Creating an inclusive environment for all

At TXI, we make space for curiosity and imperfection. We embrace and encourage curiosity and recognize we will all make mistakes and that imperfection is natural. So in order to make DEIB core to our culture, we value constanting learning. We are always enriching our DEIB vocabulary, understanding by hosting ongoing education programs, and bringing in outside DEIB educators. It’s our responsibility to be constantly learning more about the space, especially as new ideas emerge.

And as we learn, we strive for continuous improvement and individual growth. This means seeking diverse input and opinions beyond our own while staying open to occasional conflict and non-resolution.

We want to hold ourselves accountable for DEIB within our community. In doing so, we set a baseline against which we can measure change and seek to apply new insights and personal learnings we gain toward meaningful organizational growth.

Action and undertakings

• Strategic plan and targets to correct for overrepresentation
• Equity audit on hiring, recruiting and promotion
• A strong environment of curiosity, learning and growing
• Openness to non-resolution and productive conflict

We believe equal access to information is the cornerstone of our equity work. We commit to identifying what beliefs, ideas, processes, and practices are implicit and making them explicit so that everyone can understand, engage, and/or utilize them.

By transparently documenting our culture, organizational history, process, and policies, we ensure there is no hidden agenda and no specialized privileged access to information for those who have been here the longest to maintain any power or privileged insight.

Action and undertakings

• Documentation of our culture to make the implicit explicit
• Equitable access to resources and information across the company
• Regular equity audits on our tools, process, and approach

We promote inclusion in the workplace by understanding the people both inside and outside our community. Inclusion starts with actively listening and engaging with the team to make sure everyone—not just the loudest or most privileged people in the company—have a voice.

With our clients, we help companies build transformational products. And those products are used by all types of people. The more we reflect on that audience, the better we’ll be at doing our job as designers, strategists, and engineers. That’s why we focus so much on diversity of social identity groups and enacting practices that promote equity to support them.

At TXI, when we make decisions, we ask who will be impacted by them. We invite those who will be impacted to have a voice in the room. We know that sometimes we will miss who is impacted, which is why we collaborate with the DEIB team and ask ourselves who we are missing, to determine both who is impacted and how to include them.

Action and undertakings

• Employee engagement surveys through Culture Amp
• Quarterly small-group roundtables with leadership to discuss company issues and questions
• Inclusion of those impacted in decision-making processes

At TXI, we need to be able to learn from each other. To promote that learning and connection, we believe that to be seen for who you are—and to have the opportunity to feel a sense of belonging—is a universal human need. We believe it is our responsibility and duty to create the conditions for belonging for every team member. That’s why we’re working to create an environment that is inclusive for everyone.

We care about the individual and want to create a space for each individual to bring their authentic selves to work. As a result, we want to better understand and dedicate support to each person at TXI.

Action and undertakings

• Cohort onboarding is designed to foster a sense of belonging
• Regular connection opportunities between team members
• Resources to know and support each team member