With Juneteenth arriving once again this Saturday, June 19th, citizens of our society have even more reason to focus on the U.S.’s often hard-to-fathom – and seemingly mutually exclusive – histories of at once both idealizing freedom out loud and operating with a blind eye towards racism behind closed doors. Racism and exclusion of any kind have no place in the modern world, and certainly no place in a country that founded itself almost on the principles of a new birth of freedom.
Considering recent major strides made towards righting these persistent wrongs in our history, the lesson may be that true freedom requires a long, painful birth process. For us, it’s taken almost 250 years from carving the idea into stone to actually behaving with a conscience towards all Americans. And we’re still not there. But thanks to the DE&I efforts of companies like these, American workplaces are forcing themselves into better shape when it comes to equity for everyone.
Why is it important for Conduent to put so much focus on DE&I?
Our focus on Diversity and Inclusion helps create a culture of belonging that inspires respect, inclusion, and connection across more than 22 countries, hundreds of communities, and almost 60,000 associates. We believe that our diversity makes us stronger and together, as one Conduent team, we can make a difference for our associates, communities, and the clients who rely on us to deliver mission-critical services and solutions to millions of customers.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
In the last year, Conduent launched several key initiatives geared toward strengthening our focus on diversity and inclusion. We established a Global Diversity and Inclusion Council to provide strategic guidance and recommendations on integrating D&I into our business; relaunched seven Employee Impact Groups to better support our diverse associate base to help them grow and thrive personally and professionally, and continue our global commitment to support diverse suppliers and small businesses.
Check Out Conduent’s Careers Page Here!
Why is it important for Experian to put so much focus on DE&I?
We aspire to be one of the best companies in the world to work for – a diverse, equitable, and inclusive workplace that our people feel proud to be part of. We have over 17,800 people in 44 countries, 94 different nationalities, and an age profile that spans 5 generations. With such a broad, multi-cultural environment, we want everyone to feel supported, included, and able to grow and succeed. Read more about our commitment to Diversity, Equity, and Inclusion in our 2021 Global DEI report: https://www.experian.com/blogs/news/2021/06/14/greater-diversity-equity-inclusion/
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
United for Financial Health is a global program empowering vulnerable people to improve their financial health through education and action. We’re partnering with 11 non-profit organizations across the globe to deliver tools and resources to reach 35 million people in less than a year. Globally we work with over 25 non-profit and diversity organizations around the world. We became a global signatory of the United Nations Women’s Empowerment Principles (WEPs), which promote gender equality and women’s empowerment in the workplace, marketplace, and community. In North America, every year during Pride Month, we open our ‘swag store’ for business. Employees can buy Experian pride merchandise and all the proceeds from Trevor Project – an organization supporting LGBTQ+ youth through crisis intervention and suicide prevention.
Check Out Experian’s Careers Page Here!
Why is it important for Medallia to put so much focus on DE&I?
Our mission is to help organizations create a culture that values every person and every experience. We believe that everyone working at Medallia should enjoy an experience that enriches their life. For this reason, DEI is an important period. It’s not an elective, it’s not a side project, it’s not something that some companies and industry should or shouldn’t do, it’s imperative. We are talking about people, human lives, and unfortunately in our society, not everyone is treated the same or given the same opportunities, compensation, etc. We also believe that in producing a portfolio of cloud technology solutions we should be aware of our actions and their impact so that they contribute positively to our planet, society, and our families’ wellbeing. We can no longer be silent or comfortable with being simply allies, we must be active accomplices to truly move the needle.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
Medallia sponsors nine officially chartered ERGs, which are Medallian-led communities that are open to all employees, of which all have a healthy budget for programming. Each ERG also is allotted 4 leads to be a part of our ERG Leadership Recognition Program which acknowledges the volunteered employees through compensation. We are also committed to our hiring goals for establishing a more diverse workforce, one goal being to raise the Black Medallian percentage to match that of the United States at 13%.
Check Out Medallia’s Careers Page Here!
Why is it important for your company to put so much focus on DE&I?
Representation and inclusion in education matter and have a deep impact on educational outcomes. That’s why Curriculum Associates has made it an integral part of its mission as an education technology company to close the equity gap and make learning inclusive and accessible for all students. Curriculum Associates is committed to firmly embedding DE&I at not only the product/services level but also in the overall company culture.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
Curriculum Associates is committed to ensuring that its workforce is diverse and fosters a climate of inclusion, with the goal of one day becoming a fully anti-racist organization. We’re doing our part to reduce systemic racism by educating our team and taking active measures to create equitable experiences, become a stronger ally, and build a fully inclusive, multicultural organization one person at a time. Current initiatives include the development of an anti-racist rubric to measure progress, an anti-racist task force, revisiting hiring practices to remove bias and increase hiring diversity, affinity groups, book clubs, learning cohorts, and more.
