Sumayyah is committed impacting organizational culture by directly addressing behaviors that perpetuate inequity. She believes that focused effort increases opportunity for underrepresented groups, increased innovation and performance. Ultimately, inclusion is a consistent effort that should always be in the forefront of organizational development.
Explicit & Implicit Bias
Self-Care for ERG's
Strategic Planning & Goal Development
Inclusionary Hiring (Recruiters & Hiring Managers)
Retention & Succession Planning
Inclusive Workspace Assessments (Including Disability Equality Index)
Inclusive Outreach & Social Responsibility
Diversity Council & Employee Resource Groups
Sumayyah Emeh-Edu is a Diversity and Inclusion Strategist that resides in the San Francisco Bay area. She has over 15 years professional experience leading various initiatives within higher education and corporate sectors, focused primarily on diversity and professional development. In that time, she has successfully organized Tech Inclusion SF 15, Ability in Tech , the Better Man Conference, as well as managed learning programs with clients such as Kaiser Permanente, PG&E, Asana and Aetna.
Hailing from organizations such as Change Catalyst, Keller Center for Corporate Learning and Laureate Education, Sumayyah understands systemic inequities throughout the education-workforce pipeline. This insight was an impetus to commit her career to challenging the status quo for inclusion.
Sumayyah founded The Ally Movement in November 2016 to provide a tools for those with privilege to take action. She is also a member or has actively supported the ASTD Golden Gate Chapter, National Diversity Council, and Women’s Global Leadership Initiative. She also has volunteered with various community organizations that widen access for disadvantaged youth to access education and college prep resources.
Inclusion is the true goal for creating a culture that supports the recruitment, retention and leadership opportunities for underrepresented groups. Inducing change of any scope can be a difficult process, therefore a long-term commitment to individual and organizational behaviors is the key. Below are the three tenants for a successful program…...
Inclusive environments can only be achieved with the support of leadership, as they set the tone for the culture. Grassroots inclusion efforts can also be extremely effective, however they are often not sustained without executive support.
Inequity is no longer overtly displayed, it is often masked in a homogenous organization culture by a various microaggressions or culture fit expectations. Utilizing the latest methods for behavior change, she delivers impactful content and exercises which assist employees in a practical way.
Inequities are ingrained throughout the fabric of society, and even with increased awareness, change often will not happen without supportive policy. Like any business endeavor, inclusion should be an effort backed by specific actions in order to illicit and measure change.