As the article notes, “progressive design firms are taking big steps to improve the experience of young designers who join their workforces.”
Our Director of Human Resources Charlene Miraglia is quoted throughout the article and points to a suite of programs we’ve launched to support our people: “We have programs like CannonDesign Academy and new hire buddies. We also do a lot of well-being programming with a heavy focus on mental health and stress reduction.”
Elsewhere in the piece, Charlene is able to point toward the support group we’ve established for designers working toward licensure, and our employee resource groups for women, the LGBTQ+ community and employees of color.
As our teams have navigated the pandemic over the past two years, our leadership has enacted significant changes to positively reshape employee experiences, leadership development and diversity, equity and inclusion (DEI). Just some of these changes, include:
- Implementation of several work-life balance measures that give employees more control over their hours and work/life balance.
- Establishing a DEI framework that actively invests in programs and initiatives that foster equity and inclusion within our firm, break down barriers for entry into the profession, and provide support to marginalized communities in the cities where we live and work.
- Launching NEXT, which is a leadership development program for next-generation leadership, and AMP, an in-house incubator.
- The foundation of our Inclusive Partner Program, a platform that galvanizes people and companies to create mutually beneficial partnerships that deliver more impact across the design industry.
“This year may be a record in terms of new hires,” Charlene says elsewhere in the Metropolis piece. “We’re seeking creative, passionate designers across the country to help us deliver incredible work and redefine what it means to work in our profession. It’s an exciting time and we’re thrilled to be at the forefront of these shifts.”