Our DEI
Statement
At Point B, the values behind Diversity, Equity, and Inclusion (DEI) are essential to lead human-centered transformations. They also enliven the future for our people, customers, and communities. We’re committed to attracting, retaining, and advancing a diverse workforce — one that reflects the world outside our company. Our people’s varied experiences, skills, and backgrounds help us drive innovation and enrich our communities.
From our Leadership Team to our Board of Directors to our next campus hire,
Point B is constantly evolving to have our people see reflections of themselves by:
— Ensuring a selection process that seeks and values diversity
— Welcoming and implementing fresh perspectives
— Behaving inclusively, with open, honest reflection of ourselves and our systems
Point B will not stand for systemic
racism, inequity, or injustice.
While we have reported on DEI as part of our Corporate Social Responsibility (CSR) Report in the past, this is the first in-depth view into how we think about DEI, and how we are progressing to meet our goals – for 2022 and beyond.
The foundations of DEI have always been part of Point B—caring about each other and creating a culture of belonging where each of us knows we can bring our whole selves to do our best work. In the last five years, we’ve built a structure that prioritizes DEI across the company and keeps advancing our goals.
Like most companies, we are on a DEI journey. So how are we different? With our employee- ownership mindset, everyone takes accountability for DEI. Together, the people of Point B are creating something unique—a company that welcomes everyone’s input to chart our collective destiny based on shared values. Here is what you will find at Point B:
Every associate has the power to create and contribute to our Business Resource Groups (BRGs), which are eight strong and growing. In the past year, these active, influential groups have hosted some of the best-attended events in Point B’s history, raising the voices of Black, Asian and Middle Eastern, People of Color, Hispanic and Latinx*, Women, Veteran, Disability, and LGBTQ+ communities.
Leaders and associates work together to advance DEI
in open, ongoing forums—including our DEI Steering Committee, leadership listening sessions, BRGs, DEI Champion community, and Employee Owner Insights Committee.
Each of us brings DEI to the work we do every day. Whether it’s suggesting new language to our onboarding materials, adding DEI topics to day-to-day meetings, or adding pronouns to our signatures, everyone takes responsibility
for DEI.
We reach out to embrace diversity of thought. We know we need people who bring different perspectives to challenge assumptions and solve problems. We also know this means more communication and, sometimes, more conflict. We’re committed to fostering diversity of thought because it leads to a more inclusive environment and better business outcomes.
We’re proud of the way our associates challenge our company to always be its best, and the vision they are bringing to life.
We want to thank the many partners and customers who join us on this journey. Our appreciation has deepened over the last two years, as people pulled together to support each other during the COVID-19 pandemic.
Going forward, we’ll be working to achieve our DEI Scorecard goals for 2022 and will continue to publish quarterly updates internally. On a personal note, serving with the incredibly talented, empathetic and courageous associates at Point B has been the professional honor of my life, and I am committed to listening, reflecting and advancing DEI in ways that make a tangible difference in our world.
Dear Friends,
1 full time DEI Director Reports to
Chief People Officer and President/CEO
8 BRGs led by 9 BRG Leaders
Self-governing with individual budgets
6 BRG Executive Partner, including Board members,
C-Suite, Managing Directors and other Executives
23 DEI Champions Representing 12 Geos
and practice areas across the company
1 CEO Action Fellow for Racial Equity 2-year
external commitment, accountable to President/CEO
DEI:
A Catalyst for Greater Impact
We see DEI as a unifying force that makes us more collaborative, creative and resilient in times of rapid change — like the times we’re living in now.
In 2021, we saw Point B associates engage in more ways than ever to create the largest and widest-reaching DEI ecosystem that’s existed since the company was founded in 1995.
This groundswell showed up in eight vibrant Business Resource Groups (see page 8), 23 DEI Champions representing all Point B geographies and practice areas, and a CEO Action Fellow who is helping shape public policy (see pages 9-10). Our DEI Steering Committee brings together our C-Suite and Business Resource Groups to activate our DEI strategy and inform the decisions we make as a company. A DEI Solutions Team extends our impact, helping our customers achieve their DEI goals as part of a larger, integrated Environmental, Social and Governance (ESG) and Social Impact Practice. And every day, across our company, Point B’ers are engaged in acts that make DEI integral to the way we do business. Our culture of employee ownership, entrepreneurship, and leadership-employee partnership fosters deep and wide participation.
