Revealing the Brand New Eventida
Why do we do what we do? Explore the reasons behind Eventida’s transformation and how they shaped the New Eventida, driving us forward through challenges to a new era of inclusion and accessibility.
About the #30Days30WordsChallenge
Last week, Eventida celebrated the completion of a “30 Days, 30 Words, 30 Reasons” challenge—a journey that spanned nearly a year. What began as a spontaneous effort evolved into a structured framework, and changed from 30 consecutive days to 30 days over time. This article reflects on how this challenge transformed over time, from random posts to intentional storytelling, adapting from consecutive days to a more thoughtful, deliberate pace.
How the Challenge Started
After a fellow entrepreneur reviewed the pitch deck for New Eventida, she asked Lisi, the CEO of Eventida, Inc., "What inspired this pivot?" There wasn’t a simple answer—it was a convergence of lessons learned, insights, visualizations, and helpful resources that shaped the vision.
At the same time, Lisi was recovering from severe burnout following multiple personal and professional crises. As Brene Brown writes in Braving Trust [1],
"Self-trust is often the first casualty of failure, setback, and disappointment. We start doubting ourselves and our ability to make good decisions and choices. Yet, we seldom think or talk about self-trust. This can quickly become a huge problem because it’s hard to give to others what we don’t have within ourselves. We have to shore up our self-trust before we can fully lean into trusting others.”
In her healing process, Lisi realized she needed to rebuild her self-trust. Without it, how could she create an environment that would support and sustain the vision of a New Eventida? Her challenge had always been consistency and brevity—and she still grappled with this as she attempted to answer the question: "What inspired this vision?"
To address both, she set up a challenge: to express the essence of the vision in no more than 30 words per post. She quickly encountered setbacks, but this was part of the lesson—to get comfortable with disappointment, practice resilience, and avoid falling into shame spirals.
How it Evolved
At first, the plan was simple: a random series of posts—Lisi had a long list and thought, "30 reasons, easy!" What she didn’t anticipate was the time it would take to create graphics, verify data, obtain consent, and handle other details. While she started strong, the effort soon became unsustainable, especially with her chronic illness. Eventually, a flare-up forced her to pause.
Upon resuming, Lisi posted a recap and attempted to continue, but deciding which reason to share next felt overwhelming. As she reviewed the first five posts, she noticed a pattern and decided to create a framework that would make it easier to organize and decide on future posts—this new approach aligned with the four pillars of the New Eventida, providing much-needed structure and direction.
Framework
Our journey to the New Eventida is built on four pillars:
Accessibility + Diversity + Equity = Inclusion
Wellness = Mental Health @ Work & Learning
Diverse Talent + Collaborations = Collective
Insights = Research + Guidelines & Best Practices
Together, these principles guided Eventida’s pivot into a Research, Development, and Insights Lab, or RIDL for short.
Each pillar has one or two of the following five types of posts:
Facts highlighting inclusion challenges across industries
Lessons learned from client work and community collaborations
Hypotheses offering visualizations and questions for potential solutions
Resources supporting individual and team goals
Insights that delve into the systemic causes of inequity
What started as a personal challenge evolved into a complex project with many moving parts, rules, and creative demands. After several pauses, Lisi brought on a new employee, Farheen Samad, and a summer intern, Dagmawit Zeleke. Together, they tackled this project and this teamwork was precisely what Lisi needed to finally complete the challenge.
Takeaways
Through this challenge, we discovered some important truths:
Embrace setbacks: Learning to handle disappointment without it impacting morale is key.
Trust in strengths: Lisi demonstrated her ability to bring together a team to deliver great work with precision and quality.
Pacing matters: Daily challenges aren't suited for someone managing a chronic illness.
Perseverance pays off: Even if it takes longer than expected, the rewards are worth the journey.
Teamwork: Collaboration brought fresh perspectives, shared the workload, and transformed the challenge into an achievable goal.
Now, we move forward to the final recap and the vision for how it all comes together.
The Final Recap: How it All Comes Together
Throughout this series, we’ve shared what inspired #NewEventida—30 reasons in 30 words. Now, it’s time to show you how those facts, lessons learned, visualizations, resources, and insights come together to form one cohesive vision for the New Eventida.
As we walk you through this, you’ll encounter questions to reflect on and an invitation to start this conversation within your team, organization, or company—and with us. Together, we can begin visualizing a more inclusive and accessible experience for your users, your loved ones, and your community.