Check Out Curriculum Associates’ Careers Page Here!
Why is it important for Fiserv to put so much focus on DE&I?
Effective Diversity, Equity, and Inclusion workplace programs create belonging, enriches corporations’ viewpoint, drives innovation revenues, and increases associate retention. At Fiserv, we value diverse thoughts, backgrounds, cultures, and ethnicities because diversity helps us arrive at the best answers to questions, the best solutions for clients, the best workplace for our people, and the best engagement with our communities. Internally, we have executed several successful DE&I programs, including unconscious bias training and a curriculum that focuses on managing diversity in the workplace. We believe in creating an inclusive environment where our 44,000 global associates feel welcomed and empowered to bring their authentic selves to work each day.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
We believe our actions speak louder than words. Fiserv listened to our associates and community partners, which led to the creation of our Forward Together plan – four commitments we set in motion to strengthen the experiences we create for our clients, our people, and our communities. These commitments include improving diversity across all levels of the organization; increasing the number of diverse, small businesses within our strategic sourcing chain; increasing associate awareness, education, and participation in diversity and inclusion programs; supporting community groups with missions focused on human rights, racial equity, and social justice; and investing $50 million to support Black- and minority-owned businesses through our Back2Business program. Additionally, Fiserv’s global Employee Resource Group Program encompasses 6,500 members in 10 countries with more than 60 community partners. Our ERGs are instrumental in driving culture, policy development, engagement programs, recruitment, and so much more.
Check Out Fiserv’s Careers Page Here!
Why is it important for TaskUs to put so much focus on DE&I?
To live up to our mission of empowering people to deliver ridiculously good innovation, true diversity and inclusivity must be a priority. The diversity of our people, our backgrounds and experiences are the strength that allows Us to come up with innovative solutions, make better decisions, and provide unparalleled service to our clients and their customers. We are committed to providing a safe space where our employees can be their most authentic selves, allowing them to thrive at work and in their personal lives.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
Aside from various employee-led DE&I initiatives, we recently launched a self-identification campaign that encourages employees to voluntarily identify themselves and use their preferred names and pronouns in company communications and documents. TaskUs also have Employee Resource Groups across the globe that allows employees to connect with their colleagues, discuss their shared experiences, and organize collective action on social issues that matter to them.
Check Out TaskUs’ Careers Page Here!
Why is it important for Medela to put so much focus on DE&I?
As part of our Medela Cares program, diversity, equity and inclusion is a key area of focus. In addition to offering a competitive business advantage, research shows that successful diversity and inclusion initiatives increase creativity and foster innovation, strengthen financial performance, and significantly benefit employee recruitment, engagement and productivity.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
This year we are investing in activities to ensure fairness, increase the level of talent, and take advantage of the many benefits of diversity. To achieve this, we will be introducing an ambassador program for local company champions, manager training and a new inclusive leadership development program, in addition to expanding our measurement strategy to demonstrate progress when it comes to fairness and equity within our organization.
Check Out Medela’s Careers Page Here!
Why is it important for Leaf Group to put so much focus on DE&I?
Diversity, Equity, and Inclusion programs work towards ensuring everyone in the organization has equal access to resources, growth, and contributing to the company’s success and innovation. At Leaf Group, we know this is an ongoing journey, and we are committed to working hard to integrate DEI programs and resources into the fabric of our company and across our many functions.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
Our family of digital brands is leading the way for DEI initiatives within their industries, creating opportunities for underrepresented communities, celebrating diversity, and raising awareness for key issues and the services that are working to create a more equitable society. We celebrate the work being done across our company and brands. We have also developed a DEI Council that includes representatives from across each of our brands. Members meet regularly to share DEI initiatives specific to their teams and ask for guidance on key programs in the works. An ongoing initiative of the Leaf Group DEI Council is to come together to solve a business challenge that would positively impact our company. We have devoted much of our internal communications channels to educational resources. This includes education for heritage months (Women’s History, AAPI History, Black History, etc) as well as terminologies, reading lists, and other resources. Our people have also come together to create two employee resource groups: Women at Leaf Group, and Veterans and Allies at Leaf Group.
Check Out Leaf Group’s Careers Page Here!
Why is it important for Rev to put so much focus on DE&I?
