Diversity Statement

As of November 15, 2022

Beutler Ink is committed to current and future actions towards creating an inclusive environment that fosters and supports a sense of belonging for folks from all walks of life. We recognize, respect, and celebrate differences in race, color, religion, gender, gender identity and expression, sexual orientation, national origin, disability, and age, and we understand the balance required in caregiving for others. ​​

At Beutler Ink, we strive to help our clients tell their stories, and we know that teams with diverse backgrounds with their own stories to tell help us do just that. Our ability to share more authentic stories is strengthened by having more experiences and perspectives within our workplace and infused in our culture. 

Our goal is to foster a culture of belonging where all employees are respected, involved, listened to, supported, and given an equitable opportunity for success. We have made big strides to this end, and there’s further still to go. 

So far we have implemented hiring process changes to be sure we’re interviewing varied candidates. We have also developed an employee review process with psychological safety in mind that honors the needs of the individual. We’ve engaged in full company workshops regarding gender bias, equitable and inclusive leadership, and embracing multicultural and multigenerational workplaces. We have confirmed we have pay equity among roles and genders, and we hold monthly solution-focused DEIB committee meetings that have seen increased participation from all levels of the company. In late 2022, we partnered with a DEIB consultant to take an objective look at our day-to-day practices and to help us address what’s still missing and what should be improved. We have also polished our job descriptions for new hires to be gender neutral, more concise, and accessible to prospective employees.

Moving forward, in addition to maintenance of the above, we are working on getting our job postings onto new boards to reach a wider candidate pool and revisiting our talent acquisition process with neurodiverse candidates in mind to ensure their needs are met prior to an interview. The DEIB committee will work with the Executive Team to establish structure for task forces to address systemic issues and seek avenues for continued learning. 

Lastly, we understand that our role is only a very small part in a much greater effort. Change will be incremental, and will require continued commitment. We see it as all of our responsibility, so please consider us open to additional ideas, via any channel.