The Importance of Building a Diverse and Inclusive Workforce

According to the latest research from Gallup, 5.6% of U.S. adults identify as LGBTQIA+ — up an entire percentage point from the previous study in 2017. Research also shows that both people of color and LGBTQIA+ individuals may have suffered disproportionately due to the COVID-19 pandemic. The future workforce comprises all people – regardless of their orientation, gender identity, or racial background. At Brinks Home™, we understand that DE&I is a crucial part of having a thriving company culture. We recently sat down with our own Timothe Davis, head of Corporate Culture, DE&I, and Team Member Engagement, to see how Brinks Home handles DE&I.

Q: How important are diversity, equity, and inclusion as Brinks Home continues its transformation?

Timothe: They are so important that we made DE&I a culture principle in our new brand strategy. Meaning that DE&I is a fundamental part of how we do business, make decisions, and engage Team Members in our organization. It means that we proactively seek ways to engage, uplift, and elevate all Team Members and that it’s our job to understand everyone’s unique experiences and then create a culture where all can contribute fully and willingly.

Q: What role does being able to be your authentic self at work play on mental health?

Timothe: No one wants to be only a portion of themselves. No one should have to show up inauthentically for the benefit of someone else. Suppressing who we are, our wants, our desires, our thoughts is an exhausting experience. It drains us mentally and emotionally. Now imagine having to do that five days a week for 8 to 10 hours a day. Resentment, anger, frustration, negativity, and so much more can easily creep in. If we want mentally and emotionally healthy Team Members, then we must contribute to their wellbeing by providing them space to be who they are.

Q: What steps has Brinks Home taken to ensure all are welcome in the workplace?

Timothe: We have created Employee Resource Groups for Team Members and their allies to connect, learn, and provide feedback to both each other and the organization as a whole. We’ve created Employee Interest Groups and Coffee Chats that allow more relaxed and informal networking across all levels of the organization. Our mentor and reverse mentorship programs allow Team Members to connect and grow. But most importantly, we are asking our Team Members – what can we do better? Our Team Members are the accurate barometer of how well we are executing. We continue to ask for their feedback and participation as we continue our journey of listening and adjusting to improve the experience for all.

Q: What sort of mental health and wellness benefits are available to Brinks Home employees?

Timothe: We provide every employee and the members of their households with access to five free face-to-face counseling sessions per year; counseling benefits are covered through all of our medical plans as well. We also have wellness initiatives through Wellworks — offering a meditation series as well as providing a host of virtual workout and improvement programs.

Q: Are DE&I areas of focus when hiring new employees?

Timothe: Like most companies, Brinks Home wants the brightest, sharpest, and most talented Team Members. We also recognize that if an organization isn’t attentive, the “brightest, sharpest, and most talented” can easily become very homogenous. In this, we believe that you can have your cake and eat it too. We can find the brightest and the best while being focused on DE&I. We endeavor to make sure we have diverse candidates in interview pools, diverse teams during the interview process, and thoughtful discussions about the talent we are hiring. Bear in mind, though, this is just the start. DE&I must live all over the organization, not just in the hiring practices. Otherwise, we risk losing all the great people we may have hired.

Q: Is there anything else about DE&I that you want customers, employees, or future employees to know?

Timothe: It is important for people – whether customers, employees, or future employees – to know that DE&I are a not political or social event for us. Nor are they a destination or an easy answer. Rather, DE&I are a journey intended to help our Team Members be the best version of themselves when they come to work. If we provide Team Members with rich experiences; the knowledge that they are valued partners, participants, and patriots in what we do – they will (we hope) love coming to work. In turn, they will help us to create richer experiences for customers and clients, as a result, our company will be better for it. If you’re seeking an organization that is on a journey to be the best version of itself, then we’d encourage you to come work for us.

Interested in working for Brinks Home? View our current open positions.

Ananda Boardman is the manager of PR & communications for Brinks Home. She’s passionate about sharing the benefits of smart home security with her fellow North Americans.