named programs · 4 · from sources
What they call their work
Activation Sprints
Intensive, collaborative engagements with leadership teams to identify and redesign systemic barriers to inclusion in areas like hiring, promotions, and team norms
Coqual Navigator
Research-backed diagnostic framework assessing four domains—Case, Capacity, Context, and Culture—to help leaders locate where clarity is breaking down
Global Executive Briefings
Virtual series engaging senior leaders worldwide in structured dialogue on leadership challenges, equity, and organizational change
Inclusion Health Check for Groups, Teams & Communities
Confidential assessment tool that evaluates the state of inclusion within teams and identifies actionable opportunities for improvement
activities · 4 groups
What they do
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Workplace DEI Research and Training 3 activities
- Provides inclusion and leadership assessment toolsDevelops and distributes diagnostic tools such as the Inclusion Health Check and the Coqual Navigator to evaluate team and organizational inclusion, clarify challenges, and generate customized insights. Also offers self-assessment tools and the Clarity Loop Worksheet to support strategic decision-making.
- Provides strategic advisory and speaking servicesOffers complimentary strategy sessions with Coqual advisors and delivers keynote talks at major organizations and industry events on diversity, equity, and inclusion, designed to provoke insight and drive action among executive audiences.
- Publishes thought leadership content and toolkitsMakes research-based resources publicly available, including the Coqual Playbook, Coqual Toolkit, and blog series "Signals from the Lab," which share strategies on workplace equity, inclusion, and future-of-work innovation.
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Industry Research and Benchmarking 1 activity
- Conducts research on leadership, workplace equity, and inclusionProduces original research studies, surveys, and frameworks—such as the Convergent Leader model and the Coqual Navigator Framework—to understand effective leadership in times of disruption. Research includes data collection from thousands of leaders globally, live session polls, post-event surveys, and roundtable discussions, with findings published in reports and shared through research launch events.
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Leadership Development Programs 1 activity
- Delivers leadership development workshops and sessionsOffers interactive, tailored leadership programs including 90-minute Rapid Labs, full-day strategy workshops, and multi-session series such as "Leading in Uncertain Times" to help teams build alignment, trust, and clarity. Programs are customized for client cultures and delivered to executive teams, ERG leaders, and global senior leaders, with demonstrated high engagement (e.g., Net Promoter Score of 96).
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Professional Certification and Continuing Education 1 activity
- Offers capacity-building resources and member programmingSupports organizational development through a licensing program with editable templates, facilitation guides, and training support; provides unlimited access to on-demand and live webinars; hosts an annual summit and year-round forums for Task Force members; and facilitates peer learning through roundtables and research unveilings.
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financials · form 990 · fy2024
revenue
Total revenue$3.70M
Contributions & grants$3.57M97%
Program service revenue$81K2%
Investment income$3670%
Other revenue$47K
expenses
Total expenses$4.19M
Program expenses63%
Admin / overhead32%
Fundraising5%
Salaries & benefits$2.65M
Grants paid out$0
Largest expense lineCompensation
balance sheet
Total assets$1.36M
Cash$167K
Investments$0
Liabilities$905K
Net assets$459K
Liquid reserves0.5 mo
4 years on record · 2020–2024 · YoY revenue +3.6%
leadership · form 990 part vii · fy2024
Who runs it
paid leadership · 13
| Name | Title | Hours/wk | Compensation |
|---|---|---|---|
| JENNIE GLAZER | COO / (INTERIM-CEO FROM 9/24) | 40 | $282K |
| LANAYA IRVIN | CEO (TO 8/2024) | 40 | $276K |
| SANDRA RICE | SVP OUTREACH & STRAT PARTNER | 40 | $230K |
| JODI DAVIS | SVP COMMUNICATIONS | 40 | $189K |
| ARPAN NARAYAN | HEAD OF ADVISORY | 40 | $176K |
| GWYNETH MEEKS | SVP LEADERSHIP DEVELOPMENT | 40 | $176K |
| JUNGYOON EUNICE YU | VP ADVISORY | 40 | $165K |
| COLIN ELLIOT | VP ADVISORY | 40 | $158K |
| TOAN HANG | VP FINANCE | 40 | $157K |
| MARGARET A SHILLER | SECRETARY / CHIEF OF STAFF | 1 | $152K |
| EMILY GAWLAK | DIRECTOR, RESEARCH | 40 | $126K |
| EMILIA YU | DIRECTOR, RESEARCH | 40 | $122K |
| TAYLOR JOYNER DENNISON | DIRECTOR, ADVISORY | 40 | $121K |
board members · 12
- ANNE ERNI — BOARD MEMBER
- CAROLYN BUCK LUCE — CHAIRPERSON
- DAVID G RICHARDSON — BOARD MEMBER
- JOSHUA CASTELLINO — DIRECTOR
- KELLIE MCELHANEY — BOARD MEMBER
- KENT A GARDINER — BOARD MEMBER
- LAURA J POSADAS — BOARD MEMBER
- MARK E STEPHANZ — BOARD MEMBER
- MELINDA B WOLFE — BOARD MEMBER
- PATRICIA FILI-KRUSHEL — BOARD MEMBER
- SUMONA DE GRAAF — TREASURER
- SUSAN K REID — BOARD MEMBER
relationships · 16
Who they work with
- Agolix Partner — Partners with Agolix to deliver the Inclusion Health Check assessment through their platform.
