Arrive Logistics Inclusion & Diversity

PRISMS is an LGBTQIA+  employee-led group in which we work to foster a community of inclusivity and equity by supporting and accepting each and every person no matter one’s background. Not only do we have a close community at Arrive, but we are always advocating for underrepresented groups within our local communities through networking events, educational programs and more. 

PRISMS and Arrive’s five other ERGs  were created to uphold our social responsibility as an industry-leading company and continue the momentum in diversity, equity and inclusion efforts in the workplace. The transportation industry hasn’t historically been known for its diversity and the need for ERGs became clear to help foster DEI as a part of Arrive’s growth. The leads who laid the foundation for what PRISMS is today deserve such praise for advocating for our community within this industry. PRISMS is a huge part of Arrive’s culture, and we are consistently working on diversity, equity and inclusion initiatives to positively impact our organization and community as a whole. I can’t wait to see the impact PRISMS will have in Arrive’s future.

Why is your work with the ERG important to you?

PRISMS is a huge part of why I love working at Arrive. I dealt with a lot of nerves prior to my start date at Arrive two years ago. I had been in the service industry for 10 years and knew I was taking a huge leap by starting in a new work environment and career.  During our training program, we were introduced to all six of Arrive’s ERGs, and I felt so relieved to see opportunities for LGBTQIA+ community. 

After becoming acclimated to the Arrive culture and my new role, I was given the opportunity to be a PRISMS leader in one of Arrive’s new offices in San Antonio, Texas. Several other leaders and I were given the valuable chance to build a team and culture from the ground up with PRISMS. To this day, I have an array of pride flags sticking out of the top of my computer, always representing Prisms and the LGBTQIA+ community any way I can. So far, we have organized canned food drives, planned company outings, hosted a company-wide Linkedin Learning contest and much more. 

Share an example of the impact your ERG has had in building an inclusive community.

Allyship is such an important core value to PRISMS and Arrive’s other ERGs. I believe the partnerships we have launched with our Black Logistics Group, Women in Logistics and Unidos ERGs and other Arrivers play a vital role toward reaching our overall goals in the LGBTQIA+ community and beyond. The first PRISMS event I attended was a happy hour where I was immediately welcomed with open arms. I was so happy to meet so many allies who accepted my authentic self and who are part of my work environment every day. I hope that we can continue to bring this type of energy to Arrive and that others continue to show up as an ally for all ERGs.

What’s the number one thing every tech company should do right now to improve diversity (of all kinds) in their organization? 

Education. Our nation is currently experiencing a reckoning of inequality for all marginalized groups, and it is imperative for organizations to educate themselves on what they need to do to create psychological safety inside their organization. Recruiting diverse individuals is not enough. We need to make sure everyone in the company is doing their part to provide a community for all employees. When organizations come from a place of empathy and education, they can authentically commit to making a difference within their organization.

Aside from driving diversity, what’s the number one thing every tech company should do right now to improve inclusivity and/or equity in their organization? 

Empowerment. Arrive is focused on empowering all employees to continue to be ambitious and successful within their roles. Empowerment looks different for each employee, and in order to remain inclusive and provide equity for all, organizations must learn to identify the specific needs and requirements needed for each employee to be successful. Once a company identifies the need, it is their duty to adapt and provide the tools necessary to ensure each employee feels empowered.
 

Of all the DEI initiatives you’ve led, which has been the most impactful, and why?

We are currently in the beginning phases of our DEI initiatives, but Arrive has committed to making the organization an inclusive environment for all. What we have completed so far has already made a difference in the psychological safety of our organization. We recently created a diversity and inclusion committee led by 10 diverse members with various roles and responsibilities at Arrive. They meet once a month and are currently working toward providing critical feedback to the company. One of our recent goals has been to create employee resource groups (ERGs). Our ERGs will focus on empowering and creating a community for all employees at Arrive. Our goal is to have ERGs fully implemented into the organization by the end of 2020.