Advancing belonging at ZERO Prostate Cancer: From Assessment to Strategic Integration
ZERO Prostate Cancer is the leading national nonprofit dedicated to ending prostate cancer and supporting those affected by it.
The problem
Key barriers to DEI progress at ZERO
Leadership transition created uncertainty and slowed DEI momentum
With a shift in leadership, the organization lacked clarity and consistency around DEI priorities, causing delays in progress.
Passionate internal advocates lacked a structured roadmap
Team members were committed to DEI but needed a clear, actionable plan to turn their energy into long-term impact.
Limited resources and nonprofit constraints
Operating with a lean team and tight budget, ZERO faced challenges scaling DEI work without tailored support.
DEI efforts weren’t fully integrated into talent strategy
Promotion and retention programs lacked alignment with DEI goals, risking inequities in employee development.
Career advancement lacked consistency and equity
Without standardized programs, employees had uneven access to development and growth opportunities.
Cultural initiatives weren’t fully engaging or transformative
Although cultural events were supported, there was room to deepen awareness and reduce exclusion for marginalized employees.
The solution
Laying the groundwork for lasting DEI integration
To support ZERO’s DEI goals, Perfeqta delivered a three-phase engagement:
Phase 1: DEI Training We led custom training sessions for the full team and Board of Directors, including company-wide Allyship training and a DEI leadership session for the board. These sessions helped employees understand core DEI concepts, practice inclusive behaviors, and recognize their roles as allies. The board training focused on making informed, equitable decisions to strengthen belonging across the organization.
Phase 2: DEI Assessment Through surveys, interviews, and focus groups, we evaluated ZERO’s current DEI environment. The assessment gathered demographic data, identified equity gaps, and captured employee experiences with DEI initiatives. This informed a tiered roadmap with recommendations categorized by priority level.
Phase 3: Strategy Implementation Based on assessment insights, Perfeqta and ZERO are now executing high-priority DEI initiatives, embedding equity practices into organizational culture and community-focused work.
The result
Proven Impact and a Strong DEI Foundation
1
Stronger sense of belonging
84% of employees reported benefiting from DEI training. Custom workshops fostered a shared understanding of inclusion and allyship, deepening employee connection and belonging.
2
Greater leadership insight
Leaders gained valuable insights into team sentiment and culture. 81% of employees agreed that ZERO is actively addressing DEI gaps in recruitment and hiring.
3
Foundation for sustainable DEI
DEI assessment insights powered a strategic roadmap with clear priorities. 58% of employees agreed ZERO is transparent in its DEI hiring processes—laying the groundwork for long-term integration.
Testimonials
What our clients are saying
Results you can trust
DEIB Advising
Diversity
Inclusion
Training
Growth
“Our partnership with Perfeqta has been instrumental in evolving ZERO's approach to DEI. What we found most valuable was Perfeqta's ability to truly understand our team's unique needs and develop a tailored growth plan that aligned with our passion for creating an inclusive environment.”
Courtney
CEO
Courtney
CEO
“Our partnership with Perfeqta has been instrumental in evolving ZERO's approach to DEI. What we found most valuable was Perfeqta's ability to truly understand our team's unique needs and develop a tailored growth plan that aligned with our passion for creating an inclusive environment.”
DEIB Advising
Charlotte
Head of Values and Engagement
“Perfeqta has been a tremendous partner with Cadence by taking our strategy, goals and vision and assisting us with bringing our ERGs along in a journey filled with understanding, pulling groups of teammates together.”
ERG Advising
Han
Director of HR at Thimble
“They did all the heavy lifting but made sure to add in checkpoints so that I was comfortable and looped in on the entire process. Most importantly, when it was time to roll out the framework to the greater team, they were personable and made the training feel more like a discussion amongst equals. Every deliverable presented by their team has been uniquely crafted for us.”
DEIB Advising
Jennifer
Talent Director
“It felt comfortable and safe for the team and I think we’ve made meaningful progress in creating a safe environment to have tough conversations. The energy and desire are high right now and we’ve decided to set aside some time during lunch on Tuesday to continue the conversation with our breakout groups.”
Company Training
Monique
Associate Director of HR Operations
“The team was so impressed with the sessions, your delivery, and the outcomes we took away. This training felt like the start of something I could barely dream of when these ERGs first formed. Looking back at those early days of PWN and Black@Phreesia, I am beyond proud of where we are today.”
ERG Training
Rod
ERG Lead
“Their team did an amazing job taking topics that can be uncomfortable and unfamiliar to many and positioning them in a practical and simple framework that empowers us to speak confidently and directly towards our career path and goals.”
ERG Training
Sarah
Former President
“Perfeqta was instrumental with designing the right-size program to fit our goals and team, and with creating a launch plan to bring it into reality. They also developed a thoughtful follow-up plan to ensure the program would meet our needs long-term, and that our team was well equipped to successfully support and develop incoming talent.”
Talent Strategy
Thea
Director of Diversity, Equity & Inclusion
“We are able to implement elements of The Recruiting Playbook in stages, for example, we were able to incorporate questions from the inclusive interview question bank into our existing interview guides immediately, while we worked with the business to finalize the recommended recruitment process.”
Our team created a DEI recruitment strategy that encompassed the messaging, job descriptions, communications plan, interview prep, and onboarding framework.
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