Our Commitment to DEI
PROPELLER HOLDS A COMMITMENT TO PEOPLE
This commitment was one of the founding values of the firm, a cultural tenet that informs our business growth, and makes Propeller unique among consulting firms.
Our different backgrounds, beliefs, and perspectives make us stronger, more interesting, and better able to creatively solve problems, work with others, and deliver unique approaches.
The Diversity of Our Team
We know that a diverse workforce and inclusive culture delivers more creative and durable outcomes, for everyone. When we do this right, it makes it possible for every individual to feel heard, supported, and to realize their unique, inspired contribution to the team.
Data accurate as of July 2021
Expanded diversity within Propeller is a primary goal in 2021. We are focused on increasing representation of people who are BIPOC across our leadership and consultant teams, and within our applicant pool.
Equity & Inclusion Practices
We believe that strengthening diversity, equity, inclusion and belonging at Propeller is our responsibility to our employees, clients, and community.
We are committed to fostering a culture where employees can be their authentic selves and do their best work. We have instituted several programs and partnerships to support our continual work-in-progress equity and inclusion practices. We know when we do this right, it makes it possible for every individual to feel heard, supported, and to realize their unique, inspired contribution to the team.
- Internal DEI committee of compensated volunteers
- Standardized rubrics and training across recruiting and talent development
- 3rd party DEI consultant to assess employee performance management process
- Unconscious bias training for recruiting team
- Anonymous feedback channels
- Annual survey to all employees to assess progress
- Internship program for students of color
- All-firm workshops, including: An inclusive culture workshop hosted by third-party expert, A community and resiliency workshop hosted by Propeller leadership team members, a 3-part, employee-led workshop series on intersectionality, microaggressions and having difficult conversations