A diverse workplace that comprises people with unique attributes, backgrounds, and ideas is good for business. Plus, it’s the right thing to do.
Part of this commitment is annually publishing data and progress metrics on the diversity of our workforce. We did that in our 2016 Diversity Assessment, and here we do the same with the results from last year’s 2017 assessment.
2017 diversity assessment.
ezCater’s headquarters is in Boston, and we’re about to open a Denver satellite. In each of our facilities, our employee population should reflect the diversity that exists in that metro area. In Boston, we are almost, but not quite, there.
There are places where we get high diversity scores, like our high LGBT or Indian/Native American representation. We have opportunities for improvement: Hispanics and Black/African Americans in particular are underrepresented.
Inclusion is how we get diversity. Fortunately, inclusion is in our DNA.
Diversity is something you measure. Inclusion is something you do: a deliberate act that in turn supports diversity. Since our inception, we’ve made deliberate choices that foster inclusion.
Our doors are open to all humans — except one type. We shut our doors to jerks, no matter how brilliant they are. This one small exclusion leads to very big inclusiveness. The people whom we employ — all anti-jerks — are generous and kind. Generous and kind people are welcoming to others, whether they are similar to us or not.
Our work ethic is supportive of all humans — except one type. We don’t tolerate laziness or disrespect for the work. This one intolerance leads to sane working hours and a huge amount of flexibility around work-life balance. The people whom we employ are engaged in what they do and care about the results they create. Engaged and caring people help each other through ups and downs. Have people in your life — of any age — who always, often, or sometimes need your help? We make room for that. Have a bad thing or a good thing happen to you? We make room for that, too
How we will get more diversity.
Though the Tech Inclusion Pledge does not measure this, we know that minority and female employees do not leave us in disproportionate numbers. That tells us that our inclusiveness is working.
It appears that our first priorities now are (a) to inform and assure all candidates of our inclusiveness, and (b) to find more diverse candidates in the first place. The Marketing team and hiring managers are making headway on (a), and the Talent team is focused on (b). We expect that next year’s survey to show meaningful improvements.
Interested in opportunities at ezCater?