With Juneteenth – now a federal holiday – falling on Sunday, June 19th (the official day) and Monday, June 20th (for observance,) Comparably wanted to check in with clients for a roll call of companies truly dedicated to helping make right what has long been made wrong in this country for Black employees and communities. Here are their impassioned words:
What are some of the ways that your company helps out Black employees and communities?
GE’s first “affinity network,” the African American Forum (AAF) is a support platform that provides employees with growth and development opportunities and facilitates outreach to African American communities in places where the company operates. The AAF has a deep-rooted history and culture within GE as the oldest employee resource group (ERG). Born out of activism, the AAF was founded on the principle of community, attracting, promoting, and developing diverse talent in America and across GE Power’s global operations. As the group evolves from awareness and allyship to advocacy, they remain committed to driving transformative growth.
How does your company benefit by being socially responsible in this way?
One way that the AAF is creating space for African American employees to feel heard is by hosting quarterly town halls and putting senior leaders on the agenda. The local chapters emphasize another goal of the AAF: giving back to the communities where GE Power operates. Local chapters plan community service projects throughout the year, such as holiday food drives, dinners for homeless residents, charity walks, and assistance to Habitat for Humanity, a nonprofit housing organization. For Black History Month, celebrated in the U.S. in February, chapters hold events like art exhibits and dessert socials. Anyone interested in learning more about GE Power and the AAF is welcome to join our talent community at http://invent.ge/gepaaf.
Check Out GE Power’s Careers Page Here!
What are some of the ways that your company helps out Black employees and communities?
We foster a workplace environment that values diversity and individuals from all walks of life, including Black employees. We have been intentional in our efforts to positively impact the Black community within and outside of Trimble. Some of the various ways we have demonstrated our commitment include: recognizing Juneteenth with a day of service, holding culturally sensitive mental health workshops, offering employee education forums on topics like ancestry, and providing a safe space and community through the Black Professional Network employee resource group. We also created a Mentor/Mentee Program to encourage career development. Outside of Trimble, we’ve supported community advocacy through a donation to the Advancement Project and we are sponsoring and participating in important professional organizations like the National Society of Black Engineers (NSBE) and also participating in conferences such as AFROTech.
How does your company benefit by being socially responsible in this way?
Our presence in the various initiatives above generates a continuous diverse talent pool that directly impacts our continued success. These engagements provide professional growth and increased engagement for our Black employees. The result of our work to support our Black employees and the Black community is increased attraction, employee retention, and greater career opportunities.
Check out Trimble’s Careers Page Here!
What are some of the ways that your company helps out Black employees and communities?
23andMe offers its Black employees an opportunity to connect with each other in a safe space to discuss issues that impact the Black community through our ERG, Blacks@23andMe. We also have a company goal around increasing the diversity of our database, specifically in the Black community. The goal recognizes that the Black community has historically been woefully underrepresented in genetic research due to a lack of accessibility, and a widespread distrust for medical research based on prior atrocities, and focuses on trust-building and benefit-sharing with members of the community. One example is our Black Representation in Genetic Research effort, a study enrolling ~1,000 Black research participants who consented to having their DNA sequenced and making the data available to qualified researchers via the NIH’s controlled-access genetic repository, dbGaP. The purpose of this study is to help fill in the research gap for Black patients. Another example is 23andMe’s African American Sequencing Project to help expand diversity in genetic health research. This new reference panel enables researchers to more accurately identify associations between genetic variants and traits or health conditions within Black Americans and other non-European populations, and has been published and made available to the scientific community per participant consent. Other efforts to improve representation include Roots into the Future Project, African Genetics Project, Global Genetics Project, and Populations Research Collaborations.
How does your company benefit by being socially responsible in this way?
One benefit to the company is the sense of belonging Black employees feel as they work for an organization that deliberately works to have a positive impact on their community. Additionally, the company can utilize a more diverse dataset of human genetics to develop therapeutic solutions for medical issues that impact the Black community; this has the ability to benefit the project, the company, and the Black community. Another benefit is our ability to offer more detailed ancestry results for Black customers.
Check Out 23andme’s Careers Page Here!
What are some of the ways that your company helps out Black employees and communities?
At RX we are actively building our network of Employee Resource Groups (ERGs) and in 2020 we were proud to launch the RX chapter of the RELX-wide African Ancestry Network (AAN). The AAN brings together employees of color and allies to support equality in the workplace. Formally set up by RELX in 2008, its mission is to help increase the representation, development, promotion, and retention of colleagues of African descent. This is achieved through support, mentoring and community outreach, and each of the chapters across RELX support each other closely by sharing resources and experiences.
