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Inclusive Self-Employment
Jennifer Sarrett, PhD is a NASE Member and the Founder & CEO of Disruptive Inclusion located in Atlanta, GA. Dr. Sarrett is a medical anthropologist turned business consultant who helps healthcare and science organizations build high-performing teams through what she calls Organizational Culture Design™. Unlike traditional approaches that fix problems after they occur, she helps organizations prevent costly culture crises by proactively and intentionally designing policies and practices. With a Ph.D. in interdisciplinary studies and international research experience, she’s guided organizational transformations for clients ranging from medical research institutes to healthcare systems to media companies. Her methodology focuses on the invisible systems that either accelerate or undermine team performance—especially in high-stakes situations where effective collaboration saves lives.
When and why did you join NASE?
I joined NASE in 2025 when I returned to full-time consulting. As a solo practitioner building a specialized business, I needed the credibility, resources, and community that NASE provides to entrepreneurs who don’t have corporate infrastructure behind them.
What inspired you to enter the field you are in?
During my transition from academia to full-time consulting, I saw both the power and limitations of traditional inclusion approaches. This work aimed to create organizational environments where everyone could thrive and contribute. However, I also saw that strategies were reactive—waiting for problems to occur before intervening—and focused on separate identity categories rather than addressing how systems actually function. This was particularly problematic in healthcare and science environments, where poor communication and team conflict can compromise innovation and patient outcomes, yet people management is often overlooked in leadership development.
I started thinking about Universal Design—the architectural framework from the disability rights movement that builds spaces to be accessible to as many people as possible without creating new barriers. I realized this same proactive principle could transform how we approach organizational culture. Instead of retrofitting solutions after problems arise, what if we designed workplace systems that naturally promote high performance and inclusion from the start?
This insight led me to develop Organizational Culture Design™—a systematic methodology that prevents costly culture crises rather than managing them after they occur. I focus on healthcare and science organizations because when team dynamics fail in these environments, the stakes aren’t just productivity or employee satisfaction—they can directly impact patient safety and breakthrough discoveries.
When and why did you start your business?
I launched Disruptive Inclusion in 2020, initially as a side project while teaching at Emory University. I had been providing workshops on inclusive teaching and clinical practice and realized this was the work I loved. Further, I knew that organizations desperately needed someone who could apply rigorous research methodology to culture challenges—not just feel-good workshops, but systematic approaches that drive measurable performance improvements.
How do you market your business?
I focus on thought leadership through my LinkedIn weekly newsletter “The Science of High Performance,” speaking at healthcare and science conferences, and LinkedIn content that bridges academic research with practical implementation. My best marketing tool is actually my methodology itself—when organizations see that Organizational Culture Design prevents problems rather than just fixing them, referrals happen naturally.
What challenges have you faced in your business? How have you overcome them?
The biggest challenge has been educating the market about proactive culture design. Most organizations only invest in culture work after expensive crises occur. I’ve overcome this by leading with performance metrics and cost-benefit analysis, showing exactly how prevention saves money compared to crisis management. I also had to shift my thinking from academia to business—marketing is a skill that must be learned and honed and one that academics are not usually taught.
Do you have any employees?
Currently, I’m a solo practitioner by design, which allows me to maintain the research rigor and customization that makes my work effective. However, I’m planning to add team members in 2025 as demand grows—likely starting with a research assistant who can help with the extensive organizational analysis that Organizational Culture Design™ requires.
What’s your schedule like, what’s a typical day for you?
I start my days with a walk, a bit of yoga, then a good cup of coffee. After that, my schedule varies dramatically based on client needs. Some days I’m conducting stakeholder interviews across different time zones, others I’m deep in research analysis, and others I’m facilitating workshops or speaking at conferences. The beauty of this work is that every organizational culture presents unique puzzles to solve—I never have boring, repetitive days.
What’s the best thing about being self-employed?
The ability to focus exclusively on work that creates measurable impact. In academia, I was constrained by institutional politics and slow change processes. As an entrepreneur, I can more immediately use my training and years of experience to solve problems and have a more direct community impact.
What’s the best compliment you’ve ever received from a client?
“Dr. Sarrett helped us with a well-attended kick off meeting for all employees that shared valuable information, including how employees were feeling the impact of COVID and want to have more connections with one another at work. Reviewing and hearing the survey, interview, and focus group results is just what we needed to begin with a thoughtful and sustainable plan to enhance inclusiveness in the workplace”
- CEO, Social Services Agency
What’s the most important piece of advice you would give to someone starting their own business?
Don’t try to be everything to everyone. When I found the confidence to design and deliver my alternative approach to DEI, I felt more fulfilled and was attracting more dedicated clients. Once I focused exclusively on healthcare and science organizations, my expertise became even more highly valuable. Specialization might feel risky, but it’s actually what creates sustainable competitive advantage.
Which NASE member benefit is most important to you?
The expert advice network has been invaluable. As a solo entrepreneur transitioning from academia, having access to business expertise in areas like contract negotiation, pricing strategy, and tax planning has saved me both money and costly mistakes. I go to NASE first when I need services, products, or guidance.
Any other information you would like to share?
If you’re leading a healthcare system, research institute, or science organization where team performance directly impacts outcomes, reach out for a free consultation to discuss how I can help your team become more collaborative, innovative, and safe for all. My goal is always to prevent crises rather than manage them. I provide free 30-minute initial consultations and NASE members and readers who mention this newsletter will receive a 10% discount on their first contracted project with me.