Pledges

Gender Equity

Enhancing Diverse Talent

Our DEI Journey Continues

Learning and Development

Benefits

Partnerships

Supplier Inclusion

Community Collaborations

One Office

Lifting Voices Up Through Design Thinking

Innovation Creates New Destinations

About Us

CEO Letter for Disability Inclusion

Protiviti signed the CEO Letter on Disability Inclusion on December 2021. We have experienced first-hand the potential for innovation, sustainability, and profit as a result of disability inclusion. It is important to us, now more than ever, to drive companies aligned with corporate values and meaningful purpose. Without disability inclusion, we will fail to build sustainable futures that empower all.

Over one billion people have a disability across the globe — and it is a strength. We are leveraging this — by hiring inclusively, contracting with disability-owned business enterprises, and creating accessible tools and technology for all. We do this because it’s the right thing to do and it makes good business sense. Research reveals that leading disability-inclusive companies stand to gain as much as 28% higher revenue, double the net income and 30% higher economic profit margins than their peers. Read more

Our focus at Protiviti is a long-term commitment for enduring change, even when this progress requires us to be uncomfortable. Meaningful actions require the rich teamwork that is a hallmark of our firm, building on the inertia we are now seeing. The social and racial injustice that we are all witnessing will take time to resolve, but we stand committed to taking focused action to support this transformation.

Actions to Drive Change: We recognize that there is a lot to do and below are the initial actions we commit to as a firm to advance our focus on racial injustice and initiate change.

Action 1: Establish an open dialogue with our people, our clients, and the broader community. Our communications will be frequent, strengthen transparency, promote our actions externally, and expand forums and platforms for diverse voices to speak and be heard. This will also facilitate the ongoing evolution of our action plan as we continue to listen and learn.

Action 2: Educate our firm on racism, bias, and discrimination. We will assess required training content as well as expanded crowdsourced learning and microlearning opportunities, curated thought leadership, and support from external partners and vendors.

Action 3: Assign leadership to sponsor our commitment to racial and ethnic diversity and inclusion. Every leader in our firm is accountable for helping to sponsor the actions we have identified and the changes we seek.

Protiviti Commitment: Standing Together Against Racial Injustice

We are also expanding our Multicultural Employee Network Group’s scope and agenda and have requested that they provide our Executive Team with advice, perspective, and leadership on racial equity issues and opportunities inside and outside the firm.

Action 4: Strengthen our impact within our communities. We are deepening our relationship with the National Urban League (NUL), maximizing individual donations through matching gifts, and  exploring ways to expand iCare, our philanthropic program, to focus more directly on anti-racism and social justice causes. We will explore ways to bridge career and employment opportunity gaps with members and alumni of the National Association of Black Accountants (NABA) and National Society of Black Engineers (NSBE), increase our focus on recruiting at historically Black colleges and other racially diverse universities. and develop a minority sponsorship initiative. Additionally, we will be looking to partner with other organizations outside the United States.

Action 5: Drive greater racial and ethnic diversity at all levels, including but not limited to our leadership levels, through a focus on metrics and process. We will develop, communicate, and focus on goals and metrics that hold us accountable and measure the desired change within our organization.

We invite all our clients and communities to join us in our efforts and contact us to learn more.  We also are open to hearing from those outside our organization and learning from their efforts. Standing together, we can all build organizations – and a society – of which we are all proud.

Protiviti made this commitment in June 2020.   Read more

Catalyst CEO Champions For Change

Catalyst launched the Catalyst CEO Champions For Change pledge to increase representation of women, particularly women of color, into senior leadership positions and boards. While women currently represent 51% of the population and earn 60% of all masters degrees in the US, only about 6% of CEOs and 26% of board seats are held by women in the S&P 500. By signing this pledge, senior leaders are committing to promoting the advancement of women and sharing key metrics with Catalyst for benchmarking. Protiviti signed the Catalyst CEO Champions For Change on March 2021. Read more

Gender and Diversity KPI Alliance (GDKA)

GDKA’s goal is to advance women and underrepresented groups in the workplace by promoting the adoption of a set of key performance indicators (KPIs) to drive change. GDKA measures board representation, employee category, and pay equality to help companies focus on the most important items for improving diversity and inclusion. By signing the statement of support, Protiviti is stating that we believe it is vital to measure diversity, equity, and inclusion (DEI) to create workplaces where everyone can reach their full potential. Protiviti signed in October 2020.

GDKA was founded when Catalyst joined with Working Mother Media and other diversity advocates to promote a measurement standard. The GDKA steering committee also includes Ascend, the Executive Leadership Council (ELC), Equilar, Frost Included, Gender Fair, HACR, LEAP, and the Women’s Business Collaborative (WBC). Read more

COVID-19 Action Agenda – Ascend – Pan-Asian Leaders Pledge

The signatories of this pledge advocate for members of underserved communities that are particularly vulnerable to public health crises and economic downturns. Together, they pledge to combat stigma, biases associating Pan-Asians with the novel coronavirus, and all forms of discrimination based on age, color, disability, ethnicity, gender, gender identity, national origin, race, religion, sexual orientation and veteran status. Protiviti signed this pledge on April 2020. Read more

CEO for Action Pledge

In December 2017, Protiviti CEO Joseph Tarantino signed the CEO for Action Pledge, which outlines a specific set of actions the signatory CEOs will take to cultivate a trusting environment where all ideas are welcomed, and employees feel comfortable and empowered to have discussions about diversity and inclusion.

Signing the pledge means committing to four goals to catalyze further conversations and actions around diversity, equity and inclusion within the workplace and foster collaboration within our organization:

1. We will continue to make our workplaces trusting places to have complex, and sometimes difficult, conversations about diversity and inclusion: We will create and maintain environments, platforms, and forums where our people feel comfortable reaching out to their colleagues to gain greater awareness of each other’s experiences and perspectives. By encouraging an ongoing dialogue and not tolerating any incongruence with these values of openness, we are building trust, encouraging compassion and open-mindedness, and reinforcing our commitment to a culture of inclusivity.

2. We will implement and expand unconscious bias education: Experts tell us that we all have unconscious biases — that is human nature. Unconscious bias education enables individuals to begin recognizing, acknowledging, and therefore minimizing any potential blind spots he or she might have, but wasn’t aware of previously.

We will commit to rolling out and/or expanding unconscious bias education within our companies in the form that best fits our specific culture and business. By helping our employees recognize and minimize their blind spots, we aim to facilitate more open and honest conversations. Additionally, we will make non-proprietary unconscious bias education modules available to others free of charge.

3. We will share best—and unsuccessful—practices: Each of our companies has established programs and initiatives around diversity and inclusion. Yet, we know that many companies are still developing their strategies. We will commit to helping other companies evolve and enhance their current diversity strategies and encourage them, in turn, to share their successes and challenges with others.

4. We will create and share strategic inclusion and diversity plans with our board of directors. We will work with our board of directors (or equivalent governing bodies) through the development and evaluation of concrete, strategic action plans to prioritize and drive accountability around diversity and inclusion. Given the shared responsibility for driving strategies that help companies thrive, boards and CEOs play an important role in driving action together to cultivate inclusive cultures and talent.

Since signing this pledge, Protiviti has participated in the CEO Action for Racial Equity Fellowship, participated in the Day of Understanding annually and provided resources to our teams globally, shared resources on Affinity Bias, partnered with diversity, equity & inclusion learning resource Catalyst and annually committed to the “I Act On” pledge. Protiviti leaders attend the CEO Action for Diversity and Inclusion CHRO and CDO Summit yearly.