Leadership
With 25 years in the industry and products that have been used by billions of people, Lisa has a deep and proven track record in software. She has worked on several pioneering Internet technologies, including Shockwave, Hulu, and the ascent of online video.
Lisa’s experience ranges from small, entrepreneurial startups to large, established organizations. Most recently, she worked at the White House, in the U.S. Digital Service, serving as the Chief Digital Service Officer for the Department of Education. Previously, Lisa acted as the Chief Digital Officer for BET Networks and was a member of the senior management team for the launch of Hulu. She has an expansive background in strategy development, business operations, user-centered design, product management, and engineering. Lisa brings consumer focus and transformative practice to bear in technology, media, and the social sector.
Lisa was named one of Inc’s 2019 Top 100 Female Founders and she is also proud to be a Black Woman with a degree in Computer Science. Go STEM!
Heidi Williams
CTO and Co-Founder
Experience
Heidi has been in the tech industry for over 23 years. Prior to co-founding tEQuitable, she founded WEST, a cross-company mentorship program for women in tech. Before that, she spent 4 years at Box as VP of Platform Engineering and 17 years at Adobe in a variety of engineering, product, and partner roles including working on Dreamweaver 1.0. She also serves as a technical advisor for PaymentWorks and Raise For Good and has been a mentor for several FastForward Accelerator tech non-profits.
Heidi's strengths as an engineering leader include entrepreneurial spirit, strategic thinking, business focus, creativity for solving complex problems, and a natural interest in what makes people tick.
Heidi has a B.S. in Computer Science from Brown University and attended the Stanford Executive Institute in 2008.
Freada Kapor Klein
Advisor
Experience
Freada Kapor Klein, Ph.D., is a nationally recognized authority on issues of bias, harassment, and diversity.
She co-founded the first organization in the United States to focus on sexual harassment in 1976; and launched a boutique firm in 1987 which offers consultation, research, and training to a broad range of clients, including top tier international professional services firms and corporations. She also helped McKinsey and other professional service firms establish their Ombuds practice in the 1990s.
Freada established the Level Playing Field Institute in 2001 to promote innovative approaches to fairness in higher education and workplaces by removing barriers to full participation. The Institute has conducted landmark research on the impact of workplace unfairness on employees and employers. Findings from this research are included in Freada's book Giving Notice: Why the Best and the Brightest Leave the Workplace and How You Can Help Them Stay.
Freada is also a partner at Kapor Capital.
Empower
Employees
with a confidential, trusted channel to raise problems and get professional guidance
Quantify
Systemic Issues
ranging from subtle, insidious slights to severe, overt compliance concerns
Improve
Workplace Culture
by providing effective prevention strategies and actionable recommendations
Trusted by industry-leading organizations
How We Do It
For the individual, a sounding board
Employees use a private digital platform and confidential calls with trained professionals to get advice and create an action plan that best fits their individual need
For the organization, data and insights
Aggregated data is used to track behavioral trends and identify opportunities to improve workplace culture that gives rise to unfair treatment
Establish a virtuous cycle to solve systemic work culture issues
A Proven Model
Organizations utilizing informal conflict resolution approaches, such as Ombuds, report a 50-80% reduction in litigation. The tEQuitable model is a modern Ombuds practice.
“The Organizational Ombudsman: Origins, Roles, and Operations: A Legal Guide” by Charles L. Howard
Build trust in the organization Create a healthier work culture Increase productivity Promote retention Improve employee engagement Reduce risk of lawsuitsFeatured In
Why We Do It
We envision a future where everyone can bring their whole, and best, selves to work.
78%
of employees report experiencing some form of unfair behavior or treatment*
40%
of employees indicated that mistreatment played a major role in their decision to leave their company*
$16B
unfairness related turnover is a $16b a year problem*
*2017 Kapor Center for Social Impact “The 2017 Tech Leavers Study”
It's really important for an employee to open up and share things that might be happening to them at work, without attaching their name to it. What we get on the back end is data, not that says who said something, but around the teams and functions where we may have some issues.
LaFawn Davis | Global Head of Culture and Inclusion
Interested in reading how other customers are getting the most out of tEQuitable?
Learn How Gusto Helps Employees and Eases HR's Workload by Addressing Workplace Conflict →
Learn How Gusto Helps Employees and Eases HR's Workload by Addressing Workplace Conflict →
