PBN Diversity Equity & Inclusion 2024 Awards
PROFESSIONAL SERVICES: City Personnel
CITY PERSONNEL SEES diversity as recognizing and valuing the unique backgrounds, perspectives and experiences that every individual brings to the team and to the companies that the Providence-based staffing agency serves, according to firm founder and President Dawn Apajee.
Apajee believes it is her responsibility to build a workplace culture that embraces collaboration, encourages different viewpoints, fosters a sense of unity and respect among all team members, and directly impacts employee retention. When City Personnel team members feel valued and included, they are more engaged and committed, reducing turnover and fostering long-term loyalty, she says.
“It’s about more than just representation; it’s about creating a space where everyone’s voice is heard and respected,” Apajee said. “A clear diversity and inclusion commitment shows employees, clients and partners that the company is dedicated to making a positive social impact, building brand trust and reputation.”
City Personnel made efforts to support underrepresented groups and communities by developing and strengthening strategic partnerships with various organizations. Among them are Year Up, the Rhode Island Black Business Association, Dorcas International Institute of Rhode Island and Sojourner House. Along with regularly posting job opportunities on community platforms, the agency also engages with attendees at diversity-focused job fairs and actively supports community-building events.
City Personnel also focuses on inclusive hiring and staff development from within through internal training and team-building activities, taking a multifaceted approach to understanding and valuing the perspectives of colleagues from diverse backgrounds. One approach City Personnel uses is its CliftonStrengths assessments, Apajee says.
By identifying each team member’s unique strengths, these assessments, she says, encourage self-awareness and mutual respect, allowing employees to appreciate the diverse ways each person approaches their work.
“This understanding helps us collaborate more effectively, as team members see how their individual strengths contribute to shared goals,” Apajee said.
The agency performs quarterly equal opportunity employer data reviews assessing diversity within the team and ensuring that recruitment and retention practices reflect the community they serve. Additionally, it engages in continuous education initiatives, such as United Way of Rhode Island Inc.’s Equity Challenge, and has implemented practices such as name-blind resume reviews to reduce unconscious bias in the recruitment process.
City Personnel Marketing Manager Zach Gagnon says having a diversity, equity and inclusion plan in place is “essential” and also fosters innovation.
“When you bring together people from diverse backgrounds, they bring unique perspectives, ideas and problem-solving approaches, which often leads to more creative solutions,” Gagnon said. “A diverse team is better equipped to adapt to changes, understand different market segments and meet the needs of a broader range of clients and customers.”
Organizations can get on board with diversity and inclusion initiatives, Gagnon says, first by establishing a clear DEI plan that aligns with their mission, values and business goals, and by having company leadership setting the tone by making DEI a priority that’s visible in all aspects of the company.
“Taking consistent, companywide action is what truly makes an impact,” Gagnon said. “Leaders can show commitment by participating in DEI events, engaging with diverse communities and ensuring that DEI goals are incorporated into the company’s broader strategic plans.”
Apajee says a successful DEI program needs everyone in the organization, from leadership to each individual team member, committed to it, even when facing some resistance due to a lack of understanding about the benefits of diversity or concerns about change.
To address this, City Personnel focuses on building awareness by educating all employees on the tangible business impacts of DEI, such as increased innovation, better client relationships and improved employee engagement. Apajee says when people understand the “why” behind DEI, they’re more likely to embrace the change.
“Leadership involvement is essential. Leaders who actively support and advocate for DEI demonstrate its importance and set a precedent for others to follow,” Apajee said. “Fostering open conversations about bias is crucial, as it helps normalize the journey toward greater self-awareness and encourages everyone to take part in creating an inclusive environment. We’re committed to creating opportunities, addressing inequities and building solutions that foster a more inclusive workforce.”
