Making an Impact at Startup Victoria’s Pitch Night

A relatively new term that was coined around the time of the GFC, “impact investing” can be seen in the same light as CSR, TBL, ethical investing and conscious capitalism, whereby businesses combine purpose with profit, underpinned by strong and open corporate governance, with the specific goal of delivering social and environmental outcomes. Not to be confused, of course, with NFPs or social enterprises.

The latest pitch night hosted by Startup Victoria, with support from impact VC investor Giant Leap Fund, presented four startups that all aspire to bring about some form of social impact, in areas such as: transport for women; gender diversity in the workplace; mental health; and training for disability support workers. (Surprisingly, there were no pitches from startups with a direct environmental impact.)

In order of appearance, the startups were (as usual, links are in the titles):

Diverse City Careers

Offering a new approach to recruitment, DCC only work with employers who meet their standards on workplace policies for women. Currently seeking $1m in investment, they claim that 50% of their candidates get shortlisted, and 25% get hired, and already have 80 accredited employers on their books.

Using an endorsement model for accredited employers, as well as standard recruitment services, DCC is able to generate both annuity and transaction revenue. By ranking employers and holding them accountable for their own policies, is able to promote best practice and establish industry benchmarks. DCC is now moving into industry and media partnerships, and plans to build a dashboard for analytics.

The panel of judges were keen to understand how DCC will maintain its point of differentiation, as well as build on its definition of diversity (e.g., transgender, transsexual and intersex). And given that there are federal initiatives already in this space, does an accreditation from DCC have as much value or impact?

Enabler

According to data provided by the presenters, around 1.9m disabled people in Australia need support workers. With the introduction of the NDIS, the number of trained helpers needs to grow from 300k to 600k, and there are currently 3,500 disability service providers to help train, recruit and employ these support workers. A key challenge is the quality of available education, with providers only spending $1,265 per worker per annum on training and development.

Enabler is seeking a $250k seed investment to launch a new product, comprising core content and training modules distributed online and delivered via mobile devices. With a focus on personalised content, Enabler is already in talks with 11 service providers and engaging with existing paying customers (who represent as few as 70 to around 1400 end users).

The key challenge I found with this pitch was the lack of explanation on why current training content and materials are proving to be so inadequate (even allowing for differences in individual learning styles). For example, what makes Enabler’s service so much better, and how will it achieve sustainable personalization in a product that needs to be both scalable and economically viable?

Shebah

This is a ride share service for women drivers and passengers (and their kids and pets), that grew out of economic and social necessity. It started life as a project on Go Fund Me, has since pivoted to Shebah, launched a mobile app, and is now available in Melbourne, Geelong, Brisbane, Gold Coast, Sydney and Sunshine Coast (with Perth, Darwin and Adelaide to follow).

Adoption among the disability community has been a notable side effect (e.g., enabling customers to get to medical appointments), and each driver gets a free consultation with a CPA about setting up an ABN etc.

Experiencing 40% growth in volume (and 100 new accredited drivers per week), the founder is asking for $500k funding to hire an in-house engineer/developer to build additional app functionality (such as pre-booking), scaling the business and growing to a minimum 1,000 rides per day. The app can already take multiple currencies, and there has been interest from Mexico, South Africa and Brazil.

With the various issues facing Uber and the gig-economy itself, the judges were naturally keen to understand how Shebah regards its own drivers (i.e., employees or freelances). For registration, tax and accounting purposes, Shebah drivers are treated as independent contract workers (sole traders), with no required minimum hours. (The founder mentioned potential plans to offer drivers share options in the business, which could prove an interesting business model.)

Despite some reasonably high-profile media coverage, Shebah has not undertaken any advertising campaigns, relying instead on general publicity and friendly ambassadors.

Asked about customer experience measures, the founder mentioned average waiting time, and driver retention as key indicators (apparently, the only 4% of Uber drivers last more than 12 months). Shebah also acknowledged that their fares are cheaper than taxis (but more expensive than Uber) with an average fare of $25, representing a margin of less than 10%

Limbr

With a tag line of “a place to be real”, Limbr is an app-based platform that is designed to take some of the stigma out of mental illness, and provide easier access to mental health services.

