DEIB at TXI 2026: What to Expect as a TXI Employee

If you're looking for a workplace where diversity, equity, inclusion, and belonging aren't platitudes but daily practices, you might be curious what that actually looks like. Not the aspirational version. The real one — with all its specificity, intentionality, and ongoing work.

At TXI, DEIB isn't a program we run alongside our business. It's embedded in how we operate: who makes decisions, how we grow, what we build, and how we show up for each other. Over the past five years, we've redesigned systems, shifted structures, and continued to ask the hard questions because this work matters to us.

Here's what that looks like in practice in 2026.

When You Join

You'll see it in how we hire. We don't ask engineers to complete unpaid take-home coding assignments. We post salary ranges in all of our job descriptions. We encourage you to apply even if you don't check every box because we know how some criteria can be written inadvertently excludes talents people . Our interview processes involve clear, standardized evaluation criteria — not "gut feel" — to reduce bias. And we actively source candidates across diverse talent pools, not just the usual networks.

You'll see it in how we onboard. From day one, you're introduced to our values and how they show up in the work. Pronouns in Slack and Zoom aren't mandated, but their usage is role modeled by our people. And during your first team kickoff, you'll co-create communication norms with your teammates because inclusion starts with making space for everyone to say how they work best.

As You Grow

You'll see it in how we define career paths. We built transparent career pathways so you know what growth and personal career development look like at every level. Promotion criteria are documented and consistent across roles. We've trained managers on how to give clear, actionable feedback — and how to recognize bias when it shows up in reviews. Every year, we check for pay equity across levels and practices, and we adjust when we find gaps.

You'll see it in how we develop people. Learning opportunities aren't reserved for a select few. Beach projects, working groups, practice group presentations — these are open invitations to grow your skills and shape the business. We've also prioritized accessibility in our training, like ensuring our data visualization course explored how to mitigate bias in the work we create.

In Your Daily Work

You'll see it in how teams operate. Team norms aren't dictated — they're co-created at kickoffs. Retrospectives start with how people felt, not just what got done, because emotional safety matters. We rotate facilitation roles so decision-making isn't dominated by the loudest or most senior voices. In Zoom calls, we use the hand-raise feature to help ensure that conversations feel more inclusive and all voices can be heard.

You'll see it in what we build. The people most impacted by the work we create are involved in its design. We invest in accessibility in our products and embed accessibility champions on teams. Because inclusive design isn't optional — it's foundational.

In How You Belong

You'll see it in how we gather. When we come together for all-hands meetings or co-working weeks, we check in on access needs. We choose vendors — restaurants, caterers, event spaces — that reflect the diversity of local communities. We think carefully about which neighborhoods we explore and how we engage as we gather. And we buy carbon offsets for travel, because belonging includes the planet.

You'll see it in how we rest. We don't just offer PTO. We have company-wide "no working" days where everyone disconnects at the same time— no emails, no Slack, no catching up while others are away --because when we all pause together, rest becomes restorative instead of isolating, and no one falls behind for taking care of themselves.

You'll see it in how we connect. We celebrate milestones and recognize each other's work. We make space for people to be seen and heard, not just be productive.

In How You Own

You'll see it in our structure. In 2022, we became 100% employee-owned through an ESOP. This isn't symbolic. It's a fundamental and intentional redistribution of wealth creation across the organization — a DEIB decision that ensures everyone builds long-term financial security, not just the founders or executives. As an employee-owner, you have access to open financials, you shape strategy through feedback and working groups, and you have a share in the success you help create.

The Unfinished Work

Here's what we won't tell you: that we've solved this. We haven't. This work is hard, ongoing, and requires continual effort. We don't always get it right. We make mistakes sometimes. But we're learning as we go, listening to our people, and evolving our practices.

We track our progress through annual demographic surveys so we can hold ourselves accountable to reducing over-representation. Our CEO is active in the Chicagoland DEI Alliance and an alumnus of the Loyola DEI Leadership program because we need external perspectives to keep challenging us. And we keep asking: How does this align with our values? Who does this serve? What are we missing?

We're not here to lecture anyone on how to do this work. We're here to share what we've built so far — and to keep building alongside people who believe this work matters.

An Invitation

In a moment when DEIB work is being questioned or quietly dismantled in many organizations, we're choosing to stay committed. Not because it's easy or trendy, but because it's essential to who we are, how we build better products, how we bring value to our clients, and who we want to be.

If this resonates with you — if you're looking for a place where inclusion is practiced, not just proclaimed — we'd love to meet you. We're not perfect, but we're intentional. And we're in it for the long haul.

Explore our open roles at https://txidigital.com/careers or reach out if you'd like to learn more about what it's like to work here.