Diversity, Equity, Inclusion, and Belonging
Our collective strength lies in our differences.
At Sirva, we are committed to fostering an environment of Diversity, Equity, Inclusion, and Belonging (DEIB). Our commitment to DEIB is not just a statement of intent; it's a fundamental aspect of who we are and how we operate. By championing these principles, we strive to create a workplace where every person feels valued, respected, and empowered to thrive. We recognize that our collective strength lies in the unique perspectives, backgrounds, and experiences that each individual brings to the table.
Embracing diversity in all its forms, ensuring equitable opportunities, promoting inclusivity, and cultivating a sense of belonging are foundational virtues that guide Sirva’s mission, ensuring that every individual feels comfortable being their authentic selves, both within our company and the community at large.
OUR MISSION
Sirva’s culture of inclusivity and belonging is backed by our company’s Mission Statement:
At Sirva, we’re committed to cultivating a workplace and an ecosystem that reflects the diversity of the global organizations that we serve. We recognize that building an inclusive, engaged company culture results in empowered employees that reflect a wide range of approaches and perspectives. Those perspectives lead to new ideas. New ideas lead to innovation and excellence. Our approach to diversity, equity and inclusion is driven by a commitment to these values and a belief that diversity makes our company stronger.
In support of Sirva’s mission, our focus on DEIB is directed toward six primary pillars:
1. Recruiting and Outreach
Sirva emphasizes the importance of DEIB in our recruiting processes and outreach programs according to the following best practices:
- Review and Update Job Descriptions: Ensure that job descriptions are inclusive and use gender-neutral language to attract a diverse pool of candidates.
- Diverse Interview Panels: Include individuals from diverse backgrounds in the interview panel to reduce bias and increase the chances of selecting diverse candidates.
- Training and Education: Provide diversity and inclusion training to recruiters and hiring managers to raise awareness of unconscious biases and promote inclusive practices.
- Partnerships and Outreach: Collaborate with organizations that specialize in supporting underrepresented groups to expand the reach of recruitment efforts.
- Measure and Monitor Progress: Establish clear metrics and regularly evaluate the effectiveness of DEIB initiatives in recruitment, adjusting as needed.
2. Education and Awareness
A commitment to accountability is woven into the fabric of Sirva's DEIB strategy. By establishing measurable metrics and conducting regular impact assessments, we ensure that our education and awareness initiatives continuously evolve to meet the dynamic needs of our diverse workforce.
- Comprehensive Diversity Training Programs: Sirva develops and implements comprehensive diversity training programs for employees at all levels.
- Regular Workshops on Unconscious Bias: Conducting regular workshops focused on unconscious bias helps our employees recognize and address their own biases.
- Cultural Competency Training for Global Teams: Recognizing the global nature of our operations,
- Regular Communication on DEIB Initiatives: Transparent and regular communication on DEIB initiatives keeps our employees informed and engaged.
3. Mentorship and Training
Sirva’s mentorship and training initiatives contribute to creating a workplace culture that celebrates diversity, promotes equity, and fosters a sense of inclusion for all employees. Our cross-cultural and leadership programs exemplify our ongoing commitment to diversity, and our materials and communications reinforce the responsibility we feel to educate and support our global employee base.
- Diversity-Centric Mentorship Programs: Sirva’s mentorship programs are comprised of supportive networks that empower individuals from underrepresented backgrounds.
- Cross-Cultural Training Initiatives: Recognizing the importance of cultural competence in a global context,
- Leadership Development Programs: In conjunction with our commitment to DEIB, Sirva integrates mentorship and training components into leadership development programs.
- Inclusive Training Content: Sirva adopts the mindset that incorporating inclusive content ensures that all employees, regardless of their background
4. Employee Resource Groups
Sirva’s Employee Resource Groups (ERGs) are employee-led, self-directed voluntary groups that, among other things, offer opportunities to network internally, engage with a diverse group of people, provide the inclusion of ideas and solutions, and
create opportunities for mentoring and career development.
There are currently 4 established ERGs at Sirva:
- DEN (Diverse Employee Network): Working with a dedicated network of diverse professionals, this ERG undertakes activities to attract, retain, empower, and inspire employees of color.
- SOL (Sirva out Loud): A safe and supportive space for LGBTQ+ employees and their allies to thrive and be celebrated, so that we can provide advocacy for equity and an inclusive experience in all settings.
- WIN (Women Inspired Network): A support system for women to empower and elevate one another through mentoring, training, and providing tools to impact their ability to excel in the workplace.
- Veterans Network: Promotes the hiring and retention of veterans and their family members, while recognizing and celebrating the individual skills they bring to our workforce.
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Our ERG members work to support Sirva’s DEIB programs and help identify opportunities for us to become more inclusive by:
- Representing the Organization at Community Events: This takes multiple forms, from marching at a Pride parade under the company’s logo to volunteering at a cultural festival.
- Assisting with Diverse Recruiting Initiatives: ERG members use their own networks and perspectives as an effective way to recruit talent from within their communities.
- Increasing Cultural Competencies: Our ERG members hold approved talks, panel discussions, Q&As, AMA (Ask Me Anything) sessions, focus groups, and cultural celebrations at work to increase the cultural competence of the organization.
- Accelerating Connections: Sirva's ERG serves as a resource for new diverse hires, connecting them with social opportunities and local recommendations, and acting as informal mentors.
5. Supply Chain Management
Sirva’s supplier partners are a true extension of our company, and it is critical that we encourage culture that attracts diverse suppliers, and measures and holds Sirva accountable for a supply chain that continually supports diversity, accelerates
growth for our partners, and makes a positive impact within the communities we serve.