Prior to the formation of the RX AAN chapter, RX had already set up a Global Race & Ethnicity Committee to ensure racial rights and equality throughout the company and to hold RX accountable for our race and diversity initiatives. The work of the Global Race Committee is focused on lifting Black and ethnic minority people in RX, our community, and through our events, to fully participate, prosper, and reach their potential. To achieve this we are committed to increasing awareness of issues related to race, ethnicity, and nationality within RX and the communities and sectors we serve, and to supporting positive professional and social interactions among our people, customers, and suppliers of diverse racial, ethnic, and national backgrounds.
To support our communities, in 2020, RX committed to donating $1M over five years to selected not-for-profit partners around the world who are working to improve inclusivity and diversity in their local communities by supporting social change, fighting injustice, and fostering development. Within the US we have supported Ally2Action, ABC in Darien, and the Research in Color Foundation. In addition, we have partnered with RELX on our Supplier Diversity Programme and Portal, giving more opportunities to minority-owned businesses. To support our colleagues we have piloted the Networx mentorship program in RX to help accelerate the careers of underrepresented races and ethnicities, starting it exclusively for our AAN members, and in December 2021 we hosted the first RX Global Race Forum, with the support of our charity partners, dedicated to sharing content and education about the history of race relations in the regions we serve, and how we can help change the narrative. As well as supporting African-American employees and communities through our dedicated ERGs and Global Race Committees, our events and event content are a great platform for supporting Communities of Color. For example, our PGA Show in the US was recognized for ‘outstanding actions and support for diversity, equity, and inclusion in golf. The event invited Black-owned businesses to share the story of their business success, as part of its mission to make the show more diverse, with the winner receiving a free booth at the event. PGA Show also sponsored the inaugural African American Golf Expo and Forum and promoted the PGA of America’s “Make Golf Your Thing” campaign—a collaborative effort across the golf industry to ensure the future of golf is open to everyone.
How does your company benefit by being socially responsible in this way?
Racial equality is beneficial to all as it leads to a healthier society where everyone has an opportunity to grow. By committing to increasing awareness of issues related to race, ethnicity, and nationality and by supporting positive professional and social interactions among our people, it enables us all to better understand how we can all contribute, and this, in turn, leads to a psychologically safe workplace which is crucial to attracting and retaining a more diverse workforce. At RX our people are passionate about equal opportunities for all, and by enabling our people to volunteer as members of our ERGs or Global Race & Ethnicity Committee we help them to utilize their passion in a meaningful way both within RX and our local communities, which leads to a more satisfied and fulfilled workforce.
Check Out RX’s Careers Page Here!
What are some of the ways that your company helps out Black employees and communities?
At UKG, we believe that, when all individuals are respected, all voices are heard, and all employees have the support and resources necessary to succeed, then individuals, companies, and communities are empowered to thrive. Diversity, equity, inclusion, and belonging (DEI&B) at UKG start with making our company a place where unique identities and perspectives are not only welcomed, but also sought out, celebrated, and well-represented. Our work continues as we champion a culture of trust, equity, and belonging for all, and a workplace where all our employees (U Krewers) have abundant opportunities to grow. To be a true leader in DEI&B and empower our employees and customers to thrive, we must also drive positive change by investing in organizations that work to build a diverse and inclusive future. Each year, we honor Juneteenth as an annual, paid holiday (we instituted this global company holiday in 2020, prior to Juneteenth becoming a national U.S. holiday). During this day off, we encourage employees to take action that supports people who identify as Black and/or African American in their communities and to reflect on what they and their families can do to help end racial injustice.
