PureCars quickly realized that there was a significant opportunity to increase internal discussions around the topics of Diversity, Equity, and Inclusion in the organization. However, there was no set venue or committee to fully address these topics.

PureCars has publicly, and proudly, announced its commitment to increasing cultural awareness across the organization via two primary methods.

First, the PureCars established a Diversity, Equity, and Inclusion (“DEI”) taskforce including selected employees of varying levels in the organization to plan out 2020 and 2021 DEI initiatives, learning panels, and areas for improvement using the data gathered from the DEI section created within our Employee Engagement Surveys. We are taking a datadriven approach to visualizing our improvements around diversity, cultural awareness, and more.

We have now held two successful open panel forums in 2020, one to discuss race relations in America and to hear from our minority employees on how recent events have impacted their lives, in and outside of work. The second panel involved PureCars employees who are in interracial relationships, where we were able to listen and learn about their experiences and how they themselves have learned and listened by having open discussions with their significant other.

Though anecdotal in their impact, our teammates have responded very positively to both open forum discussions as well as the actions being taken by the DEI task force. Feedback from our minority employees has been that the open panel discussions has significantly eased internal discussions with one another and with their managers regarding diversity, equity, and inclusion in the workplace. We are expecting a significant increase in the areas of Culture and Diversity within our 2021 Employee Engagement Surveys. There are additional open forum discussions planned throughout all of 2021 as well.

Jeremy Hay
Director, People Operations