EPIC DEIB Strategy: Embedding Equity into Everyday Culture
Co-creating a more inclusive, diverse, and equitable workplace — from the inside out
🧩 DEIB as strategy | 💬 Voices amplified | 🚀 Culture shift made real
🔍 The Challenge: From Side Project to Strategic Priority
Before 2021, Reward Gateway’s DEIB efforts were passionate — but fragmented.
Without a unified strategy, progress was inconsistent. DEIB conversations often felt reactive, siloed, or disconnected from core business goals. Hiring processes lacked inclusive frameworks. Career progression wasn’t always visible or equitable, especially for underrepresented groups.
Employees wanted to be part of the change but didn’t always know how. And without clear data or accountability, it was hard to see — or sustain — impact.
We needed a new approach: One that was intentional, collaborative, and deeply embedded into how we work.
📌 Background: Reimagining DEIB from the Inside Out
In 2021, we launched the EPIC DEIB Strategy — short for Encouraging Positive Improvements Continuously.
This wasn’t just a new name. It was a full reset. We moved DEIB from the margins to the center of our culture, tying it directly to how we recruit, develop, and lead.
The strategy was built around three global pillars:
Recruitment – Making hiring more inclusive, equitable, and transparent
Progression – Creating real pathways for growth and visibility
Leadership – Ensuring inclusive behaviors are modeled, measured, and supported at the top
And we didn’t build this alone. We co-created it with employees, ERGS, and leadership from day one, making it a living, evolving strategy that belonged to everyone.
🛠️ My Role: Strategy, Storytelling & Culture Activation
I led the internal communications and engagement strategy for EPIC, helping bring the work, the voices, and the impact to life across the business.
EP!C Engagement Hub
Key initiatives included:
Content Creation & Employee Ownership
Partnered with 8+ Employee Networks and Communities to shape and iterate on the strategy
Facilitated global listening sessions and real-time feedback loops
Drafted the strategy as a live, collaborative document — signed off by Network Leads and the CEO
Storytelling & Internal Awareness
CEO-led livestream to launch (and relaunch) the strategy
Ran an internal comms takeover featuring EPIC blogs, spotlight stories, and employee experiences
Created DEIB-specific eCard campaigns to recognize inclusion champions
Created a Culture Calendar with company-wide key awareness days and events
Activated 14+ Slack/ Teams communities to foster intersectional connection and safe spaces
Culture Calendar Highlights
External Influence & Industry Impact
Clients began modeling their DEIB strategies after EPIC
Sales teams incorporated the framework into client engagement and onboarding conversations
Helped influence new partnerships by demonstrating our commitment to inclusive culture
💥 The Results: Strategy That Sparked Shared Success
The numbers and the stories speak for themselves.
🌈 Rolled out 3 strategic pillars across all regions
📊 Achieved DEIB Survey Scores of:
4.4 for Recruitment
4.1 for Progression
4.3 for Leadership
📣 Published 40+ DEIB blogs and sent 268+ EPIC eCards recognizing inclusive behaviors
💬 Created 14+ DEIB Slack communities, with 34% employee participation
💼 Trained 100% of hiring managers on inclusive hiring practices
🧠 EPIC inspired external clients to evolve their own DEIB strategies and platforms
❤️ Why It Matters
DEIB isn’t a campaign. It’s a commitment — and a shared responsibility.
The EPIC Strategy helped move DEIB from concept to culture. From values on a wall to behaviors in action. From siloed initiatives to a global, co-owned movement.
And it worked:
Employees showed up. Spoke up. Led change. And helped create a workplace where equity isn’t an afterthought — it’s embedded in everything we do.