Besides being more engaged than ever, we also have a clearer picture of where we stand, and where we need to increase our focus to get where we want to go. In October 2020, we began publishing a quarterly DEI Scorecard that measures our progress toward five goals:
We’re proud to report our progress across so many measures that matter. At the same time, we know we have further to go, and we’re continuously learning along the way.
We see our commitment to DEI as a catalyst for making a growing impact across our company, customers and communities.
How we’re progressing
toward our goals
Leadership Representation
Our Business
Resource
Groups (BRGs)
We exist for the benefit of all people.
Let’s be better every day.
The associates of Point B have launched
eight Business Resource Groups (BRGs) that advance us on our DEI journey. These groups create communities of advocacy for associates and bring forth new opportunities to learn from each other.
Anywhere.
Since True Star was founded in 2004, more than 10,000 students have received on-the-job training that puts them on the path to rewarding careers. Students also produce True Star media, which features two quarterly magazines, a blog, a YouTube channel, a radio show and a digital platform, truestar.life. Students now advise and execute business strategy, conduct market research, and develop marketing campaigns for a diverse clientele. The demand for their services often exceeds True Star’s capacity—a good, but challenging, problem for its small staff to solve.
When Point B learned True Star was looking to grow in a strategic, sustainable way, we offered to help chart the path to “True Star 2.0.” Our partnership is part of Point B’s Community Lift Program, which provides pro bono consulting to nonprofits making a difference in the communities we call home.
“Point B helped us answer a lot of the tough questions we didn't know how to answer about how to move forward,” said DeAnna McLeary-Sherman, who co-founded True Star with Na-Tae’ Thompson.
Working closely with True Star’s staff, we assessed their eight existing service areas and focused in on Video Production and Social Media Management as the two that best align with their mission, client needs, financial viability, and capability to deliver. We identified all the resources and skills needed to do that work, mapped out the workflows, and surfaced gaps in the resources needed to grow the business. We also researched the market rates for these services, while recognizing that a project’s ultimate value to True Star is not only its profitability, but also whether it advances their mission and opportunities for students.
“Point B helped us take a huge step forward in carving out more sources of revenue for our students,” said McLeary-Sherman. “We want students working on more client-facing projects because when they do, they’re gaining experience, they’re networking, they’re building a resume, and they’re earning money at well-respected companies. When you can point to experiences like that, it puts you on a trajectory for success. And the money students make can take a real financial load off them and their families. There are lots of stories that tell us the money students earn when they work on True Star projects can change lives.”
To change even more lives, True Star aims to serve as a model for other nonprofits.
Lift Program Spotlight: Helping True Star Shine
In under-sourced communities across Chicago, True Star Foundation provides young people with the on-the-job training to work in the media industry.
Customer Spotlight: Helping Employees Learn
& Talk about Race
How can companies support their people to have the courageous, sometimes uncomfortable, conversations it takes to build understanding around race and identity?
One of the world’s largest apparel manufacturers engaged Point B’s thought leadership in DEI to help answer that question. As part of a larger DEI initiative, we collaborated with our customer’s senior HR team to develop a cross-cultural curriculum for their global manufacturing groups.
The first series of curriculum explored race in the U.S. Employees who joined these voluntary online sessions participated in six monthly sessions over a six-month period. As part of these monthly sessions, during week one, participants selected new recommended readings or videos. During the second week, participants joined in a facilitated session to share their thoughts with each other and ask follow-up questions on what they’ve watched or read. Since everyone’s in a different place on the learning curve about race and identity, this supportive, open forum helps foster deep, sometimes difficult conversations, enabling everyone to take a step forward on their learning curve.
In addition to the curriculum, we developed training to support employees who volunteer to facilitate follow-up sessions. We also created a process that makes it easy for facilitators to debrief and discuss how their sessions went.