We also offer BUILD as part of our diverse community of employee resource groups (ERGs). BUILD, which stands for Black Upcoming Individuals in Leadership and Development, was created to foster inclusion and advancement for team members who identify as Black and/or African American at all levels of UKG. We want to transform the tech industry so that it reflects the diversity of its users. BUILD is for everyone — whether you personally identify as a Black employee, an ally, or would simply like to know and understand more about the specific experiences, needs, and reasons this group and others like it are needed. Mentoring is also a vital component of retaining and growing diverse talent. When U Krewers have meaningful workplace relationships with people who are different from them, our company becomes more inclusive. Together, our Leadership and Organization Development group and our ERGs like BUILD offer mentor and mentee opportunities that help employees advance their careers and help UKG unite our workforce. Additionally, Project Empower U is an innovative talent engagement program focused on the next generation of exceptional and diverse digital talent. Officially launching this summer, Empower U immerses students at Historically Black Colleges and Universities (HBCUs), Minority-Serving Institutions (MSIs), and other institutions with a strong focus on diversity in learning the skills needed to launch a successful UKG career. The program offers underrepresented students technical and STEM skills education, training on the latest workforce management technology, and professional development to help students enhance their career outcomes. We also reach further into our communities by investing in organizations that are working to build a diverse and inclusive future, such as Reboot Representation, Management Leadership for Tomorrow (MLT), CodeHouse, and many more. These organizations are doing groundbreaking work that we are honored to support. For example, the Reboot Representation Tech Coalition has a mission of doubling the number of Black, Latina, and Native-American women earning computing degrees by 2025 (without this effort, that number wouldn’t double until 2052).
How does your company benefit by being socially responsible in this way?
As a company — and as our leaders continue to make clear to all U Krewers — we believe we make better decisions when we embrace and celebrate our diversity at UKG. Furthermore, we are a people-focused technology company, and we make award-winning HR, payroll, and workforce management solutions for all people. We have diverse teams building products for diverse people. When our people thrive, they’re empowered to help our customers and their people thrive, too.
Check Out UKG’s Careers Page Here!
What are some of the ways that your company helps out Black employees and communities?
Nextdoor’s purpose is to cultivate a kinder world where everyone has a neighborhood to belong to. That starts with our employees and extends to the more than 11 countries and 290,000 neighborhoods we operate in around the world. Nextdoor is proud to invest in supporting Black employees and communities by first and foremost, creating a welcome platform where everyone belongs. We also focused on highlighting specific ways to support Black neighbors in communities as well as championing our neighbors to support Black-owned businesses, many of which were disproportionately impacted by COVID-19. We are proud to support our Employee Resource Group for Black employees (Black at Nextdoor – B@ND), particularly as it works to create a collaborative, inclusive environment for Black employees and allies to succeed. Throughout the year the team hosts company-wide events to educate and engage our employees, such as speaker series with leaders from the Black community, cooking events, and documentary viewings. At a broader level, we have established a Neighborhood Vitality Advisory Board to ensure we’re keeping civil rights and racial equity top of mind. We have strong representation at the Board level with Black leaders including Andrea Wishom and John Hope Bryant ensuring that at the highest level of the company’s leadership we have diverse viewpoints that shape our strategy and governance.
How does your company benefit by being socially responsible in this way?
Supporting Black neighbors and employees greatly aligns with our purpose at Nextdoor of creating a kinder world where everyone has a neighborhood they can rely on, and kindness starts with inclusivity and belonging.
Check Out Nextdoor’s Careers Page Here!
What are some of the ways that your company helps out Black employees and communities?
RingCentral creates a culture that makes black employees feel like they belong and allows us to bring our full selves to work. RingCentral helps our Black employees and communities in so many ways: for instance, the creation of the Black Employees at RingCentral (BE@R) Employee Resource Group. This global ERG promotes personal and professional growth, career development, and recruitment and retention of black employees. In this group, black employees receive education, mentorship, and community support from their fellow black employees. Another way RingCentral helps Black employees is the executive and community responses to issues that affect our community. We recently created a Listening and Healing Room on RChat where we can have healing conversations around recent crises that have been occurring. The company has also been generous with donations to charities that support individuals in the Black community. Lastly, RingCentral’s commitment to making Juneteenth a paid holiday. RingCentral was a first mover in this which shows their commitment to their black employees.
How does your company benefit by being socially responsible in this way?
RingCentral benefits by being socially responsible because fostering a culture where black employees can thrive cultivates a diverse workforce. Diversity drives innovation, and innovation drives profits. Beyond the financial aspect, RingCentral gains by supporting their employees. Taking care of your employees is always the right thing to do, it creates community and fosters the inclusive culture that the company is known for.
Check Out RingCentral’s Careers Page Here!
What are some of the ways that your company helps out Black employees and communities?
