LightBox DEI: A Diverse Approach Starts With Our Employees

LightBox, a leading data and technology company within commercial real estate, places tremendous focus on the voices of our employees. In 2021, we launched our first Diversity, Equity and Inclusion Council. The council is employee-led and run with a vision of creating a more diverse, equitable, and inclusive work environment and empowering our staff to bring their authentic selves to work.  In its first year, the DEI Council hosted four events with outside trailblazers in CRE committed to moving the needle for the under-represented. The Council also published a new series of quarterly newsletters to share timely developments with our employees and raise awareness about DEI challenges. We also launched an inaugural Mental Health affinity group.

Based on those early successes, the DEI Council expanded its foundation to launch four new affinity groups: the Women’s Inspiration Network! (WIN!), Persons of Color, Asian American and Pacific Islanders and LGBTQ+.

Our five affinity groups are a place for employees across the company to connect with and learn from one another and enable candid conversations about the unique challenges faced in each of these areas. The co-chairs of each group are responsible for developing strategies around making a positive impact both within and outside of LightBox, including:

• A designated “Make a Splash” month when each group plans companywide events throughout the entire month to educate colleagues and raise awareness.

• Fundraise for a charity that aligns with their group’s mission and values. This allows groups to spread awareness and support a cause that resonates with their employee base.

• At least 4 companywide communications throughout the year (totaling to 20 across the council) educating our employees about relevant dates and raising awareness (I.e., Women’s Equality Day, National Trans Awareness Day, etc.)

The DEI council also continues to provide educational events on broad and timely topics, including a recent internal webinar that focused on the importance of diversity in the workplace, where our Chief People Officer, Lee Gavin, served as a moderator along with panelists including Collete English Dixon, Jennifer Miles, and Sam Chandan.  

Our hope with the council is that our employees feel empowered by these initiatives and supported by our leadership. We recognize there is a lot of work to be done but we are excited to be taking the steps to ensure a more diverse workplace, and industry.

CREW PILLARS:

1. Partnership with CREW Network: We collaborated with the CREW network to include their members in panel discussions for International Black Women's History Month, these discussions not only addressed diversity and inclusion but also sparked ongoing conversations about improving our recruitment practices and advancement opportunities for women of color. This initiative represents a significant win for all women at LightBox. Additionally, our collaboration extended to the WIN Affinity Group, where CREW members led discussions that inspired both personal and professional growth among all participants. This partnership has proven invaluable in fostering a more inclusive and empowering environment within LightBox.

2. Pay Equity Study: As part of our first Environmental, Social, and Governance (ESG) issues report, we conducted a comprehensive pay equity study. Our WIN Co-Chair, Kate Ehmer, contributed to this effort through her role on the subcommittee, reinforcing our commitment to fair and equitable compensation practices.

3. Mentorship and Professional Development: WIN member Dianne Crocker played a pivotal role in our LightBox Mentorship program, which supports the development of leadership skills among women from diverse backgrounds. Additionally, our WIN Affinity Groups have focused on enhancing professional skills across all members, fostering growth and potential within the company.

4. Increased Gender Equality and Leadership Advancement: Through panel discussions and gender equality studies, we’ve inspired self-reflection and have seen several women advance into higher positions within the company. We anticipate that these advancements will be reflected in our 2025 Gender Study.

5. Growth in Diversity: Yearlong discussions and in-office conversations have led to significant growth in our company’s diversity. We are committed to continuing these meaningful conversations to further promote and reflect on diversity within LightBox.

6. Future Plans: While this year has been focused on self-reflection and understanding, we recognize the need for accountability measures. We look forward to implementing a comprehensive plan of action next year, drawing from our insights and experiences to further advance our diversity and inclusion goals.

Overall, 2024 has been a year of meaningful dialogue and progress, and we are dedicated to building on this foundation to foster an even more inclusive and equitable environment for all employees.