A framework for identifying, understanding, and addressing inequities in opportunities and outcomes — the research behind it, ten interactive tools, and what it looks like applied.
I originated the Equity Analytics framework (allocation and valuation as separable mechanisms, crossed against differential treatment and disparate impact) and set it out with my collaborator Ray Reagans in Achieving Diversity Through Equity Analytics (AACSB Insights, 2022).
Four papers apply the framework directly. Full summaries, scholarly contributions, and practical relevance notes for each are on the Research page.
Ten browser-based tools apply the framework, from the 2×2 itself to case-specific simulators. Nothing to install — each runs in a tab.
Inequality is generated through two mechanisms: allocations — access to opportunity — and valuations — assessment of worth. Students learn to separate privilege from merit using data from the NFL, Glassdoor, Airbnb, Hollywood, and U.S. venture capital.
Pro bono equity-analytics advisory to the leadership of major sport and social organizations, where the research moved policy and practice.
The NFL work is the most visible application of this framework (AJS-published, cited by the Fritz Pollard Alliance in the 2019 Rooney Rule expansion), but it's one instance, not the argument. The same allocation/valuation logic runs across the ten interactive tools above: workforce reductions, college admissions, algorithmic classification, consumer pricing, and lending, alongside the NFL's coaching pipeline. What generalizes is the mechanism, not the industry. The same diagnostic questions apply wherever opportunity or reward gets distributed unevenly.
Talks on the framework and its applications, for conferences and leadership offsites. See Speaking on Work With Me for confirmed titles.
For leaders and teams: appreciate the disparity-generating processes at work in their own organization, diagnose where the gaps sit, and design more equitable practices, policies, and structures in response.
Applying the allocation/valuation diagnostic to an organization's own data. Prior work of this kind has included equity audits for the leadership of major professional and Olympic sports organizations, described here without naming them.
Ongoing relationships that typically grow out of an initial workshop or assessment. See Advisory relationships on Work With Me.
Teaching an organization's own HR and DEI professionals to conduct equity analytics themselves — building internal capacity for the diagnostic work, not delivering it as a one-time report.