As an organization, we have spent a lot of time identifying, planning, and executing how we can make meaningful change to address the effects of systemic racism, sexism, homophobia, and bias. As one step toward greater accountability, we’re proud to publish our DEI charter on how we support diversity, equity, and inclusion at Postlight, within the tech industry, and beyond.
As part of our mission and values statement, Postlight has committed resources to DEI initiatives since day one. But the events of 2020 jolted our DEI work into an even more critical state. We realized that we needed to be more effective and that to do so, our DEI efforts couldn’t originate from only our leadership team — we needed to get all of our team members involved. Here are a few of our first steps:
Established our first Employee Resource Group
Formed our employee-led Action Committee, charged with allocating $300K to not-for-profit efforts dedicated to building an anti-racist society
Launched our Lunch and Learn series, which included topics such as Gender 101 by Tuck Woodstock and conversations about social identities and intersectionality with Keywuan Caulk
Made DEI a focus of our goal-setting exercise for 2021
DEI work is part of everyone’s job here at Postlight, and we are committed to making meaningful change both internally and through our work with clients. This past year, our team has had some great conversations around DEI, but we recognize that we still have a long way to go. We look forward to continuing those conversations and growing our DEI efforts indefinitely, and we’re excited to share our plan.