“At Simon Associates Management Consultants (SAMC), we are committed to helping organizations cultivate inclusive, high-performance cultures—where women are seen, heard and empowered—and where inclusion isn’t a checkbox but a strategic advantage.”
Andi Simon, PhD | Corporate Anthropologist
Q1. What is the focus of this “Rethinking Women” initiative?
A: At Simon Associates Management Consultants (SAMC), we are committed to helping organizations cultivate inclusive, high-performance cultures—where women are seen, heard and empowered—and where inclusion isn’t a checkbox but a strategic advantage. Building on the insights in our books Rethink: Smashing the Myths of Women in Business and Women Mean Business, we help you assess where you are, design the inclusive culture you want, and lead transformation in a time when “traditional DEI” approaches are being reevaluated.
Q2. Why does SAMC emphasize corporate anthropology in this work?
A: As a corporate anthropologist, I bring the lens of culture-and-behavior, not just policy. Inclusion isn’t just about what’s written in handbooks—it’s about how people experience the workplace, how women and men perceive opportunities, how teams collaborate, how innovation happens. That anthropological perspective allows us to uncover underlying patterns and beliefs, enabling change that is sustainable and grounded in the real work environment.
Q3. What sets your approach apart from “traditional DEI” programs?
A: Great question. Many DEI initiatives focus on compliance, checklists, recruitment targets or training. We believe that while those are important, they alone don’t shift culture or inclusive behavior. Our approach:
- Begins with assessment of lived experience — what employees actually feel, not just what’s on paper.
- Uses the stories and frameworks in our books to challenge myths (for example: “women don’t want leadership”, “diversity equals duplication”) and open new mindsets.
- Focuses on balance — acknowledging that inclusive culture benefits everyone, and that you can drive both performance and equity.
- Drives organizational change rather than one-off training: We align leadership, systems, structure, metrics and narratives.
- Frames inclusion as a strategic innovation lever (not just moral imperative) so it remains relevant even as DEI evolves.
Q4. How do your books support the consulting/ workshop work you do?
A: Our books are here to help you begin to “see, feel, and think” in new ways.
- Rethink: Smashing the Myths of Women in Business gives the empirical and narrative foundation: real women’s stories, myths that hold back progress, cultural and behavioral levers.
- Women Mean Business expands on how women lead, innovate and scale.
These books establish credibility and provide both the language and the frameworks we use in our engagements. They make sure that our interventions are not just “feel-good” but rooted in research, evidence and practical examples.
Q5. What kinds of organizations or situations are you particularly suited to help?
A: We’re well-suited for organizations that:
- Recognize that inclusion is more than the “nice-to-have” and want to integrate it into strategy and culture.
- Have experienced recent retrenchment or backlash in DEI efforts and are looking for a fresh, thoughtful path forward.
- Want to empower women leaders, scale women-owned or women-led businesses, or improve gender balance at senior levels.
- Want to improve cultural agility and innovation by harnessing diverse perspectives—especially in times of disruption.
- Are ready for change, not just training sessions: willing to explore belief systems, leadership behaviors, structural influences, and cultural narratives.
Q6. What does an engagement typically look like?
A: While each engagement is tailored, here’s a common structure:
- Assessment & diagnosis — using qualitative and quantitative data to understand current culture, perceptions, gaps, opportunities.
- Co-design — working with leadership and key stakeholders to define the future state: inclusive culture, roles for women, growth pathways.
- Intervention — this may include leadership coaching, team workshops (drawing on our “Rethink” material), culture change work, process redesign, storytelling and role model development.
- Implementation & embedding — aligning policies, systems, metrics; sustaining change through behaviors, habits, rituals.
- Evaluation & iteration — measuring progress, gathering feedback, refining the approach.
Q7. How does your approach address the “retrenchment from DEI” trend?
A: Many organizations are either pausing or scaling back high-visibility DEI programs—not necessarily because they don’t value inclusion, but because the environment has changed, expectations are shifting, and ROI must be more explicit. We help organizations navigate this by:
- Framing inclusive culture as business value (innovation, retention, competitive advantage) rather than just obligation.
- Helping leaders move from threat-based narratives (“we must fix this”) to opportunity-based narratives (“we can grow by including this talent and perspective”).
- Building resilience into culture change so it isn’t dependent on external labels or trendy acronyms.
- Focusing on equity + excellence: inclusion underpinned by high performance, not in tension with it.
Q8. What measurable outcomes can we expect?
A: Outcomes vary by organization and context, but typical indicators we’ve helped clients move include:
- Improved representation of women in leadership or innovation roles.
- Higher retention and engagement of women and diverse talent.
- Increased number of women-led initiatives, new business ventures or internal innovations.
- Greater perception (via surveys) of belonging, psychological safety and “I can see someone like me in that role.”
- Enhanced speed-to-value or innovation metrics driven by more inclusive teams.
We always work with you to define what success means for your organization up-front.
Q9. I’m a woman entrepreneur — how does this apply to me?
A: Whether you lead a corporation or a growth-stage venture, the principles apply. Many women entrepreneurs struggle with visibility, access to role models, bias, scaling challenges, and having their value recognized. Our books and programs give you frameworks, strategies, and coaching to:
- Accelerate growth, scaling and innovation.
- Build visibility and credibility as a woman founder/leader.
- Design a culture from the ground up that supports diverse talent (including your own).
- Navigate the complex ecosystem of funding, partnerships and scaling with purpose.
Q10. How do we get started?
A: You can reach out to SAMC via our contact page to schedule a conversation about your priorities and context. During that initial call we will ask about your current culture, leadership signals, goals for inclusion and growth, and how your organization defines success. From there we can jointly design a proposal aligned with your business objectives, timeframe and budget.
- Share with a friend or colleague who’s ready to think differently
- And read our book, ““On the Brink: A fresh lens to take your business to new heights.”
Here’s to seeing, feeling, and thinking in bold, new ways — together.
