Embracing Imperfection: A Journey Through DEI at Propeller
The Origins of Diversity, Equity, and Inclusion at Propeller:
DEI at Propeller has always been integral to our culture, evolving alongside our growth. It’s not just a trend, it’s downright good for business. As we’ve expanded so has our dedication to creating a workplace that celebrates differences and champions fairness.
Formalizing DEI at Propeller began in 2020, sparked by the resurgence of Black Lives Matter. A group of employees across Sydney and Denver formed the Committee, dedicated to upholding our values.
The Committee accomplished quite a bit but as the years went on, the energy and dedication tapered off due to a lack of structure, people gaining more commitments, and members left the company. By fall 2022, we were down to 4 people and we realized we needed a new approach. How would we revitalize DEI at Propeller? How would we reignite that spark?
The Concept of JEDI [JDEI]:
After a few months of DEI meetings and the announcement of a global, all-company retreat to Vietnam in 2023, we knew this would be our chance to reignite global DEI efforts. First, we had to decide what the new name and goals of the group would be.
Enter JDEI — Justice, Diversity, Equity, and Inclusion. Adding “justice” addressed systemic inequities, revitalizing our focus. Renamed the JDEI Council, we focused on collaboration and appointed regional leads, formalizing our structure. Creating a more structured council emphasized each region having a voice of its own. When it comes to championing JDEI, there’s no one-size-fits-all.
This rebrand allowed the group to be less agenda-driven and place more emphasis on passion and collaboration. Our global team in one location, gathering together, face-to-face, was like pouring gasoline on a bonfire. The energy and shared sense of purpose were all there — taking us forward on our journey of meaningful change. We were just getting started!
In March 2023, the Propeller JDEI Council was born.
The insider’s scoop — Our JDEI Council, affectionately dubbed the JEDI Council, adds a fun twist to our commitment to justice, diversity, equity, and inclusion. While we can’t flaunt the Star Wars reference publicly — we don’t have the money to pay Disney for copyrights — it reflects our values while injecting some levity into our work. Regional leads, known as JDEI Knights, are the main contacts and members who manage meetings, communications, recruitment, and budgets.
To keep it light and fun, the JDEI Knights received lightsabers for being appointed. Since then, we’ve seen numerous successes and outlined plans for further council improvements.
What Went Well:
The creation of the council meant the group could now effectively diversify tasks, reducing burnout and increasing the quality and frequency of events. This brought a broader range of events, creating a more inclusive atmosphere across locations. This was a year-one win!
By embracing new voices and running engagement strategy sessions, we were able to cover a wider slate of events and celebrations that represented a broader segment of our organization. Some highlights include our Hispanic Heritage celebration of impactful community members in Colorado, our global Asian American history overview, “Wear It Purple Day ‘’ for LGBTQ+ support in Australia, and a Diwali cooking class remotely led from California, to name a handful.
Everyone was encouraged to participate in the JDEI council, not just our inner council members, which increased engagement worldwide. In our annual engagement survey, Cultureamp we showed the highest approval rate and the most positive sentiment the team has ever received, with 91% of employees believing that people have an equal opportunity to succeed, and 91% agreeing that they can be their authentic self. We were very pleased in particular with the comments related to feelings of increased comfortability around speaking up and feeling heard.
Executive involvement, particularly from Margaret Farmakis, our COO based in Denver, and Dan White, our Head of Finance in Sydney, was crucial. Margaret and Dan were advocates on the council’s financial planning and leadership team thought processes, among other things.
The Force is strong with this team, and the best is yet to come.
Not So Well:
It was a year full of accomplishment, but there are areas we need to improve.
While the engagement survey results are a strong start, the council needs a more comprehensive system for tracking our JDEI efforts. Collecting more data through surveys and better budget tracking will help us review our progress and plan for success. Although there are still detractors, we aim to ensure that everyone in the organization understands our JDEI objectives.
As we enter year two, we’re gearing up for challenges and brainstorming solutions. How will we maintain momentum and prevent burnout? How can we support our European team in driving JDEI initiatives amidst their busy schedules? Should we consider restructuring our regional meetings for more meaningful discussions?
Plans and Goals:
We wear our imperfections like badges of honor because they show just how much we care about these initiatives and our commitment to constant improvement. To address challenges, we’ll continue to:
- Diversify our Council and expand our global onboarding sessions. This will help enhance the global collaboration and commitment to JDEI events and initiatives. Diversity isn’t just about ticking boxes — it’s about embracing a rainbow of voices and experiences from every corner of the globe.
- Establish and enhance our current ERGs focused on different aspects of diversity, such as gender, LGBTQ+ issues, Parents at Propeller, and Remote Connections for remote employees. These groups provide a platform for employees to discuss relevant topics, share experiences, and drive positive change, personally and professionally.
- Create feedback mechanisms, such as anonymous surveys or suggestion boxes, to allow employees to express their thoughts and concerns about JDEI initiatives. We consistently listen to feedback and address any issues or misconceptions. After all, we are 100% impact and 0% ego.
- Regularly evaluate the effectiveness of our JDEI initiatives through metrics such as employee engagement surveys, retention rates, and diversity metrics. We will use this data to identify areas for improvement and adjust our strategies accordingly. We’re here to get it right, not to be right.
As we enter year two, we’re prepared to face challenges head-on, and we remain extremely grateful for Propeller’s commitment to JDEI.
Until next time,
Propeller’s JDEI (JEDI) Council
