At Hunt A Killer we believe in our employees bringing their whole selves to work. Therefore, when 2020 racial tensions increased, we knew we needed to listen and understand the perspective of those impacted to best serve our community (internal and external).

How did we do this? We set up voluntary one-hour one-on-one meeting sessions between our CEO and our employees who are Black, Indigenous and People of Color (BIPOC) that wanted to participate.

To gauge interest in participation, we reached out to all employees impacted. For those teammates who were interested in participating, meetings were set up via video conferencing. During these meetings, we were able to listen and gather a better understanding of how Hunt A Killer, as a company, could continue to drive change to improve BIPOC experiences in our organization, and more broadly, in our society.

Fifteen participants (93% of our BIPOC teammates) responded that they would like to take part in the CEO one-on-one meetings. Qualitative data were captured in meeting notes with the intent to listen first – to understand perspective and need – with the ultimate goal of putting actionable items into future organizational planning. As a result of listening to the voices of participants, helpful insights were gathered that will benefit future Diversity, Equity, and Inclusion initiatives at the company.

A more immediate outcome of the conversations was the decision to make both Juneteeth and Election Day Hunt A Killer company paid holidays. We believe that in having these paid days off of work, it allows our employees to focus on a celebration of social justice and additionally, it helps remove some barriers for employees that want to exercise civic engagement.

We believe that this effort was more than just a snapshot in time, and we will continue to listen to our BIPOC employees ongoing to ensure that we are continuing to provide support.

Ryan Hogan, CEO