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DE&I at Holmes Murphy

Embracing Our Differences With Intentionality

When you walk into work each day, you want to feel a sense of belonging. At Holmes Murphy, a commitment to Diversity, Equity, and Inclusion (DE&I) isn’t just something we talk about – it’s the foundation of our culture and purpose.

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Our DE&I Goal

“Our goal is to embrace and care for differences with intentionality and to make a difference, not only at Holmes Murphy but also with our clients, partners, and in the communities we operate. Our efforts are designed with authenticity and aligned to our purpose with both employees and leadership fully activated and engaged. We believe there’s a role for everyone in creating and sustaining a culture where we can all reach our unique potential.”

– Dan Keough, Holmes Murphy Chairman & CEO

Chief Diversity Officer Nola Cartmill on DE&I at Holmes Murphy

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Cultivating Connection With Employee Resource Groups

  • Caregivers and Parents (CAPE)
    CAPE is devoted to connecting and supporting our employees who are integrating their careers with caregiving responsibilities for children, family members, and loved ones.
  • LGBTQ+
    Through promoting the presence and value that LGBTQ+ individuals bring to Holmes Murphy, this group ensures everyone knows they are respected, valued, and can be their whole selves.
  • Mental Wellbeing
    This group is designed to provide a space for those managing mental health challenges, caregivers, and allies to connect with and support one another and raise awareness about mental health.
  • Multicultural
    This group welcomes and celebrates employees of all races, ethnicities, nationalities, and cultural identities, ultimately providing an environment where everyone feels empowered to be their unique selves.
  • Women Optimizing Women (WOW)
    Advancing the opportunities, connections, and mentoring of women is a priority for our WOW ERG, along with education and development opportunities.
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Holmes Murphy’s DE&I Journey

Authentic engagement fostered through listening and learning from our employees has guided us on our DE&I journey. We continue to grow as individuals and as a company because of our diverse perspectives and genuine connections.

Take a Deep Dive Into Holmes Murphy’s DE&I Journey

While we know our DE&I work is ever-evolving, we have built a framework we’re proud of. Take a look at some of the steps we’ve taken on our DE&I journey. 

  • Hired a Chief Diversity Officer who helps lead and champion all DE&I efforts. 
  • Created and launched not only a DE&I Strategy team, but also formed a DE&I committee, DE&I subcommittees (focused on talent attraction and retention, education, and communication), and an interest group (comprising more than 120 employees). 
  • Formed and deployed five employee resource groups — Women Optimizing Women (WOW), Caregivers and Parents (CAPE), Multicultural, LGBTQ+, and Mental Wellbeing.  
  • Created an “area of giving” through our Holmes Murphy Foundation that is specifically focused on DE&I and ensuring we support services designed with authenticity and that will help us sustain a culture where every person is supported to reach their fullest potential. 
  • Weaved DE&I into our Environmental, Social, and Governance (ESG) practices at Holmes Murphy. 
  • Introduced Diversity Day, added Martin Luther King, Jr. Day to the holiday schedule, and expanded parental leave practices. 
  • Integrated DE&I into internal and external communications. 
  • Broadened our college and university campus recruiting. 
  • Launched a DE&I scholarship program through our Holmes Murphy Fraternal Practice where annually 10 students who are part of our client organizations are chosen to each receive a $1,000 scholarship. 
  • Created learning, mentoring, and career opportunities through our DiscoverYou, Intern, and Brainery programs. Specifically, our DiscoverYou program provides lasting partnerships and opportunities for high school students from underserved communities. 
  • Launched an internal DE&I Resource Hub where employees have access to all DE&I materials and educational resources 24/7. 
  • Launched a mentorship pilot program, where we can team up individuals from across the organization to learn from one another. 
  • Developed companywide employee DE&I training and continue to develop new courses and training. 
  • Revised relevant hiring materials to remove bias and embed DE&I principles. 
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DE&I at Holmes Murphy FAQs

What are the benefits of having a focus on DE&I in the workplace?

At Holmes Murphy, we deeply believe in not only enhancing the work we do to create an environment where everyone feels valued, but also helping us sustain an environment where we can all reach our unique potential. We believe the biggest benefit of having a focus on DE&I is that our employees feel seen, valued, and heard — no matter their background or unique differences. We believe all employees should feel as though they can bring their whole selves to work every day and be accepted for who they are.

What’s next for Holmes Murphy in the area of DE&I?

DE&I isn’t a “check-the-box” initiative for Holmes Murphy; it’s part of our DNA and will continually evolve to ensure we always remain vigilant in caring for and supporting the unique needs and differences of not only our employees and clients, but also those in our communities and the industry. We’re proud of our work in DE&I and our continued efforts to champion DE&I.