Our Commitment to DEIB

Everything we do at redpepper is rooted in a goal to help our people and partners grow. And to us, that means more than diversity–building a meaningful, diverse environment that pushes us as humans and teammates is not possible without a true feeling of equitable inclusion and belonging.

When we say we value DEIB at redpepper, we mean we’re committed to constructing a place where our people feel free to be their whole selves. It’s not about assimilation into a boundaried culture, but upholding a promise to support and invest in each other for who we are individually. And we see inclusion and belonging as necessary catalysts for true growth.

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We believe in representation of the whole human.
We believe that intersectionality adds unique value to our identities.
We believe in accountability and action over blame.
We believe diversity is nothing without equity and inclusion.

We focus on the Wheel of Power & Privilege as a tool to create visibility around intersectionality, promote pride in diverse identities, and build empathy for others.

Our Commitments

#1: Be transparent about our DEIB data, DEIB initiatives, and ongoing progress.

Measurable goals:

• Keep data accurate with an annual DEIB survey every spring.
• Share the survey data annually ever summer.

#2: Identify and invest in ongoing DEIB learning and development for all redpeppers.

Measurable goals:

• Revisit learning and development policies annually to improve our processes.
• Complete a pay equity analysis annually.
• Provide four quarterly DEIB sessions for all full-time employees and interns.

#3: Continue efforts to diversify our hiring pipeline and freelance bench to increase representation within redpepper.

Measurable goals:

• Attend at least two underrepresented recruiting events per year.
• Interview at least two candidates from underrepresented groups for all positions.

#4: Identify and invest in community partners focused on DEIB work.

Measurable goals:

• Give preferential weighting to nonprofits serving underrepresented groups during the screening process for our annual pro-bono CreateAthon event.
• 15% of our food/drink budget will be spent with URG-owned businesses in Nashville.

#5: Continue to invest in the next generation.

Measurable goals:

• Hire two fellows each summer from The Boundless Fellowship Program. For more on how we named, branded, and helped pilot the program, click here.

Leadership Statistics

Company-Wide Statistics

Race/Ethnicity

Gender Identity

Sexual Orientation

Disability Status

Neurodivergent

Conclusion

At redpepper, we know that creating a diverse, equitable, and inclusive culture takes time and intentionality, and we’re committed to making sure it remains a priority for us now and in the future.