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 internally.

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 June 2020, we responded to @600andRising’s call to #CommitToChange and began publishing transparently our company’s commitments and data on diversity, equity, and inclusion. We update this page annually.

Our commitments

We commit to increasing representation across our company, and to openly share the steps we’re taking along with the progress we’re making. 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. Here’s some of our progress on commitments so far:

  • We engaged an expert partner, Zanele Mutepfa-Rhone, to conduct a company evaluation with full team input, and guide the creation of our first formal DEI plan. Our 2021 plan places primary focus on increasing diversity representation within the agency by improving race and gender equity and inclusion. The plan consists of quarterly milestones for internal reporting.
  • We tracked and will continue to publicly report company diversity data annually.
  • We provided bias and inclusion training to our full leadership and management team.
  • We recognized Juneteenth as a paid company holiday for the first time in 2021 and will continue to do so annually.
  • We formed and launched a DEI committee to work in partnership with our People Operations team to put DEI principles into practice.
  • We used our internal culture channels and platforms to celebrate and raise awareness around cultural moments, milestones, and identity.

Ongoing initiatives for 2021 – 2022

  • Conduct at least 4 DEI speaker series events.
  • Greatly increase our talent pool to improve racial diversity in our pre-applicant network, as well as expanding partnerships with diversity-focused talent sources.
  • Implement a code of conduct, and audit all existing policies in the context of supporting diversity.
  • Audit employee compensation to ensure pay is equitable and free of bias or discrimination.

Beyond policy actions, we believe it is important to give material support to organizations supporting justice, equity, and inclusion. To date this support has included the following organizations, a list we will continue to expand:

  • The NAACP Legal Defense & Educational Fund
  • The Equal Justice Initiative
  • #BlackLivesMatter
  • Asian Americans Advancing Justice
  • National Asian Pacific American Women’s Forum

Our data

We are not yet diverse enough in our representation, especially in leadership roles.

Of Grow’s 54 employees, 38 are white and 16 are black, Indigenous, or people of color. 29 of our employees identify as male and 25 female. 1

1 All demographic data for Grow is current as of June 2021