Commit To Change
We recognize that greater representation and diversity starts with transparency and accountability.
Grow seeks to be a positive force for change, both in our community and as we aspire to improve diversity and inclusion within our company.
Grow unequivocally condemns and stands against racism, violence, and hate crimes of any kind. Discrimination and intolerance are contrary to Grow’s values, and frankly unacceptable in our society. We’ll continue working to keep our employees safe at work from racism and discrimination, while speaking up and taking action in support of the health and safety of our team. More broadly, we will continue to look for what we can do to expand safety, wellbeing, and belonging in our communities and the broader industry.
In 2020, responding to the call from 600andRising to #CommitToChange, we made a commitment to increase representation across our company, and to openly share the steps we’re taking to improve diversity, equity, and inclusion within our company and beyond. We welcome and encourage our team’s help and input — both on the company’s overall approach, and on how we can better support them individually.
We update this page annually to report on our commitments, our progress, and our data. Our last update was June 21, 2022.
Key Progress
Since beginning this initiative in 2020, we have…
- Engaged with expert partner Zanele Mutepfa-Rhone to conduct a company evaluation with full team input, and to guide the development of our DEI strategy.
- Created annual plans aligned to that strategy, with a focus on racial diversity.
- Shared annually on this website our updated commitments, progress, and representation data.
- Formed a DEI Committee with the charter to support regular communication, awareness, and celebration of cultural moments throughout the year – a key company DEI goal.
- Adopted Juneteenth as a paid company holiday.
- Created a DEI speaker series, featuring national industry experts and local community leaders, to increase open dialogue within our company and industry at large.
- Given material support to organizations supporting justice, equity, and inclusion, including The NAACP Legal Defense & Educational Fund, The Equal Justice Initiative, #BlackLivesMatter, Asian Americans Advancing Justice, and National Asian Pacific American Women’s Forum.
2022 DEI Plan
Our 2022 plan focuses specifically on improving diversity, equity, and inclusion in our recruiting and hiring processes. The initiatives of that plan are:
- Establish a DEI-centered job posting process.
- Create a database of diversity-centered job posting platforms & talent sources.
- Educate hiring managers on inclusive interviewing, including live training.
- Foster regular communication, awareness, and celebration of cultural moments.
- Update published diversity data (1x annually).
2021 DEI Plan – Progress Report
Our 2021 plan covered a lot of ground, but we had mixed results on progress. We carried forward key initiatives into our 2022 plan, with more focus to strengthen our results.
- Conduct at least 4 DEI speaker series events that celebrate and raise awareness around cultural moments, milestones, and identity – Done
- Identify ~500 new, qualified prospects to improve racial diversity in our pre-applicant talent network – Done
- Secure relationships with 50 diversity-focused talent sources – 50% complete
- Audit employee compensation to ensure pay is equitable and free of bias or discrimination – 50% complete (data-driven benchmarking completed; independent audit not complete)
- Introduce an annual DEI audit of all Grow suppliers and partners, in the context of their diversity ownership and DEI commitments – 40% complete
- Implement a code of conduct, and audit all existing policies in the context of supporting diversity – 20% complete
- Provide leadership development training opportunities for diverse employees – 20% complete
- Complete two+ team trainings on DEI – 0% complete
- Update published diversity data (1x annually) – Done
Our data
We continue to work to improve our representation, especially in director and leadership level roles.
Of Grow’s 46 employees, 32 are white and 14 are black, indigenous, or people of color. 24 of our employees identify as male and 22 female. 1
