Equity, Diversity, and Inclusion at OMNI: Internal
At OMNI, equity, diversity, and inclusion (EDI) are fundamental to our mission. We believe that practicing these values internally strengthens our ability to serve clients and contribute to the broader research and evaluation field. By fostering an inclusive workplace, aligned with our core values, we enhance our capacity to deliver meaningful, impactful solutions.
Together, we strive to advance research and evaluation that respect and amplify diverse voices, building a brighter future for all.
Our Journey
In 2020, we made seven commitments to prioritize EDI in our internal operations and external engagements. These commitments were centered on actionable steps rather than symbolic gestures. We documented our progress using internal project plans and collaborated with external consultants and trainers to build our team's EDI competencies.
In 2022, we introduced the next iteration of our EDI initiative, outlined in our comprehensive EDI Action Plan, which advanced EDI practices across our organization and integrated equitable evaluation methods into our proposals and client work.
Today, are leveraging the lessons learned over the past several years to share our insights with the broader field of applied social sciences. At a time when DEI programs are under scrutiny in business, political, and legal spheres, we believe it is more critical than ever to expand our commitment to this work.
We have made significant progress in our efforts to bring us to this point today:
We created the role of Director of EDI to spearhead critical efforts to advance our equitable evaluation practices.
Created a Director of Talent position on our team with specific responsibilities to advance our internal EDI talent practices.
Developed guiding documents to embed EDI into our policies and processes, including an EDI guide for accounting and finance, vendor selection, and numerous updates to talent and HR processes.
Overhauled our recruiting and hiring processes, resulting in a rise in diversity within our applicant pools to over 40% since 2021 (up from 25% in 2020) and an average of 60% diversity in new hires since 2021 (up from 30% in 2020).
Integrated restorative practices into our feedback, improvement plans, and conflict resolution processes.
While we've made significant EDI investments, we recognize that this is an ongoing journey. We remain committed to learning, growing, and creating an inclusive, supportive, and diverse environment at OMNI.
Our Investments
In FY25, we’re re-committing to our EDI journey through significant investment in our business.
$100,000 for internal EDI work, including an explicit focus on more intentional sharing of our resources and knowledge with our broader network and community.
$175,000 for our Research Fellowship program that provides early career training to three fellows each year who have recently graduated college and come from historically underrepresented communities.
Throughout the year, small teams of OMNI staff will also come together to develop and share new resources through our methodological, field, and client areas of EDI work.
Resources & Knowledge
The Center for Social Investment provides research, evaluation, and impact strategy services to change-makers who use innovative approaches to invest in positive social change. Our services are customized to meet each client in their life-cycle - from planning and implementation through evaluation and replication. Check out some of our recent work below to learn more.
EDI in Hiring and Recruiting
EDI in hiring and recruiting is essential to creating a workforce that reflects the richness of varied perspectives, backgrounds, and experiences. By intentionally building diverse teams, OMNI benefits from a wider range of ideas, increased innovation, and a more comprehensive understanding of the communities our clients serve. Prioritizing EDI in recruitment also fosters an inclusive culture where individuals feel respected, valued, and empowered to contribute authentically.
OMNI’s Livable Wage Floor
We have committed to a livable wage floor to help ensure that our staff earn enough to meet, at minimum, their basic needs such as housing, food, healthcare, and transportation. Generally, a livable wage floor helps reduce poverty, promote economic stability, and support local economies as workers have more spending power. Additionally, we believe it fosters a healthier, more productive workforce, decreases turnover, and reduces the need for public assistance programs, creating long-term benefits for OMNI as an organization, our staff as individuals, and society as a whole.
Salary Bands: Compensation and Pay Transparency
We’re committed to pay transparency by using salary bands as a structured approach to disclose the range of pay associated with specific roles within our organization. These bands clarify the minimum and maximum compensation for each position level, making it easier for our staff to understand potential earnings and the pathway for salary growth. We believe pay transparency is very important because it can help reduce pay inequities and increase trust, as it enables fair and consistent compensation practices across roles and levels.
EDI in Performance Reviews
At OMNI, fostering EDI in performance reviews starts with clearly defined job competencies and transparent expectations. By establishing these standards, we create a fair and consistent foundation for evaluating staff performance. Our Calibration Committee further enhances this process by refining and standardizing review criteria, helping to ensure that all evaluations are objective and free from bias, supporting a workplace where everyone can thrive equitably.
Operationalizing EDI
OMNI is on a journey to integrate EDI into all facets of its operations, extending into finance, accounting, benefits, and IT. We have established guidelines and specific policies to advance diversity in vendor selection, accessible benefits, and clear financial reporting to ensure all employees can engage fully. Through these practices, OMNI is cultivating an inclusive workplace that reflects its commitment to EDI across the board.
Our Affinity Groups
Our affinity groups for staff cultivate a welcoming and inclusive environment by connecting team members with shared identities in a supportive space where they can build relationships, engage in open conversations, and collaborate on initiatives that enhance cultural awareness and inclusivity across the organization. Affinity groups at OMNI play an essential role in professional development, networking, and ensuring that all voices are represented, helping to create a stronger, more connected workplace.