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Putting people first is foundational to who we are and what we believe at Prosci. As the global leader in helping organisations support individuals moving through changes, we are deeply committed to ensuring that at Prosci, each individual can be their authentic self, uniquely grow and excel—and importantly experience a true sense of belonging.
Diversity, equity and inclusion (DEI) at Prosci requires ownership at all levels of the organisation and by every individual. And when we as an organisation create and collaborate within a diverse, equitable and inclusive environment, our team will in turn create unforgettable client experiences diverse in thought, rich in outcomes, and welcoming to all.
Propelled by over 20 years of change management research and the cultivation of best practices, Prosci seeks diverse and global perspectives in all that we do. We are dedicated to continually offering accessible and inclusive products, experiences, communications and interactions. As we progress and flourish as a diverse, equitable and inclusive organisation, our hope is to inspire and support the change journeys of others building and embedding DEI capabilities within their organisations.
At Prosci, we believe that a diverse, inclusive environment is crucial to us thriving as individuals and learning and growing as an organisation. Hear from some of our employees about DEI.
Success begins with inclusion and collaboration, as no disability can limit the ability to be creative, productive or innovative. Proud to champion ADAPT (Abled and Disabled Allies Partnering Together) through DEI at Prosci
Joanne Rinaldi
Senior Principal, Product Development (Australia)
My goal is to change the conversation and network connections across boundaries at Prosci. In a nutshell, it's about empowering people by respecting and appreciating what makes them different, in terms of age, gender, ethnicity, religion, disability, education and national origin.
Kecia Bell
Account Success Coordinator (United States)
As a genderqueer trans woman who has had some really (really) bad experiences in some of my previous employment, I'm excited about Prosci making DEI such a priority! In my experience, Prosci is already pretty stellar in terms of respect and integrity, and I'm thankful for having the opportunity to be part of helping to take it even further.
D Morton
Training Manager/Producer (Canada)
While our Prosci Values speak to our commitment to our people, inclusion, integrity and more, deeper examination of our organisation revealed an ability gap in demonstrating DEI in action to our team, customers, and global change community.
In the spirit of creating better change outcomes, we are committed to more transparency regarding our DEI journey, and how DEI is reflected in our culture and incorporated across the organisation.
We look forward to sharing our progress along the way and learning with you as you grow your own DEI programme.
PROSCI DEI COUNCIL
Our DEI Council sponsors and leads our DEI strategy, actively engaging with our team, customers, and society at large to continually grow and activate our DEI capabilities. We regularly revisit our strategy, identify opportunities to close related gaps within our organisation, and strive to be a better role model for change and accountability in the communities we serve.
ACCESSIBILITY
Our DEI commitment includes ensuring equitable access for everyone to Prosci’s products, services and online tools. It is our intent to design and develop our solutions with Section 508 of the Rehabilitation act of 1973 in mind. By doing so, we provide equal opportunities for people with disabilities in accordance with our technical capabilities and design standards. This includes compliance with WCAG 2.1/AA for our digital products and content.
In 2021, we evolved and chartered employee resource groups to provide better support, visibility, connection, opportunities for advocacy, and professional development for our employees.
DEI MEASUREMENT AND METRICS
Demonstrating the impact of our DEI efforts on internal and external communities is imperative to programme success. We’ve implemented mechanisms such as the Mathison Equal Hiring Index® to assess equity and access in our hiring practices. We’re also monitoring and measuring inclusion through Prosciety Pulse, our employee engagement survey. But this is just the start. We will continue to expand and improve our systems for measuring progress, and in the interest of transparency, we will make results available through avenues like company meetings and an annual DEI review.
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