Understanding the Inclusion Problem
While participating in accelerator and business coaching programs, Lisi conducted an in-depth market research analysis. Her findings uncovered a systemic cause of inaccessibility and exclusion: the problem begins in research and development. The lack of consideration for diverse needs at these early stages creates ripple effects, embedding exclusion into products, services, and systems long before they reach the audience.
Image Description
An image of four separate puzzle pieces, and each piece has a label. In the center is highlighted, "FACTS".
Under “Accessibility + Diversity + Equity = Inclusion”
- Up to 80% of persons with disabilities are unemployed. Eventida works with partners to change that statistic [2].
Under “Wellness = Mental Health @ Work & Learning”:
- Workplace well-being is now a top priority of the Surgeon General. 84% of respondents said their workplace conditions had contributed to at least one mental health challenge [3].
- 64% of currently enrolled students who recently considered stopping... say emotional stress or mental health concerns are significant reasons why [4].
Under “Diverse Talent + Collaborations = Collective”:
- STEM industry has an inclusion problem: only 35% are women, 36% are BIPOC, and 3% are openly disabled. Or, 65% are male, 64% are white, 97% are fully able-bodied [5].
In the last puzzle piece, “Insights = Research + Guidelines & Best Practices":
- 73% of disabled respondents reported inaccessibility at film festivals [6].
Below the puzzle pieces is a circle “AI Ops” with a statistic in large text “2993% increase” and the final fact labeled RIDL:
- AI and machine learning operations are the top in-demand skills globally. Eventida is upskilling talent, enhancing research, and creating AI tools while developing best practices for inclusion and boosting wellness [7].The Solution for Inclusion
Universal Design goes beyond just physical spaces or digital interfaces—it's about crafting experiences that are accessible and inclusive, which in turn benefits everyone. By integrating top skills like AI and machine learning, upskilling talent, and prioritizing workplace well-being, Eventida aims to transform industries and experiences collaboratively to address unemployment among persons with disabilities, tackle mental health challenges in the workplace, and push for true diversity in STEM and beyond. We aim to build a future where accessibility, equity, and inclusion are foundational in research and development.
Validating the Inclusion Problem
Throughout nearly 20 years of providing professional services, participating in multiple learning programs, and collaborating with diverse talent, these lessons learned have contributed to the vision for a New Eventida.
Image Description
An image of four separate puzzle pieces, and each piece has a label. In the center is highlighted, "LESSONS LEARNED".
Under “Accessibility + Diversity + Equity = Inclusion”
- Lessons learned from building a SAAS for accessible events: it is definitely an unmet need; problems are too complicated for a single SAAS; and more R&D is needed.
Under “Wellness = Mental Health @ Work & Learning”:
- When people from different departments or companies work together on projects, collaboration chaos is normal. Left unchecked, it can deeply impact mental health.
- From the 2GI Women's Cohort mixed support program, Eventida's co-founder Lisi learned that traditional lecture styles don't work for her, while interactive 1:1 coaching sessions do. Thanks, 2G!
Under “Diverse Talent + Collaborations = Collective”:
- Before Eventida, our cofounders had a great experience with Deaffriendly.com, with supportive leadership; clear objectives; and most importantly: UX research with diverse users was done first.
In the last puzzle piece, “Insights = Research + Guidelines & Best Practices":
- When emailing potential clients, our cofounders would hide that they are Deaf, knowing some people would think them incapable. Why does this happen? Lack of representation.
Below the puzzle pieces is the logo of Deafmade and the final fact labeled RIDL:
- Piloting Deafmade Cooperative with Deaf entrepreneurs highlighted the strength of the collective model. This inspired Eventida to form research cohorts, pooling data and insights to drive innovation together.Tapping into Collective Wisdom
Eventida's journey has been a blend of trials, social learning, and unlearning. From navigating the complexities of building an accessible events platform to discovering the power of collective research, we've learned that true innovation comes from diverse audiences and shared experiences. By addressing the unique challenges of accessibility, mental health, and representation, and by refining our approach to learning and collaboration, we are shaping a more inclusive and equitable future.
Our lessons have taught us that the path to universal design and inclusion requires not just innovation but also ongoing research, adaptability, and a commitment to learning from each other. Through these experiences, Eventida is building a foundation where collective wisdom drives meaningful change, benefiting all members of society.
Implementing the Solution
With an understanding of the systemic cause of inaccessibility and lack of inclusion, and a vision of bringing together a collective to take action, how will that work? Let's hypothesize.
Image Description
An image of four separate puzzle pieces, and each piece has a label. In the center is highlighted, "HYPOTHESES."
Under “Accessibility + Diversity + Equity = Inclusion”
- Thousands of women have been empowered while earning a certificate in Women’s Entrepreneurship at Cornell University, unlearning gender bias and stereotypes. Can the same happen for disabled talent?
