A greater spotlight on social injustice in the past year has motivated businesses to examine and address internal biases they may not have realized existed. As businesses look to develop and evolve their diversity and inclusion (D&I) programs, it can be overwhelming to know where to start.
Michael Pilnick, executive vice president of global human resources at First Advantage, a global leader in background check and drug screening solutions with more than 4,000 employees, shares how his organization is addressing opportunity areas in its D&I programs and tackling biases head on. You can find his insights below.
How would you describe First Advantage’s company values?
We pride ourselves on transparency, collaboration, and having an outside-in view, which means we put customers first. We are a lean organization, but we do a lot given our size. We value diversity and inclusion and continuously evolve our programs to best represent our culture, core values, and customers.
In the early years, we were essentially a number of small businesses that operated more like a holding company—and each business was responsible for its own culture. Over time, we’ve transitioned into one comprehensive products and services organization operating under a single vision and culture. Our