Based on the positive response to the first series of t
he six-part curriculum, we moved on to produce the second segment, which addresses the issue of Asian-American Pacific Islander (AAPI) hate and violence.
By creating an educational platform for learning and discussing these tough but important topics, the company is engaging hearts and minds on DEI issues
of importance to their employees and customers.
For a global apparel manufacturer, we developed
a cross-cultural curriculum
that has people talking—and listening—to each other.
A new educational platform is getting a positive response
for addressing topics around diversity and inclusion that
are difficult, but important, to talk about.
Moving Forward
For our people, we will continue to educate, set expectations and be transparent about wage equity that so everyone can feel confident they’re being fairly compensated for the work they do. We will continue to expand diversity at all levels, prioritizing paths to leadership through human-centered strategies and the advisory support of BRGs. We will focus on designing workforce strategies that meet the unique experiences of diverse associates at Point B because our people must be at the center of change. We’ll continue to commit to objective measurement and transparency, aligning to nationally recognized best practices and outcomes-based goals. And we will continue to prioritize education and connection for our people because at Point B we support each other in our individual and collective DEI journeys. For our customers—our valued partners—we’ll bring DEI solutions that bolster your business, people and broader Environmental, Social, and Governance (ESG) outcomes. Point B experts will bring new, relevant cross-functional thought leadership to help companies think critically about their most pressing business problems, such as health equity, equitable organizational design, and inclusive associate experiences. We’ll continue to bring together our partners on topics we know many organizations are grappling with, bringing together experts from our company and our network to discuss challenges and solutions.
In our communities, we will be more involved, invested and influential than ever. Through our pro bono work, we are always looking to leverage our greatest asset, our people, to provide pro bono services to nonprofits that make a difference in our communities and address today’s most urgent social issues. We will continue to reinvest in our communities through local action, financial support, and networking. We’ll keep bringing our voice to public policy through 2022 with the ongoing CEO Action Fellowship for Racial Equity. We will set supplier diversity goals for ourselves this year and bring greater accountability to our partners to do the same. Above all, we’ll challenge ourselves to set examples that inspire other companies to meaningfully address the systemic injustices that we must all overcome, together.
Going forward, we remain guided by our 2022 goals, though we must always move toward greater alignment with national and international frameworks and benchmarks. We will continue to track our progress internally through our quarterly DEI Scorecard and other reporting commitments, including to our Board. Point B has always been a unique company, and we still believe in charting our own DEI journey, one that puts authenticity at the forefront. In every possible way, expect more from us.
We have everything we need to accelerate our momentum
as we set new DEI goals for 2022 and beyond.
This work has ushered us into the future—to True Star 2.0. Now we have
a road map.
A whole new world has opened to us.
We really feel like we’re on our way.
125% increase in Black and Hispanic or Latinx identifying leaders (exceeds 2022 goal of increasing by 100%)
Breakthrough in Veteran representation in leadership, from 0% to 3% (toward goal of 3.5%)
Loss of progress 4% decrease in women in leadership, from 40% to 36% (compared to goal of 50%)
Our team is focused on the future of healthcare by means of telehealth, especially as it relates to racial equity and expanded access through the Public Health Emergency (PHE) provisions as a result of Covid-19.
Instead of just asking our signatory companies to make a change in their own operations, we’re focusing on federal and some state policies, and collaborating with industry leaders—in healthcare, technology, and academia—to make as much impact as we can.
What is your focus as a CEO Action Fellow?
So much! Especially as it relates to public policy in healthcare, which often seems like this big, difficult-to-change, mysterious entity. We spend a lot of time researching and connecting external expertise to historical perspectives, which is illuminating as we navigate the current political landscape — especially around infrastructure.
Have you learned anything new in doing this work?
The people—my “fellow” fellows. We came from about 100 different companies to make positive change at a time when the country was in what we thought was the middle of Covid, a very divisive election year, high racial tensions, and a loosely defined framework for how we’d get the work done. There have been some really cool personal and professional connections.
