NIMBL strives to have a work culture in which everyone’s voice is valued, and one where our team members have a sense of belonging and connection with one another and to the organization. To foster diversity and inclusion (D&I) within the company, a D&I team was formed in 2021 to research, develop, and propose mechanisms that enhance a supportive, positive, and inclusive work environment for everyone at NIMBL.
Commitment to Diversity and Inclusion
At NIMBL, we understand the importance of creating an environment in which all of our team members feel valued and empowered to do their best work and bring great ideas to the table in the pursuit of our vision towards excellence. We recognize that each employee’s unique experiences, perspectives, and viewpoints add value to our ability to create and deliver the best possible service to our clients. Given that our individual social, economic, and cultural identities shape and influence our experiences and perspectives, it became obvious that ensuring diversity in our workforce and practicing inclusivity while working together results in our ability to deliver our best work. NIMBL’s D&I initiative is aimed to foster an environment that attracts the best talent, values employees’ unique viewpoints, and encourages innovation while maintaining integrity in pursuit of our company’s success.
NIMBL’s D&I team is a group of employees that meet regularly to discuss methods that build and foster diversity and inclusion at the company. Grounded in research and data on effective practices, the team focuses its efforts on the following activities:
- Building competency to lead and manage a diverse workforce.
- Enhancing our work environment to ensure equal access to opportunities for professional growth and advancement.
- Developing cultural competence and responsiveness, as an organization, to maximize our effectiveness in project engagements with clients, considering and respecting our unique perspectives, experiences, and needs.
D&I Objectives, Programs, & Events
To cultivate Diversity & Inclusion at NIMBL, the D&I Team established a set of objectives:
Open the line of communication between staff and the NIMBL Leadership team to discuss the current work culture and provide feedback on what can be improved to promote cultural inclusivity. This open line is also intended to generate ideas that support short and long-term goals to meet the organization’s current and future workforce needs.
Be a spokesperson. The D&I Team serves as a communications vehicle to Leadership, as well as across the organization, by giving employees a safe platform to voice their opinions and ideas. We also recognize the importance of tone in messaging and are conscious for our tone to be inclusive so it does not discourage employees to speak up.
To give a platform for our staff, we hosted a “Women in Tech” panel in March where NIMBL employees and partners’ staff were invited to hear women discuss their experience in the workplace and the biases they have faced. To continue these discussions, we are hosting another panel in June titled “Non-visible Disabilities/Unconscious Bias in the Workplace,” that will highlight the challenges employees overcome with invisible illnesses.
Develop internal learning opportunities that encourage staff participation to develop and deepen personal understanding of inclusion and equity both in the workplace and at home. To aid this objective, we actively look for opportunities where staff can engage with broader communities to learn about and promote equity, social justice, and inclusion.
As a learning opportunity, we host a monthly book club that features stories from marginalized groups that gives employees a glimpse into another perspective. In our most recent discussion, we read The Boys in The Boat by Daniel James Brown.
Hold ourselves accountable by conducting a self-assessment each year to determine committee effectiveness by reviewing the team’s accomplishments, responsibilities, challenges and barriers encountered, and recommendations for improvement.
While the D&I team is still developing, we are excited about the wide variety of opportunities that will increase diversity and inclusion in our organization. Additionally, we look forward to presenting learning moments for our staff to attain a deeper understanding of why diversity and inclusion is so important for our company and culture. We recognize that it will take time and consistency to achieve all of our goals, but by engaging our staff to be more sensitive, intentional, and conscious, we will be able to nurture an environment that attracts the best talent, values employees’ unique viewpoints, and encourages innovation while maintaining integrity in pursuit of our company’s success.