AlixPartners is committed to creating an environment where our people can bring their whole selves to work.
We work on the most complex and critical challenges facing businesses today, and we need to bring diverse insights, experiences, and perspectives to produce meaningful results for our clients.
We bring our Diversity & Inclusion vision to life by focusing on our three-pillar strategy to:
- Expand the employee base by identifying and hiring diverse candidates and providing all employees equal access to opportunities and growth
- Develop leaders that model inclusive behaviors and that are accountable for their team’s progress and development
- Open the culture by creating an environment of affiliation, acceptance, and flexibility where our employees can reach their full potential
“We know that establishing a diverse and inclusive culture is an ongoing process. To futureproof our firm around D&I, we consistently look at every aspect of our business, from recruiting and learning and development to project staffing and vendor management, to understand where we can drive impact. Check out our 2021 Year in Review for an update on our recent progress.”
— Elton Ndoma-Ogar, Head of Diversity & Inclusion
”AlixPartners helps businesses around the world respond quickly and decisively to their most critical challenges. Our action-oriented approach extends beyond client work. It is embedded in our culture and how we manage our business. This is certainly the case as we continue to build a more inclusive and diverse workplace where our people feel a true sense of belonging.”
—Simon Freakley, Chief Executive Officer
EXPAND THE EMPLOYEE BASE
We are committed to broadening our pipeline for diverse talent, through scholarship programs, partnerships with feeder organizations and campus groups, and other activities, and providing everyone at our firm equal access to growth and development opportunities.
Sponsorship, coaching, and mentoring
Our Coaching and Mentoring Center of Excellence offers several programs designed to increase the engagement, development, and retention of women and underrepresented minorities at our firm including our structured peer leaning program, Growth Circles, and our Global Sponsorship Program.
AlixPartners MBA Scholarship for Achievement
The AlixPartners MBA Scholarship for Achievement supports the firm's commitment to recognizing top MBA talent in their pursuit of higher education. This initiative is targeted for women and members of underrepresented communities interested in careers in consulting. Students must be enrolled in a US or Canada-based master’s level degree program or have US work authorization. Learn more about the AlixPartners MBA Scholarship for Achievement and submit an application here.
“Diversity has been a priority for every company I've worked for, although not all companies have had a recruiting strategy with specific action items to attract diverse talent. It’s a process that requires intentionality and commitment,” Retail industry expert Sydney Lapeyrolerie on how to recruit and retain Black talent
“While plenty of people in this field move around a lot, we’ve been really successful at keeping our team intact. You have to look after people with families or they’ll leave, and we’re too proud of our retention for that!” Digital forensics expert Becky James on embedding diversity and inclusion in everyday life
“I was concerned about how much my military experience would translate, but there are so many parallels. It’s just different acronyms and different jargon, but everything I learned about how the military is organized and run is applicable in the business world,” Turnaround and restructuring leader Frank Pometti on the value of his experience as a US Army Intelligence Officer at AlixPartners
“I’m not sure how many times I got frustrated or disappointed or upset by being the only woman or not having my expertise and opinions taken as seriously as my male colleagues. When that happens, I remind myself about the passion I have for my work and think about what I can do to make my industry more welcoming to young women,” eDiscovery expert Emiko Ito on being a role model.
We challenge our leaders and they challenge themselves to understand their own decision-making patterns and how they impact our culture, and we have formalized policies and programs to increase accountability throughout the organization.
“As leaders, if we see something and think we can do an even better job at living our firm values and achieving our goals, it’s important to have the courage to say, ‘Come on, let’s raise the bar here, we can do even more.’” Chief Financial Officer Lisa Carnoy discusses how taking risks have defined her career
“I didn’t want to be different, you know? I wanted to be recognized for my accomplishments and not because I was an underrepresented minority. What I didn’t realize at the time was I could have been recognized for both, right? So being authentic and embracing your differences is advice I would give to someone starting out at our firm.” Energy and process industries expert Michael Chiock on why having an Hispanic or Latinx background is an asset
“I came to AlixPartners because it was the best place to build my practice and work on the most complex and high-impact cases. It’s important that I provide my team the tools and support they need to thrive, which is a commitment shared by leaders across our organization.” Economics and arbitration expert Chudozie Okongwu on joining AlixPartners
“I recognize that I can’t possibly know what it feels like to be a minority, and so it’s important for me to remember that and to be humble, and engaged, and curious. And with that said, recognize that it is not up to me to judge whether I’m being an effective ally or not.” Financial crimes expert Tom Scampion unpacks what effective allyship looks like
OPEN THE CULTURE
Our eight employee resource groups (ERGs) are embedded into nearly every aspect of our culture and operations. They build mentorship networks, partner with external organizations, support recruiting and retention efforts, and host events that celebrate culture and open dialogue around important issues.
Asian Leadership Insights and Growth Network (ALIGN)
ALIGN empowers individuals who share a connection to the Asian community to realize their potential, develop leadership skills, and expand their professional and personal networks. ALIGN also aims to address biases and stereotypes by developing an inclusive, multicultural team environment, strengthening relationships, and raising cultural awareness.
Black Professionals Network (BPN)
Hispanics or Latinxs at AlixPartners (HOLA)
HOLA enhances diversity and inclusion at AlixPartners through both firm recruiting efforts and the personal and professional development of AlixPartners' Hispanic/Latinx employees in alignment with the firm's business objectives. Learn more about HOLA’s impact here.
Military and Uniformed Services Team (MUST)
MUST recruits, transitions, develops, and retains individuals with uniformed services affiliations including military, emergency response, firefighters, and police officers and serves the communities in which we reside. Learn more about MUST’s commitment to Veterans here.
NextGen promotes a supportive work environment across all levels within AlixPartners by creating a forum for employees to explore generational differences and advocate for the needs of new and junior employees. NextGen improves retention and enhances personal and professional development by nurturing cross-generational communications and providing strategies for accommodation and adaptation at all levels.
PrideMatters makes an impact at AlixPartners by promoting LGBTQ-friendly changes in our work environment and by offering personal and professional support to LGBTQ employees and their allies through internal resources, events, networking opportunities, and community events. PrideMatters celebrate the firm’s diversity by creating a workplace that champions all LGBTQ employees. Learn more about PrideMatters’ impact here.
Women’s Empowerment Matters (WE Matters)
WE Matters promotes an inclusive and supportive work environment for women and their allies by supporting the recruitment and retention of women and enhancing their professional and personal development in alignment with AlixPartners’ core values and business objectives.
The Working Parents group works to identify, discuss, and address issues related to parental and caregiver responsibilities for employees of the firm, and partners with the People team to implement new benefits and programs.
Our firm works closely with several philanthropic and professional development organizations to deepen our impact internally and externally.
“It’s so important that our ERGs and our firm are active with groups whose missions align with our core values. The way we have partnered with onePulse is a great example of how to help one another in a way to bring deeper education to a cause, for ourselves and for the communities in which we all live and work.” Cindy Godwin, Head of Social Responsibility on AlixPartners’ work with the onePulse Foundation
ALIXPARTNERS’ DIVERSE VENDOR AND SUPPLIER NETWORK
We recognize the innovation, unique skills, and fresh ideas that diverse businesses bring to AlixPartners and are committed to providing resources that can help drive their success. Partnering with diverse suppliers in our vendor network allows us to not only enhance our level of client service, but also support the communities where we live and work.
Click here to learn more about our approach and to register your high-performing company as a member of our network.