YOU BELONG

Terrasmart Launches New Diversity, Equity, Inclusion, and Belonging Initiative

As the Senior Talent Acquisition Specialist at Terrasmart, I am deeply committed to fostering an inclusive culture that extends well beyond acquiring talent. That’s why I’m excited to share that Terrasmart has launched a new Diversity, Equity, Inclusion and Belonging initiative to help strengthen a culture in which all team members feel appreciated and valued.

It’s important to me as a minority Latina to draw from my own experiences. I’ve been in situations where I didn’t feel safe or welcomed, or where I didn’t feel as if I belonged. Creating an environment where people feel respected and valued makes a huge impact on morale and affects all aspects of the business. So, in launching this new program at Terrasmart, I’m inspired about being part of that change.

Thus far our 12-member committee, sponsored by President Ed McKiernan, has diverse representation — but I believe we can do better. We plan to add more members to the committee, which creates an opportunity to include even broader representation, including production workers and field employees.

By prioritizing inclusivity, promoting open dialogue, providing comprehensive training programs, celebrating diversity, and ensuring accountability, we are laying the groundwork for all employees to feel critical to the company. Here’s an overview of the goals and activities of Terrasmart’s DEIB Action Committee.

Establish a foundation of inclusivity

We understand that DEI should be deeply ingrained in our core values and drive our corporate culture. We strive to create a welcoming and inclusive environment where every individual, regardless of background or identity, feels respected and valued. By establishing this foundation, we ensure that our commitment to fostering a culture of belonging is reflected in all aspects of our organization.

Our sub-committees help people connect and make direct contributions. These include:

• Communication
• Education
• Event planning
• Community partnership

Promote open dialogue

Effective communication is essential for creating an inclusive culture. We actively encourage open and transparent dialogue at every organizational level. By providing a safe and supportive space for honest conversations about DEI, we create an environment where employees feel comfortable sharing their experiences, perspectives, and concerns. Regular town hall meetings, diversity training sessions, and feedback channels are integral to fostering open communication and addressing any issues that arise.

One of the first priorities of the DEIB Action Committee is to implement communication tools to reach all employees and ensure communications are translated into Spanish. Installation teams on a job site may not always have a Wi-Fi connection or access to email, so we need to get management’s support to ensure we reach everyone.

Connect through support groups and volunteering

Employee Resource Groups (ERGs) and affinity networks play a crucial role. These groups provide platforms for employees with shared experiences or identities to connect, support one another, and drive positive change within the organization. By empowering ERGs through our activities, we cultivate a supportive network that champions diversity and inclusivity, ensuring that every employee feels represented and supported.

We have big plans for the future. Because Terrasmart has offices in regions across the country, we cater to a variety of employee populations. I’m excited about creating regionally appropriate activities and volunteer opportunities with nonprofit organizations – such as local shelters for battered women or Habitat for Humanity – to create meaningful impact across our offices.

Offer workshops to build awareness

To promote diversity values, we are creating a wide range of workshops, webinars, and training sessions that foster awareness and understanding of DEI topics. By providing opportunities to enhance knowledge about topics such as unconscious bias, cultural competence, and inclusive leadership, we equip employees with the tools to contribute actively to our culture.

Our first awareness program in June honors Pride month. We have partnered with two LGBTQ+ training facilitators to host a forum called “You Can Stand Under my Umbrella: Lessons in Allyship.”  During this session, our goal is to create an environment that is both mindful and sensitive in its approach, as not to single anyone out, instead inviting people to share their stories within a space that’s safe for all employees.

Acknowledge, celebrate, and have fun!

Fostering a culture of belonging requires recognizing and celebrating diversity wherever we find it, including through honoring diverse holidays, heritage months, and cultural events. By organizing inclusive events, we create an environment that embraces different backgrounds. While we might not be able to host celebrations for every population during the first year of this effort, we honor these holidays through internal communications. It’s not just about branding Terrasmart as an inclusive company; it’s about walking the talk and appreciating our diversity internally.

Track progress

Accountability and measurement ensure continuous improvement. As part of getting started, we are establishing measurable goals to track the new committee’s effectiveness. We are starting with an employee survey to understand how team members rate Terrasmart’s current inclusivity; we will share this feedback to ensure transparency. Through this process, we plan to identify areas for growth and refinement to further strengthen our commitment to DEI.

Start at the top

DEI must be embedded in leadership and decision-making processes to truly foster a culture of belonging. That’s why it’s important that President McKiernan is at the helm as the initiative’s sponsor. Inclusive leadership practices start at the top to empower employees, inviting unique perspectives and talents at every level. We actively seek diverse voices in decision-making to ensure that myriad viewpoints are considered and valued. Through integrating DEI into our leadership approach, we hope to create a culture where everyone’s contributions are respected and embraced.

Despite the additional effort required on top of my current role, I’m grateful for the opportunity to lead this effort. Nurturing a diverse culture that reflects the richness of our workforce is deeply enriching and meaningful work. And I believe these strategies can provide a roadmap for us to become more aware, more inclusive, and more connected.