Inclusion
We plan, produce, and review content for a highly diverse population. To continue to do that well, we place a strong emphasis on inclusion in our workplace. We hire the most qualified candidates for our roles regardless of background, and we’ve seen that our outcomes are strongest when everyone hired to our teams feels welcome and able to contribute from their unique perspective.
What is Steyer doing on the inclusion front?
We’ve done a lot–and we have so much more to do.
Steyer today:
- Women occupy the majority of our leadership roles.
- We have a 58% female, 42% male gender split in our employee base (of employees who self-report this data).
- In our current team, 30% identify as Black, Indigenous, Latino, or Asian; 70% identify as white (of employees who self-report this data.
We don’t capture data on sexual orientation, neurotype, or accessibility needs, but we have meaningful representation from employees along these dimensions as well.
Commitment & Momentum
We’ve worked with The Norfus Firm to re-think our recruiting operations and evolve our culture and strongly recommend their consultancy on inclusion. Our momentum, however, is internal and strong:
Recruiting, interviewing, and promotions
Our team takes intentional steps to diversify our hiring source pools and expand searches to include talent from many backgrounds. We set precise operational goals for our sourcing to ensure we’re not complacent around the types of people we consider for roles, and we stress-test our job descriptions to prevent gender, racial, or other bias. Our interviewing process is designed to accommodate people of widely varying neurotypes, ability, ideological bent, and beyond. While we do hire anew to revitalize and diversify our team, we have a decades-long track record of promoting from within, and invest heavily in executive coaching.
Onboarding and employee support
Our welcome program, training, and employee support services are built with clarity, transparency, and warmth in mind. We offer information in multiple formats and touchpoints over time to ensure all hires hear us in the ways that work best for them. Since Steyer was founded in the mid-‘90s, employee experience has been a top priority for us; thirty years later, we’re proud to continue to invest in support that tells our talent we think of them as individual people, not just numbers or generators of billable hours.
Flexible, results-focused work environment
Steyer’s always had a majority remote work component, and since 2021, we have been a 100%-remote company. We’ve used the decades to build and refine accessible, flexible systems that make it feasible for our talent to drive results from anywhere, emphasizing the value any one person or team can deliver to clients instead of the quantity of seat time. Our systems, management, and deal team roles are in a ROWE, and we’re actively working toward compensation models that aren’t so closely tied to hours for our client account teams, too.
Company event programming
As we put together learning opportunities and company-wide events, we’re intentional about featuring speakers from a variety of backgrounds to reap the benefits of learning from different perspectives. We take care to choose topics (like communication and storytelling) that foster understanding, compassion, and inclusion in our workplace.
CEO Newsletter
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