ScottMadden recognizes that each of our employees is unique. The differences in our backgrounds, experiences, styles, and perspectives are part of what makes our firm exceptional. ScottMadden is committed to building a diverse environment that is collaborative, and supportive, and fosters mutual respect and trust for one another and our clients.
Our Employees and Our Firm
- Grow and develop employees
- Build diverse leadership
- Create leadership that is accountable for building and sustaining a diverse and inclusive environment
- Ensure firm operations and processes are equitable
- Engage project teams that reflect the diversity of our firm and our clients
- Grow and sustain diversity across our practice areas
- Expand diversity through a partnership with diverse suppliers (contractors)
- Develop products and services that support our client’s diversity and inclusion journeys
- Engage and build relationships with D&I-focused organizations and networks
- Engage and build relationships with colleges and universities (e.g., clubs, associations, HBCUs, internships)
- Increase awareness of ScottMadden’s diversity and inclusion commitment
Our Leaders in Diversity & Inclusion
President and CEO
Partner and Director of Diversity & Inclusion
Our D&I Pillars
Our Diversity & Inclusion (D&I) team leverages a three-pillar framework to focus the firm’s efforts:
Communication, Awareness, and Education
Our Communication, Education, and Awareness pillar focuses on creating a culture of inclusion through creative events, communications, and ongoing activities that increase awareness around the diversity within our firm as well as build an environment of inclusiveness.
- Small Table Talks
- D&I SharePoint Site
- Employee spotlights
- Inclusion Survey
- Unconscious Bias Training
- Ongoing Training
- Firm Communications Planning
- “theScoop” newsletter articles
- D&I Cultural Events Calendar
Talent Attraction and Retention
Our Attract and Retain pillar executes the key D&I activities that are critical to increasing the diversity in our firm. Under this pillar, we focus on recruiting talented and diverse consultants; regularly reviewing our diversity metrics; and tracking and improving retention.
- Conferences (NBMBA, Veterans)
- MBA recruiting events
- Informational conference calls
- New hire inclusion:
- Neighborhood welcome
- CoP outreach
- Metrics tracking and reviewing
- Retention planning
- Internal process review
- Client reporting and updates
Networking and Outreach
Our Networking and Outreach pillar allows us to create opportunities to connect and network within our firm by leveraging Employee Resource Groups (ERGs). This pillar explores opportunities to connect with professional organizations through outreach and through employees within our offices. This pillar also explores opportunities to network and share knowledge through conference participation.
- Employee Resource Groups
- Conference attendance and knowledge sharing
- Subcontractor diversity networking
- Networking and knowledge collaboration with clients and organizations outside of the firm
Employee Resource Groups
The goal of Women@ScottMadden is to foster personal and professional development and amplify the voices of all women at ScottMadden.
The Veterans’ Employee Resource Group (VERG) maximizes the professional relationship potential between the firm, veterans, and non-veterans.
The Village (Working Parents and Care Givers) provides a safe collaboration space for support and advocacy on topics related to working parents and caregivers.
Jordan Gillis, Director of Government & Public Services, is a ScottMadden boomerang who first joined the firm in January 2007 and again in March 2021. In 2017, after 10 years with the firm, he departed to serve as a civilian leader in the U.S. Army and U.S. Department of Defense.
Learn more about Jordan in our most recent Employee Spotlight!
Native American Heritage Month
At ScottMadden we honor Indigenous and Native people and their contributions to our communities. We recognize the beauty of their culture, traditions, and history.