Anti-racism isn’t an announcement. It’s a series of actions to oppose racism. As a primarily white organization, that work is on us. We're being transparent with our community because we want to hold ourselves accountable — both for the institutional changes that will make us a more representative organization and the systematic changes that will make us a more representative society. As we plan out the best way to expand the scope and impact of our anti-racist actions, we hope you'll help to push us further than we might go on our own, and that you'll be inspired to join us in taking action.
Table XI Blog
Culture
Why We Do What We Do
At Table XI our product is our people. To deliver the best solutions, we need as much diversity in the room as possible, and we need to be able to learn from each other. We also believe that to be seen for who you are — and made to feel a sense of belonging — is a fundamental courtesy every business should extend to each team member and one that isn’t always extended in our world today. That’s why we’re working to create an environment that is inclusive for everyone.
Thanks to our partners and co-authors of our DEI Roadmap at Ethos Talent. Their leadership and consultation has been instrumental in our journey at Table XI.
To start, that means understanding what diversity, equity, inclusion and belonging mean at Table XI.
- Diversity refers to who is in the room and how many different social identity groups are represented.
- Equity understands that individuals are faced with societal challenges based on their social identity groups at the cultural and industry levels, among others, and focuses on making sure that in spite of an inequitable world, they have the same access to opportunities based on the processes and practices we have put in place.
- Inclusion is our choice to include and welcome others, and ...
- Belonging is how we feel — leveraged, valued, and celebrated for who we are — as a result of what we’ve put in place for them as a company.
We join Americans in outrage not only over the murder of George Floyd and too many crimes like it, but also the reality of systemic racism in our society that allows for and promotes inequities, bigotry, and oppression.
It’s up to all of us to stand up and stand together in demanding that the abhorrent treatment of Black people in our country stop. No more.
We remain committed to our values, key among them the idea of challenging and supporting each other. We invite you to join us in challenging ourselves to actively live our anti-racist ideals, while listening, supporting and standing in solidarity with our Black colleagues, clients, family, friends, and neighbors.
The upside about being an early blogging adopter is that we have a thorough record of the last 10 years at Table XI. The downside is that we have a thorough record of all of our opinions from the last 10 years. But for every baby-faced photo and review of a long-dead app, we also have a record of why we’ve grown the way we have over the past decade.
As different as we may have looked 10 years ago, we still try to act pretty much the same — with compassion and curiosity and constant desire to learn new things and get better.
We work closely with our peers, so we know what an honor it is to make any list of best Chicago tech companies. It’s stiff competition — there’s a lot of talent here. That’s why we’re so proud to see several of our practice groups, and our podcast, rank at the top of industry.
In an ideal world the best ideas would always rise to the top. Anyone who’s done group decision-making knows this is isn’t always the case. Often an idea that comes from a high-level executive will carry much more weight than an idea from someone with less power. Take the status of the idea owner out of the equation, however, and hopefully the ideas can speak for themselves. That is the goal of dot voting.
Agile thinking is baked into our brains at Table XI. We come up with an idea, we test it, and we pursue it or discard it based on the results. Just like with our products, we avoid going too far down one path before we validate that it’s the right one.
Each year, we try to take a look back at what we did the year before. It helps us remember all the things we did accomplish — which can too easily get lost when you’re trying to keep up with the day-to-day. More importantly, it helps us set the bar. By looking back on what we did in 2018, we can decide what we want more of in 2019, and make a plan to get it.
Here are our highlights, month-by-month …
No one puts a system for diversity recruiting in place when they start their business. We all just try to do our best to hire talented people we’ll get along with, and hire them fast. It’s only later that so many companies realize with a shock that all their colleagues look alike.
We always made an effort to include many voices at Table XI so we never had a totally homogenous team. But as we grew, we realized we needed an actual strategy for recruiting diverse candidates, not just good intentions.
Everyone deserves an inclusive workplace. To be seen for who you are and made to feel a part of something is a fundamental courtesy every business should extend to each team member. And most want to — even a business entirely motivated by profit can recognize the statistics that show employees perform better when they buy into a shared sense of mission.
So, why are so many companies terrible at creating an inclusive culture?
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