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BUILDING A DIVERSE, EQUITABLE, AND INCLUSIVE SOJERN


JULY 27, 2022


JUNE 24, 2022



In the Summer of 2020 following the tragic death of George Floyd, Sojern
identified a need to invest more deeply in Diversity, Equity, and Inclusion
(DEI). “Championing diversity” had been a core value at Sojern for many years,
but our focus on diversity became even more critical with so many global
instances of human rights abuse, racial inequality, and discrimination—from
Uyghur Muslims in China and Rohingya in Myanmar, to Black Americans dead at the
hands of law enforcement. Our hearts were broken yet again and we knew that we
had to act. We had to do something to make a difference in the global
communities where we operate. 

We created the DEI Council to do exactly that. Consisting of 15 members across
the globe, the committee focuses on helping Sojern employees understand what
having a diverse, equitable, and inclusive culture means and ensures the company
works together to embrace and evolve such a culture. Further, we’re educating
our team on the nature of discrimination around the world and creating advocates
for change.

DEI MISSION: Our Sojern DEI council seeks to create a brave space that embraces
the beauty of diverse thoughts, beliefs, and experiences of Sojern employees
globally. They are committed to challenging the status quo and championing
diversity in a way that extends past our office walls and into our partnerships
and communities across the world. 

DEI VISION: Our DEI Council is a resource for all Sojern employees in engaging
Sojern’s core values, Embrace Inclusion, Win As A Team, and Be Genuine. Their
goals are to offer training, illumination, self-reflection, and to foster a
sense of belonging and trust. With our goal of engaging Sojern employees and
clients, we are searching for ways to make our world a more equitable
place–removing bias barriers and promoting equity for all.

What does DEI mean at Sojern? 

 * Diversity: The practice of including Sojern employees from a range of
   different social, economic, ethnic, racial and cultural backgrounds, as well
   as marginalized communities, genders, sexual orientations and identities,
   ages, geographies, physical and mental abilities, religions and beliefs. 
 * Equity: Establishing justice policies and practices that promote fair
   experiences, treatment, access, and opportunity of advancement for all
   Sojernistas; distributing resources dependent on need.
 * Inclusion: The policy and practice of enabling Sojernistas to be their
   authentic selves by creating a safe and welcoming environment that transcends
   differences, inspires learning, supports personal and professional
   development, and builds community. In short, inclusion at Sojern means
   putting diversity and equity into action. 

How Sojern Activated DEI Initiatives Across the Company: 

 * CEO Mark Rabe is the executive sponsor for the DEI Council, putting it
   front-and-center as leadership discusses Sojern’s long-term plans. Along with
   signing the Action Pledge, he and the wider leadership team continue to seek
   out education to better lead the company and put diversity first.  
 * Partnered with The Center for Leadership and Human Potential to facilitate
   DEI focus groups, provide a DEI Cultural baseline assessment for Sojern, and
   recommend next steps focused on high-impact action.  
 * Focused on building a more diverse workforce through encouraging diversity of
   candidate pool and retention among diverse employees.  
 * Created new, more inclusive employment policies, such as our recent updates
   to our Parental Leave Policy.  
 * Provide continuing education and employee training programs, such as
   company-wide Personal Leadership Identity Training, offering financial
   resources for personal development and to help employees begin a journey of
   understanding and allyship, hosting events, and inviting external speakers to
   share their experiences with our team. 
 * Partnered with Sojern’s employee resource groups such as Sojern Women’s
   Group, SoProud (Sojern's LGBTQ+ Affinity Group), and Sojern Gives Back
   (focused on giving back to communities around the world) to lead change and
   foster inclusion. 
 * Established measurement and benchmarking to hold ourselves accountable to
   achieving our goal of building a more diverse, equitable, and inclusive
   Sojern

What are some of our employees saying about Sojern’s DEI efforts? 

“Sojern continues to hire and include all in all areas of the company.” 

“Being at GloCon [Sojern’s global conference] gives me an amazing opportunity to
learn and create relationships with people all over from different cultures and
walks of life.” 

“Sojern hires employees of all demographics and makes a point to make sure women
are represented in leadership as well.”

“Sojern creates different events that allow individuals to speak on their
experience and journey which allows others to learn and understand other's ways
of life.” 

We continue to implement ideas to foster diversity, equity, and inclusion within
Sojern and the communities we operate in. We would love to hear your stories and
goals, connect with us! 

‍



‍

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AUTHOR:

CHRISTY JOBMAN

Christy is a senior marketing manager at Sojern with over seven years of digital
marketing experience. She crafts and executes Sojern's strategy to support
destination marketing, primarily focused on global localization, content
development, and new initiatives to help destination marketers see success in
the cookieless world. Through partnering with destination experts in the
industry, her vision is to help the world's destination marketers find the right
travelers and engage them with the right message at the right time.

CHRISTY JOBMAN

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