We’re proud to be a company that believes in doing the right thing and doing things right. From our roots in the Midwestern U.S. to a thriving global enterprise, we are intentional about building a culture driven by our core values.
We believe Steelcase should be a company where every individual is valued for what they bring to the office, and that unlocking each employee’s unique contributions amplifies the power of the individual.
Our approach to diversity, equity and inclusion does not stand alone. It’s part of a comprehensive strategy and an extension of our company’s core values. We are all responsible and accountable for creating a truly inclusive environment.
Our Current Areas of Focus
- Mobilizing employee champions to help us grow each employee’s knowledge, mindset and behaviors — strengthening our collective ambition for inclusion through dialogues, learning experiences, workshops and events.
- Eliminating bias from our organizational fabric by designing an efficient and trustworthy governance system, to prevent and help us address behaviors not aligned with our principles.
- Grow the pipeline of future employees, leaders and executives by expanding our networks and seeking, hiring and promoting the best and most talented people, regardless of background, identity, or demographic.
Stories of Impact
Diverse Innovation Loops
Diverse Innovation Loops
Creating Diverse Innovation Loops
- Steelcase recently launched Loop, an internal talent fluidity experiment designed to accelerate the growth of individuals by matching them to new opportunities. Using Loop, an employee may post a request for support — such as access to a particular skill or resources — and all employees are welcome to respond if they have the requisite skills and bandwidth. It’s a win-win: employees have new opportunities to contribute, expand their networks, showcase their talent, teach their craft and develop new skills.
- Backed by our research into internal career paths and reinforced by external signals, Loop rethinks traditional ways of applying talent to business problems, creating cross-functional teams to tackle important business issues. Hundreds of Steelcase employees have participated in the program.
Research shows the language used in job descriptions can affect the number of men and women who apply. This is just one barrier we’re working to remove through Evidence-Based Selection — a three year initiative designed to help us meet our talent demands and build an increasingly diverse workforce. Using an evidence-based selection process increases the quality of the hire, making hiring decisions more data-driven.
Identifying goals, implementing new tools and processes and holding internal trainings are bringing us closer to bias-free hiring with each open position.
Steelcase employees are empowered to host learning opportunities through our diverse employee networks, called Business Inclusion Groups, or through a variety of events. These occasions allow people to share and learn, playing an active role in encouraging dialogue and understanding and helping dispel stereotypes and bias.