Inclusion

We believe that diversity across all areas of our business is critical and that a diverse business can only be realized when we create access for all. Therefore, we’re overhauling our diversity, equity, and inclusion policy alongside our newly appointed Senior Director of DEI, Stephen Williamston Jr. We’re excited to launch this soon. For now, take a look at our legacy policy below.

Questions? Reach out to stephen.williamston@tmsw.com or fill out our contact form below.

Our key areas of focus are as follows:

Education: Learning and Development

In 2020 and 2021, our employees undertook the first stages of inclusion training, including recruitment bias training and training on microaggressions. Inclusion training will become part of our ongoing mandatory training programs as well.

Representation: Globally Connected

Our Employee Resource Groups (ERGs) work together to provide global thought leadership, advocacy, and a voice to disadvantaged groups and a sense of community to their members. They also drive allyship and promote intersectional thinking and action.

Our regional inclusion teams are empowered to create inclusive solutions and foster an inclusive culture within their workplaces. They are responsible for providing inclusion output and/or guidance across four core workstreams: culture, communications, acts of inclusion, and measuring progress. They also form a global inclusion team to ensure global connectivity and support and amplify the work of our ERGs.

Transparency: A Feedback Loop

Transparency is a key element of delivering equity within our company. We aim to have clear, robust people policies. We also harness people data to make sure our people processes are equitable and to remove any inequities that emerge. We listen to our people regularly to understand how they feel about equity in the business and take actions accordingly.

Review: Policies and Processes

Complaints Reporting

We are not a status quo company. We want to learn from our mistakes. We have a robust system for anonymously reporting concerns: these are always actioned.

Recruitment Process

We have developed tools, policies, and training to ensure our selection processes maximize diversity, are free from bias, and allow candidates to shine as their authentic, best selves.

Promotion Protocol

We have developed tools, policies, and training to ensure our people processes including promotions, project allocation, and other role changes are fair and free from bias and allow diverse candidates to develop their careers with programs like reverse mentoring.

Accelerate: Opportunities for Career Development 

We will launch a global skills building program and introduce a reverse mentoring program that encourages mutual learning, guidance, and sponsorship.

Community: Supporting Others

We celebrate and amplify the underrepresented through our platforms. We support minority-owned businesses where possible. We enable our employees to make an impact on their local communities through volunteering and fundraising. We also support a wide array of volunteer agencies with skills, education, networking, and financial donations.