It is no surprise that diverse organizations have higher employee engagement, innovation and attract top talent. With 850 team members located across more than 12 countries, our people represent diverse cultures, socioeconomic backgrounds, education, and religious beliefs – highlighting how truly multifaceted Nintex is.
As Nintex began our Diversity, Equity, and Inclusion (DE&I) journey, we made a commitment to our team members to have a diverse, equitable, and inclusive work environment where every person felt a sense of belonging and was empowered to reach their fullest potential. We also wanted to create a program that embodied one of our Core Tenets – operate with respect and consideration.
To ensure our DE&I strategy is right-sized for our organization we are creating genuine, practical, and tangible initiatives not only supported by our leadership team but also backed by our entire workforce.
In order to do this effectively, we have targeted three initial focus areas: awareness, advocacy, and assessment.
It is important to inform, educate and develop our team at Nintex to interact inclusively in a diverse environment. We have so many different backgrounds yet had not taken the opportunity to celebrate visibly or consistently. We recognized that each of the countries we operate in had their own practices around diversity, so we wanted to take advantage of the great activities that were already taking place.
To do this, we have globalized our Culture Committee, led by the Office Admin, HR and Facilities teams. This committee will ensure cohesive communication channels and maintain connection points focused on culture. While we still plan to leverage each offices current committees to drive initiatives, we will have a consistent experience for our employees globally and will be able to incorporate more DE&I awareness and celebration.
In addition to our globalized approach on culture and celebration, we also will be offering targeted and specialized trainings that will provide insight not solely on diversity, equity, or inclusion but also include intersectionality. Topics such as Unconscious Bias, Allyship, and Bystander trainings are important for our employees to have in their toolkit. Trainings and resources will be offered on a quarterly basis to our global teams.
We also want our employees to educate their peers. Dialogues on Diversity is a series that Nintex launched in early 2021 that focuses on awareness of underrepresented groups and their experiences. Whether that be Ramadan traditions from our colleagues in Kuala Lumpur, our South African team celebrating what Women’s Day means to them, or a Pronouns Session led by Seattle Pride – the Dialogues on Diversity series can be employee-driven or externally facilitated and is meant to showcase what and how diversity can shape and show up every day at work and in the world.
As we mature our DE&I program we also recognize the importance of support and advocacy. At Nintex, we are launching Employee Resource Groups (ERGs) whose sole purpose is to provide a welcoming and inclusive environment for all team members. Each Employee Resource Group is open to all employees, is voluntary and employee-led. Meetings will be held monthly and facilitated by an ERG Lead.
Nintex currently has four groups:
- “Power & Privilege:” supporting and advocating for BIPOC team members)
- “Prism:” fostering and promoting inclusivity for LGBTQIA+ team members+
- “WIN:” driving dialogues, development, and parity for Women in Nintex
Community support ERGs:
“Goodwill Hunters:” helping as many charities and causes as possible globally, with diverse backgrounds and needs
The Employee Resource Groups will start out global but we anticipate that as interest grows, these groups will spin off into specific countries and additional diversity ERGs and Affinity Groups will be created.
While we have a great start to our DE&I program, we understand that there are still unknowns to creating an inclusive environment and understanding the depth of diversity we have in our organization. Because of this, Nintex will be conducting a DE&I organizational assessment that will allow us to identify more focus areas and key priorities for our next phase of the program. This assessment will also allow us to better understand the diversity that exists in Nintex and the experience of each of our team members. We can also begin to assess policies, programs, and practices for equity.
All of this is just the beginning. As we continue on our DE&I journey we will be expanding community outreach and bringing awareness to local DE&I causes, reviewing our recruitment and hiring practices, and continuing our inclusive skill development efforts, with our overall aim to move from DE&I being a program at Nintex, to really an ongoing, integrated practice in how we operate.
I encourage you to experience what makes Nintex a special place to work by visiting our Careers page of Nintex.com.