You are welcome here.

33Vincent is committed to equity and inclusion with regard to all aspects of identity, background, and experience. We strive to build a community and client base that reflects, supports, and honors this diversity.

Our Commitment to DEI Defined

 

Click to Expand Each Section

Our Commitment to Diversity +

We prioritize and embrace diversity. We seek to empower by respecting and appreciating differences. Our team and community are stronger when every voice is heard and valued, especially when those voices reflect a range of identity, background, and experience. We actively seek to represent diversity through the community that we build, the leadership that we cultivate, and the clients that we serve.

  • Diversity definition: Representation of a range of thought, identity, and background

Our Commitment to Equity +

We prioritize equity through fair and just treatment and access. We work to eliminate discrimination and harassment and to mitigate bias. We acknowledge that oppressive structures and systems perpetuate unequal access to opportunities. We commit to combat these inequalities by proactively identifying barriers and then providing reasonable accommodations in our processes and departmental efforts, internally and externally.

  • Equity definition: Fair and just treatment and access

Our Commitment to Inclusion +

Our commitment to Inclusion: We prioritize inclusion across all aspects of identity, background, and experience and make deliberate efforts to welcome, represent, and honor differences among our community and client base. We create a virtual workplace and internal culture that respectfully invites different perspectives and uplifts all voices. We continually ask for and respond thoughtfully to all feedback, seeking any opportunity to learn and grow. We collaboratively design our organization’s culture and approach to ensure everyone feels welcome, valued, and included.

  • Inclusion definition: An environment of belonging, community, and opportunity for every individual regardless of background or identity

Our Founders’ Statement on DEI

 

At 33Vincent, we change the world by helping world changers. 

This has been our motto since our founding day in April 2014, and it continues to be more true today than ever.

As we continue to grow and evolve at 33V, we lean further into supporting organizations and leaders that are making a difference, with an emphasis on those who work to create equity and social change within marginalized communities across our country. By providing high caliber support to elevate the time and focus of mission-driven leaders, we help enhance their reach and impact.

As a company, we are committed to equity and inclusion with regard to all aspects of identity, background, and experience. We strive to build a community and client base that reflects, supports, and honors this diversity. We also believe in elevating the role of the Executive Assistant as a valued partner to our client executives, and in doing so, we reenvision the standard “EA” identity, widening the lens to encompass greater diversity of age, race, gender identity, religion, disability and sexual orientation in the EA role.

As 33Vincent founders, we reflect on our identities and how that informs our experience as business leaders. We are three white, thirty-somethings who come from a great deal of privilege. As we processed the 2020 murder of George Floyd in Minneapolis--a city where one of us was raised and two of us went to college--we were angry and sick of seeing the injustices happening to Black Americans. We explored the concept of racism beyond individual acts of intentional hate, recognizing that racism is deeply embedded into the society, systems and structures that have given the three of us inherent and consistent advantage in this country. Both as individuals and as principals of 33V, we strive to be anti-racists, prioritizing our discomfort, re-learning, and intentional action in order to better support and be active accomplices to BIPOC. We want to use our privilege to help foster meaningful change.

Admittedly, when we started this business, our above motto was self serving. It felt good to say we were helping world changers. It felt good to do this work. We were centering ourselves in the narrative of what we were building. We used this motto to share our vision for the organization, but not to hold ourselves accountable. This is the shift we are making.

We continue to focus on elevating world changers and emerging leaders through high quality EA support, but with a stronger emphasis on racial equity, inclusion and diversity. We are committed to leading as intentional and responsible stewards of our money, treating 33Vincent as its own micro-economy, and our budget as a moral document. This means that we aim to hire, serve, bank with, engage vendors, shop with, and support more people of color, within and through our organization. 

Further, it’s important that our 33Vincent team and community itself reflect the diverse organizations and clients we serve. But diversity alone is not enough. Our goal is that every team and community member feels a sense of belonging here, without the need to contort or minimize parts of themselves to “fit in.” To create an inclusive space for all identities and backgrounds, and to ensure everyone has the opportunity to thrive here, it’s crucial that we unpack and dismantle white supremacy culture within 33Vincent. Further, as we invest in new ventures, we are prioritizing those that expand equitable access to opportunity for assistants and clients alike.

What we stand for goes beyond the “politics” of the moment. We believe systemic racism and racial injustice in America are issues of humanity. While we may not all agree on the best way to solve the problems we face, our shared humanity reminds us that there is a deep-rooted problem we must face. At 33Vincent, we aim to be part of the solution.

Our DEI Commitment | Actions Taken

Note: The following list is non-exhaustive and is under construction.

2022

January

  • 33V expanded our Parental Leave Mentorship program to be open to all parents expecting a new little one. Previously this was designed specifically for expectant mothers.

