Here at TrueMotion, International Women’s Day is more than an annual celebration. It’s a natural time for us to stop and think about what we’re doing to create a more diverse, equal, and inclusive company culture, and how we can improve as an organization.
Each year, we focus on a different theme for International Women’s Day. This year’s theme is Each for Equal. It means that everyone has a responsibility to fight stereotypes and bias, and lift each other up. The environment we build has a positive impact on our team, our company, and our community.
Last year, TrueMotion launched a diversity, equality, and inclusion initiative on International Women’s Day. So how are we promoting equality and diversity every day, and what have we learned?
To find out, we sat down with Nicole Keegan, our Director of HR.
How do we encourage diversity at TrueMotion?
It all starts with recruitment. We source candidates from diverse channels, so we get more diverse candidates. For example, we work with an incredible organization that teaches students from underserved communities how to code. We also ensure that our job descriptions are inclusive – we don’t want anyone to feel like they shouldn’t apply.
Once an employee is hired, we want them to feel safe, accepted, and heard. It’s our job to promote an authentic culture where everyone can bring their true selves to work.
So how do we do this? We try to design our processes so that they’re autonomous and can’t be influenced by human bias. For example, employees can request their own promotions which go straight to leadership. We’ve also done company-wide trainings on unconscious bias, feedback, and inclusiveness.
Can you give some examples of trainings we’ve done?
First off, we never want to put the burden of fitting in on others. It’s up to us as a company. So, we let the TrueMotion team choose the topics that interest them.
In 2019, we hosted a series of trainings for managers and executives. These were focused on how to better manage individuals who are different from you. They talked about how to coach people, effective communication in one-to-one meetings, and more. We also had female-focused training sessions for our Women in Motion group.
How long did it take to kick off our diversity, equity, and inclusion initiative?
It was a long process! We started building it out at the end of 2018. We created a strategic framework, got executive buy-in, and got our budget approved. Then, we designed our programming for 2019.
We started out by creating our first employee focused group, Women in Motion. We launched our initiative on International Women’s Day 2019 during a company-wide celebration!
Why did we start these programs?
Not only is it simply the right thing to do, but our team genuinely wants these programs. Whenever we conduct internal surveys, our team always requests more diversity, equity, and inclusion training. Our employees really want their teammates to feel like they belong.
What have we learned that other companies can learn from?
Diversity, equity, and inclusion efforts are multifaceted. These efforts need to come from the team. HR and People Operations teams are there to organize these efforts and move the needle when needed. But this is all driven by each and every team member. That’s how it should be – it’s all about the people.
We made a lot of progress since last year’s International Women’s Day, but we know that change takes time. In 2020, we’ll focus more on how people identify. We know that this will help us continue to drive momentum toward equality in the workplace and beyond.
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