At Rev, we encourage and celebrate different perspectives regardless of gender, gender identity or expression, age, race, origin, religion, caregiver status, disability, ethnicity, veteran status, or sexual orientation. Multiple points of view fuel our innovation and connect us closer to Revvers, our customers, and each other.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
We recently rolled out our first ERG program last month. We’re also celebrating diversity holidays, so far including Black History Month, AAPI Heritage Month, and Pride.
Check Out Rev’s Careers Page Here!
Why is it important for The Hollister Group to put so much focus on DE&I?
At Hollister Staffing, we are committed to being a diverse and inclusive workforce. Everyone is welcome at Hollister and we encourage our employees to be comfortable bringing their authentic whole selves to work. We value multiple approaches and points of view. We believe diversity drives innovation, so we’re building a culture where differences are celebrated, and where our internal and external talent pool is representative of the diversity within the community we serve.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
1. Hollister’s Diversity & Inclusion Internal Hiring Committee is committed to establishing metrics for which we can hold our team accountable for hiring diverse talent, and identifying ways to grow our network of people, programs, and tools to ensure our pipeline is representative of the diversity within the community we serve.
2. The Hollister Group signed the CEO Action for Diversity & Inclusion™ pledge, indicating that our CEO, Kip Hollister, is committing herself and Hollister Staffing to advance diversity and inclusion within the workplace. We committed to ACT ON supporting a more inclusive workplace for employees, communities, and society at large. As part of this commitment, we pledge to cultivate a workplace where diverse perspectives and experiences are welcomed and respected and where employees feel comfortable and encouraged to discuss diversity and inclusion. Part of the ways we do this is through implementing four key actions:
a. Continue to cultivate a workplace that supports open dialogue on complex, and sometimes difficult, conversations about diversity and inclusion
b. Implement and expand unconscious bias education
c. Share best known—and unsuccessful—actions
d. Create and share strategic inclusion and diversity plans
3. Hollister’s Diversity, Equity, and Inclusion Committee are committed to bringing more awareness regarding DE&I topics in order to better serve our internal teams as well as our talent and clients. We meet on a monthly basis to discuss initiatives and ideas and host monthly micro-learnings to learn about DE&I topics such as: using correct pronouns, microaggressions, and unconscious bias. We are committed to supporting DE&I initiatives both within our company and throughout the community.
Check Out The Hollister Group’s Careers Page Here!
Why is it important for nCino to put so much focus on DE&I?
As nCino continues to grow and deliver a positive impact on our communities, it is vital that our diversity, equity, and inclusion strategies are well rooted within our organization and tied closely to our core values. Our focus on DE&I allows us to make a positive difference in the lives of our employees, in the technology and financial services industries, and in the world. It is also a business imperative. Multiple studies have shown that diversity breeds innovation, which is integral to nCino’s mission to transform the financial services industry.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Any initiatives you’re working on?
One of the most important goals for nCino’s DE&I initiatives is to make sure every employee feels accepted and appreciated for their unique talents and perspectives. One way we do this is through our affinity groups, which help different groups connect with one another and help the broader company learn about and celebrate our different experiences. In addition, we recently started a DE&I series called “Cultural Conversations,” which features both internal and external speakers and focuses on issues such as unconscious bias, building equity in the workplace, and tips for being an effective ally. Finally, we are developing trainings tailored to new and existing employees, senior leaders, and our executive team, as we believe building a truly inclusive culture is everyone’s responsibility.
Check Out nCino’s Careers Page Here!
Why is it important for your company to put so much focus on DE&I?
Karyopharm is committed to improving the lives of patients and those who love them by developing novel therapies to treat cancer and other rare diseases. In order to do this, we require the most diverse, the most unique, and the most authentic team in the industry. We also can only be successful if we have a team that feels supported, encouraged, and respected. It is our firm belief that this is a part of our strength, and it sets us apart. We are incredibly proud of our team who bring with them their range of experiences, backgrounds, languages, and perspectives with them every day to do the work that is so clearly their passion.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
We have found that DE&I initiatives are always evolving and need to be flexible to meet the needs of employees and the changing context of society. Over the past year, Karyopharm has developed a Dialogue on Diversity initiative that brings together a broad range of speakers to discuss topics related to diversity and equality and quite often touches on current events. The program offers company-wide discussions, small group sessions, and 1:1 opportunities in an attempt to meet the needs of many different communication styles. The goal is to offer new perspectives and educational opportunities in areas where so often people tend to shy away from asking questions or engaging in public discussion. We are also very proud of our regular internal awareness campaigns, which offer a variety of opportunities to participate in events centered around monthly awareness themes, such as Black History Month, Pride, AAPI Heritage Month, and so much more. The opportunities for involvement range from the simple and fun, like bingo, talent shows, and cooking classes, to in-depth conversations with community leaders, participation in conferences, and distribution of books and other reading materials that are relevant to the topics. Once again, the goal is to meet people where they need to be met in order to additional insight, perspective, and a welcoming opportunity to explore. Karyopharm is so fortunate to have an internal community that regularly engages in topics that are impactful to so many across the organization and consistently supports our global, diverse team in a number of different ways.
