MRI Software is reinforcing its commitment to Diversity, Equity and Inclusion (DEI) with a new strategy that it said puts the company at the forefront of DEI action in proptech. This follows the company’s Chief Executive Officer Patrick Ghilani committing to a broader CEO initiative aimed at championing such efforts in the workplace. In supporting CEO Action for Diversity & Inclusion, Ghilani joined over 2,000 CEOs pledging to take action to cultivate a workplace where diverse perspectives and experiences are welcomed, respected and openly discussed.
“Our desire is that DEI isn’t just something we do as part of our culture, but rather it is our culture,” said Ghilani. “MRI will continue fostering a work environment where employees of every background can freely address challenges, present opportunities and share perspectives, as it strengthens our business and drives innovation.”
To help MRI attract and retain team members who identify with a wide range of diverse, often underrepresented communities such as women, people of color, and LGBTQIA+, the company has announced a number of Employee Resource Groups (ERG). The first, the Women and Allies group, was formed last year, while an LGBTQIA+ group, PRISM (Pride, Respect, Inclusion, Support at MRI), is being launched this month. Two other groups representing unique communities within the company are being formed.
These groups help the company address four pillars at the heart of its DEI strategy: People, Culture, Community and Marketplace. People underscores MRI’s aim to attract, develop, engage and retain a rich diversity within the members of its global team. Culture speaks to the need to understand, connect with and create a sense of belonging with all groups of people. Community promotes volunteerism and financial investment across a broad range of different external communities. Marketplace enables MRI to build a more inclusive employment brand and solution offering
MRI has also formed strategic corporate partnerships with groups that give marginalized or underserved communities opportunities they normally would not have. These include Coding Black Females (empowering and mentoring this community), AnitaB.org (supporting women and non-binary technologists), Women in Technology International (WITI), Inroads (serving unrepresented and underserved youth) and Steel City Codes (a high school student-led non-profit educating elementary and middle-school pupils on computer science).
