We feel it’s important to be transparent about the racial and ethnic breakdown of our team. We recognize that we must add more BIPOC leaders to the company. We’re committed to expanding how we search for diverse candidates, going beyond LinkedIn and Indeed and broadening our networks, including the organizations we work with and the schools we recruit from. We’ve updated our interview screening process to ensure that we do not let implicit bias be the basis for hiring or not hiring a candidate.
We promote equal pay and opportunity. We recognize that racism isn’t just hate speech and violence, but an intricate system that affects job opportunities and pay discrepancy. We’ve employed a pay transparency model since 2018. To make sure every opportunity for growth at M.M. is open to every employee at M.M., we will continue to improve on this model and refine our promotion processes in every facet of the company to ensure they are as clear as possible to our employees.
We have an expanding mandatory employee training curriculum focused on recognizing and combating implicit and explicit biases. We are also in the process of rolling out smaller group training and enrichment sessions on the psychological impact of racism, addressing microaggressions, and combating cultural appropriation and misappropriation.
We require all customers and employees to adhere to the policies outlined in our decency agreement. We want every person who walks into our facilities to know that we are an organization actively committed to fighting racism and discrimination of any kind. Violation of this policy will not be tolerated. We expect our visitors and customers to respect our employees and vice versa, and we will end our relationship with anyone who does not adhere to our policies.
We have an anonymous Ethics and Compliance Hotline. If you experience profiling, discrimination, or harrassment while you work or shop with M.M., please contact:
- Email: email@example.com (Please include M.M.LaFleur in the subject line)
- Toll-Free Telephone:
- English: 833-666-0008
- Spanish: 800-216-1288
- Website: www.lighthouse-services.com/mmlafleur
This is part of our ongoing commitment to have clear lines of communication, transparency, and accountability as we train our leadership team on how to best handle incidents of racism.
We underwent a search to fill a seat on the M.M. board with a Black woman with sector experience, and we are thrilled to share that in February of 2021, we welcomed Stephanie Davis Michelman to the team. Stephanie is a marketing expert with years of experience, and we are so excited to collaborate with and learn from her. In addition to guiding our marketing team, Stephanie has used her expertise to assist our DEI Committee with their recent initiatives.
We have established a DEI committee, which includes 2 senior company leaders and 7 employees at various levels, to ensure we are making continuous progress. The committee’s purpose is to act on behalf of the company to ensure accountability and transparency, provide governance and oversight on diversity efforts, and promote an inclusive and diverse culture where employees and customers from any background can thrive. Most recently, the committee has been working to overhaul our recruitment and hiring practices, as well as implement additional company-wide diversity and inclusion training from world-renowned activists.
We know there is more work for us to do. We will hold ourselves accountable, and we welcome your feedback via our Ethics and Compliance Hotline, listed above. We’re committed to publicly sharing our progress with our customers and community on a regular basis and will continue to update this page with our progress. Click here read more about our CEO’s commitment to equality and the steps we’re taking to make sure M.M.LaFleur is a safe and supportive place to work for all employees.