Anti-racism is not just about what we can do, but who we are.

At Slalom, we are committed to justice, humanity, and equality. We do not tolerate racism. Anti-racism starts with listening and learning. We must also take action to drive profound and lasting change and to create a better tomorrow without bias, fear, and injustice.

Slalom stands in protest

On June 12, 2020, nine days after our initial public message in support of the Black Lives Matter movement, Slalom CEO Brad Jackson posted a statement on LinkedIn titled, “Slalom Stands in Protest, for Equality and Humanity, and Against Racism.” He outlined Slalom’s stance against racism and introduced the committed actions detailed below. 
Read the statement
Fists in the air at protest

Our anti-racism commitments

The Slalom United for Equality initiative is a multi-year program created within our Inclusion and Diversity Center of Excellence to make a lasting impact in our local and global teams and communities. We will share regular, high-level progress updates on each of our seven commitments here.


1. We will not tolerate racism.

Anti-racism is the practice of identifying, challenging, and changing the values, structures, and behaviors that perpetuate systemic racism. It is not enough to say that we are not racist. Slalom is committed to doing the long-term work required to truly become an anti-racist organization.

  • Progress update: We have gathered a team of Slalom employees to serve one-year terms on a new Anti-racism Advisory Committee. We plan to add an external subject matter expert on anti-racism and social justice to this core team, as well as multiple working groups. We are actively refining the details of our anti-racism plan and reviewing anti-racism policies.

2. We will continue to listen, learn, and lean into the vital conversations.

We have an opportunity to listen more, learn more, and act more to tackle racism and systemic discrimination. Change will take time and it will not always be comfortable, but our collective actions will drive meaningful change. We will continue to partner with our global affinity groups and through local markets/organizations to create forums like townhalls, panel discussions, and listening circles for our team members to dialogue about anti-racism, social justice, and equity.

  • Progress update: Our internal “Action Against Racism” Teams site now has about 1,200 active members. Our REACH affinity group has hosted numerous recent events, including a powerful virtual celebration of Juneteenth. Local dialogues are being driven by market leadership, inclusion and diversity teams, and local affinity group chapters. In addition, our CEO Brad Jackson is sharing regular updates to the company on progress against our seven commitments.

3. We will deepen our learning and education on anti-racism and injustice to build understanding and empathy.

At the global level, we will continue to enhance our core inclusion and diversity program, while learning and sharing more about race, racism, micro-aggression, and bias. Amplified learning will continue locally through avenues like book clubs, affinity group events, experiential workshops, and Slalom Speaks.

  • Progress update: We currently offer and are amplifying experiential workshops focused on recognizing unconscious bias, widening our circle of inclusion, exploring the ways people “cover” or hide parts of themselves at work, and inviting differences into the room. We plan to roll out an anti-racism and social injustice workshop, as well as new inclusion and diversity learning journeys.

4. We will improve transparency in sharing how we are doing on diverse representation and pay equity. We will become a more racially diverse organization.

We are committed to becoming a more racially diverse and equitable organization. To that end, we will begin to share our data more widely to hold ourselves accountable for making meaningful progress.

  • Progress update: We will begin to share our demographic data more widely later this summer. We will share pay equity data after our new career framework and job architecture launches in 2021, enabling clear and accurate comparisons.

5. We will improve how we hire, grow, develop, promote, and retain our Black team members and all under-represented groups.

We are committed to eliminating bias in our interviewing, hiring, and staffing processes. Additionally, one of the key results supporting our 2020 strategy is to achieve 90% retention by continuously improving the employee experience, which includes creating growth and development opportunities for our underrepresented and minority communities.

  • Progress update: We are developing an inclusive hiring guide and training, and we are mobilizing to reduce bias in staffing and promotion processes. We are finalizing how our commitment to diverse candidate slates will be implemented and measured. We also plan to launch a mentorship and sponsorship program.

6. We will engage our team to solution ideas for how we create a better tomorrow.

We are committed to using the power of Slalom, the Slalom Foundation, our global affinity groups, our talents, and our people to effectuate change. We will engage with local civic leaders, clients, and partners to apply our capabilities and technology to help tackle racism and systemic discrimination. Together, we can build a world filled with equality and humanity for all.

  • Progress update: On June 19, 2020, Slalom launched a Juneteenth employee donation matching program that ended on July 6 and raised over $410,000 for 100+ organizations that support the Black community. We also pledged $1,000,000 from Slalom and the Slalom Foundation to support opportunities to apply our time, talent, and resources to fight racism and social injustice—and help eliminate healthcare, economic, and educational disparities in the Black community. We will work with the newly created Anti-racism Advisory Committee, affinity groups, and senior leadership to thoughtfully identify partnerships that make a meaningful impact in our communities. In addition, we have added an “Actions Against Racism” track to our Hack for Social Good hackathon, which culminates in October 2020, and our teams are engaged on numerous relevant projects with local civic leaders, law enforcement agencies, and not-for-profit organizations.

7. We will formalize an anti-racism advisory panel and hire a Chief Inclusion & Diversity Officer.

To guide our ongoing committed actions, we will formalize an Anti-racism Advisory Committee. We are also committed to hiring a Chief Inclusion & Diversity Officer (CIDO) who will inject subject matter expertise and steer Slalom’s journey to driving systemic changes.

  • Progress update: As previously mentioned, we have formalized our Anti-racism Advisory Committee. We have also begun the process of identifying Slalom’s first CIDO.

Inclusion and diversity at Slalom

The vision of our inclusion and diversity program is to create a thriving, inclusive, and diverse global team where people love their work, love working together, and are learning and growing every day. Our mission is a team balanced in representation and style where all people can be their best. Learn more.