How NeoGenomics Is Building an Inclusive Culture

November 2019

Throughout 2019, NeoGenomics leadership and staff have worked together to create an inclusive, world-class culture. In fact, our work was recently highlighted in an article by Paradigm for Parity, a coalition of business leaders dedicated to addressing the leadership gender gap in corporate America.

In the article, Doug VanOort, CEO and Chairman of the Board of Directors, and Jennifer Balliet, Chief Culture Officer, shared insights on the steps we are taking to close the gender gap in the c-suite, including prioritizing diversity and inclusion, promoting women from within the company, communicating a commitment to gender parity from the top, and following a roadmap of actionable steps to achieve parity. As a result of this work, 62 percent of the 1,500+ employees at NeoGenomics are women and 43 percent of the senior management team is female.

And while this is certainly something to be proud of, at NeoGenomics, we know that the work to maintain a diverse and inclusive workplace culture is ongoing. But how do we do this?

Forbes recently published an article called, “How to Create a More Inclusive Workplace Culture,” and included tips for companies to move in the right direction. What would you add to the list?

1. Be Purposeful. “Leaders need to be purposeful about including others who see things differently from them, which will in turn help them better identify their own unconscious bias in the workplace.
2. Move Beyond Sensitivity Training. “Without the implementation of proactive measures, including an ongoing internal discussion, sensitivity training can easily end up being no more than a time-stamped exercise or experience that likely won’t resonate among employees.
3. Measure “Thanks” in Real Time. “A formal gratitude program that’s widely adopted across an organization and aligned directly to company values can be a powerful tool for mitigating unconscious bias. It not only amplifies appreciation across an organization, but it provides managers with hard data on who’s being most frequently recognized – and who is not.
4. Democratize Recognition. “Rather than recognition being solely a top-down practice given by one manager, democratization empowers everyone in an organization, from C-Suite executives to customer service representatives, to take an active role in recognizing their colleagues.” 

Want to work in an inclusive culture at NeoGenomics? Browse career opportunities and read more about the Benefits at NeoGenomics. You can also check us out on Glassdoor and watch a video about the #LifeAtNeo.