Why is it important for Sunnova to put so much focus on DE&I?
Sunnova CEO John Berger, wanted to build a solar company based on meritocracy and have a workforce that mirrors our hometown of Houston, TX, the most diverse city in the U.S. with 62% of our team identifying as a racial or ethnic minority. We remain committed to respecting all individuals, regardless of race, gender, age, religion, and sexual orientation because we strongly believe that different perspectives bring tremendous value to both our business and personal lives.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
We currently have two programs, but we are working on creating more. Diversity Day – Sunnova employees are given an additional paid day off of their choosing to contemplate the significance of diversity and equality and to reflect on how we can move forward and achieve positive change. Many employees use this day for religious/ethnic observances not covered by the Company’s standard holiday schedule. The Sunnova Women’s Leadership Network – This growing affinity group intends to help foster personal and professional development for the women of Sunnova. Early successes have included a conversation with U.S Congresswoman Lizzie Fletcher and online development courses that are provided to network members.
Check Out Sunnova’s Careers Page Here!
Why is it important for Strava to put so much focus on DE&I?
At Strava, we have focused on embedding our DEI efforts throughout our People strategy across the organization. We believe that people always come first and our goal is to foster a culture of equity and inclusivity. We acknowledge the systemic obstacles that disproportionately affect underrepresented communities and we believe it is on all of us to foster teams that elevate unique perspectives so that belonging can be felt in every room. Our primary efforts have been with our internal employees and how to create safe spaces for meaningful conversations. As we continue to evolve our DEI strategy we will be building towards DEI being a core part of every internal aspect of our employee culture.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
Our DEI goals can be summarized under four key pillars 1. Building a diverse team that focuses on bringing in teammates from underrepresented communities. 2. Supporting BIPOC teammates and ensure that they have communities and support to grow and develop throughout their tenure. 3. Creating a shared language within our company culture and equip our teammates with the tools and resources to discuss race, racial inequity in order to better understand and interrogate their own beliefs and experiences. 4. Hold ourselves accountable for measurable results that help us understand how we are tracking towards our commitment.
Check Out Strava’s Careers Page Here!
Why is it important for Shearer’s to put so much focus on DE&I?
Diversity drives different thought processes and ideas that create better business results. Mirroring our consumer base is very powerful.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Any initiatives you’re working on?
Education and training are a key part of our DE&I journey. It is important that our team members understand their biases in order to be better leaders and teammates.
Check Out Shearers’ Careers Page Here!
Why is it important for Clearcover to put so much focus on DE&I?
From a people standpoint, we want our team to feel 100% confident showing up as themselves at work. We’re focused on delivering a positive employee experience for everyone… to do that, we look at our culture through an equity, diversity, and inclusion lens. From a business perspective, diversity drives innovation. The more unique the voices, attitudes, and experiences influencing the development of our product, the richer the outcome.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Or any initiatives you’re working on?
Clearcover established an Equity, Diversity, and Inclusion Council (EDIC) made up of a diverse group of employees and sponsored by one of our co-founders and Chief Operating Officer, Derek Brigham. After surveying employees about the types of events they’d like to see, the council created a calendar of initiatives to be celebrated and recognized internally. One of the first initiatives is around Juneteenth – a day that celebrates and commemorates the ending of slavery in the United States. The team is crafting a celebratory and educational message for company-wide distribution and will also host educational zoom sessions. Finally, Clearcover is recognizing Juneteenth as a paid holiday, effective June 2021. We’re committed to equity, diversity and inclusion and believe in demonstrating our commitment.
Check Out Clearcover’s Careers Page Here!
Why is it important for VoteBash to put so much focus on DE&I?
We have found diversity to be a main asset in our organization, leveraging the uniqueness brought to the table by each and every member of our family. Through equity and inclusion, we earn deeper trust and commitment from our team, unifying us together, which is why we respect the unique needs and perspectives of all our members.
Can you share with us 2-3 DE&I initiatives or programs you have in place at your company? Any initiatives you’re working on?
At VoteBash, we set in place true leadership, invested in the personal development and well-being of each and every individual to support one another to grow and show up as our best selves. On top of that, we celebrate the uniqueness of one another and respect each and every member’s beliefs.