Tangible Development

?? Reimagining Family Structures: The Role of Adoption-Inclusive Policies ?? When we think about "family," what picture comes to mind? For many, it’s the traditional nuclear family—but the reality of family is far more nuanced. Adoption is a testament to this complexity, yet organizational policies often fail to reflect this inclusivity. Adoptive families face unique challenges, from rigid leave policies to overlooked financial support. These gaps create barriers—not just for families, but for organizations striving to foster equity and belonging. ?? Did you know? Over 7 million Americans are adopted. 1 in 25 families with children has an adopted child. Adoption-inclusive policies can boost retention, enhance recruitment, and demonstrate an organization’s commitment to doing the right thing. It’s time to rethink how we define and support families in the workplace. Learn more about the steps organizations can take to create a truly inclusive culture in our latest blog. ?? Read the full blog here! https://bit.ly/3Z4Z2pT #AdoptionInclusivity #WorkplaceEquity #FamilyPolicies #DEI

Native women earn 55% of what non-Hispanic white men earn. You read that right. According to 2022 US Census data, on average, native women make 55% of what non-Hispanic white men make. This includes seasonal and part-time workers. Indigenous women experience one of the largest pay gaps in the US. Despite being the original inhabitants and stewards of the land we live and work on, genocide, displacement, and misogyny have created a system that greatly undervalues their contributions and labor. Closing this gendered and racial pay gap requires all of us to acknowledge its existence and take steps within our organizations to close the gap: ?Conduct an internal pay equity assessment ?Assess the state of mobility and opportunities offered to Native women ?Support policies around pay transparency ?Invest in organizational DEI assessments, roles, and programs Learn more about the wage gap for Native women here: https://bit.ly/3NTKXXc #EquityForNativeWomen #NativeWomensEqualPay #NativeWomensEqualPayDay #PayEquity #DEI #NativeWomen

?????An Honest Post for Trans Awareness Week????? ????? Trans Awareness Week is here, but it’s difficult to celebrate when Trans people continue to face profound challenges to their rights and safety in the U.S. and around the world. In this year’s elections, Trans lives were a major point of debate, often framed by harmful and dangerous narratives. But let’s remember: Trans people, like everyone else, simply want to live authentically, without hidden agendas—just the basic desire to exist peacefully. The reality, though, is harsh: ?? Over 665 Anti-Trans bills have been introduced across 43 states, impacting access to healthcare, education, and the fundamental right to live openly (per @Trans Legislation Tracker). ??According to @A4TE, the workplace remains a difficult environment, with discrimination and harassment still alarmingly prevalent: ????? Over 1 in 4 Trans individuals have faced assault due to bias. ????? Nearly half have encountered discrimination in hiring or firing. ????? Trans people, on average, make 68 cents for every dollar earned by a cisgender counterpart. In our DEI Climate Assessment Tool???, we’ve often found that more Trans employees exist within a workplace than is reported in EEO data, most likely due to fear and lack of support. But the numbers are clear: an estimated 1.6 million people aged 13+ identify as Transgender in the U.S. (per @Williams Institute). ????? How can leaders support Trans employees? ?? Enable seamless name and pronoun changes in HR information systems ?? Create visible commitments to an inclusive and safe workplace for Trans people ?? Enforce zero-tolerance policies for Anti-Trans language and behavior ??Respect chosen names and pronouns ?? Mandate yearly workshops on allyship and combating bias ?? Foster a workplace culture that doesn’t rely on gender segregation. When gender isn't a defining lens, your workplace becomes more inclusive for all, especially for Trans individuals. Trans rights and inclusion require real action. As people who support trans people, let’s be steadfast in building workplaces where every person can show up authentically. ????? #TransAwarenessWeek #TransRightsAreHumanRights #WorkplaceInclusion #Allyship #DEI

?? Exciting News! We recently welcomed Marlia Fontaine-Weisse, MA, CDP? as our new VP of Service Delivery! With her extensive DEI experience and strategic insights, Marlia joins us to help expand our services and enhance our ability to support inclusive workplaces. -- We're thrilled to announce an exciting development at Tangible Development as we continue to support organizations in achieving their DEI goals. In line with our commitment to growth and exceptional service delivery, we’re proud to welcome Marlia Fontaine-Weisse as our new Vice President of Service Delivery! Before joining Tangible Development, Marlia was most recently the Chief Strategist - People & Culture for a professional services firm and brings a wealth of knowledge about establishing and implementing rigorous service delivery standards that foster trusted client relationships and ensure successful project outcomes. There she spearheaded the go-to-market strategy for the practice, focusing on transforming organizations into people and culture champions through tailored services and programs. Marlia has nearly 10 years of experience in diversity, equity, and inclusion work, and sits on the boards of Trinity Alliance of the Capital Region and Humotech. She also served as the Chief Diversity, Equity, and Inclusion Officer for a healthcare organization serving individuals with intellectual and developmental disabilities where she led the DEI and Communications departments. "We’re proud to welcome Marlia to Tangible Development," said Sujata Chaudhry, CEO of Tangible Development. "Her expertise and strategic insight make her an ideal leader for our service delivery team. I am confident that Marlia will be instrumental in advancing our services and strengthening our mission to support organizations on their DEI journey." Leadership Growth Strategy: Dr. LB Hannahs Appointed as President of Tangible Development Marlia’s addition is part of a larger restructuring within our leadership, aimed at furthering Tangible Development’s organizational growth and expanding our capacity to deliver impactful DEI solutions. We are excited to share that Dr. LB Hannahs, who previously served as our Director of Operations and Innovation, has been elevated to the role of President of Tangible Development. Dr. Hannahs has been an integral part of Tangible for 5 years, contributing significantly to the organization’s growth and evolution. In their new role, Dr. Hannahs will bring their experience and vision to support and strengthen our ability to deliver transformational DEI strategies for our clients. These exciting changes position Tangible Development to further enhance our offerings and deliver the transformative solutions our clients have come to expect. We are confident that both Marlia and Dr. Hannahs will play pivotal roles in Tangible’s journey as we continue empowering organizations in their DEI efforts. Official Announcement: https://bit.ly/4fyoKKk #NewLeadership #DEI #TeamTangible

