As part of its transition to a remote-first organization, Blackbaud has strengthened its employee affinity groups, launched a culture playbook, and developed partnerships aimed at hiring people from diverse backgrounds.
By Maggie Mancini
Since Blackbaud’s people and culture team began leading the organization’s transition from an in-person to remote-first organization five years ago, the company has worked to increase opportunities for internal and external talent, launching a culture playbook to enhance the employee experience, and enhanced its employee well-being, development, and benefits offerings. Â
As part of their larger effort to embrace community and inclusivity, the organization strengthened and expanded its 12 employee affinity groups, representing Black employees; Hispanic employees; people early in their careers; individuals with disabilities; LGBTQ+ employees; women in sales; women in technology; working mothers; veterans; employees who are interested in social impact initiatives; and those who are interested in sustainability practices. Â
Additionally, the organization focuses on hiring people from all backgrounds, and has developed key partnerships organizations like HBCU Connect, Out Leadership, Disability Solutions, and the Women in Tech Network. Â
Through its remote-first transition, the people and culture team has driven employee satisfaction, improved well-being, and provided the organization with greater access to efficient talent. Through its commitment to enhancing inclusivity, the organization has improved its retention rates and boosted employee morale. Â
Blackbaud won the HRO Today Association’s North America Award for DEI Excellence (Large Market). Â