Behind the Scenes: Working at Rechat
Welcome to Rechat’s newest conversation series, where we take you behind the scenes to discuss what it’s like to work at Rechat. This week we’ll be exploring the topic of Diversity, Equity and Inclusion (DEI) with Rechat’s Senior Director, People Operations/Compliance, David Gulley, MSHRM, SHRM-CP.
David is a dedicated human resources (HR) specialist, with more than a decade of experience in the field, having worked in healthcare, digital marketing and technology.
“As a people-centric HR leader, I have a deep passion and commitment to working professionals by creating HR frameworks that promote growth and sustainability,” he said. “I believe that an organization can only achieve success by measuring the fruition of the people it employs; I aim to continue being an HR leader that inspires through influence.”
What brought you to Rechat and what intrigued you about your role/work here?
David: When I was considering Rechat as a place of employment, I really saw an opportunity that would allow me to drive impact. As the first HR leader for the company, I knew this would be a great success story of building an HR function from the ground, as well as collaborating with other business leaders to scale and advance the workplace.
I didn’t choose Rechat just because the company needed an HR leader. Instead, I evaluated the success behind the company: its people. I was confident this role would allow me to apply my proven leadership and expertise to drive HR initiatives that would result in organizational effectiveness; allowing the company and team to experience the value of human resources.
What is your title and what does your job look like on a day-to-day basis?
David: As the Senior Director, People Operations/Compliance, I spend most of my time focused in areas of talent acquisition, performance management, compensation, HR compliance, and diversity/inclusion. The outcome of my role is to strengthen the employer-employee relationship, while evolving the employee-value proposition.
Additionally, I spend time collaborating with other business leaders in creating business growth as it relates to the workforce, global human resources, and compliance initiatives.
Would you describe Rechat’s core philosophy towards Diversity, Equity, and Inclusion? How do these values reflect in everyday operations and decision-making processes?
David: Rechat’s philosophy on Diversity, Equity, and Inclusion (DEI) initiatives is that the differences of our team is what allows us to be a more competitive and innovative organization. The company’s core values, along with our DEI initiatives, is what leads to better decision-making, productive and diversified talent, innovative product solutions, and a better employee experience.
With Rechat’s focus to hire and retain based on suitability, including those who are underrepresented, we believe that our DEI success results from eliminating systemic discrimination and bias from all decision-making, including efforts in recruitment, retention, and the overall advancement of the workforce.
What are the key components of Rechat’s DEI strategy, and how do you measure its success over time?
David: Rechat’s core strategy around its DEI initiatives is focused on key areas, including leadership commitment, workforce culture and engagement, metrics and accountability, as well as organizational strategy that results in success at all levels in the organization.
These key areas are achieved through constant evaluation and measurement. The leadership team is steadily assessing outcomes from these key areas and making relevant changes as necessary. Our DEI strategies are always evolving and we aim to create a competitive advantage by establishing best practices that will allow Rechat to remain at the forefront of its competitive landscape.
In what ways do you encourage employees to participate in DEI initiatives and contribute to an inclusive environment?
David: In efforts to promote DEI initiatives, the company has created a Culture Engagement Committee. The committee meets monthly to discuss the impact of DEI, how to promote employee engagement, and overall changes that would allow Rechat to continue being an employer of choice. In my focus, I have always encouraged team members to share ideas and that it is a safe place to discuss varying opinions. The differences of our members is what allows us to be inclusive; sharing ideas that later result in successful outcomes. A major initiative around inclusion is fostering open communication, enabling all employees to contribute to the overall success of the organization.
In furtherance, Rechat has adopted a Peer Recognition Program, which allows employees to recognize peers for their achievements. This has resulted in an excellent success story as we get to observe peer shout-outs daily that embraces teamwork and inclusion.
Could you discuss any specific policies or practices Rechat has in place to ensure fair treatment and opportunities for all employees, regardless of their background?
David: At Rechat, we are committed to fostering an inclusive and diverse workplace where all individuals are treated with respect and have equal opportunities for employment and advancement. To support our DEI initiatives, Rechat adheres compliantly with the Americans with Disabilities Act (ADA), the Equal Employment Opportunity Commission (EEOC), and our non-discrimination policies, therefore have implemented the following initiatives:
- ADA Compliance: We provide reasonable accommodations to qualified individuals with disabilities to ensure they can perform the essential functions of their jobs. Our accommodation process is transparent, confidential, and tailored to meet the unique needs of each employee. While Rechat is a smaller private company, we aim to comply, when appropriate, to any ADA requirement in which doesn’t add undue hardship to the organization.
- EEOC Guidelines: Our hiring and employment practices strictly adhere to EEOC guidelines, ensuring that all employment decisions, including recruitment, hiring, promotion, and termination, are based on merit and job-related criteria. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, sexual orientation, or any other characteristic protected by law.
- Non-Discrimination Policy: Our non-discrimination policy applies to all aspects of employment, including compensation, benefits, training, and social activities. We foster a culture of inclusivity and respect, where diversity is celebrated and every individual is valued for their unique perspectives and contributions.
- Training and Awareness: We provide annual training to employees and managers on ADA, EEOC, and non-discrimination policies and procedures. This training includes information on recognizing and addressing discrimination, promoting diversity and inclusion, and effectively accommodating individuals with disabilities.
- Accessibility: Rechat is committed to ensuring accessibility in our workplace, technology, and communication channels to accommodate individuals with disabilities. Rechat fosters a remote-first workplace, allowing all employees to experience flexible scheduling, mental wellbeing, as well as a place to grow and advance.
As you look to the future, what new DEI goals or initiatives is Rechat excited about? How do you plan to further Rechat’s commitment to creating a diverse and inclusive workplace?
David: The future of Rechat looks bright and we could not be more excited about the success our team has achieved. We are looking forward to remaining focused on what we know works, but also continuing to adopt new practices that will strengthen the workplace as it relates to our DEI initiatives.
As the company’s people leader, I aim to remain committed to working with our leaders to ensure that DEI is our top priority, as we continue to scale the business and its employees. We will be successful in these efforts as we expand our workforce, elevate our total rewards, and commit to the best interests of our team through all decision-making.
From your perspective, what has been the most rewarding aspect of working on DEI initiatives at Rechat? Are there any particular success stories that stand out to you?
David: In my perspective, the most powerful and rewarding aspects of DEI, has been able to help establish a sense of belonging within the team. I get to work with all employees on such intimate levels that has resulted in our team feeling connected and engaged.
Every day is a success story to me. When I receive weekly, sometimes daily, messages from team members showing their appreciation not only for my efforts, but being able to be employed by an organization that embraces diversity and inclusion allowing them to have a voice in the company, and contribute to its everyday success.
In closing, I look forward to continuing serving this organization, and its people. It is a fulfillment in my career when I see our team successful and winning. I believe that HR chose me; it requires a leader that can respect and understand all by creating a fair and equitable workplace where everyone can thrive.
