Our DEI Plan

ParkerBeth partners with our clients ensuring a strong DEI experience when recruiting for their organizations. We have an opportunity to influence and guide our recruitment practices toward ones that are more diverse, equitable, and inclusive. By actively promoting DEI principles and providing education and guidance, we all have the ability to contribute to building a more inclusive workforce.

DEI Mission Statement

At ParkerBeth, we are committed to fostering a diverse, equitable, and inclusive environment in all aspects of our operations.

We believe that diversity strengthens organizations and communities, drives innovation, and creates opportunities for all individuals to thrive.

Our mission is to build a culture that celebrates differences, ensures equal access to opportunities, and promotes a sense of belonging for every candidate and employee we engage with.

We strive to provide exceptional recruitment services that prioritize diversity, equity, and inclusion, helping our clients and candidates realize their full potential.

Through our actions and partnerships, we aim to drive positive change, challenge biases, and create a more inclusive workforce for a better future.

ParkerBeth’s Internal Diversity, Equity, and Inclusion Plan:

Company Culture

  • Foster an inclusive and welcoming company culture that values and respects diversity.
  • Encourage open and respectful communication among employees, emphasizing the importance of diversity and inclusion.

Job Advertisements

  • Craft inclusive job descriptions that appeal to a diverse range of candidates.
  • Use gender-neutral language and avoid biased or exclusionary terms.
  • Highlight the agency’s commitment to diversity and inclusion in job postings.

Candidate Sourcing

  • Implement a diverse candidate sourcing strategy that targets a broad range of talent pools.
  • Partner with diverse professional organizations, universities, and community groups to expand the reach and accessibility of job opportunities.

Candidate Selection Process

  • Establish structured interview processes that focus on merit, skills, and qualifications, ensuring fair evaluation of all candidates.
  • Provide unconscious bias training to interviewers to mitigate any potential bias during candidate assessments.

Employee Resource Groups (ERGs)

  • Encourage the formation of ERGs that represent various dimensions of diversity (e.g., race, gender, sexual orientation, ability) to foster a sense of belonging and provide support and networking opportunities.

Training and Education

  • Conduct regular diversity and inclusion training sessions for all employees to raise awareness, build empathy, and promote inclusive behaviors.
  • Offer ongoing professional development opportunities to employees to enhance their understanding of diversity and inclusion topics.

Inclusive Policies

  • Establish and enforce policies that promote a discrimination-free workplace, including anti-harassment, anti-discrimination, and equal opportunity policies.
  • Offer flexible work arrangements and accommodations to create an inclusive environment for employees with different needs.

Data Collection and Analysis

  • Collect and analyze demographic data of applicants, hires, and promotions to assess the effectiveness of diversity and inclusion initiatives.
  • Use the insights gained from data analysis to identify areas for improvement and make data-driven decisions.

Accountability and Reporting

  • Set measurable goals and regularly track progress toward diversity, equity, and inclusion objectives.
  • Create and maintain a comprehensive diversity report that outlines achievements, challenges, and future initiatives related to diversity and inclusion.

Ongoing Evaluation and Improvement

  • Continuously evaluate the effectiveness of diversity and inclusion initiatives and seek feedback from employees and stakeholders.
  • Adapt and refine strategies based on feedback and changing needs to create a more inclusive environment for candidates and employees.