??Partnership Announcement: The Alliance for Nonprofit Growth & Opportunity (TANGO)?? We’re turning our values into action by joining a powerful network of organizations helping nonprofits throughout the US advance their missions. We’re thrilled about this opportunity to help nonprofits access services, resources, and education to achieve their goals!?? Learn more about our partner here: https://lnkd.in/gxEkV5H

Last week #TeamTangible completed a successful retreat week taking time to reflect, realign, and reconnect as a team. Throughout this week, #TeamTangible: ???? Explored lessons from Get Naked by Patrick Lencioni, engaging in discussions about vulnerability and teamwork ????Learned about the results of last quarter’s marketing campaign ???? Reviewed and collaborated on our 2025-2026 Strategic Goals ???? Received a comprehensive end-of-year business update, celebrating successes and aligning on 2025 goals ??? Caught up on individual work This retreat strengthened our commitment to making a difference for our clients and communities. As we move forward, we’re bringing renewed energy and innovative ideas to our work! #DEI #RetreatWeek #TeamTangible

As the recent election prompts reflection, Tangible Development stands firm in our commitment to diversity, equity, and inclusion. We’re honored to work with leaders who prioritize inclusivity and compassion, building workplaces where everyone feels valued. Read our CEO's full message on our blog: https://bit.ly/3YVhBOe #Inclusion #Equity #DEI #Leadership #Community

Employee Focus Groups and Individual Interviews are critical components of Tangible Development’s ability to comprehensively assess organizations’ DEI culture and climate and provide clients with tailored recommendations. We’ve learned a lot from creating confidential spaces for employees to share their experiences in the workplace openly. In honor of Disability Awareness Month, we want to raise awareness about the top themes we hear from our clients’ employees with disabilities: ??Across the board, each client has room for improving equitable access for employees, customers, students, and community members with disabilities. ??Supervisors play a critical role in employees feeling safe and supported. When supervisors are not supportive, employees with disabilities get burned out or seek out another job with a supportive supervisor. ??Employees with disabilities can experience a lot of stress and anxiety related to their disability identity. Top sources of stress and anxiety are:? ???1?? concerns with disclosing their disability(ies), and???? ???2?? asking for and successfully receiving accommodations ??The number of employees with disabilities is far larger than the organization’s employee or Human Resources (HR) records indicate. This can lead to feeling isolated or unsupported, even when resources and peers with disabilities are available but unknown to those who need them. ??Hidden disabilities can be more stigmatized in workplace climates and cultures than visible disabilities.? Also, colleagues can make assumptions about employees with visible disabilities that don’t match their lived experience (thanks, but no thanks… Instead just ask!). ??As our post from last week shows, #DisabilityAwarenessMonth #WorkplaceInclusion #DEICAT #AccessibilityForAll #DisabilityInclusion

Employee Focus Groups and Individual Interviews are critical components of Tangible Development’s ability to comprehensively assess organizations’ DEI culture and climate and provide clients with tailored recommendations. We’ve learned a lot from creating confidential spaces for employees to share their experiences in the workplace openly. In honor of Disability Awareness Month, we want to raise awareness about the top themes we hear from our clients’ employees with disabilities: ??Across the board, each client has room for improving equitable access for employees, customers, students, and community members with disabilities. ??Supervisors play a critical role in employees feeling safe and supported. When supervisors are not supportive, employees with disabilities get burned out or seek out another job with a supportive supervisor. ??Employees with disabilities can experience a lot of stress and anxiety related to their disability identity. Top sources of stress and anxiety are:? ???1?? concerns with disclosing their disability(ies), and???? ???2?? asking for and successfully receiving accommodations ??The number of employees with disabilities is far larger than the organization’s employee or Human Resources (HR) records indicate. This can lead to feeling isolated or unsupported, even when resources and peers with disabilities are available but unknown to those who need them. ??Hidden disabilities can be more stigmatized in workplace climates and cultures than visible disabilities.? Also, colleagues can make assumptions about employees with visible disabilities that don’t match their lived experience (thanks, but no thanks… Instead just ask!). ??As our post from last week shows, #DisabilityAwarenessMonth #WorkplaceInclusion #DEICAT #AccessibilityForAll #DisabilityInclusion

In 2023, the Bureau of Labor Statistics of reported the highest percentage of people with disabilities in the U.S. labor force since 2008. However, only 22.5% of working adults with disabilities were employed compared to 65.8% of people without disabilities. This gap is larger within organizations: ??Disability:IN’s and the Australian Disability Network found employers report 4% to 7% of their employees have a disability. ??Boston Consulting Group (BCG) (BCG) found that 25% of employees self-identify as having a disability in their survey across organizations. At Tangible Development, we see similar trends in our DEI Climate Assessment Tool??? data when compared to our client’s EEO reports or employee census data. Bridging this gap starts with leadership taking steps, in collaboration with employees with disabilities, to better understand their workforce and remove barriers to foster true inclusion. Learn from the DEI Climate Assessment Tool??? Here: https://bit.ly/3xIMsTf #DisabilityAwarenessMonth #WorkplaceInclusion #DEICAT #AccessibilityForAll #DisabilityInclusion