Sirva’s Supplier Diversity Program is centered on five main workstreams to help us achieve these goals:
- Reporting: Our improved tracking of tier-2 diverse spend offers greater opportunities for diverse suppliers to work with us.
- Outreach: Supplier Certification Program and Supplier DEIB&B Program Consulting.
- Global Expansion: We closely monitor third-party programs and certifications across the globe and share opportunities with our supply chain network.
- Corporate Procurement: Sirva strengthens the framework for our corporate procurement by including diversity in our sourcing and reporting practices.
- Sourcing and Utilization: Our sourcing process has increased the number of diverse suppliers in our preferred network due to recent changes.
SUPPLIER DIVERSITY CERTIFICATION PROGRAM
Sirva has created an industry first Supplier Certification Program where we assist our non-certified suppliers both consultatively and financially with their diversity certifications. Our first participant was Fox Corporate Housing, headed by Tanya Leach, and they are thrilled to now be a certified Minority/Women Business Enterprise (MWBE).6. Community Outreach
As a company deeply rooted in connecting people with new opportunities worldwide, Sirva recognizes the profound impact a robust Community Outreach program can have on the communities it touches.
We leverage various methods of Community Outreach to support and advance our global DEIB goals, including:
- Partnerships with Local Organizations: Sirva collaborates with local non-profit organizations, community groups, and educational institutions by hosting joint events, workshops, and other initiatives that address diversity issues.
- Educational Programs: We offer community-based, DEIB workshops, seminars, and training sessions aimed at raising awareness and promoting understanding.
- Employee Volunteerism: We encourage our employees to participate in community service and volunteer activities and contribute to building a culture of inclusion to benefits the community and provides employees with opportunities to engage with diverse groups.
- Sponsorship of Diversity Events: Sirva actively supports local events that celebrate diversity, such as cultural festivals, pride parades, or community forums on diversity and inclusion.
- Scholarship Programs: Sirva has established scholarship programs for underrepresented groups in the community to support educational opportunities and promote diversity.
- Community Forums and Dialogues: We host community open forums to help facilitate constructive conversations about diversity and inclusion and provide a platform for sharing experiences and perspectives.
CORPORATE SOCIAL RESPONSIBILITY
Sirva’s formal Corporate Social Responsibility program is called Sirva in Action (SIA) and is an employee-led committee that organizes community engagement activities and employee events to boost morale and give back to the communities in which
we live, serve, and work.
Each committee identifies local non-profits and organizations to partner with that are meaningful to them and resonate with the team members.
ADVISORY AND CULTURAL TRAINING TEAMS
Sirva Intercultural Group’s in-house talent development solutions center helps organizations seeking to increase global competence and enhance global performance.
By addressing their differing DEIB workforce development needs, enhancing their global DEIB agendas, and improving their focus on diversity within their mobility programs Our work emphasizes critical knowledge areas to support organizations in achieving their DEIB goals:
- Incorporating DEIB strategies into expatriate programs and all operating entities
- Developing awareness of the way DEIB impacts how business is conducted both in the U.S. and abroad
- Providing insight into how countries and cultures have vastly different experiences with race and culture within their own context
- Understanding the role culture plays in perception and bias and how to navigate it
- Supplementing existing employee resource groups with internal DEIB training including culture-specific content
Verna Lee
Sirva’s Chief Diversity, Equity, Inclusion and Belonging Officer
“My role at Sirva is to provide guidance, direction, advice, and support on topics relating to Diversity, Equity, Inclusion, and Belonging and partner with senior leadership and management to integrate DEIB principles into our overall business operations.
As a critical thought collaborator and change agent, I view this opportunity as an ongoing journey to sharing insights, addressing inquiries, and exploring challenges, while shepherding our employees and supplier partners toward adopting an empathetic mindset and approach.
By championing and spearheading DEIB strategies and initiatives, we are, as a management team, collectively fostering a culture where employees can genuinely express their differences with comfort.
If I can positively impact the perspectives of individuals to understand others' experiences, I can contribute to meaningful change.
My role at Sirva provides me with the opportunity to interact with our employees in ways that can have a tremendous impact on our people, partners, business, and the communities in which we work, serve, and live.”
“Being a member of the DEN has been a truly enriching and transformative experience. The safe space this group provides allows me to share unique perspectives, stories, and challenges without judgement. The professional relationships I have been able to build will last a lifetime. I truly believe that DEN allows differences to not just be accepted - but celebrated - and for that, I am truly grateful.”
- Brandon Hinton, Manager, U.S. Domestic Operations/Canadian Cross-Border Ops
“The Women Inspired Network has helped to connect me with several Sirva employees across the country. I have learned about their different job roles, their struggles, and their triumphs. I look forward to helping WIN grow and inspire future generations.”
- Victoria Gallagher, Manager, Operations
“Being a member of the ERG groups is a rewarding and meaningful experience for me and I believe in the power of diversity and inclusion. I support both SOL and Sirva, we are more than just colleagues, we are friends and allies. We celebrate our differences and embrace our commonalities. We create a safe and welcoming environment for everyone to be themselves and thrive. That is why I am a member of the ERG groups.”
– Christine Lanken, Director, Global Account Management
“As a U.S. Navy veteran, I’m proud to work for a company that honors and respects veterans and their families. At Sirva, every team member is valued for their individuality and unique skill set. As a global company, we interact with colleagues from various nationalities and cultural backgrounds to help us grow in our roles and as human beings. Sirva leadership values the work ethic veterans bring to their jobs and is very supportive of the veteran affairs.”