A Look into 5&5’s DEI Practices

At 5&5, diversity, equity, and inclusion (DEI) are fundamental aspects of our work culture. Many organizations boast having strong DEI practices but do not showcase them in their actions.

For us, DEI is not simply a buzzword; it is deeply ingrained in our work culture, initiatives, and continual goals. We are committed to fostering an inclusive environment where every individual feels valued, respected, and empowered to thrive.

In this blog, we’ll hear from our People Operations Lead, Mary, on the various practices, initiatives, and programs we’ve implemented to ensure DEI is embedded throughout all we do. Our hope is that it inspires other organizations to take steps to create their own DEI Initiatives!

What kind of professional development and training opportunities are offered at 5&5?

We believe in supporting our employees’ growth and development, both professionally and personally, by providing opportunities to enhance their skills and knowledge through continuous learning. During the year, our Learning & Development Team prepares and facilitates trainings for our employees. These trainings cover a wide range of topics, such as Psychological Safety in the Workplace or Best Practices for Providing Feedback. These sessions foster a safe and empathetic learning environment for all employees, while improving skills pertinent to a positive and inclusive workplace environment.

In addition to group trainings, 5&5 offers an education stipend for a more individualized learning experience. Employees can utilize the education stipend for professional development, such as courses related to their work. This education stipend can also be utilized to reimburse monthly student loan payments, aiming to alleviate financial burdens and set employees up for financial success.

Lastly, 5&5 has plans to establish a DEI Assembly this year composed of non-leadership roles to not only further create and promote equitable practices within the organization, but give individuals opportunities to grow into leadership roles.

How does 5&5 maintain employee engagement while being an remote organization?

As a fully remote company, we understand the importance of intentionally creating inclusive opportunities for connection. Throughout the year, we organize various in-person events to foster team bonding and create memorable experiences. For example, our team in Latin America recently embarked on a fun-filled day at an amusement park, where they enjoyed go-karting and visited a zoo, whereas our employees in the New York City area have had a blast going mini-golfing and puzzling their way through an escape room. However, the highlight of our in-person events is our annual company retreat, which brings teams together from all over the globe. This retreat is a time for us to celebrate our achievements and strengthen our connections while having fun together. Past retreat locations included Cancun, Mexico and Walt Disney World.

Through our virtual employee engagement programs, we continue to encourage interaction, camaraderie, and community-building across the company. For example, our quarterly Meet & Greet program allows employees to connect with one another in a one-on-one setting, while our company-wide team building events provide opportunities for relationship-building in a group setting. Most recently, we hosted a team-based trivia event which tested our general knowledge about entertainment, sports, science, and more!

Additionally, our company’s numerous virtual affinity and interest groups in Slack to foster a sense of belonging and support. To name a few, there is a group for parents, plant lovers, and for our beloved pets (this one is particularly a fan favorite!).

What does the 5&5 feedback process look like?

Our organization thrives on 360 transparent feedback. Twice a year, 5&5 team members are provided an avenue to provide anonymous feedback through Engagement Surveys. Our People Operations Team reads every single response, analyzes the results data, and in partnership with the Leadership Team, continues to improve 5&5 to be the best organization it can be by genuinely listening to employee’s feedback. On a more individual-focused level, our twice-a-year Performance Review Cycles are structured to provide valuable feedback on progress and growth.

How does ensure inclusivity with an international workforce?

5&5’s workforce spans multiple countries, such as Guatemala, El Salvador, Philippines, Japan, and France. As accessibility is a key aspect of our DEI efforts, we continue to ensure language is not a barrier for understanding and engagement. With 33% of our employee population having Spanish as one of their spoken languages, we strive to ensure all our policies and documentation are available in both English and Spanish.

In addition, this year will are exploring regional retreat model, aiming to bring community within our regions while being mindful of how we can navigate geographic barriers for participation.

In conclusion, we re-emphasize our commitment to transparency, feedback, and inclusivity, which extends globally, and ensure all members of our team have equal access to opportunities for growth and connection. As we continue to evolve, we aspire to inspire other organizations to embrace DEI initiatives and foster inclusive workplaces for all.