With our mission to Protect Life, Axon strongly believes it has a responsibility to create a more just and inclusive workplace and the world through its products, technology, and people. Axon integrated its Justice, Equity, Diversity, and Inclusion (JEDI) plan into all facets of business, from hiring and employee support to product development. Axon Mosaic is our employee resource group that fosters community and connection among Axon’s Black employees to help the company achieve a more culturally diverse and inclusive environment. Led by Black employees, Mosaic partners with Axon’s People Operations and other affinity groups to bring inclusive, thought-provoking programming to members. The most recent programs Axon Mosaic participated in or hosted include
1. Mental Health Awareness Week: Mosaic sent yoga mats to all affinity group members and hosted live sessions throughout the week. The group also promoted Ginger, a mental health app Axon partners with to provide all employees and two loved ones with free 24/7 access to text-based mental health support from licensed professionals and 12 therapy sessions a year.
2. Black History Month: Throughout February, Mosaic hosts a variety of virtual and in-person events including a “Taste of Culture,” highlighting various cuisines from African nations, and Black Jeopardy, which educates all on lesser-known Black heroes, and panel events featuring external guest speakers.
3. Annual Juneteenth Celebration: Each year, Mosaic shares resources company-wide to better educate their colleagues on the understanding and importance of Juneteenth. The holiday is observed throughout all company locations.
Newsweek reported 27% of those killed in officer-involved violence in 2021 were Black. Axon aims to obsolete the bullet and our mantra to ensure everyone gets home safe has never mattered more. In late 2021, CEO Rick Smith announced a moonshot goal of reducing officer-involved shootings by 50% within 10 years. Axon has made progress to support the community through its technologies by:
1. Enhancing Officer Empathy and Critical Thinking with Axon’s VR Simulator Training: VR learners are 3.75 times more emotionally connected to the content they learned in training. Axon’s latest VR Simulator provides officers with more access to what they need most — training on how to best interact with the community, de-escalate effectively, and support individuals in crisis. By developing a more effective and impactful way to train law enforcement, officers retain more critical thinking, empathy, and de-escalation techniques, which ultimately impact the community and Black Americans.
2. Protecting Truth with Axon Body Cameras: Axon’s suite of body cameras and Evidence storage have reduced citizen complaints by 88%, use of force by 58%, and officer time in court by 70%. Real-time footage can be streamed to departments to provide police backup when necessary, while also giving dispatch the opportunity to provide resources to officers to better help civilians in crisis. Video reveals the truth while bridging the gap between law enforcement and communities by holding all parties accountable.
3. Accelerating Justice with Axon Attorney Premier – Axon developed the world’s first digital evidence management system to enable prosecutors and defense attorneys to easily manage various forms of digital evidence. The discovery process is fraught with inefficiencies, contributing to lengthy times between arrest and trial and adversely impacting victims and defendants. It also indirectly inadvertently impacts communities of color. In California alone, more than 1,300 people have been in jail for over three years awaiting trial. African American and Latinx defendants are 10-25% more likely to be detained before trial. By optimizing the discovery process, Axon is helping build a more efficient and equitable justice system.Lastly, Axon formed the Community Advisory Council (CAC) in 2021, bringing together community leaders to share perspectives and inform Axon’s products and services. By bringing diverse perspectives to the table, Axon continues to demonstrate commitment to one of its core pillars: centering on racial equity, diversity, and inclusion. It also hosts youth programming in predominately Black and Latinx neighborhoods to provide access to modern technology learning the exposure they need to be aware of one of the fastest-growing work-forces in the nation.
How does your company benefit by being socially responsible in this way?
Axon believes that by building diverse teams that reflect the communities it serves, it makes better products and increases its potential to impact all communities positively. Supporting Black employees and communities is integral to what we do. It’s given the company important perspectives that impact everything from employee experiences to product development. Ultimately, Axon’s JEDI plan and engagement with Black employees isn’t about how it benefits the company, it’s about how the company can most effectively benefit our communities.
Check Out Axon’s Careers Page Here!
What are some of the ways that your company helps out Black employees and communities?
Through our Black affinity group (ERG), we solicit direct feedback from our employees to create initiatives that have a lasting impact. We support our employees of color by fostering a culture that promotes everyone being and bringing their authentic selves to everything we do. We encourage public expression and embrace the celebration of important observances such as Black History Month, George Floyd’s anniversary, Juneteenth, and Kwanzaa.
How does your company benefit by being socially responsible in this way?
Being socially responsible is critical to the success of Newfold Digital. By fostering a culture of inclusion and belonging where everyone can be their true, authentic self, our reward is the exceptional creative solutions we get from our employees. Inclusion enhances innovation, improves creativity, and increases learning from and acceptance of others. Encouraging employees to be themselves provides a culture of trust that empowers people to bring their unique skills and diverse perspectives to work.