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Diversity, Equity & Inclusion

A material impact area for our people

Our Goal

Advance diversity and equity at Seedvest, supported by a strong culture of inclusion, accountability, and employee engagement.

Seeking and supporting viewpoints that are informed by different experiences and perspectives ultimately leads to better risk management, innovation, and client outcomes. Exceptional client service is the foundation of our business and at the heart of our culture. Our employees’ different backgrounds, life experiences, and ways of thinking help us to better understand each other and our clients. Our commitment to an equitable, inclusive, and collaborative culture, grounded in independent peer review, helps us avoid group think and fosters the highest levels of employee and client satisfaction.

We believe it takes conscious and sustained effort to cultivate a workplace where all employees feel valued, included, and empowered to deliver their best. The norms, power structures, and inequities in society can easily become embedded in any organization. Creating a culture where every individual can contribute their full potential requires investigating systems, processes, and behaviors within an organization to uncover gaps and using that knowledge to ensure an equitable approach.

By focusing our diversity, equity, and inclusion program on three key pillars – workforce, workplace, and marketplace – we’re building our capacity for talent, enhancing our inclusive culture, strengthening cultural dexterity, and leveraging the power of fresh thinking.

Core Program Components

  • We ensure a diverse slate of candidates for all positions and from a variety of sources.
  • We utilize competency-based questions that ensure greater objectivity and consistency in the hiring process.
  • We utilize gender-neutral job descriptions.
  • We have a Code of Professional Conduct and supporting policies pertaining to bullying, discrimination, harassment, diversity, equity and inclusion performance goals, and workplace violence.
  • We require diverse promotional slates and analysis on potential adverse impacts of equitable representation.
  • We host a variety of trainings to drive inclusive behaviors.
  • Our external partnerships allow us to increase advocacy through education, better understand the unique needs of diverse groups, fund critical research, share our experiences.

>84 %

retention rate

48 %

of new hires were female

48 %

of new hires were people of color

+2,100

Inclusive Leadership Training

10 Networks 65 Chapters

46 %

of employees across levels were female

33 %

of employees across levels were people of color

Increased Time Off

for Cultural Celebrations and Community Service

"Best Place to Work"

Distinctions: Human Rights Campaign Equality Index (CEI) Diversity Best Practice Disability IN

32 %

of employess at senior levels were female

16 %

of employess at senior levels were people of color