We've performed a comprehensive assessment of our current hiring practices through the lens of racial equity, and identified gaps where we could be doing more. Based on studies showing that unconscious bias prevents diverse candidates from being hired, our goal is to maintain diversity in our candidate pools at every step of the interview process. Our tactics will include respectfully collecting and better leveraging self-reported candidate demographic data and consistently applying a robust diversity sourcing strategy to include active sourcing efforts, including partnerships with job boards and professional organizations geared towards underrepresented talent. And, to make sure our own unconscious bias doesn’t get in the way, we have rolled out interview bias training for team members. There is so much more we can do here, but these are the first steps.
Through the lens of ensuring technology equity, we’re surveying everyone at Square Roots to make sure everyone has access to the tools they need to do their job while working not only in the farms or at other Square Roots spaces, but also remotely and at home.
We’re launching Employee Affinity Groups to create a space of belonging and community for all Square Roots employees, and a channel for advocating for the needs of various identity groups.
Benefits and Compensation
We announced that we’re rewiring our farmer training program to accommodate the likely reality that social distancing will be with us for the foreseeable future. Now we’re reviewing benefits and compensation for these roles to ensure these pathways are accessible and equitable.
We’re rolling out a policy for volunteer paid time off (separate from existing PTO) that will be available to all Square Roots employees. The goal is to give team members the time and flexibility to make a difference in their local communities.
We’re implementing learning and development programs across the organization, with training that includes leadership, DEI, and more. We will continue to make sure our entire team is involved in these efforts. Additionally, we are researching potential educators and consultants to bring in outside perspectives not represented by our leadership team, to facilitate anti-racism training, help us identify and remedy any blind spots in our culture, and inform a comprehensive 2021 plan for Diversity, Equity, and Inclusion efforts at Square Roots.
The list above is by no means exhaustive of the projects we’re working on now. We will continue to update it as projects move forward and begin to be implemented across the company. Keep an eye out here and on our social media for more information in the coming months.