At Centric Consulting, we believe a diverse, inclusive and equitable work environment is essential to the work we do as a digital, business, and technology consulting firm.
We continually strive to ensure our company is a place where all people feel like they belong and are respected and valued regardless of who they are, where they are from, and what experiences they’ve had. Beyond being the right thing to do, it is a business imperative that is fundamental to how we bring our mission and values to life.
Our goal is to continuously create a culture focused on diversity, inclusion and belonging (DIB), enabling every person to reach their full potential, working together to provide the highest value and quality services to our clients while maintaining a work-life balance.
Centric Together: Navigating a Better Future
In 2020, we created a leadership-driven initiative called Centric Together. This initiative was created to challenge our ways of thinking and behaving so that:
- We constantly grow in our diversity at all levels.
- Every individual is seen, understood, valued, and included. Every individual is accepted for who they are and comfortable being their authentic selves.
- Clients and the outside world see us as having conviction and taking action to continually better ourselves, our company, and our communities.
“We are made up of individuals from different backgrounds and experiences with an array of ideas and working styles. We strive to embrace this diversity and leverage it to better our Centric community as well as to increase our delivery capability to our clients. We talk about creating a company that’ll last 100 years…I have no doubt that will happen.”
Centric Together consists of several sub-teams dedicated to specific needs within our company related to DIB. Each has its own goals, but they come together as their objectives overlap. They are:
Centric Together is the natural evolution of our long-standing diversity and inclusion program. Its mission is to bring unmatched experiences to all corners of our organization by purposefully and creatively becoming broader in diversity, and deeper in acceptance, empathy, and belonging.
Leadership Awareness and Growth
DIB can start anywhere, but we know it needs to start with our leaders. We are dedicated to training and educating all our leaders on diversity, inclusion, equity and belonging initiatives,
while also helping ensure diverse members of our teams have every opportunity available to become leaders.
We want our leadership team to reflect and embrace the diverse world we live in.
Diversity in Recruiting
To build a better company, we need to get more creative and purposeful in attracting and hiring a more diverse employee base. We need to remove unconscious biases from our recruiting efforts. We recognize that everything from where we source new recruits and how we write our job descriptions to when we conduct interviews can limit the type of people we recruit, so we’re removing those initial barriers.
Marketing and Communications
The best way to hold ourselves accountable to our DIB commitments is by sharing those commitments with the world. Further, how we communicate, both internally and externally, matters. We don’t just need consensus around how we write and speak about diversity, equity and inclusion — we also need to evaluate our everyday language, whether we’re promoting national campaigns or creating a new proposal to a client.
Learning Resources for All
As we build our training materials and encourage everyone to participate in DIB, we must align on the training materials and types of learning resources we’re using. We know not everyone is starting in the same place or will think the same thing at the same time, so the resources we gather and develop can reach our team members no matter where they are. We must also ensure our learning resources benefit everyone, no matter how they learn best.
Forums and Feedback
To guarantee that we continuously improve DIB
initiatives and achieve our mission to create unmatched experiences for all, we commit to building new platforms — and examining existing mechanisms — for collecting employee feedback. Through our Forums initiatives, we plan to create opportunities for ongoing group dialogue on a variety of DIB topics. We’ll also revamp our annual employee feedback survey to make it more inclusive and impactful.
Communities of Interest
Employee Resource Groups (ERGs) are voluntary, employee-led groups that can help internal diverse communities find camaraderie outside of their immediate teams, foster natural mentorship, and create open lines of communication between employees and leadership. We are both actively developing those ERGs and keeping apprised for when we need to establish new ones as the diversity within our company expands.
“Ignite Passion for the Greater Good” is one of our core values. As such, we knew we needed to create a sub-team dedicated to community outreach and creating a common philanthropic purpose within the DIB space, working to break down inequities in partnership with nonprofits as we can. We have chosen the theme of “Bridging the Digital Divide” and are actively developing community programs across the company to fulfill this mission.
We’re committed to supporting underrepresented populations within our company and in our communities. Examples include:
- We support the Wounded Warrior Project, which assists wounded veterans with their transition to the workforce.
- Our local business units partner with organizations like Boys & Girls Clubs of America and Big Brothers Big Sisters, both of which focus on improving the lives of children across the country.
- We are a Corporate Member of The WIT Network, a “global community of professional women and men who advocate for women and girls to study STEM and enter the technology sector professionally.”
“As a mother of two young children, my availability and time commitments sometimes differ from my colleagues. However, this has never been an obstacle. Everyone at Centric has always been open and accommodating to solutions that will work with my situation. Thus, I am able to give my best to both my family and to Centric.”
Whether parents need to drop their kids off at daycare after 9 a.m. or an emergency comes up in the middle of the day, we want everyone to know they’re not tied to their computer.
A primarily remote company from day one, we’re devoted to ensuring all employees have a balanced life. It’s even one of our core values. As such, employees can work a flexible schedule as projects allow and from anywhere they need. Other examples of our drive for balance include our self-managed PTO plan, paid parental leave for new family additions, including foster and adopted children, and support for mothers returning to work after birth.
We also offer flexible health care benefits options, designed to allow employees to make choices that make the most sense for them based on their personal situation. Health care benefit plans include coverage for spouses, domestic partners, and/or family if elected.
Equal Employment Opportunity Policy
Centric affords equal employment to all qualified individuals, without regard to race, color, religion, gender, national origin, ancestry, age, disability, military or veteran status, sexual orientation or gender identity, genetic information and any other classifications protected by law. This policy applies to hiring, tenure of employment and all terms and conditions of employment, including, but not limited to, promotion and development, assignment, transfer, compensation, benefits, discipline, demotion and recreation provided by Centric.
This policy is more than an effort to comply with the law. We firmly believe that everyone, regardless of any classification protected by law, should be treated equally and fairly.