2021

December

  • 33Vincent created an Identity Conscious Introductions Policy. During the application and onboarding process, we invite community members to share their pronouns as well as which social identities feel most important to them. This information is gathered for both 33V community and client introductions, and community members can decide what they feel comfortable sharing for each.

  • Demographic Data Published

    • We grew 11% in racial/ethnic diversity and 3% in gender diversity.

    • We also saw an increase in those indicating Veteran status by 2% and maintained our LGBTQ+ status at 9% from beginning to end of year.

    • We saw a decrease in those with disability status by 2%, and decreased our age diversity by 15%.

August

  • 33Vincent added DEI-related prompts and conversation starters to our communication with onboarding EAs.

  • 33Vincent reviewed historical context of posting on job boards, including impacts of diversity-focused job boards.

    • Research was also completed on additional diversity-focused job boards, and each month a new diversity-focused job board is selected for posting the EA position.

  • 33Vincent updated our questionnaire for incoming clients to include language that allows us to better represent the background and gender of our client community, as well as help our EAs better support their clients.

June

  • 33Vincent began working to increase our transparency on DEI work both within our community and externally.

    • We crafted a section within our internal database to house DEI info, as well as an external website page to be the main landing page for our DEI collateral and definitions, as well as a place to hold our historical actions.

  • 33Vincent updated our Job Posting Commitments to:

    • Require all internal roles to be posted internally and externally

    • Require all roles to have an applicant pool that is more diverse than the current community

    • Post all internal promotions


May

  • 33Vincent developed an hourly rate negotiation SOP to ensure equity across pay expectations and discussions.


April

  • The People Team conducted a deep dive into the application process to identify additional changes that could be made to focus on and prioritize the DEI commitment.


  • The People Team also announced changes already implemented in the application process.

    • Changes have been implemented as of April-June 2021.


  • DEI Committee kicked off with a 1-year commitment from each member.


March

  • 33Vincent’s Leadership Team met to discuss and prioritize strategies proposed by DEI Working Group.

    • Each department instituted monthly DEI-focused work blocks to prioritize progress.

    • As strategies are implemented, updates will appear on this page.


February

  • Our DEI Working Group evolved into a formalized DEI Committee, with its members committing to the group for one year at a time.

  • DEI Working Group wrapped up; the group drafted the following:

    • Defined DEI

    • Commitment Statements

    • Belief Statement

    • Challenge Statements + Root Causes

    • Proposed Strategies


January

  • Greenhouse Inclusion added the ability for applicants to record the pronunciation of their name and share their pronouns.

2020

September

  • 33Vincent formed a working group focused on the diversity, equity, and inclusion (DEI) efforts within the organization.

    • The working group was made up of a diverse subset of voices representing both our freelance community and internal staff.

    • Over its first six months, the DEI working group made progress towards accomplishing the goal of laying some foundational groundwork for the DEI work at 33Vincent.

    • Three very important foundational pieces were defined: our commitment to diversity, our commitment to equity, and our commitment to inclusion. (Commitments are defined above).

  • The People Team incorporated a question at the start of all interviews to confirm the applicant's pronouns.

August

  • 33Vincent kicked off a yearlong work trade with Promise54, which works to enable organizations to deliver on the promise of equity. The work trade includes monthly observations and monthly coaching calls for debrief, instituting next steps, etc.

July

June

  • The People Team instituted monthly bias conversations in addition to the implicit bias training each People Team member receives during onboarding.

April 2020

  • 33Vincent formalized our collective commitment to diversity, equity, and inclusion, with our first belief statement:

    • “33Vincent is committed to inclusion across all aspects of identity, background, and experience. We value and prioritize diversity as we cultivate leaders and build a company where everyone has a voice—and our community reflects the wide range of clients and organizations we serve.”

  • 33V implemented a company-wide optional demographic survey to set a baseline of community representation.

March

  • Updated research into EA starting rates across competitors to ensure equitable and competitive pay.

January

  • People Team members participated in a stepback session surrounding demographic goals and DEI initiatives.

  • 33Vincent committed to posting on diverse job boards.

  • 33Vincent invested in Greenhouse Inclusion, an add-on to our Applicant Tracking System to allow for more equitable, inclusive hiring.
    Included are:

    • Provides prompts to consider referring applicants from underrepresented populations

    • Provides prompts for application, sample project, interview, and trial period evaluators to consider inclusion when completing scorecards

    • A customizable, anonymous, optional demographic survey that enables the People Team to review data to ensure an equitable process and experience across all demographics

2019

March

  • 33Vincent researched Executive Assistant starting rates across competitors to ensure equitable and competitive pay.

January

  • 33Vincent researched national Executive Assistant demographic data to help establish a baseline for demographic goals.