Intentional Inclusion in the Workplace: Holding People Ops to a Higher Standard

Across the United States, civil injustice and systemic racism are finally being acknowledged. The workforce, the nation, and the world are waiting for much needed change. The time to do better, be better, and to take action is now—for some of us, it’s long overdue. As employees are struggling and searching for justice, HR professionals and leaders can no longer deprioritize diversity & inclusion (D&I).
At Emplify, we’re working to understand how we can further integrate diversity, equity, and inclusion into the fabric of our organization.
D&I is an intentional focus, not a standalone initiative. We’re committed to building and supporting an inclusive team of diverse individuals—and we’re using data from our own employee survey and insights from engagement data to learn how.
We’ve looked at employee tenure across each important demographic. We’ve studied our salary equity. We’ve looked at the racial diversity of our leadership—as well as our entire team. We’ve analyzed our engagement by demographic criteria. We’ve used data to address the hard truth that while we prize diversity in the workplace, we still have a lot of work to do.
Because of this, the People Ops team at Emplify created a list of actions that will help us do better, be better, and become a more diverse, inclusive organization. Am I worried we won’t achieve all of our plans? Absolutely. Do I sleep better knowing we are holding ourselves to a higher standard? Again, absolutely.
We pledge to take the actions below, and we’ve shared this pledge with our team so they can hold us accountable. We’ll share progress and learning along the way, but we would love to hear what you’re doing in your organization to make changes now.
At Emplify, we’ve committed to pursue diversity in the following ways:
We’ve committed to more than just the actions on this list. We’ve created an entire D&I action plan. We’ll provide updates along the way, but we still encourage questions from our team. Like so many others, I acknowledge that we should have taken these actions earlier, but we’re absolutely committed to meaningful change now—and moving forward.
Our entire company has also gotten behind building a free diversity and inclusion assessment to help evaluate the climate of your organization and team. We’re excited for leaders to get the data they need to inform their D/I strategy.
I’m also proud of our team for contributing time and resources to creating this tool. Our latest press release goes behind the scenes on the science and creation of this new resource.