Commitments

Kalexius proudly operate a global network of offices that encompass a rich tapestry of diverse talents and backgrounds. Our unwavering dedication to diversity, equity, and inclusion is at the very core of our values.

We cherish the fact that our team members hail from various walks of life, identities, and experiences, and we hold these differences in high esteem. Embracing a diverse workforce is not just an aspiration, but a crucial element that propels us toward achieving our goals and fostering innovation. Our commitment lies in cultivating a workplace culture that empowers each individual to contribute their best work and reach their fullest potential.

Through this policy, we strive to craft an atmosphere in which every employee is not only seen and heard but truly valued for the unique perspectives they bring. Our belief in the significance of diversity goes far beyond mere rhetoric; it is ingrained in the very fabric of our organization. Equal opportunities for growth, development, and advancement in their careers are guaranteed for all team members, ensuring that each individual’s potential is nurtured and realized. Furthermore, we wholeheartedly pledge to maintain a workplace that is free from any form of discrimination, harassment, or bias.

At Kalexius, we envision a united workforce where everyone can authentically express their whole selves and thrive as they contribute to the success of our organization. Together, we create a vibrant and collaborative community that exemplifies the true power of diversity, equity, and inclusion in achieving greatness. Our collective commitment to this mission will not only transform our workplace but also create a positive ripple effect that resonates throughout our global community.

OUR PLEDGE

1. Diversity

We recognize that diversity encompasses all the unique qualities and experiences that make each of us different, and we strive to embrace and celebrate these differences. We are committed to creating a workplace that reflects the diversity of the communities we serve and to increasing diversity in all areas of our organization. We actively seek out and welcome diverse perspectives, experiences, and backgrounds when hiring, promoting, and working with employees.

2. Equity

We believe that every employee should have equal access to opportunities and resources, regardless of their background or identity. We are committed to creating a fair and equitable workplace where everyone has access to the tools and support, they need to succeed. We identify and address any systemic barriers that may prevent employees from reaching their full potential.

3. Inclusion

We believe that everyone should feel valued, respected, and supported in the workplace. We are committed to creating an inclusive environment where every employee feels comfortable bringing their whole selves to work, and where everyone’s voice is heard and respected. We provide training and resources to promote cultural competence, and we work to foster a culture of respect and collaboration. By celebrating the various cultural events, festivals, and traditions cherished by our employees, we come together as a united community, embracing the richness of our diverse heritage. By commemorating and respecting these events, we strengthen the bonds within our team and promote an inclusive environment where everyone feels valued and appreciated.

ROLES AND RESPONSIBILITIES

Creating a diverse, equitable, and inclusive workplace culture is a shared responsibility. Therefore, we define the roles and responsibilities of everyone in the organization, from senior leadership to individual employees, in creating and maintaining a DEI-focused workplace.

1. Comex

Our senior leadership team is responsible for leading by example and championing DEI initiatives and promoting a culture of diversity, equity, and inclusion throughout the organization. They provide resources and support to employees and ensure that DEI goals are incorporated into the organization’s strategic plans.

2. Managers and Supervisors

Our managers and supervisors are responsible for ensuring that DEI goals are integrated into their departmental plans, and for providing training and support to their employees to promote a DEI-focused workplace.

3. Individual Employees

Every employee has a responsibility to contribute to the organization’s DEI efforts. This includes respecting and valuing diversity, being mindful of language and behaviors that may be offensive or exclusionary, and actively participating in DEI training and initiatives.

OUR STRATEGIES

It is very important to build and maintain a diverse workforce that reflects the communities we serve and that brings a variety of perspectives and experiences to our organization. To achieve this, we employ the following strategies and tactics:

1. Recruitment & Retention

1.1. Expanding the Applicant Pool
We broaden our recruitment efforts to reach a wider range of candidates and sources, such as job boards and professional networks that cater to underrepresented groups. We also regularly review and revise our job descriptions and requirements to eliminate any unnecessary barriers or biases that may deter diverse applicants.

1.2. Partnering with Community Organizations
We partner with local and national organizations that serve diverse communities to promote our job openings and attract a more diverse pool of candidates. We also participate in job fairs and other events that target specific demographics or industries.