For example, there are many companies advocating for telehealth that are outside the health and life sciences industry. We’re also collaborating with data and technology organizations, helping make sure that people’s (and providers’) information, connectivity, and outcomes via telehealth are protected, secure, accessible and affordable. Our ability to connect and leverage our signatory voices has enabled us to set up meetings with eight offices on the Hill and provide regulatory input while amplifying the fundamental need for a racial equity lens in the evolution of healthcare delivery.
What inspires you most about the fellowship?
I would love to see DEI seamlessly integrated into industries and operations. For example, how can we make sure health equity is not solely dependent on a ‘health-equity expert,’ but that we all have a general understanding and awareness of equity as a value multiplier when we're thinking about what our customers, and their customers, need?
A lot of consultants, including myself, are Type A personalities. We want to succinctly identify the problem, provide a tangible solution, and execute against it for measurable results. In DEI, we need to recognize situations where, instead of immediate problem-solving, we pause and say, “OK, maybe we aren’t the SMEs in the room or the voices needing to be heard.” Let's bring self-awareness to ensure we're providing transparency in identifying unmet needs. We need to see those opportunities as ongoing journeys, as opposed to milestones and destinations, so we can ‘pull back the curtain’ then properly diagnose what's going on and determine how we can elevate equity to provide an environment of belonging.
What do you see as the most important DEI work in the future?
Meet Our CEO Action Fellow
We’re proud to have Point B’s Lauren Wilkins represent us on a national platform for racial equity.
In 2020, Point B named Lauren Wilkins a fellow for the CEO Action for Racial Equity, a fellowship of the CEO Action for Diversity & Inclusion (CEO Action) coalition. The fellowship brings together more than 250 leaders from over 100 CEO Action signatory organizations to advance racial equity through public policy in education, healthcare, public safety and economic empowerment. We asked Lauren to share her experience on this
national platform for racial equity.
Intro to Q&A:
Click the right arrow for more.
I am honored to present Point B’s first dedicated DEI Report.
DEI
Leadership
82% Point B'ers who believe everyone is treated equitably (4% higher than industry benchmark)
Doubled customer impact Delivered DEI transformation work on 5 new engagements in 2021
43% have completed virtual or in-person introductory unconscious bias training (compared to 100% goal)
100% of interviewers attend unconscious bias training
4 new education sessions were offered starting in 2021
Workforce Representation
+52% in Black and Hispanic or Latinx identifying associates (more than double 2022 goal of increasing by 20%)
+3% Women workforce representation, from 43%-46% (toward goal of 50%)
+6% workforce representation across all racial and ethnic diversity (from 19% to 25%)
Doubled progress towards our goal
Disability workforce self-identification, from 1% to 5% (toward goal of 7%)
Surpassed target in Veteran representation from 2.5% to 4% (exceeds 2022 goal of increasing to 3.5%)
Community Support
& Wage Equity
40 hours Pro bono work delivered at organization supporting racial equity through our Lift Program (goal of 200 hours)
Baselines set
In 2022 Point B will set supplier diversity goals and measure progress against our overall spend baselines:
3.3% Minority Owned
5.3% Women Owned
1.3%LGBTQ+ Owned
$1:$1 Parity
Between men and women and across white and racially/ethnically diverse associates
1. A workforce that is representative of the communities where we work
How we’re structured
ARISE is a community and a business resource group (BRG) representing Asian, Asian American, Pacific Islander, and Middle Eastern (AAPIME) Point Bers.
Our mission is to create community, visibility, understanding, and belonging for AAPIME Point B'ers. We foster connections in service of developing and uplifting our community members in and out of Point B.
Our objectives are to:
Create a community at Point B that allows AAPIME Point B'ers to be seen, uplifted, and engaged in a safe manner. Provide developmental resources and networking opportunities specific to AAPIME Point B'ers. Increase understanding of the diversity of AAPIME cultures and experiences at Point B through education and events.Drive visibility and enhancement of DEI practices to further support AAPIME professionals in and out of the walls of Point B. Advocate for the interests of our AAPIME employees in Point B’s business strategy, execution, and investments in people and systems.Serve as a resource for Point B recruiting and resourcing efforts to attract further AAPIME talent.
