Helcim has now completed two DEI survey’s and as the team grows, they will keep monitoring and being mindful of the result. 

“We aren’t going to use two surveys to implement a huge policy change. That’s not the right thing for anyone,” says Nic. “The main goal is to ensure we’re building a great culture where everyone is excited to come to work and that we’re still attracting a diverse group of candidates to job postings. If surveys start showing this is not the case anymore, that’s when we would take immediate action.”

Year-to-year, Helcim can now gather data and what their strengths and weaknesses are as an organization. The little engine that could is laying tracks to become an ambitious global steam liner, and if they don’t know where they started from, and ultimately who they started with, it will be impossible to know where they’re going and what strengths they need to add to their team along the way.

“It's always been important to me that our team is excited to come to work, they feel welcome and included, and they want to be around their team. This was important to me when we were a 10-person company and it's even more important now that we're nearing the 100-person mark,” says Nic, adding that the DEI survey is one of many ways that the leadership team can check in with the team and ensure they’re staying true to that vision of what it means to work at Helcim. 

“As we grow, we want to ensure we're still living our values and embracing We Are a Company of Many values, I hope our team continues to bring in diverse viewpoints as we add team members from all different backgrounds, after all, it is theses differing views and opinions that help us challenge how we view obstacles and help us innovate as we find new solutions for small business owners.”