1.3. Creating Mentorship and Sponsorship Programs
We establish coaching programs to provide support and guidance to employees and help them navigate their career paths within the organization. These programs prioritize the development of those who may face additional barriers or challenges. We often consider pairing employees with mentors who have relevant expertise and experience.

1.4. Ensuring Equal Access to Advancement Opportunities
We monitor and evaluate our promotion and development processes to ensure that employees from all backgrounds have equal access to advancement opportunities. We conduct regular diversity audits of our workforce and leadership pipelines to identify and address any disparities or barriers that may exist.

2. Training & development

Promoting cultural competence, allyship, and inclusion requires ongoing education and training for all employees. Regular training sessions for all employees is important to increase awareness and understanding of issues related to diversity, equity, and inclusion. These sessions cover a range of topics, including unconscious bias, cultural humility, communication and conflict resolution, and allyship. They also provide practical tools and strategies for creating an inclusive workplace culture, enabling employees to share their experiences, cultural heritage, etc.

Specialized training for managers and supervisors helps them create and maintain an inclusive workplace culture. This training focuses on topics such as equitable hiring and promotion practices, creating inclusive teams, and managing diverse perspectives and communication styles. Ongoing support and resources for managers help them implement and reinforce inclusive practices within their teams.

Developing leadership development programs help employees advance into leadership positions. These programs provide targeted training and coaching to help employees build the skills and competencies needed to succeed in leadership roles. We provide opportunities for employees to participate in cross-functional projects and stretch assignments to broaden their skills and experience.

We have internal Teams channels to provide support and networking opportunities for employees who share common backgrounds, experiences, or identities. This also serves as a resource for the organization by providing feedback and insights on how to create a more inclusive workplace culture.

3. Metrics & reporting

We are committed to tracking and measuring our progress towards achieving our DEI goals. Therefore, we have established metrics to track our progress and regularly report on our progress to employees and stakeholders. These metrics include both quantitative and qualitative measures, such as:

3.1. Workforce Diversity
We track the diversity of our workforce at all levels, including representation of different races, ethnicities, genders, ages, and abilities. We also track our progress towards achieving specific diversity targets and benchmarks.

3.2. Employee Satisfaction via our HR barometer
We regularly survey employees to assess their satisfaction with our DEI initiatives and their experiences with inclusivity and equity in the workplace as part of our HR barometer survey. We use this feedback to identify areas for improvement and adjust our DEI strategies as necessary.

3.3. Retention Rates
We track our retention rates by demographic groups to identify any disparities and take steps to address them. We also monitor the impact of our DEI initiatives on employee turnover and retention rates.

3.4. Feedback from Employees and Stakeholders
We collect feedback from employees and stakeholders on their experiences with our DEI initiatives. This feedback helps us identify areas for improvement and ensure that our DEI strategies are effective and impactful.

3.5. Supplier Diversity
We track the diversity of our suppliers and contractors to ensure that we are partnering with businesses that share our commitment to diversity, equity, and inclusion. For example, we avoid participation in all male panels.

3.6. Report on Progress
We report on our progress towards our DEI goals regularly through various channels, such as internal communications, company website, and public reports if necessary. We also use our reporting to celebrate our successes and share best practices with others who are committed to promoting diversity, equity, and inclusion.

POLICY VIOLATION

Any employee found to have violated this DEI policy will be subject to disciplinary action, up to and including termination of employment. This includes but is not limited to discrimination, harassment, retaliation, or other behavior that undermines the principles of diversity, equity, and inclusion.

Employees who witness or experience any violation of this policy are encouraged to report the incident to their supervisor or the HR department. Reports may be made anonymously, and retaliation against employees who report incidents in good faith is strictly prohibited.

All reported incidents will be taken seriously and will be investigated promptly and impartially. The investigation will be conducted in a confidential manner to the extent possible, and Kalexius will take appropriate action to address and prevent any further violations of this policy.

CONTINUOUS IMPROVEMENT

Kalexius commits to regularly evaluating and updating the DEI policy and associated practices to ensure that they remain relevant, effective, and aligned with the organization’s values and goals. Feedback from employees, stakeholders, and external experts shall be solicited to identify areas for improvement and implement changes accordingly. Such feedback shall be sought via our HR suggestion box, HR barometer, HR quarterly meetings and other surveys.