An introduction to Jamie Adasi, Greenhouse’s first Director of Diversity, Equity and Inclusion
3 mins, 9 secs read time
My passion for Diversity, Equity and Inclusion (DE&I) stems from my parents, who taught me the importance of engaging in our communities. From a young age, I quickly became aware of social injustices facing people from a wide variety of racial, ethnic, socioeconomic and cultural backgrounds. These experiences resonated with me because as a first-generation Nigerian-American and out gay woman, I struggled to find people I could relate to as mentors.
Joining a company like Greenhouse is exciting because it means I can help further its commitment to DE&I in 2020 and beyond. Even before joining Greenhouse, I was familiar with the numerous awards the company earned for outstanding culture, such as recognition by Fortune as a best place for women to work and Comparably as a top place to work for diversity. It’s important for me to be part of a company that has strong values and recognizes the importance of making DE&I a part of their DNA.
What’s next for DE&I at Greenhouse
We’re focusing on continuously iterating on our DE&I processes, goals and vision as new data, technology and solutions emerge. Beyond aiming for new awards that tout culture and inclusion, it’s important for all leaders and organizations to use a systems-thinking approach to DE&I. For example, finding ways to apply quantitative and qualitative data to assess the impact of programmatic changes is a great starting point. This new way of thinking, using human-centered design to look at algorithms, helps remove bias and elevates human judgement when assessing hiring, retention and promotion practices.
Advice for others in their DE&I pursuits
For companies with established DE&I programs, I’d challenge them to think about their existing commitments to DE&I in 2020. A time of immense and complex change, like the one we’re in now, is a great time to focus on increasing emotional agility. If leaders want to stay competitive in attracting, hiring and retaining top talent, they must create an environment where people from multiple demographic backgrounds feel inspired and motivated to build their careers.
For those companies that haven’t yet experienced a DE&I program, there’s no time like the present. A few things to consider:
Diversity is about all of us. Diversity doesn’t have just one definition – there are those of us who come from more privileged backgrounds (we all have privilege) and those of us from more underrepresented backgrounds. What’s most important is coming together to move forward on our DE&I goals.
Personal experiences shouldn’t hold us back from wanting to make a difference. Even if you’re not directly involved in the creation or actioning of a DE&I program, you can provide support through allyship, championing and advocacy efforts. Use your voice and experiences to help create opportunities for others.
Get involved with your communities. Start by asking yourself the following questions to drive a conversation around the importance of DE&I.
- What diversity or social justice issues am I most interested in understanding better?
- Which community organizations and nonprofits are doing impactful work in my neighborhood, region and beyond? Organizations like Black Girls Code and Tech Inclusion are great places to start.
- Are there any Chambers of Commerce (Women’s Chambers, LGBTQ+ Chambers, etc.) that I can get involved with and learn from?
A more diverse and inclusive organization powers change both internally and externally, into our surrounding communities and beyond. By continuing to champion DE&I initiatives within our organization, Greenhouse shows that we practice what we promote. I can’t wait to see what the future has in store.
Coming soon: Jamie shares ideas how to improve employee mental health while working remotely.
Learn actionable tips for promoting DE&I at your organization in this blog post featuring leaders from New York Times, Affirm, Hired and Greenhouse.