We believe that our commitment to DEIB makes us a more effective company. It helps us make better decisions, work more effectively with our clients, and be more resilient. And, we think it creates a more engaging and enjoyable workplace, which helps our employees thrive over the short and long term.
We’re intentional about creating a company that embraces diversity, advances equity, and fosters an inclusive environment where everyone feels a sense of belonging. Our commitment to Diversity, Equity, Inclusion, and Belonging (DEIB) is central to our mission of promoting progressive social change, and a crucial component of our core value “Make Space for Everyone.”
Here are a couple of the ways we seek to live out this value, though we remain dedicated to growing our tactics for building a more inclusive workplace:
- Equity, Representation & Culture Committee (ERCC)
The ERCC is a volunteer committee of employees at GetThru whose goal is to engage all of GetThru in anti-racism & anti-bias education that centers and lifts up our colleagues who are Black, Indigenous and POC; our female colleagues; our colleagues who identify as LGBTQ; and also our colleagues with disabilities; as well as our colleagues from other underrepresented groups. It aims to create a culture that openly embraces all types of people for who they are and have our company policies follow suit. The ERCC champions its mission by monitoring equality and diversity matters in the company, providing support and guidance for GetThru's equity and representation strategy, policies and action plans, and evaluating action and progress made in key areas of business activity across the organization.
- Monthly Anti-Racism Workshops
We have had the incredible opportunity to work with a BIPOC and woman-managed nonprofit organization on facilitating monthly workshops for everyone at GetThru. We take the work of uncovering and dismantling systemically oppressive ideas and practices within ourselves and our organization seriously, and our workshops have been instrumental in allowing us the space for self-examination, radical candor, and change.
Our overarching goal is to build a company that reflects the diversity of the United States, and we recognize that we have considerable work to do to meet this broad goal. By the end of 2026, we aim to have a company that is 40% BIPOC and 50% non cis-man. We made our first full-time talent acquisition hire and are iterating on our hiring processes to reduce bias and increase representation across all levels of the company.
- Growth Opportunities
We piloted an apprenticeship program to experiment with formal mechanisms for helping employees develop skills for possible role changes, make lateral moves within the company, and better ensure equitable access to opportunities, particularly for employees from underrepresented groups.
We partnered with a woman-managed compensation consultant to audit our compensation practices with a DEIB lens. We are in the process of updating those practices and policies to ensure that people with the same roles and responsibilities are paid equitably, that compensation decisions are made in the same way across departments and managers, and that we are minimizing implicit bias in all compensation-related decisions such as salary offers and raises.
We acknowledge moments such as Black History Month, Pride Month, and Indigenous Peoples’ Day with company-wide Slack posts and invite employees to engage or reflect with resources to further their understanding and uplift the communities we are celebrating. We also made Juneteenth (June 19) a company holiday.