CQ

CQ is the Consciousness Quotient, we measure and incentivize consciousness. What is CQ, or consciousness, in this context? CQ is empathy, the desire and ability to understand and care about the experience of others who may not appear to have much in common with you. It gives us access to rapidly understand the content of one’s character and make informed decisions in hiring, retention, and promotion as well as use cases like finding a co-founder or a partner via online dating. I have found that the aspect of my past work that is most meaningful is far-reaching social impact. I believe this can best be achieved and scaled through the vehicle of a global tech company and I think the climate is now right for an antiracist technology solution.

The problem that my product solves is the problem of discrimination in our society and the way that it wastes human potential and stifles economic and social innovation. CQ is a new metric that will soon take its place next to IQ and EQ as the gold standard for measuring and attaining diverse and inclusive environments.

With provisional AI-backed scoring using Natural language Processing (NLP) and other machine learning models, specifically customized matched access to educational modules, and the freedom to take the assessment over and over again CQ offers an ongoing learning and teaching loop as a culture as a service (CaaS) subscription platform.

The target population who I am trying to support are people who are currently not gaining access to meaningful employment because of discrimination and the people who are not thriving in their current workplace because of discrimination.

What I am working on very specifically aligns with the challenge in that it is actively minimizing human bias in the workplace and it is providing tools and opportunities for equitable access to jobs and thus the accumulation of generational wealth in communities of color. This is what CQ is designed for, in order to achieve an equitable environment for communities of color and others who disproportionately experience discrimination in the workplace and in accessing the workplace because of non-relevant factors to their talents or work readiness.

I am currently engaging with companies in pilot partnerships in order to gather the required data needed to automate my antiracist technology tool.

As a data science and a racial justice thought leader, I am uniquely placed to develop a proprietary algorithm that accesses consciousness levels in individuals and matches the user with educational modules which will ultimately improve their depth of self-understanding and their active positive role in civil society and the workplace.

5000 now, 5 Billion in 5 years.

We are measuring how the rise in CQ correlates with the retention of diverse employees and the workplaces we partner with.

1 Full-time

2 interns

Robyn Hillman-Harrigan is the Racial Justice Research and Program Manager at the Center for Critical Internet Inquiry at the University of California Los Angeles (UCLA) Graduate School of Information Studies and the Critical Data & AI Equity Advisor at Feminist.AI. She is a 2021 Tech Ready Women Female Founder, a 2020 Google Rare Leadership Fellow and a 2021 Antler entrepreneur. A lifelong activist, experienced in founding and running a successful nonprofit social enterprise, she combines her critical perspective with a qualification in data science, BA in History, and a GradDip in Education both from the University of Melbourne.

I have a deep and complex lived understanding of intersectionality and discrimination, I also have commercial experience having founded a sizeable nonprofit in New York City, and significant mathematical and technical ability.

Founder and Executive Director Shore Soup Project

Awarded the Helping Hand Award by NYC Mayor Michael Bloomberg

Agents of Change Award from NYC Center for Social Innovation

See Her scholarship to General Assembly

Full scholarship for Tech Ready Women

Development Director for David E. Glover Emerging Technology Center in East Oakland

Current Racial Justice Research and Program Manager at Center for Critical Internet Inquiry at UCLA

Current Critical Data and AI Equity Advisor at Feminist.AI

Applying a racial equity lens to our internal organizational development work helps us to identify and manage the inherent power dynamics that organizations grapple with every day — especially those that are dominated by a single group, in culture and/or demographics. Our operations and policies extend both internally and externally across our organization and address community-requested accessibility — from accessibility with paid ASL interpreters during our events, to bringing knowledge directly into peoples’ homes through virtual events. Additional measures we engage in to ensure equity include partaking in an explicit process of consent when posting and sharing work publicly, along with prioritizing and promoting unheard voices, and BIPOC and LGBTQIA+ womxn and non-binary folks in researching, developing, and implementing projects. We promote and engage in a culture of attribution and acknowledge the work of all contributors by explicitly citing and crediting all collaborators, researchers, and scholars in all aspects of our work.