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A 5-Year Update on DEI at BAM: Why We Are All In

In 2020, a letter from Beck Bamberger, CEO, made our DEI commitments public. Today, we're here to reaffirm that, for BAM, DEI isn't a trend or checkbox.

In 2020, a letter from Beck Bamberger, CEO, made our DEI commitments public. In 2023, we shared our three-year progress on diversity, equity, and inclusion at BAM. Today, we're here not just to provide another update–we're here to reaffirm that, for BAM, DEI isn't a trend or checkbox. It never was. It's woven into the very fabric of who we are as a team. Most importantly, it's here to stay.

We’ve all read the recent headlines. High-profile companies like Walmart, McDonald’s, and Lowe’s are scaling back their DEI initiatives (we see you—it’s disappointing). Meanwhile, the Trump administration curtailed protections for LGBTQ+ individuals and gutted DEI at the federal level. Others like Ben and Jerry’s and Costco stand firm in their commitment to promoting diverse voices and creating equitable environments. At BAM, our position is crystal clear: DEI is cemented into our culture. It not only influences our values—it's in our company DNA and plays an integral role in our team's success.

Our DEI efforts ramped up in 2020; now five years later, that commitment drives everything we do. We aim to lead and advocate for a better future, in the workplace and beyond, by partnering with impactful, diverse tech startups. The workplace is evolving, our humanity is demanding to be seen, and there’s simply no turning back.

But actions speak louder than words. And BAM’s commitment to DEI shows up in different ways. We recognize that flexibility in the workplace is essential to supporting the diverse needs of our team. By prioritizing well-being, inside and outside of work, we hope to foster a culture where people show up authentically at work. In fact, our theme for 2025 is freedom to thrive; this means collectively and individually. So what does freedom and well-being look like? The four-day work week we implemented continues to thrive. We implemented paid sabbaticals for 6-weeks and 12-weeks. Company-wide "recharge" periods during July and December are our new normal, offering our team entire weeks to truly disconnect. Our flexible time off policy isn't just on paper – it's real and encouraged. We offer volunteer time off; yep, we want our team to use their privilege and time to make an impact outside of work, too. Caregiver time off is offered when someone needs to take care of their sick relative or their best friend needs support. Mental health day? Done. No questions asked. We support our team's wellbeing through monthly therapy stipends, joy stipends, and paid coaching. We offer student loan paydown assistance, maintain transparent salary bands, and offer up to 6 months of paid parental leave for any parent, regardless of gender and including adoption. We're constantly evolving our benefits based on our team's needs (yes, we ask our team how to best support them). 

Outside of immediate benefits, we understand that DEI and sustainability go hand in hand. While global climate emissions continue to rise, BAM is committed to a growing focus on environmental responsibility – demonstrated through partnerships with sustainability clients, our fully remote workforce, and conversations about how to further reduce our carbon footprint. 

Perhaps what makes us most proud is how DEI has evolved from being a dedicated monthly session to becoming an integral part of our company-wide stand-ups. It's no longer a separate "initiative" – it's built into our regular BAM meetings, with everyone taking turns contributing. Because that's what true belonging looks like: everyone having a voice, everyone being involved.

In many respects, DEI's rapid rise also planted its challenges. Across corporate America, DEI’s rise was almost instant. Facing public pressure during the murder of George Floyd and the COVID-19 pandemic, it felt like many companies were following trends or meeting quotas. DEI became the quick-fix, the bandaid for something very broken and complex. It was a way for companies to signal their virtues, sincere or not, without actually tackling the system. Mandatory trainings, checked boxes, buzzwords, and hiring sprees became the priority – when true equity required so much more. The result? DEI became easy to attack and dismantle. Collectively, we set DEI up to fail. 

So now what? Simply put, DEI is under attack. For many companies, public commitments to DEI were never genuine. For other teams, the corporate and federal dismantling of DEI is creating worry, even when they’d prefer to continue DEI initiatives. It’s time for new strategies. For those truly committed, DEI cannot be surface-level nor does it look the same for every organization. It needs to be an integral part of your company culture. It’s time to challenge the narratives, reframe conversations, and rebuild a workplace and world that works better for everyone. The landscape of corporate DEI initiatives may be shifting, but our commitment remains unshakeable. We're not just maintaining our dedication – we're deepening it. Because at BAM, we understand that diversity, equity, inclusion, and belonging never ends. It’s not a project with an end date or magic revenue goal. DEI is a journey with no finish line. And we're committed. Today and always. Point blank. 

Want to have a conversation about DEI? We’d love to hear from you. Reach us at dei@bambybig.agency

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