We are committed to listening to our people, driving for systemic change, and creating space where members can show up as their full authentic self. ARISE is also committed to partner with other Point B BRGs and DEI groups in order to collectively push for change, maintain an intersectional lens, and become better allies for one another.
DEI in Action
Commit to DEI values underpinning who
we serve, what we do, and how we work.
Uncover and acknowledge our individual
and collective blind spots.
Drive equity through incentives
and compensation structures.
Build a workforce that empowers
diversity to heal and thrive.
At Point B, we’re committed to creating deep, systemic changes that drive meaningful DEI outcomes, for our people, our customers and our communities. We do so by focusing on four key levers of our business:
When we typically think of a disability, we think of elevators, parking spots, wheelchairs or prosthetic limbs. While these are easier to recognize and accommodate, the reality is that most disabilities are unseen and one in four Americans have a disability. Disabilities can be either a physical or mental health issue that affect one's ability to perform functions that others do with ease or without accommodation. Disability awareness is especially important as many people are newly engaging with the disability community due the lasting effects of COVID-19. Having a disability can be difficult and, in some cases, comes with a stigma of being less than. It is not less than – it is a request to be the best possible with appropriate accommodation. It takes courage to let your community know that you have a disability because it means that you are admitting a vulnerability and need for consideration.
We created the bAbled Business Resource Group (BRG) to create space for Point B'ers with disabilities, and those who care for loved ones with disabilities, to be vulnerable and feel supported. This group will also inform Point B'ers through training, awareness, and inclusion for people with disabilities. Whether your disability is temporary, such as pregnancy, or long term, such as anxiety or depression or multiple sclerosis, this BRG will build the support all Point B’ers need to flourish.
BaP is dedicated to the cultivation and empowerment of Black leaders at the firm and beyond – we are a community of allies and black professionals at Point B.
We're committed to fostering an environment that promotes empowerment celebrates cultural diversity and fosters an inclusive environment for Black professionals to be successful at Point B.
We know that those returning from military service brings a unique set of skills, practical leadership experiences,talents, and capabilities as they transition back intocivilian life; the details, however, are all too oftenmisunderstood or overlooked by those who don’t knowveterans personally. Point B’s veterans add tremendousvalue to the firm, our customers and our teams, andwe recognize and honor their service. This group helpsadvocate for our veterans as they transition to civilianlife, promote awareness
of the unique challenges theyface, and enable Point B, and other potential employers,
to realize the full potential of veterans.
bProud group focuses on leading a culture of competence, community, safety, and inclusivity for LGBTQ Point B’ers, and seeks to do so through:
• Building community
• Promoting safe & inclusive spaces for LGBTQPoint B’ers & families
• Serving as resources to Point B leadership andassociates
• Increasing the visibility of the LGBTQ communityat Point B
• Advocating for the interests of the LGBTQcommunity at Point B
The mission of Hispanic & Latinx (HLX) BusinessResource Group is to create
a space for Hispanic & LatinxPoint B’ers to foster personal and professional growth,empowerment, and inclusion.HLX will achieve its mission by
executing on the following:
• Increase the total number of Hispanic &LatinX professionals across all levels
• Share resources and support for professionaladvancement and retention
• Lead community outreach at the Geo levels
Works to create a safe space, support network, community for Black, Indigenous, and People of Color, advocate for racial equity, and educate the broader community within Point B on racial issues.
The mission of the Women of Point B group is to bring together
a diverse mix of individuals across PointB, who through the discussion of topics relevant totoday’s society, identify and resolve any obstacles orstructural issues that stand in the
way of women takingon more leadership roles.
2. Leadership that represents the diversity of our workforce
3. A workforce that is paid fairly for what they do
4. Support for our communities
5. Recognition as a leader in DEI
Download the full
2022 DEI report.
DOWNLOAD
1. A workforce that is representative of the communities where we work
2. Leadership that represents the diversity of our workforce
3. A workforce that is paid fairly for what they do
4. Support for our communities
5. Recognition as a leader in DEI