Our organization is deeply committed to creating a positive and inclusive workplace culture. We have implemented several initiatives to enhance internal culture and ensure all team members feel valued and included, regardless of their location. Here are some key strategies we have adopted:
Virtual Team Lunches: To foster camaraderie and ensure everyone feels connected, we organize regular virtual team lunches. These events are inclusive of all team members, regardless of their geographical location, and are fully funded by the organization. This initiative helps break down barriers and encourages informal interactions, strengthening team bonds.
DiSC Assessment Training: Understanding that effective communication is crucial for a cohesive team, so last fall, we held a DiSC assessment training with the full team. This training helped team members gain insights into their own communication styles and those of their colleagues. By understanding these differences, we can work together more effectively and create a more harmonious work environment.
Celebrating employee achievements: Each month, we feature a section in our team newsletter dedicated to celebrating our employees’ lives outside the office. We take pride in recognizing their families and personal lives to the extent they feel comfortable sharing. As a team, we want to see what is happening outside of working hours with one another and value those who would share that part of themselves with our team.
Promoting DEIB awareness outside of the office: We spotlight topics of interest within the DEIB space that may be unfamiliar to some employees. This includes sharing information about national DEI holidays and cultural celebrations. Our goal is to increase awareness and understanding of these important topics, thereby promoting a more inclusive and informed workplace.
This year, we are working on two innovative programs designed to support our employees’ growth and foster a more connected and engaging work environment.
Mentorship Program: Recognizing the unique needs of our small company, we are developing a mentorship program tailored to meet our employees where they are now and help them achieve their future career goals. Unlike traditional mentorship programs found in larger organizations, our approach is more personalized and sustainable for our size. The program aims to provide clear paths for growth and professional development by facilitating meaningful connections between managers and team members. Through regular one-on-one sessions, mentors will offer guidance, share experiences, and help mentees navigate their career journeys. This initiative underscores our commitment to investing in our employees’ long-term success and creating a supportive environment for continuous learning.
Coffee Bingo Program: To enhance our remote work environment and foster a sense of camaraderie, we are excited to launch the “Coffee Bingo” program. Each employee will receive a bingo card featuring the names of team members. The goal is to set up virtual coffee chats with colleagues (with the cost covered by the company) and fill in the corresponding spaces on the bingo card. Prizes will be awarded for achieving bingos and completing blackout cards. This fun and interactive initiative encourages informal interactions, strengthens relationships, and brings more warmth and connection into our daily work lives. By promoting regular, casual conversations, we hope to create a more cohesive and engaged workforce.
These programs reflect our dedication to creating a positive and inclusive workplace culture. We believe that by investing in our employees’ development and fostering meaningful connections, we can build a stronger, more resilient team. We are excited about the potential of these initiatives to enhance our internal culture and support our employees’ personal and professional growth.
Embedding equity into our organizational culture is a core commitment we approach with intentionality and dedication. Here are some key initiatives we have implemented to ensure equity is at the heart of our operations:
Revamped Hiring Practices: We updated our hiring processes to incorporate equitable practices that minimize personal biases. This includes implementing blind recruitment techniques, using diverse hiring panels, and partnering with local DEI-focused organizations to post job openings. By doing so, we aim to reach a broader and more diverse pool of candidates, ensuring that our recruitment efforts are inclusive and fair.
Equitable Policies and Benefits: Our company policies and benefits are designed to support all employees equitably. This includes offering comprehensive healthcare benefits and flexible working arrangements. We continuously review and update our policies to ensure they meet the diverse needs of our workforce and promote a culture of fairness and inclusion.
Leadership Commitment: Our leadership team is fully committed to our equity initiatives. They actively participate in and support our DEI committee, ensuring that equity goals are integrated into our strategic planning and decision-making processes. This top-down commitment is crucial for driving meaningful change and fostering an inclusive organizational culture.
Partnerships with Professional Organizations: We have established strong partnerships with local women’s professional organizations, such as We Inspire Promote Network (WiPN) and Professional Women in Investment Management (PWIM). These partnerships provide valuable networking opportunities, resources, and support for our employees, particularly women, and help us stay connected to broader DEI efforts within our community.
Summer Reading Program: For several summers, we have successfully conducted a summer reading program that engages our team in meaningful discussions. Each year, we select a book that covers important topics, such as recognizing our biases. A member of our team facilitates a series of discussions about the book, which has consistently sparked insightful conversations and deepened our understanding of these critical issues. This program not only promotes personal growth but also strengthens our collective commitment to equity and inclusion.
Internal DEI-B Training: This fall, we are planning an internal continuing Diversity, Equity, Inclusion, and Belonging training session when our full team gathers in Portland. While the specific topic for this training has not yet been chosen, we are dedicated to selecting a subject that will further our DEI-B goals and provide valuable insights for our team. These training sessions are an essential part of our ongoing efforts to create a more inclusive workplace and ensure that all employees feel valued and supported.
One of the most impactful experiences we have had with Partners in Diversity was attending a virtual Breakfast of Champions event, which focused on inclusive hiring practices. This event was a turning point for our organization in terms of how we approach DEI-B in our hiring processes.
We are grateful for Partners in Diversity’s valuable insights and support and look forward to continuing our collaboration to further our DEI-B efforts.
