Our Diversity Plan

Even though this video was created in 2015 and some individuals are no longer netlogx team members, the sentiments shared in this video still hold true to this day and are an accurate representation of our perspective on being a Diverse by Design organization.


Founded in 1998, netlogx was created to be diverse by design. For over 20 years, we have been committed to building a diverse team, including diversity of age, gender identity, race, ethnicity, and more. Regardless if we are hiring employees or finding partners, we are always looking for not only the right candidates but also diverse candidates to provide a well-rounded team that offers a variety of perspectives. 

As a certified woman-owned management consulting firm, netlogx firmly believes that diversity and inclusion participation is integral to the success of our business. We regularly hire and look for diverse suppliers, including woman-, minority-, veteran-, LGBTQ-, and disability-owned companies. The purpose of this plan is to solidify our commitment to diversity and inclusion as well as provide evidence of our demonstrated commitment.

Our Commitment

netlogx serves clients across the United States. netlogx recognizes our people should reflect those we serve. Since we are headquartered in Indianapolis, we utilize Indiana diversity goals to benchmark our own goals. Those goals for supplier diversity are as follows: 

  • 8% goal for women- and minority-owned businesses
  • 3% for veteran- and disabled-owned businesses 

As a 75% woman-owned business, we are committed to exceeding these benchmarks and are dedicated to finding diverse businesses to partner with. netlogx audits its progress to these benchmarks on an annual basis.

Our Philosophy

Diverse by Design continues to be more than just principles and practices; it is the basis of our leadership. Our goal is to provide a culture of excellence and inclusion that is demonstrated with our commitment to all employees. We believe that an inclusive culture is one that recognizes and respects differences, as well as actively seeks participation with diverse suppliers that deliver value and drive innovation for our clients. 

netlogx understands the importance of following these practices throughout our organization.  It is clearly outlined in our Equal Opportunity and Employment Practices, which are made available to all employees and all subcontractors and vendors. We know the value of keeping diversity at the forefront of all contracts and the advantages a diverse staff adds to any business equation. netlogx is well-versed in providing an inclusive working environment, application process, and bidding/selection process. Diversity is more than a promise at netlogx; it is an action and one that is being practiced daily within our company and extends to all aspects of our operations.

Our Action

Keeping our word is important to netlogx. In the subsequent paragraphs, you will find our supplier diversity program. We have highlighted our practices in the areas of recruitment, onboarding, retention, workforce, training, and strategic alliances and partnerships. 

Recruitment – To attract diverse talent, netlogx offers the following policies and benefits: 

  • Remote working
  • Alternative Work Schedule
  • Generous Paid Time Off Allowance
  • Phone Stipend
  • netlogx Laptop
  • Access to a Professional Development Coach

We believe these policies and benefits make business sense. We want to ensure all our potential partners and employees have flexibility to tackle work in the way that works best for them. 

Onboarding – New employees are introduced to the company’s Diverse by Design commitment as part of their initial onboarding training. Internally, our onboarding checklist ensures each new employee is set up for success, including sending them proper equipment, clear communications, and scheduling initial meetings with their manager(s) and CEO of the company.  

Retention – Measuring all our efforts is imperative for decision-making. Our retention metrics illustrate how well we are doing, as a company, in retaining our women, minorities, and people with disabilities. In 2021, netlogx averaged a 99% retention rate of women, minorities, and people with disabilities. As of April 2022, we are averaging a retention rate of 99.25%. Finally, our exit interview metrics clarify any areas where netlogx can improve to retain our current employees. 

Workforce – A part of our commitment to foster a diverse workforce is to leverage our diversity at the executive and management levels. At netlogx, our executive management team of Chief Executive Officer, Chief Operating Officer, and Chief Human Resource Officer are 100% women. Of our Principal Consultants, 67% are women, minorities, or persons with disabilities. Women, minorities, or persons with disabilities make up 41% of our Senior Consultants. Finally, our entire workforce is 63% women, minorities, or persons with disabilities.

Training – We offer all our employees structured Diversity, Equity, and Inclusion (DEI) training in our Learning Management system. Throughout the year, we also offer additional opportunities to participate in DEI book studies or activities facilitated by the owner and President of a woman-owned professional coaching business. 

Strategic Alliances and Partnerships – Each year we look for new methods of reaching prospective vendors and suppliers. Our Outreach Team actively seeks out diverse vendors and suppliers at pre-proposal conferences and networking events to form strategic partnerships. With over 20 years in business, netlogx believes in empowering other small business owners by offering mentorship through sharing lessons learned and encouragement in pursuing state government contracts. netlogx has supported the Indianapolis chapter of the National Association of Women Business Owners (NAWBO) since 2007. Our Chief Operating Officer currently sits on their board of directors as the Treasurer and our Chief Executive Officer is a former Board Member. Through this relationship, netlogx supports Women-Owned Businesses by assisting them with the certification process and helping them to develop and grow their business. 

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