Growth Model Solutions
Growth Model Solutions
DIVERSITY, EQUITY, INCLUSION, and BELONGING (DEIB)
3Q/DEPT’s DEIB roadmap seeks to advance our culture, evolve our talent practices, and serve as a change agent in our industry.
To us, Diversity, Equity, Inclusion, and Belonging (DEIB) is more than a single initiative – it’s a cornerstone principle and core commitment. That’s why we’ve built a culture and environment where employees across all levels, locations, and backgrounds can bring their whole selves to work each day and truly feel like they belong.
Our differences help us push the limits of innovation, forge stronger relationships – both internally and externally – and positively impact our teams, clients, and communities. We’ve developed a multi-year DEIB roadmap to ensure we live up to our “Be Inclusive” core value in all aspects of our business operations.
DEIB is a journey and a lifelong commitment that requires constant focus, accountability, and support from employees at all levels of the organization. To bring this to life, we’ve pledged ourselves to the following ongoing initiatives.
3Q/DEPT’s ERGs are a hub for employees to amplify their individual voices and help shape the culture with educational policies that improve inclusion and belonging. And to encourage understanding and employees supporting each other, every ERG invites allies within the company to join in the work that they do.
We currently support four ERGs and plan to launch more in the near future.
3Q Pride is committed to educating the whole of the company, including both members of the LGBTQ+ community and allies, on LGBTQ+ issues.
Fosters professional development, networking, social, and leadership opportunities for Black employees and allies with a focus on recruitment, retention, and advancement of Black employees.
Brings a strong community and identity to the AAPI (Asian American and Pacific Islanders) population with education on the history and current political state as it relates to the AAPI community.
Helps parents thrive (not just survive) at work and beyond by building a stronger sense of community, creating working-parent development opportunities, and building greater awareness throughout the company around the strengths and challenges of being a working parent.