Under “Wellness = Mental Health @ Work & Learning”:
- Poor mental health is projected to cost the world $6 trillion by 2030. Could Universal Design principles - making services accessible to people with disabilities - ultimately reduce the cost?
- Could long-term peer-based cohorts use platforms together, such as 16personalities, to support each other in meeting wellness needs and cultivating support systems for their work and learning spaces?
Under “Diverse Talent + Collaborations = Collective”:
- PUSH Buffalo, an incredible neighborhood organization, is tackling multiple interconnected issues simultaneously. Can a collective of cohorts design inclusive solutions that solve complex problems, sustain themselves, and thrive?
In the last puzzle piece, “Insights = Research + Guidelines & Best Practices":
- The documentary “This Changes Everything” used data storytelling to spotlight Hollywood's inclusion problem. How might we do the same to investigate and report inclusion problems in other spaces?
Below the puzzle pieces is the logo of 23andMe and the final fact labeled RIDL:
- 23andMe uses a collective data approach. Could Eventida create a body of knowledge in partnership with social service organizations, gathering insights from a collective of intersectional professionals?Capturing Collective Intelligence
Just as DNA possesses all the information necessary to understand the human genome, uncovering what factors create an inclusive environment for work and learning is necessary for building a diverse workforce. With this model, Eventida becomes both a repository and a medium for cultivating best practices and advancing standards of inclusivity in work, learning, and beyond. By working together with diverse cohorts and leveraging collective intelligence, we're laying the groundwork for sustainable, innovative solutions that can address complex challenges and drive meaningful change for all.
A Collective of Cohorts
How would it work for such a collective? The answer lies in a cohort-based approach. Communities often create better solutions for their people when empowered with the right tools and resources. Traditional and local wisdom, which often goes unrecognized, can be harnessed to great effect by forming cohorts around shared goals and values, allowing more communities to get involved. Many would love to build support systems, and while there are tools designed to solve specific problems, they often remain undiscovered by the very people who need them most.
By ensuring these tools are accessible, communities within cohorts can learn from one another, cross-pollinate ideas and traditional knowledge across borders, and then lead the charge in forming new cohorts to tackle more challenges as they arise.
Image Description
An image of four separate puzzle pieces, and each piece has a label. In the center is highlighted, "RESOURCES".
Under “Accessibility + Diversity + Equity = Inclusion”
- Work and learning can either be a means to survival or a way to unlock human potential. Reboot.io courses and podcasts coach leaders and founders to be better humans.
Under “Wellness = Mental Health @ Work & Learning”:
- Asana, making work wellness a reality: "Imagine a world where work is effortless, where teams are perfectly in sync, and where every task is a step toward a shared vision."
- Behavior change apps like Fabulous, developed at Duke University, use science-backed micro-coaching and personalized challenges to foster healthy habits - its principles can be applied to improve workplace well-being.
Under “Diverse Talent + Collaborations = Collective”:
- “Be bold, take risks," says Jean Case in Be Fearless, a must-read for founders: "Have the guts to try new, unproven things and the rigor to continue experimenting.” [10]
In the last puzzle piece, “Insights = Research + Guidelines & Best Practices":
- Even when there is diversity in the room, true representation only happens when everyone provides input. AJ&Smart's Workshop methods, with equitable accessibility tweaks, are great for that purpose!
Below the puzzle pieces is the logo of Silver Lining Action Plan and the final fact labeled RIDL:
- Silver Lining, dedicated to social justice, supports 12,000+ entrepreneurs worldwide using behavior change science. Creating a SLAP (Silver Lining Action Plan) for Eventida helped bring clarity to our vision!Creating a Movement through Collective Alignment
Trained in facilitation by AJ&Smart, we're equipped to lead alignment workshops and design sprints - during which we’ll show teams how to securely privatize and add data to our central database while ensuring that intersectional voices are heard and included. At Eventida, cohorts work together on a shared goal, such as learning how to use habit-setting apps like Fabulous, founders creating impact with the support of SLAP, or inclusive founders discussing takeaways from Reboot exercises. By combining these resources, we foster an environment where collaboration thrives, mental health is prioritized, and inclusion is the foundation of all our efforts. Through this collective process, we are achieving our mission and setting a new standard for how work and learning environments should operate—equitable, inclusive, and focused on unlocking human potential.
