In an effort to uphold our company values of accountability, leadership, and empathy, we prioritize transparency when communicating our plans with the team. It is essential that we reserve space to discuss the Diversity, Equity, Inclusion & Belonging (DEI&B) Committee’s efforts in promoting inclusion, as well as the strategies and tools we use to develop Hollaway’s quarterly initiatives.
As part of this commitment, we have partnered with Insperity to conduct a biennial DEI Survey with the Hollaway team to gauge our company climate. Each year following the survey, one of our quarterly meetings is dedicated to reviewing the results, sharing any follow-up findings, presenting the DEI&B Committee’s plans to address feedback, and outlining other initiatives planned for the year.
Whether Hollaway is presenting salary ranges for various positions, career advancement opportunities, or the DEI&B Committee’s strategies to foster inclusion within the organization, we aim to remain consistent in our efforts to promote transparency. During quarterly meetings, we also open the floor to attendees to address any suggestions, concerns, or comments they may have.
At our Q2 Voluntary DEI&B Committee Meeting this July, we showcased the exponential growth of the Committee since our first biennial DEI Survey in early 2023, shared new initiatives, and gathered feedback from team members.
Our 2025 survey results reflected strengths in healthy and supportive relationships between managers and employees. They also highlighted that individuality and differences are valued at Hollaway, with nearly perfect favorability scores. Over the past two years, our Executive Team and staff have developed professional development initiatives that have strengthened working relationships and deepened team-wide knowledge of Hollaway’s work. The time and energy invested in these workshops have been worthwhile, and we are grateful for the positive results.
The survey also revealed opportunities for growth. We must continue to explore ways to highlight and uplift team members, strengthen virtual connections as we navigate hybrid operations, and prioritize sensitivity training to address unconscious bias. Together with managers, the Executive Team, and staff, we will brainstorm ideas for virtual team-building events, ways to spotlight individual contributions, and Brunch and Learn topics that address challenges in field work and public meetings.
The DEI&B Committee will continue to meet regularly to develop ideas for quarterly initiatives and determine meeting topics. Employee feedback will always guide the direction of our planning to ensure content remains relevant and meaningful. We also recognize that some suggestions or concerns may arise later or are best shared anonymously. For this, TINYpulse remains available as a communication channel.
As we move through the second half of the year, we remain committed to listening to staff feedback, building on our organizational strengths, and emphasizing inclusion—from strategic planning to team building. Hollaway will continue to evaluate our business practices and the ways we show up at work through a DEI&B lens to ensure productivity and success.