- Coqual Network — Member of its own network as a think tank conducting leadership research and programming
- Coqual Network — Organization provides membership resources to support diversity, equity, and inclusion goals.
- Dr. Kellie A. McElhaney Partner — Board member at Coqual and contributor to thought leadership on equity, inclusion, and generational diversity.
- FBC Partner — Collaborates with FBC, as indicated by the FBC badge displayed on blog posts.
- Fortune 100 company Partner — Worked with a Chief People Officer at a Fortune 100 company to improve leadership clarity and strategy translation.
- Fortune 500 companies Partner — Client organizations receiving advisory services
- Fortune 500 companies Partner — Provides leadership development services to global Fortune 500 companies.
- Navigating Uncertainty leadership series Network — Coqual-led leadership program engaging executives across industries to identify emerging organizational trends.
- Task Force Network — COQUAL INC convenes a corporate network called the Task Force to advance workplace equity.
- Task Force Network — Offers full-length research reports to members of the Task Force.
- global financial firm Partner — Engaged with a senior strategy lead at a global financial firm using the Coqual Navigator to identify purpose misalignment.
- global tech company Partner — Worked with a senior executive at a global tech company to address gaps between messaging and team understanding.
- healthcare VP Partner — Engaged with a healthcare VP reflecting on leadership clarity after an offsite.
- leading tech disruptors Partner — Client organizations receiving advisory services
- over 100 global companies Partner — Collaborates with over 100 global companies through its Task Force for real-time learning and shaping the future of inclusion.
strategies · 5
How they approach the work
Named approaches extracted from this org’s sources. Where others share an approach, follow it to see the full set of orgs running it.
- Inclusion Through Structural Redesign 13 orgsmethodology: inclusion-by-designBy redesigning decision-making, visibility, and reward systems—rather than relying on values statements—the organization fosters genuine inclusion because structural changes redistribute power and access in ways that produce sustainable equity.shared approach: Equity-Embedded Systems →
- Co-Created Change for Complex Challengesmethodology: co-creation_for_complexityBy co-creating tailored solutions with organizations instead of applying standardized models, the organization addresses complex challenges more effectively because context-specific frameworks increase ownership, relevance, and adaptability.
- Employee-as-Partner Model for Organizational Transformationmethodology: employee-as-partnerBy treating employees as partners in transformation and enabling two-way mentorship and skill exchange, the organization increases engagement, innovation, and resilience because inclusive participation builds mutual accountability and leverages diverse generational strengths.
- Leadership Clarity as a Systemic Levermethodology: clarity-through-diagnosisBy building leadership clarity through diagnosis, questioning, and shared understanding, the organization enables organizations to navigate complexity and align around purpose because clarity—rooted in reality, not messaging—drives coordinated action and trust.
- Research and Convening to Advance Workplace Equitymethodology: research_and_conveningBy generating and sharing evidence-based insights through research and convenings, the organization inspires and equips leaders to build diverse, inclusive, and equitable workplaces because credible data and peer learning activate empathy and motivate systemic change.