We realize that we are not perfect. We can be better. We can always learn more, accept more, promote empathy, and break barriers. We believe in growth. We are constantly striving to be better.
Rareview® is committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion.
Our human capital is the most valuable asset we have. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and company’s achievement as well.
We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.
Rareview®’s diversity initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces:
- Respectful communication and cooperation between all employees.
- Teamwork and employee participation, permitting the representation of all groups and employee perspectives.
- Work/life balance through flexible work schedules to accommodate employees’ varying needs.
- Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity.
All employees, contractors, vendors, and anyone else who works at or with Rareview® have a responsibility to treat others with dignity and respect at all times. You are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the worksite, and at all other company-sponsored and participative events.
Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action.
Employees who believe they have been subjected to any kind of discrimination that conflicts with the company’s diversity policy and initiatives should seek assistance from a supervisor or an HR representative.
Representation-wise across all offices, we are 8% Asian, 8% Black, 4% Hispanic/Latin, 23% Multi-ethnic, 46% White, and 11% LGBTQ.
We are 69% men and 31% women.
- We are involved with the 3rd Street Youth Center & Clinic in San Francisco, where we have volunteered time and donated money to help people in need. Each year we donate $10,000 in support of this organization.
- We work annually with a division of the United States Health and Services Department called Waymakers; a nonprofit resource building safer communities by helping people find their way. Whether redirecting youth offenders, helping sheltered children get back on track, unifying troubled families, resolving community conflicts, or empowering victims of violence, Waymakers clears the path so clients can advance beyond crisis. This is an important initiative across the Rareview organization.
- We have created a program called Uplift whereby we look for opportunities to help people and communities in need. We do not publicize most of our work because we are not doing this for the press.
- We are working towards becoming a member of Diversity in Design Collaborative, which currently is only accepting large companies, but we are in the process of working with them to meet requirements.
- We will develop relationships with local high schools, universities, community centers, and non-profits to connect more types of students with Rareview® and other opportunities in the design, development, marketing, and media industries.
- We will diversify our applicant pool by seeking out and leveraging alternative recruiting sources.
- We will remove bias from our interview process by requiring unconscious bias training for interviewers. We intend to become more aware of concepts like “cultural fit” and “professionalism.” These are veiled words that favor dominant white ideologies or ways of being vs. people with different backgrounds, unique perspectives, and ways of being.
- We will develop female leaders. As much as we want to hire from outside, we ultimately want to grow from within. We will foster leadership skills in women across our company via mentorship, safe-space peer support, and inspiration from guest leaders/speakers.