Laura Quince has served as Human Resources Manager at Root Capital for over three years. Credit: Root Capital
As an international organization fostering economic opportunities for some of the most vulnerable communities in the world, Root Capital understands the critical importance of diversity, equity, inclusion, and belonging.
Many Root Capital employees–including Laura Quince, Senior Human Resources Manager–have helped drive organizational Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives. These ensure that Root Capital applies DEIB principles both internally and externally, amplifying the voices and capacities of underrepresented groups within our organization and for the communities we serve.
The Challenge
Root Capital operates in 14 countries. One of the key aspects of the success of our model can be attributed to our close ties with the communities we partner with. In fact, two-thirds of our staff are based in the countries where our clients live.
In 2020, Root Capital–like so many organizations–became a hybrid organization with team members spread across the United States, Africa, and Latin America. This model has many advantages, like lower overhead costs and larger talent pools, but it also has disadvantages. For example, staff members–especially newer staff–have fewer opportunities to interact and build relationships with colleagues. And although the range of generational, racial, language, and cultural backgrounds among Root Capital staff creates a strong and dynamic workplace, it also requires greater awareness and intentional collaboration to honor our DEIB values.
Our Collaboration
In 2022, Root Capital created RAICES (Rooters Advocating for Inclusion, Community, and Equity Society). In 2023, Root Capital expanded the initiative into a Global Inclusion Council (GIC) which ensures equal representation from all the regions in which we work. The first effort of the group was to raise awareness around unconscious bias and microaggressions through customized, regional DEIB training.
The work of the GIC builds off of the DEIB principles already embedded in Root Capital’s work. For example, our compensation philosophy is grounded in equity, ensuring pay fairness across all demographics. We consistently evaluate roles using a standardized methodology and apply the same methodology across all locations. Our benefits are thoughtfully designed to recognize diverse contributions and meet a variety of needs.
As a bilingual organization, Root Capital is committed to ensuring all communications, both internal and external, are available in English and Spanish. This commitment extends to meetings, where live interpretation services are provided for staff that do not speak the same language. Additionally, Root Capital offers staff free language classes to advance their verbal and cultural fluency.
“Root Capital’s DEIB commitment has deeply influenced my approach to work by constantly reminding me to question and evaluate how inclusive and equitable our policies and practices are,” says Laura. “Whether it’s through leading HR initiatives or collaborating on DEIB strategies, this commitment pushes me to ensure that every action we take aligns with our values, with equity and inclusion, not just internally but also in how we engage with the communities we serve.”
The Impact
Caption: Root Capital staff from across the world gather for one of our in-person workshops. Credit: Root Capital
Root Capital’s dedication to supporting our clients through an integrated capacity building approach exemplifies our belief that continuous learning and development are essential to success. That’s why we apply the same philosophy to our own organization and staff.
The work of the Global Inclusion Council is a significant step in fostering a shared understanding of critical issues and creating a sense of collective progress and accountability.
“Seeing how our team responds to and embraces these conversations makes me proud of the direction Root Capital is taking toward building a more inclusive and informed workplace,” adds Laura.