PBN 2025 DIVERSITY EQUITY & INCLUSION AWARDS
Professional Services (Consulting): City Personnel
Diversity, equity and inclusion efforts have always been a priority at Providence staffing agency City Personnel.
“Our approach to DEI is holistic and genuine,” said Dawn Apajee, founder and president. “We don’t separate it from our business goals. It’s built into our culture, our hiring practices and how we engage with the community. Internally, we make sure our placements reflect the diversity of Rhode Island’s workforce by tracking EEO [equal employment opportunity] data and addressing any gaps we see. Externally, we make an active effort to use our platform to uplift others.”
City Personnel has built partnerships with local organizations that serve underrepresented groups in the state working very closely with the Rhode Island Black Business Association, Progreso Latino, Year Up and the Rhode Island Hispanic Chamber of Commerce to not only connect with diverse talent pipelines but also expand access to professional opportunities for others. The agency also works with the Woonsocket Education Center to assist job seekers with interview preparation and resume building.
“We’re always open to expanding our partnerships and that willingness to collaborate has played a big role in our success,” Apajee said.
Over the past few years, City Personnel has worked with and supported organizations such as the Heart of Rhode Island Networking Group, the Rhode Island Society for Human Resource Management and the Women’s Fund of Rhode Island. The company also exhibited at major community events such as RI PrideFest, Diversity Business Job Fair and the RISE Women’s Leadership Conference.
“Each of these connections has allowed us to reach new audiences, build stronger community ties and further our mission to create equal opportunity for everyone,” Apajee said.
City Personnel has integrated DEI into every part of its staffing proces,s from the way job descriptions are written to how candidates are reviewed. The agency uses blind resume screening and conducts internal training to reduce unconscious bias during hiring; steps, Apajee says, that have directly influenced how City Personnel recruits, supports and represents Rhode Island’s workforce.
For Apajee, having a DEI plan in place is not only critical to the success of the business overall but to the success of its employees and customers as well.
“It’s absolutely essential,” Apajee said. “In the short term, DEI creates a more connected, empathetic and innovative team. People feel seen and valued, and that energy translates into better service for our clients and candidates. In the long term, these policies shape the legacy of City Personnel. Our clients benefit from DEI because it leads to stronger, more dynamic teams. When we prioritize inclusion, they gain access to a broader, more talented pool of candidates who bring new perspectives and ideas. It also builds trust. Our clients know we’re not just filling jobs; we’re helping them strengthen their workforce and community presence.”
Zach Gagnon, City Personnel’s marketing manager, said having a DEI plan in place isn’t just about doing the right thing.
“For us, it’s not just about filling positions; it’s about creating opportunity, building connections and helping people thrive,” Gagnon said. “Companies that prioritize diversity are more creative and better at solving problems because they have more perspectives to pull from. For us, having a DEI plan ensures that we’re helping our clients build stronger, more inclusive teams that reflect their communities. It’s not something you can afford to overlook anymore.”
Gagnon is especially passionate about his work because he gets to tell the stories behind the impact City Personnel makes every day.
“I have the unique opportunity to highlight the success of our candidates, clients and community partners and show how meaningful connections can truly change lives,” Gagnon said. “I’ve seen how the right opportunity can transform someone’s career and confidence, and being able to share that through our messaging, campaigns and community work is something I take real pride in.”
City Personnel’s next focus will include education and mentorship efforts featuring expanded partnerships with local schools, workforce centers and colleges to provide career-readiness workshops and guidance for students entering the job market. Internally, the agency is building out a mentorship program to help team members grow professionally.
Apajee says the roadmap is simple – keep showing up, keep building partnerships and keep using City Personnel’s platform to create opportunity.
“DEI isn’t an add-on to our business strategy; it’s part of the strategy itself,” Apajee said. “Every major business decision we make is filtered through the lens of inclusion and equity, from who we partner with to how we represent ourselves publicly. We discuss DEI in meetings, we track it like we do financial performance and we celebrate progress just like we celebrate growth milestones. When DEI becomes part of your core decision-making, it stops being a ‘program’ and becomes a business philosophy.”
