Uniting Through Change: Our Commitment to Diversity, Equity, and Inclusion
June 2, 2021
Hindsight is 20/20, and if the year of 2020 taught us anything, it is that change is good, awareness is paramount, and action is necessary. At Clarabridge, we have always been committed to ensuring we have a positive and welcoming company culture; however, there is always more that can be done. The past year has challenged us to look inward to ensure equal opportunity and growth for all employees, new and tenured. As the Diversity & Inclusion movement confronts hard truths and allows opportunity for education, action and change, we are optimistic that we can do better and will do better.
What is Diversity & Inclusion?
In simple words: Vernā Myers, a leading inclusion strategist recently hired by Netflix, describes the difference between the two terms this way: “Diversity is being invited to the party. Inclusion is being asked to dance.”
A common misconception with Diversity & Inclusion is that it is a change that happens overnight. A process this detailed and sensitive does not get fixed so simply. Instead, D&I should be looked at as a journey, a constant moving commitment and alignment, hitting milestones and challenges along the way. Understanding steadfast investments of time, learning, and implementation will be needed by all to ensure we take this journey together. Clarabridge is dedicated to listening, acting, and making sure all our current and future employees have a platform of self-expression and representation, and a seat at the table to listen and be heard.
Why is Diversity & Inclusion Imperative?
According to a recent study, “In the 18th annual global CEO survey by PwC, 85% of the surveyed CEOs whose companies have a formal diversity and inclusiveness strategy said it improved their bottom line. Also, two reports from McKinsey noted that a 10% increase in racial and ethnic diversity on the senior executive team resulted in a 0.8% rise in earnings in the U.S., while a 10% increase in gender diversity resulted in a 3.5% rise in earnings in the U.K. Their research showed that companies that are more gender diverse are 21% more likely to outperform others; those which are ethnically diverse are 33% more likely to outperform others.”
Simply stated, organizations that make D&I a priority are better for it. Yes, a diverse workforce impacts the bottom line, but moreover, varied perspectives and experiences allow new opportunity for employees and corporations alike.
Clarabridge is dedicated to expanding our conversations to include topics that might be tough. We are determined to hit hard conversations head-on and to continue to do right by our employees and those who eventually join our organization. We are committed to stand for equality, and as we continue to expand our teams, we are committed to continue to develop a more diverse, balanced, and equalized environment for all. We don’t look for just a culture fit but a culture add. We look forward to continuing to hire those who bring valuable perspectives to challenge norms and drive change.
Clarabridge’s D&I Committee is open to all employees with the purpose of driving change in our teams, company, and communities. By encouraging diversity, inclusion, and self-expression, we truly hope to continue to foster an environment where groupthink becomes diverse and differences are celebrated. Backed by our Executive Team, our D&I Committee pushes forward to safeguard our mission of equity, inclusion, and diversity.
Our D&I Mission Statement.
Clarabridge is dedicated to driving change through listening and understanding. Our mission to support and understand our employees is no different. By embodying our values, the Diversity, Equity, and Inclusion Committee will ensure Clarabridge’s culture continues to listen, transform, and foster a safe and inclusive workspace.
Our mission to lead by example transcends our time at Clarabridge and creates a path forward for all employees to drive change now and in the rest of their lives moving forward. The matter at hand is not that of a bottom line or corporate agenda, rather one of equality and living by the Culture Code we hold so dear. We do not just want everyone at the party; we want them all to dance.
Aimee Larrain is the Manager of Talent Acquisition and has been hiring top talent for Clarabridge for over six years. A graduate of Southern Illinois University, Aimee is a mid-western transplant passionate about all things hiring and family. Her shift from healthcare public relations and four years of prior recruiting experience led her to Clarabridge where she has piloted initiatives for college recruiting and intern programs, partnered with leaders to create short and long-term hiring strategies, and continues to drive brand and employee culture awareness.