Despite the staggering mental health statistics, two-thirds of sufferers never seek treatment. To break down some of the barriers and overcome access issues, Limbr offers a three-tier service: a free “social network”, a personal dashboard tool, and online support from qualified mental health professionals (“listeners, coaches, therapists”). The revenue model is a combination of subscription fees and commission from provider sales, plus evidence-based public funding.

The founders recognize it’s a highly fragmented market, so therapists are interested in the referral aspect of this new channel to market. (One challenge is that the current $10 bulk bill rebate to see a therapist is not available for e-health providers.)

The app plans to use popularity to drive traction, and while the message that it’s “OK to share” is designed to be positive and encourage a healthier approach to mental illness, there was some concern that in some ways, the internet has normalised the issue. The presentation mentioned that there are 20m posts about depression on Instagram. So, isn’t social media, along with increased isolation and anti-social online behaviour part of the problem?

Asked by the judges about privacy, authentication and trust, Limbr plans to go to market via therapist advocates, and will focus on moderation and data analytics.

Based on the night’s presentation, the judges awarded Shebah first prize, and it certainly was the most engaging and rounded pitch of the four.

Next week: More on Purpose

 

Challenging Monocultures via Crop Rotation

Agricultural scientists are advocating a return to crop rotation. They argue that if farmers diversify what they grow each season, they can achieve more sustainable environmental and economic outcomes. Whereas, industrial-scale, intensive and single crop farming depletes the soil, and requires the use of expensive (and potentially harmful) pesticides and chemical fertilizers. In short, monocultures are self-limiting and ultimately self-destructive.

Indoor salad garden, Itoya department store, Ginza, Japan (Photo © Rory Manchee, all rights reserved)

Indoor salad garden, Itoya department store, Ginza, Japan (Photo © Rory Manchee, all rights reserved)

The same concept applies to teams and organisations. If we only associate with people who look, talk, sound, think and act like us, we not only risk group-think, we also promote unconscious collective bias. While it might seem comfortable to only deal and interact with “people like us”, it creates unrealistic cognitive and cultural homogeneity.

I understand why we often talk about “finding our tribe”, but for me, I find connections and shared values among several tribes: partly because no single community can provide for all our needs; partly because at their worst, monocultures can result in in-breeding….

One antidote to organisational monocultures is to promote diversity (especially cognitive diversity), so you mix up the elements that make up a team or an entity. Another solution (a bit like crop rotation itself) is to alternate and rotate roles on a project, within a team or at the executive level. (Some corporate boards already practise this.)

I once had a marvellous CEO who liked to boast that he had worked in every department within the company, from editorial to production, from sales to marketing. Not only did he have a more complete view of the organisation, he also had a much better understanding of how to get each department to collaborate.

At the individual level, alternating roles within the organisation can help them to acquire new skills, develop fresh perspectives, build different networks, gain valuable experience, and avoid going stale.

If you are uncomfortable with the horticultural or biological analogies, then perhaps the work of Michael Simmons is more palatable. From his research, “simply being in an open network instead of a closed one is the best predictor of career success”.*

Another way of looking at this notion of “crop rotation” is through the lens of a corporate turnaround, or a company trying to move from start-up to scale-up.

In the former scenario, the owners, board and CEO recognise that they need to bring in different people, even if only on a short-term basis, to help them:

  • Review the status quo objectively
  • Identify new ideas and fresh thinking
  • Enhance in-house skills and resources
  • Apply a circuit-breaker to unblock the stalemate
  • Join the dots between different parts of the organisation, the market and the client base

In the latter situation, bringing in specialist advisers, or “pop-up boards”, can:

  • Provide an injection of strategic focus
  • Develop a dynamic business planning process
  • Ramp up capacity or capability in a very short space of time
  • Open up new networks or provide access to capital, resources and markets
  • Expand the team’s “bench strength” at critical times

As an independent consultant with a portfolio of interests, I provide an interim resource to my clients, fulfilling different roles depending on their specific requirements. I also serve on pop-up and advisory boards.  And because I am naturally curious, and like to immerse myself in different ideas, I am an “open networker”, meaning that I engage and connect with different people across the various groups of which I am a member. Where I increasingly add value is in joining the dots between otherwise unconnected or seemingly disparate elements.

Next week: Latest #FinTech Round-Up

* Thanks to Jessica Stillman at Inc.Com for bringing this article to my attention