The New Eventida
In the past few years, Eventida has evolved from a global event promotion and hosting platform to a research-driven initiative, identifying gaps in accessibility and inclusion, and then working with inclusive leaders and their communities to develop solutions that create lasting impact. Our founder Lisi is well-equipped to make this vision happen thanks to her lived experience, having personally faced frustrations that come from using inaccessible and exclusive products and services, along with over 20 years of professional expertise in media, technology, and business.
What the world needs right now is a technical tool that supports product owners, UX designers, event coordinators, HR professionals, and project managers who are tasked with creating an accessible and inclusive experience. To achieve that, we are creating a network of research, insight, and development labs (RIDLs) of inclusive leaders, allies, and underrepresented communities most affected by exclusion.
“Our mission is to make accessibility the norm, by bringing together a collective diverse cohort, full of intersectional people, who will work tirelessly to ensure that products and services are truly inclusive, with minimal effort and cost on the provider's part.”
The New Eventida is an outcome of a deliberate decision to design a more accessible and inclusive world and we invite you to join us in this mission. If you are curious about the journey, stay tuned for our next article on how Eventida pivoted from a Global Event Hub to a Network of Accessibility Research Microlabs.
Image Description
An image of four separate puzzle pieces, and each piece has a label. In the center is highlighted, "INSIGHTS."
Under “Accessibility + Diversity + Equity = Inclusion”
- While doing research during accelerators and entrepreneur training programs, disability was one-dimensional or missing entirely from most data sets, resulting in large gaps in understanding intersectional people's unmet needs.
Under “Wellness = Mental Health @ Work & Learning”:
- Senior & behavioral health care providers that offer specialized, community-centric, and accessible services are extremely limited, impacting the mental health of workers, patients, and families.
- To heal and maintain mental wellness, community, and connection are vital. A supportive network is instrumental in everyone's lifelong journey.
Under “Diverse Talent + Collaborations = Collective”:
- Diversity data reports could be pooled automatically into a searchable, accessible, national database. How might this transform the way we access and utilize such knowledge?
In the last puzzle piece, “Insights = Research + Guidelines & Best Practices":
- "Nothing About Us Without Us," started by the South African disability movement in the 1990s, was changed to "Nothing Without Us" in 2022. This means no R&D without disability!
Below the puzzle pieces is a picture of Lisi pointing at Melissa and the final fact labeled RIDL:
- Melissa Bradley, founder of 1863 Ventures, has been raising awareness that less than 2% of venture capital is invested in Black and Brown founders. Who else is being overlooked?A Network of Micro-labs
Eventida aims to address the gaps in understanding inclusion and representation by creating a comprehensive, searchable, filterable database. This database will be built on data pooled from multiple micro-labs, each focused on specific communities, needs, and experiences. Ultimately, Eventida’s approach ensures that diversity data is not just collected but is also made accessible and actionable. By doing so, we aim to create a positive impact on mental health, community well-being, and overall societal inclusion, setting a new standard for how data should be utilized to drive meaningful change.
Join the Conversation
LinkedIN: #30Days30WordsChallenge
Facebook: Album: 30 Reasons #NewEventida
Instagram: #30days30wordschallenge; #neweventida
Citations
Brown, B. (2020, December 9). Braving Trust. LinkedIn. https://www.linkedin.com/pulse/braving-trust-bren%25C3%25A9-brown/
Office of Disability Employment Policy(ODEP). DOL. (n.d.). https://www.dol.gov/agencies/odep
General, O. of the S. (2024, June 28). Workplace Mental Health & Well-being. HHS.gov. https://www.hhs.gov/surgeongeneral/priorities/workplace-well-being/index.html
Marken, S. (2024, July 30). Mental health, stress top reasons students consider leaving. Gallup.com. https://news.gallup.com/poll/644645/mental-health-stress-top-reasons-students-consider-leaving.aspx
NSF’s NCSES releases report on Diversity Trends in STEM Workforce and Education. NSF. (2023, January 30). https://new.nsf.gov/news/diversity-and-stem-2023
Accessibility scorecard impact report 2023 - FWD-doc: Documentary filmmakers with disabilities. FWD. (n.d.). https://www.fwd-doc.org/accessibility-scorecard-impact-report-2023
Labor market insights. Lightcast. (n.d.). https://lightcast.io/resources/research/2023-global-talent-playbook
Forum, W. E. (n.d.). Strategic intelligence: World economic forum. World Economic Forum. https://intelligence.weforum.org/topics/a1Gb0000000pTDbEAM
Asana. (n.d.). Manage your team’s work, projects, & tasks online • ASANA • asana.
Case, J., & Goodall, J. (2019). Be fearless: 5 principles for a life of breakthroughs and purpose. Simon & Schuster Audio. https://casefoundation.org/befearless/