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Our Diversity, Equity & Inclusion Journey

DEI

 

At Protiviti, we are driven by our core values of integrity, inclusion, and innovation. We believe that we succeed through teamwork, diversity, and respect for each other. Our diverse solution offerings require a diverse set of high-performing professionals from a variety of backgrounds. We use a team-based approach which fosters an environment that is inclusive, collaborative, and even family-like. It is essential to our business and to our success that everyone feels included on our team. Everyone’s ideas and contributions will be considered in our problem- solving work, to ensure that they are empowered.

We believe embracing diversity, equity, and inclusion are the right and responsible things to do, and we also know they are vital to our success. Broadening our capabilities by tapping into diverse backgrounds and experiences is how we can best serve our clients. As a global organization, we need a global team of professionals, each bringing unique perspectives to provide for our clients. 

Diversity, Equity & Inclusion Initiatives

Our Diversity, Equity & Inclusion initiatives are designed to attract, develop, and retain the most talented professionals in the market. We seek to recruit and retain a diverse employee population including people of different race, gender, age, sexual orientation, or any other dimension of diversity. Each of us has a different experience to contribute to our company and to our clients. It is the breadth of these experiences, and how they all work together, that makes us succeed. 

Our Inclusion Champions Network is a diverse spectrum of individuals from different offices, bringing together employees from across solutions and career levels to design and implement diversity programming. Serving as change agents, these individuals connect people on a local level to the bigger strategy – through events, educational programming, and Employee Network Groups.

Employee Network Groups

Employee Network Groups are local, grass-roots groups that organize both in-person and online to focus on promoting diversity initiatives within the company. While the activities in these groups are driven by employees, they are supported by leadership and provide our employees an “Opportunity to Have an Impact” as promised in our People Promises.

  • Experienced Hire Network – To help experienced hires successfully transition into Protiviti and provide them with the right resources for a successful start within the firm. The network will strive to have a positive impact on the careers of new experienced hires and help them with the unique challenges experienced hires may face.
  • GET IT - 'Gender Equality in Technology and IT' is an employee networking group here at Protiviti which aims to address the unique challenges people face when pursuing careers in technology and strives to create greater gender diversity in those fields. GET IT aims to raise awareness of those challenges, establish a safe space for thoughtful discussion and debate, and facilitate creative problem solving to address the challenges. The efforts of GET IT will support our goals to attract, develop, and retain the most qualified people regardless of gender.
  • iGROWW – Protiviti’s Unified Internal Women’s Network Group (Initiative for Growth and Retention of Women at Work). iGROWW has a strong voluntary membership that tackles women’s professional issues through various forums and facilitates networking events and community service activities. 
  • Multicultural Network – The Multicultural ENG’s purpose is to (1) promote a working environment and grow a network in which employees of all cultures, races, nationalities, and ethnicities feel accepted and valued; (2) provide an outlet to discuss topics with individuals who share similar backgrounds, and (3) to attract, recruit and retain a diverse and inclusive workforce.
    • ASPIRE: The Asian Social Professional Innovative and Resourceful Employees (ASPIRE) ENG’s goal is to advance Pan-Asian leadership within Protiviti and help promote the diversity, equity, and inclusion efforts through close collaboration with Ascend and paying it forward in our local communities.
    • BEING: Black Employee Inclusion Network Group’s purpose is to recruit and retain Protiviti employees that identify as Black or African American or are interested in supporting and learning more about the Black experience from a corporate Diversity and Inclusion perspective. Through programming, mentorship, and networking opportunities, BEING aims to promote cultural awareness and allyship, resulting in higher engagement and productivity within the workplace.
    • LHENG: Latin/Hispanic Employee Network Group focuses on building a network in support of Latin / Hispanic employees with the following key focus areas: recruitment, retention and leadership development of Latin / Hispanic talent, business networking through partnership with external organizations, community service outreach, and promotion of cultural awareness across Protiviti.
  • Parents Network – This group focuses on the blend of work and family for new and experienced parents. Meeting regularly in local groups to empower working parents to share successes, exchange information, support transitions and tackle challenges together.
  • ProMIND Network – This group aims to promote mental health and well-being for all and reduce the stigma of mental health challenges through open dialogue and support for one another, resource sharing, and encouraging mindful activities. 
  • ProPride Network – Protiviti’s LGBTA Group. ProPride members meet regularly in local and national forums and also regularly publish a full newsletter to communicate on a variety of relevant news and topics such as tips for an inclusive workforce and advice for all employees
  • Veterans Network– This group helps to re-engage individuals with the workforce after service to our country. This group includes members at all levels, both veterans and non-veterans, and assists our recruiting team with finding veterans to bring into the firm. The Veterans also works to keep the importance of our veterans to our company top of mind

Diversity & Inclusion Partners

catalyst
Diversity Best Practices

Reaching Out

As part of our Career Development Program, Protiviti reimburses each employee for up to two association memberships in professional organizations within their scope of interest. This includes diversity organizations in our various fields of expertise. Specifically, Protiviti partners with the following organizations:

  • National Association of Black Accountants (NABA)
  • National Society of Black Engineers (NSBE)
  • Association of Latino Professionals for America (ALPFA)
  • Ascend – Pan-Asian Leaders
  • Women in Cybersecurity (WiCys)
  • National Association of Female Executives (NAFE)
  • Out&Equal Workplace Advocates
  • Grace Hopper
  • Women in Banking
  • DisabilityIN
  • Supplier Inclusion Program
  • National Urban League (NUL)
  • Accounting and Finance Women Alliance (AFWA)
  • Girls Who Code

Supplier Inclusion

Protiviti, a wholly owned subsidiary of Robert Half International, believes in building a diverse base of employees, clients, job candidates and suppliers that strengthens our position as a market leader. We are committed to developing successful relationships with minority-, woman-, veteran- and disabled veteran-owned businesses to meet the needs of our customers.

A diverse business enterprise refers to a business that is at least 51 percent owned by a member of a minority group, including African Americans, Asian Americans, Hispanic Americans, Native Americans, veterans and disabled veterans. A woman-owned business refers to a business that is at least 51 percent owned by a woman or women.

Lowering Financial Barriers to Opportunity | Diverse Supplier Grant Initiative

Protiviti is proud to partner with JPMorgan Chase in the Diverse Supplier Grant Initiative. This program is aimed at providing diverse-owned businesses, with an emphasis on Black, Hispanic, and Latino-owned businesses, access to growth capital they need to more effectively compete and secure corporate contracts from companies like ours, JPMorgan Chase, and the Fortune 500.

Meeting minimum requirements for doing business with large corporations can often be cost-prohibitive for diverse-owned small businesses. This program is being funded by a combination of contributions from JPMorgan Chase as well as other corporations like ours with an interest in fostering the success of diverse suppliers.

Through this initiative we aim to lower common financial barriers diverse businesses experience when seeking opportunities with large corporations. Our collective goal is to deliver a multi-year grant program that is agile and scalable to meet the rising demand for emerging Black and Hispanic businesses in corporate supply chains. JPMorgan Chase, as the sponsor of this initiative, partnered with the Local Initiatives Support Corporation (LISC), a Community Development Financial Institution (CDFI) and certified 501(c)(3), to administer the initiative end-to-end.

For more information about the program, visit these sites:
Creating Opportunity by Removing Barriers (jpmorganchase.com)
Capital for Diverse Supply Chain Businesses | Local Initiatives Support Corporation (lisc.org)