All Hands In

To create and maintain a working environment free from discrimination where employees are treated with dignity and respect. We believe that attracting, developing and retaining the best and most diverse talent, supported by an inclusive work environment, is essential to our continuing success.

Every employee is responsible for respecting the dignity and diversity of all employees and creating an inclusive environment that is free from discrimination, harassment and bullying. In addition, all managers are accountable for diversity and inclusion responsibilities and for results achieved as part of their job performance.


Diversity & Inclusion

Our Commitment

At Henson Group, diversity is an integral part of our history, culture, and company identity. Inclusion is the way we treat and perceive all differences. We want to create an inclusive environment where all forms of diversity are seen as real value for the company.


Our D&I activities are extensive.

  • Henson Group encourages employees to get involved with charities that matter to them.

  • Henson Group has published career paths, including HG resources (time off to study, reimbursement for exams, etc.) that make the road to success transparent and attainable by all employees and creates an inclusive work environment. 

  • Henson Group's unlimited PTO policy allows employees to celebrate holidays of their choice.

  • Henson Group has a personal code of conduct policy in our Employee Handbook that states that sexual harassment is totally unacceptable.

  • Henson Group's job descriptions for open positions contain language that encourages a wide range of applicants.  For example, we avoid words like “forceful” or “competitive” or other words that imply we prefer male candidates.  

  • We ensure our website and other social media sites show the diverse representation of different groups (race, gender, generation, etc.).

  • We expand sourcing of job applicants by posting job openings on sites of professional organizations for minorities and women. 

  • We review our interviewing and selection practices to make sure that hiring managers ask non-biased questions. 

  • Our performance reviews have a section on D&I activities; these are not necessarily numerical goals for hiring but more focused on activities to promote diversity and inclusion. 

  • We seek suppliers and third-party networks to make sure we prioritize doing business with those firms that have good reputations and D&I policies.

  • Our Executive Team meets regularly to discuss D&I best practices and ways to overcome barriers for creating an inclusive work environment at all levels of business.