Propllr DE&I Benefits & Resources

Propllr strives for diversity, equity, and inclusivity, viewing each as essential to fostering the creativity and empathy required to do our jobs at a high level. Whether participating in our DE&I Working Group, attending company-hosted inclusion-focused and anti-racist webinars and workshops, or simply sharing experiences and support with one another, Propllr wants to be a welcoming workplace for thoughtful professionals of all backgrounds. 

To go beyond words, we continually aim to build out and improve a range of DE&I policies, practices, and benefits:

Propllr provides diversity and anti-bias training for all new hires, hosts DE&I-oriented education and awareness sessions, and invests in external DE&I training opportunities for the team.

Propllr’s five-person DE&I Working Group helps the company set standards, build practices, and monitor progress. Participation in the Working Group is voluntary, and any employee is eligible to participate. New members cycle in as current members complete six-month terms.

Propllr isn’t a huge corporation able to support a large internal HR team. That’s one reason we invested in an HR partner – to give employees a venue to express any concerns they may have around DE&I issues or shortcomings at Propllr.

Employees are empowered to organize lunch and learns where they can introduce coworkers to DE&I topics, ranging from introductions to cultural traditions to discussions of more systemic problems involving oppression. Propllr covers lunch costs for these, whether in-person or virtual.

With an eye on society’s historical problem of pay inequity between men and non-men, cis people and trans people, white people and BIPOC, white women and Black women, etc., Propllr conducts regular pay reviews to make sure employees are treated fairly in compensation decisions.

Too many companies have opaque policies for promotion – or, worse yet, no policies. This can cause stress among people who wonder if they are being considered for advancement fairly, and it allows promotions to skew to certain groups. Propllr aims to eliminate subconscious biases by explicitly listing out the quantitative and qualitative criteria that are considered for promotion.

Propllr does well when everyone on the team does well, and we share in our success through annual cash performance bonuses.

To help close the generational wealth gap of BIPOC and female employees, Propllr adds an additional 3% of salary into all 401k accounts – regardless of how much the employees themselves are able to commit – along with an annual profit-sharing bonus.

To help employees maintain and grow their nest eggs, Propllr will cover up to $1,000 to cover emergency expenses.

Rising healthcare costs can deepen existing health disparities, particularly among LGBTQ+ and/or BIPOC employees. Propllr pays 100% of employee premiums for top providers of health, dental, and vision insurance.

Propllr offers three months paid leave for birthing parents, and one-month paid leave for other parents.

Events impact some of us more so than others, and this can introduce stressful and debilitating mental health challenges. Propllr’s mental health offerings give people the support they need when and how they need it, and through our unlimited PTO, employees know they have the time they need to step aside from work.

It’s easy for people to feel alone in the workplace, no matter how diverse or inclusive. To help our people connect with others who have similar life experiences, Propllr covers the cost of membership for affinity groups (e.g., Latinas in Tech).

One-on-one guidance from someone who has been in your shoes can be invaluable. For employees that request it, Propllr will seek out professional mentors with whom they can regularly meet one-on-one over coffee, a beer, lunch, or dinner (Propllr treats!).

Career development is a critical piece of DE&I progress, and Propllr supports employees who want to gain new skills by covering the costs of seminars, webinars, workshops, books, and more.

Propllr provides weekly one-on-ones with direct managers and bi-weekly one-on-ones with the agency owner. For marginalized employees, this also helps build rapport with company leadership and helps to tackle day-to-day DE&I concerns before they become serious.

Propllr is its people, so we want to support the organizations they support, which are quite often DE&I driven. Propllr started Propllr Gives Back, in which we match employee donations up to $250 a year. Whether five $50 donations or one $250 donation, or something in between, Propllr steps right alongside its people to support great organizations at home and abroad.

As Propllr learns of groups furthering DE&I-focused, anti-racist work in the startup, PR, and content communities, it has committed financial resources to help them find success (e.g., our ongoing donations to the TechRise pitch competition).