Diversity, Inclusion & Belonging


Aronson’s diversity, inclusion, and belonging (DI&B) initiatives are guided by our vision to be recognized by our team members and the community as a firm that prioritizes inclusivity and growth for all of our people. As such, we recently introduced Flexibility First, to enable -team members to work from anywhere. We also expanded our parental leave policy to provide more family time for new parents. These changes were made to create a flexible work environment for our team members to succeed in a way that fits their lifestyle.
The firm has launched various DI&B training initiatives including, unconscious bias training, inclusive mindset training, and culture of civility training. Each of these initiatives allows us to empower our workforce, with our DI&B Council leading the way and advocating for all members of our community. With our people as our North Star, we aim to continuously progress in this respect.


 

The CEO Pledge aims to unite the business community to advance diversity and inclusion within the workplace. The pledge outlines specific actions that signatory CEOs will take to create an environment where all perspectives are welcome, and employees are empowered to have discussions around diversity and inclusion. In 2020, Aronson Managing Partner Larry Davis signed this pledge, as part of his continued commitment to advancing our organization by putting our people first. We encourage you all to read it.


Putting our People First – Culture Testimonials

 

Aronson is proud to have been recognized multiple years in a row as a best place to work both locally and nationally. These recognitions are not possible without the hard work and feedback of all our team members. We asked our team how they felt Aronson puts our People first and here’s what they had to say:

Aronson is always putting our Team Members first; especially in education, training, and opportunities to grow within the Firm. From continuing education, to learning new skills and earning new certifications, Aronson supports team members’ growth in their current job path or possible future job.” – Linda Marlow, Executive Assistant, Business Operations Group

I have been in multiple firms prior to Aronson and this is the only place where I feel that the leadership walks the talk. They not only speak about putting people first but they actually do it. An example is during the pandemic. While my colleagues who work in other firms have to experience immediately cutting down their pay to be able to sustain operations during the pandemic, Aronson leadership took the hit by adjusting their compensation so that their subordinates will not take the hit. This made me feel proud to be part of this great organization. It is definitely not the size of the firm that anyone should be looking for but the quality of the leadership that firms have. I am truly proud to be part of this firm.” Elisa Obillo, Director, Government Contract Services Group

“I love that Aronson provides paid time off for volunteering with the Community Enrichment Program. Not only is Aronson putting the needs of our employees front and center but also putting the needs of the communities in which we live. I love the fact that we have a Diversity & Inclusion Council. Whether they are highlighting the Transgender Day of Visibility, Black History Month, Chinese New Year, or National Coming Out Day, Aronson highlights and celebrates our people. Knowing that we can be seen and celebrated makes for a great work environment.” –Michael Ulmer-Goodrich, Senior Technical Consultant, Government Contract Services Group

“Aronson was one of the first major firms to have a female managing partner. I am surrounded by strong female leadership in a male dominated industry. Thank you to my female support network.” –Nicole Mitchell, Partner, Government Contract Services Group

Diversity, Inclusion, and Belonging Council

Aronson’s Diversity, Inclusion, and Belonging Council is made up of team members from a variety of cultural, professional, and life experiences who lead, advocate for, and coordinate, a long-term strategy for a sustainable culture of inclusivity.  The Council was formed in January 2020 and serves as an advisory council to firm leadership.

Vision

Aronson’s vision is to be recognized by our team members and in the community as a firm that fosters an inclusive environment and allows each team member to unlock their potential, leveraging their individual diversity for personal and firm growth.

Diversity

Diversity refers to the many characteristics that make our team members unique.  This includes, but is not limited to, life experiences, knowledge, innovation, self-expression, capabilities and talent - that may be seen or unseen.  The diversity of our team members empowers our culture, reputation, and the Firm’s achievements.

Inclusion

All team members have a responsibility to treat others with dignity and respect. All team members are expected to exhibit conduct that fosters a sense of belonging during work, at work functions, and at all Firm-sponsored and participative events.

Belonging

All team members are encouraged to show up as their best and most authentic selves, as valued contributors to the success of the firm as a whole. Team members are invited to express their unique capabilities and talents, to be welcomed and appreciated. Leadership models a judgment-free culture, leading with common values and transparency.

Mission

The mission of the Diversity, Inclusion, and Belonging Council is to promote a culture of inclusivity and set the DI&B strategic vision to ensure the Aronson Team can more effectively harness and promote an environment of collaboration, respect, learning, and understanding.