Diversity & Intersectionality
Far more than mere buzzwords and quotas, Intersectionality lies at the heart of everything we do at Food.Partners. Our company was started for the express purpose to support and strengthen our immigrant owned businesses and communities of color. Our leadership recognizes the huge disparity businesses and individuals face in accessing professional resources, legal, technical, and marketing expertise, capital investments, and technology to scale.
We have a Unique Approach in helping established businesses create safe and inclusive spaces and offer training and workshops in which teams are strengthened, not torn down. We disagree with the popular practice of guilt-shaming groups into change. We start with the premise that there is more that unites us than divides us. We Build Teams of inclusion on a foundation of commonality and shared values and not one of blame.
Together, we work to level the playing field by creating innovative businesses centered on social justice and equity.
Today much of the discourse around racism is in reality largely colorism. Structural reforms within organizations are needed to correct grave injustices historically made against people of color. Allied entities enact hiring and policies on advancement.
A disproportionate number of the estimated 11 million undocumented workers in the US work within the Food, Beverage, and Hospitality Industries. Clear employer and employee policies protect both the Investments and livelihood of businesses and workers.
One of the most common questions when hiring, “industry experience” can lead to monolithic teams lacking in inclusion. Those with similar experiences tend to come from similar backgrounds. Ideally, altering the requirements for positions including educational experience and background will lead to diversity.
Many policies including benefits, leave and insurance, are centered upon traditional familial structures. As the definition of family continually evolves, it has become necessary for organizations to recognize the unique familial structures and how policies affect workers and their families.
Records - Convictions
Historically one of the most marginalized-against groups, individuals with convictions have difficulty reentering both the community and the workforce. Pioneering organizations recognize the need to move away from blanket policies that treat all with convictions identically, to those that respect individual situations.
Ever wonder what it would be like having the support of expert partners working alongside you and your team? Together, we help businesses of all kinds develop, manage, and expand their policies of diversity and inclusion in a uniquely flexible and financially sustainable way.