We spend time learning on a daily basis…

After many conversations with community partners, we implemented a metric-based approach in order to fully track and gauge our progress. We want real results and noticeable development for the benefit of the company, our employee base and everyone who buys our product. Thank you for checking in on our progression as we continue to grow in this area. We’re working toward creating institutional change by building a culture where all employees bring their whole, true, unique self to work every day. We have dedicated more than 1,500 hours of volunteer work and continue to strive to bring new opportunities to our employees and communities through thoughtful and purposeful action.



2021 Initiatives:

  • Completed virtual DEI 101 and Implicit Bias/Microaggression training for all staff, and successfully completed Culturally Competent Customer Service Training for our entire sales team.
  • Took a deep dive into our recruitment process:
    • Our Human Resources department now includes a Diversity, Equity and Inclusiveness statement in our hiring, and positions are left open until we have identified a diverse applicant pool.
    • Our Human Resources department has adopted a background-friendly employment application process to help diversify our hiring process.
  • Established new partnerships with local chapters of the NAACP, Urban League, Women’s Resource Center, Michigan Veterans Affairs, Hispanic Center of GR and more to bring in top talent from all over the country.
  • We are working with HBCUs on an internship program to aid in diversifying our talent pipeline.
  • Created and hired a new executive-level position to drive Founders DEI initiatives.
  • Each year we provide every employee with 8 hours of paid volunteer time off to be used at any organization that is important to them.
  • Successfully surveyed employees with the follow-up Inclusion Systems Assessments in December 2021 to track internal growth – we progressed to moving beyond diversity, equity and inclusion as a program and understand the absolute necessity of a process orientation with plans in place to make DEI part of our culture.



2020 Initiatives

  • Restructure of Detroit taproom’s vision and operations.
  • Implemented iSA Baldridge National Quality Award– the only global proprietary tool that brings Baldridge and DEI together.
  • Successfully surveyed our 550 employees to see how we are doing on specific criteria statements to evaluate the categories of Leadership, Communication, Organizational Processes, External Relationships and Systems Criteria.
  • Conducted 35 organization-wide focus groups where employees spoke out on what they wanted to participate in and how we can improve.
  • We created the Diversity Action Council (DAC) which is an employee-led resource group that helps to educate employees on diversity-related topics. In the first two years, this counsel established 64 key performance indicators, conducted companywide training and implemented an OIF form so that any employee working for the company could provide input.
  • Created our organization’s DEI statement and communicated a zero tolerance policy toward discrimination.

Our Comprehensive Process Phases Started In 2020:

Phase I: Deployment of Inclusion Systems Assessment (iSA)

The development of a comprehensive plan for the development and implementation of a Diversity and Inclusion Management System. This initial plan will continue to be tailored to meet the specific needs through the stages of the process. The results of the iSA are used to develop the overall strategy and tactical plan for the execution of the developmental and training services.  Awareness and sensitivity training are also part of the targeted workshops and dialogues for employees to provide an orientation to Diversity and Inclusion and open channels of communication.

This phase includes:

  • Inclusion Systems Assessment (iSA)
    • The Five (5) Competency Dimensions to be measured through the iSA are:
      • Leadership
      • Communications
      • Organizational Processes
      • External Relationships
      • Systems Criteria/Process Management

Phase II: Focus Groups, Strategic Planning & Recommendations

A strategic plan with recommendations is established to guide our overall efforts based upon findings from focus groups conducted with staff as well as results of the iSA. A tactical diversity, equity and inclusion work plan is then developed to identify the specific training and consulting activities needed to support the overall strategy.

This phase includes:

  • Written report with executive summary with recommendations and observations.
  • Conducting Focus Groups with up to 12 employees each which provides a qualitative perspective of department employees.
  • Debriefing of key individuals and departmental leadership on iSA and focus group results

Phase III: Diversity Management & Inclusion Leadership Training

A specific inclusion education module is customized and provided to support the overall strategy based upon the results of the iSA, focus groups and the strategic recommendations. This is ongoing and will be developed in 100, 200, 300 and 400 levels, increasing in depth and ongoing.

This phase includes:

  • Training for departmental employees based upon recommendation – 2 hours for staff/leadership

Phase IV: Validation, Gap Analysis, Monitoring and Continuous Improvement

As the diversity system gains traction, it is important to validate the adherence to the established diversity processes. This is done through a re-deployment of the iSA 18-24 months after the launch and analysis of the initial iSA. This re-assessment/gap analysis allows the organization and management to identify departmental gains as well as challenges and static performance.

This phase includes:

  • A post-deployment of the iSA to measure success and/or application of recommendation

Phase V: Diversity Action Council (DAC) Development

After extensive assessment, benchmarking findings and training, the development of a Diversity Action Council (DAC) takes place to ensure proper development of a Diversity and Inclusion Management Plan and improve communication.

  • The purpose of the DAC is to:
    • Provide solutions-based insight and input
    • Generate innovative ideas
    • Help the Diversity and Inclusion Management Plan gain and maintain sustainable traction
  • Properly implemented, the DAC will:
    • Improve organizational performance through the encouragement and implementation of employee and team contributions which ultimately leads to 1) the organization’s ability to better leverage the firm’s personnel 2) increased employee morale and productivity through deeper levels of engagement and 3) more accurate and timely communication at all levels of the department and organization.

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