left out of the DEIBA conversation. Having a team that speaks many languages allows us to support our internal team as well as clients with a more full global perspective. When our partners have global teams, we can connect on many levels, language and culture being one of them.

multi spoken languages breakdown at the rise journey