Inclusion is comprehensive. To that end, here are the areas we commit to ensure that the environment people work in is supported:

Establish a mentorship program to help new employees navigate through the company over the first year.

The creation of a resource group for women and minorities in media publishing.

Establish a sponsorship program to connect employees with people in higher-ranking positions to provide guidance, with a focus on ensuring gender equality.

The company endeavors to increase numbers of BIPOC in our workforce by more than 30%, and women and non-males by more than 60% — shifting the overall demographic makeup of the team from 30% PGM and 30% female (June 2020), to approximately 40% PGM and 50% non-male by year end 2023, which is generally reflective of the broader US population.

We seek to double the percentage of PGM and non-male persons in senior and leadership roles from approximately 23% to 50% by year end 2023.

All hiring managers must undergo unconscious bias training and interview training, effective July 30, 2020.

All job descriptions must be created using TapRecruit, an augmented writing platform to attract a more diverse candidate pool, effective July 30, 2020.

All jobs must be posted on applicable BIPOC and women focused job boards and/or through non-traditional sourcing methods in order attract a more diverse candidate pool, effective June 30, 2020.

Candidate decision making process to be standardized through skill and qualification-based scorecards to remove personal bias, effective June 30, 2020.

Provide employees with regular, actionable performance feedback, and cross-functional shadowing opportunities.

Provide employees with opportunities to lead cross-functional projects, and stretch assignments.

Set career goals, timeline and provide employees with training and a roadmap to goal attainment.

Ensure job titles and job descriptions are updated to confirm accurate duties and responsibilities under each position.

Maintain equitable pay practices in recruiting, hiring, transfers, promotions, and title changes by focusing on ensuring equal pay regardless of gender, race, ethnicity, and all other protected classes.
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Work to develop and share an org-wide compensation philosophy that aligns with our mission, values, and DEI initiatives.

Minimize variance to less than +/- 1% by gender, race and ethnicity after accounting for level of responsibility, experience, tenure and performance history.

Internal Pay Fairness within our team and positions of similar responsibilities.
External Market Fairness to benchmark against other similar positions in the same geographic location.

Editors must make resource allocation decisions with preference given to stories involving BIPOC, Women, LGBTQ and other minorities, effective immediately.

Stories must adhere to the forthcoming addendum to the editorial stylebook on covering topics such as racism, sexism, and other forms of identity discrimination, effective July 30, 2020.

Monthly editorial content calendar to include input from the company’s DEI committee, effective July 30, 2020.

Mandatory coverage of technology and lifestyle related stories for holidays and periods of recognition for BIPOC, Women, LGBTQ and other minorities, i.e. Juneteenth, Black History Month, Pride, International Women’s Day and others, effective immediately.

Bullying:

Digital Trends Media Group generally defines bullying as conduct that is threatening, humiliating, embarrassing or seriously intimidating and which creates a hostile environment by substantially interfering with an individual’s opportunities, performance, or physical or psychological well-being.

Bullying also means any intentional written, verbal or physical acts, including electronic communications that physically harm an individual, damage an individual’s property, or intimidate or coerce an individual.

Sexual Harassment:

Sexual harassment is unwelcome conduct of a sexual nature that is persistent or offensive and interferes with an employee’s job performance or creates an intimidating, hostile or offensive work environment.

Sexual harassment can be physical and psychological in nature. An aggregation of incidents can constitute sexual harassment even if one of the incidents considered on its own would not be harassing.

Other Harassment:

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward an individual because of the individual’s class (including age, race, ethnicity, color, national origin, ancestry, religion, sex, sexual orientation, and any other status protected by law).

Accessible procedure for complaints.

Digital Trends Media Group encourages prompt reporting of all perceived complaints or concerns, including incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, any member of the HR team or Head of People directly, or through the anonymous HR comment box.

Management is required to share any information regarding policy violations to the HR team to insure they will be addressed and responded to appropriately.

Protection from retaliation.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed by HR.

Confidentiality and anonymity throughout the complaint and/or investigation process is assured.

Digital Trends Media Group will maintain confidentiality throughout the investigatory process to the extent consistent with proper investigation and appropriate corrective action.

Assurance of consequences and action following violations.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as Digital Trends Media Group believes appropriate under the circumstances.