Here is the truth.
For Black people and people of color in our community and in our industry, we have not done enough.
We’ve been confronting truths about our company and we’re committed to working for meaningful, immediate and lasting change.
We know our staff is severely lacking in BIPOC (Black, Indigenous, and People of Color) talents, voices, influence and opportunity. That will change.
We don’t currently have BIPOC voices in our leadership. That too will change.
While we’ve given our time, talent and funding to many local organizations and efforts supporting BIPOC people and causes over many years, it hasn’t been enough. We need to and will do more.
We’ve recognized these as problems long before feeling the urgency of this moment. But addressing them hasn’t been a priority. We know we have a lot of work to do.
We must do better.
We know that any and all efforts must be specific, measurable and publicly known.
So here is our commitment.
Change the way CORNETT thinks.
We know that meaningful change must start from within. We commit to further growth, training and education among our current and future staff in an effort to cultivate a Race Equity Culture. This is an immediate priority. We will create an educated staff dedicated to understanding race, bias, inequity, inclusion, diversity, privilege and racial justice—altogether making CORNETT a safe and welcoming space for BIPOC team members, clients and collaborators.
- Required, immersive diversity, inclusivity and unconscious bias training.
- Complete the 21-Day Racial Equity Challenge or the Me and White Supremacy 28 Day Challenge–can be completed on company time.
- Audit and evolve agency policies to become more inclusive and welcoming for BIPOC team members, clients, and collaborators.
- Prioritize and encourage ongoing education and direct engagement among employees for anti-racism work by offering up to three days of PTO per year to complete this work.