DEIB as a Verb: Reimagining the Professional Services Blueprint
By: Jennifer Cronin, Co-CEO, Collabry
In the high-stakes world of professional services, the term "culture" is frequently used as a synonym for "amenities" or "social events." However, as the 2026 landscape shifts under the weight of economic uncertainty and a rapidly changing workforce, the data suggests that a firm’s commitment to Diversity, Equity, Inclusion, and Belonging (DEIB) is no longer a peripheral HR initiative—it’s a core engine of operational resilience.
At Collabry, our guiding principle is that DEIB is a verb. It is an active, ongoing commitment to doing good and being good to one another. Following our December 2025 Quarterly Business Update and the comprehensive results of our 2025 Consultant Survey, a clear picture has emerged: our company isn’t just participating in the professional services industry; it’s redefining its demographic and cultural boundaries.
“At Collabry, our guiding principle is that DEIB is a verb. It is an active, ongoing commitment to doing good and being good to one another.”
The Macro Context: A High-Pressure Environment for Professional Services
To understand the significance of Collabry’s internal metrics, one must first look at the broader industry. According to the 2025 Deltek Clarity Professional Services Industry Study, the sector has faced notable headwinds over the past year. Billable utilization—the percentage of time spent towards revenue generation and therefore a critical metric for firm health—plummeted to an average of 68.9%, well below the optimal 75% threshold. Furthermore, the Service Performance Insight (SPI) 2025 Professional Services Maturity™ Benchmark highlights a talent paradox: while demand for specialized skills remains high, headcount growth has stagnated at just 1.9%.
In this climate, firms are struggling to maintain margins while fighting a war for talent that they are increasingly losing. Collabry’s data, however, reveals a different story—one where a profound focus on belonging creates a loyalty and a level of expertise that outpaces industry standards.
1. The Seniority Surge: Expertise as a Stabilizer
One of the most striking differentiators for Collabry is the level of experience within our ranks. An astounding 88% of our consultants have more than 15 years of workplace experience.
When cross referenced with the SPI Benchmark, which shows that only 21% of consultants in the general market hold 15+ years of experience, Collabry’s seniority surge becomes a massive strategic asset. In an industry where Deltek reports that 54% of firms cite "project complexity" as a major hurdle, having a workforce composed almost entirely of veterans in their respective fields provides a level of institutional wisdom that younger, high-turnover firms cannot replicate.
This experience also feeds into our DEIB success. Our survey showed a 95% agreement rate that Collabry promotes equity and fairness in its policies and practices. This isn't the idealistic sentiment of entry-level workers; it’s the calculated, experienced endorsement of professionals who have spent decades in the corporate world and recognize a truly equitable environment when they see it.
2. Investing in the Full Career Lifecycle
While our veteran expertise is a hallmark of our brand, we believe that a truly diverse ecosystem requires a multi-generational approach. That’s why Collabry maintains a rigorous summer internship program. We are committed to welcoming individuals at the beginning of their professional journeys just as warmly as those in the middle or toward the end of their careers.
This full-lifecycle approach allows us to foster a culture where mentoring others is a primary pillar of our community. Our focus on mentorship addresses a key finding in the Deltek Clarity study: the need for better succession planning and knowledge transfer to combat the industry's aging workforce.
3. Neurodiversity: The New Frontier of Inclusion
Perhaps the most significant finding in our 2025 review is that 32% of Collabry consultants report being neurodivergent or living with a disability.
This figure is nearly double the global estimated average of 15-20%. More importantly, it stands in stark contrast to the 2025 State of Neurodiversity in the Workplace Report, which reveals that 52% of neurodivergent professionals in the U.S. do not feel comfortable disclosing their condition at work due to fear of stigma. At Collabry, the fact that nearly one-third of our team felt safe enough to share this identity in our survey speaks volumes.
The business case for this level of inclusion is clear. Research cited in the Deltek Clarity study suggests that neuroinclusive teams are 30% more productive and make fewer errors. By fostering an environment where neurodiversity is welcomed rather than hidden, Collabry is tapping into a cognitive diversity that directly addresses the operational inefficiencies currently plaguing the wider professional services market.
4. Closing the Gender Gap
The broken rung of the corporate ladder remains a persistent issue in consulting. The LinkedIn Economic Graph 2025 report shows that while women make up roughly 43% of the general professional services workforce, they hold only 30.2% of leadership positions.
Collabry has effectively inverted this trend. Our consultant base is 71% female. By offering a platform that values flexibility and senior expertise, we have become a destination for high-performing women who have traditionally been sidelined by the up-or-out cultures of larger firms. This high representation isn’t just a social win; as client organizations continue to prioritize supplier diversity, Collabry’s demographic profile positions us as a preferred partner for firms looking to align their supply chains with their values.
5. The Authenticity Gap: Internal Safety vs. External Pressure
One of the most nuanced insights from our 2025 survey is what we call the "authenticity gap." While 86% of our consultants feel they can be their authentic selves at Collabry, that number drops to 68% when they are working with clients.
This gap is a microcosm of a broader industry challenge. The EY 2024 LGBTQ+ Workplace Barometer found that psychological safety is the primary driver of retention for diverse talent. Collabry’s internal score of 86% suggests that we have built a haven for our consultants. However, the 68% score with clients serves as a call to action. It highlights the need for us to continue our internal Courageous Conversations series, specifically focusing on how we can bring our authentic selves into client environments without compromising professional success.
6. A Community of Diverse Service
Our community is further enriched by a diverse range of lived experiences. This includes an LGBTQ+ representation of 20%—nearly triple the national average—and a BIPOC representation of 15%.
We also recognize the 10% of our consultants who are military veterans. Their presence is a vital part of our collective perspective on service and community care. This spirit of service is evident in the many ways we support the interests and values of our consultants, from monthly donation matching to corporate-level sponsorships to practical guidance and holding space through our Courageous Conversations.
“By centering our business on the authentic human experience—whether it’s the wisdom of a 20-year career, the unique perspective of a neurodivergent mind, or the shared commitment of a military veteran—we are building a firm that is as resilient as it is inclusive.”
Conclusion
The 2025 data confirms that Collabry is an outlier in the professional services industry. While the SPI and Deltek benchmarks describe an industry struggling with utilization and talent retention, Collabry has found a different path. According to the Bureau of Labor Statistics, the average employee tenure is just over two years. Even in financial activities, the average tenure is less than five years. Our average tenure for consultants is currently six years. By centering our business on the authentic human experience—whether it’s the wisdom of a 20-year career, the unique perspective of a neurodivergent mind, or the shared commitment of a military veteran—we are building a firm that is as resilient as it is inclusive.
At Collabry, we will remain steadfast in our mission. Because when we say that DEIB is a verb, we mean that it’s the work we do every single day.