Core value
We expect everyone at Parametric—no matter their level or position—to play an active role
in creating an inclusive culture where people of all backgrounds and identities feel a sense of
belonging and are empowered to do their best work.
Our mission
We aspire to be an industry leader in our representation of a truly diverse and inclusive workforce
to reflect the communities in which we live and work.
Our principles
Accountability
Senior leadership teams take actions to improve diversity and inclusion.
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Advancement
We support all employees along their career journeys.
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Representation
We boost representation through targeted recruitment, development, and retention.
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We demonstrate our commitment to diversifying the industry with community partnerships, career fairs, and internal and external progress updates.
Culture
We aim to foster an atmosphere of inclusion and belonging.
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We host DEI onboarding sessions with all new joiners and educate employees throughout the year about allyship, bias, and more.
We believe DEI should be reflected not just in how we hire but also in the culture our people experience every day, the opportunities we create in the communities in which we live and work, and the ways in which we conduct business with our clients.
Tom Lee, Co-President and Chief Investment Officer
2022-2023 DEI annual report
We’re pleased to share our second diversity, equity, and inclusion annual report.
Discover Parametric’s philosophy on and approach to DEI, a look at our DEI numbers, see the progress we’ve made since last year and much more.
DEI in our own words
We asked Parametric team members from different backgrounds to share a bit about themselves.
Here are their stories.
Employee Networking Groups
Employee Networking Groups (ENGs) are employer-recognized groups of employees who share the concerns of a common race, ethnicity, ability, military status, gender, national origin, or sexual orientation. ENGs help to create a more diverse and inclusive culture while offering opportunities for career advancement, networking with peers, and ways to contribute to business goals.
The Women’s Leadership Exchange is committed to empowering and developing women at all levels of our business.
The disAbility network creates a vehicle to discuss opportunities, key issues, and challenges while also raising awareness of people with disabilities within the wider Parametric community.
The Families network provides support, resources, education, and networking opportunities to working parents, families, and caregivers.
Company events
Promote ongoing learning
We invest in our employees through regular DEI sessions exploring leadership, hiring, and unconscious bias. This helps everyone raise awareness and develop inclusive practices.
We’re committed to each employee feeling a sense of belonging and helping them advance in their career. We encourage our employees to engage in our mentoring, networking, and recognition programs.
We offer competitive benefits, including a wellness stipend, mental health services, tuition reimbursement for learning and development, backup childcare, and flexible work arrangements.
Our DEI partnerships
We offer sponsorship programs at the University of Washington and the University of Minnesota make it possible for underrepresented candidates to obtain master’s degrees in quantitative finance. The goal of these programs is to elevate our commitment to diversity, equity, and inclusion in the profession.
The Women in Tech Regatta is a nonprofit organization providing access to mentors and resources in order to create positive change and innovation for women in the technology industry.
Rainier Scholars is a community of educators and administrators that provides pathways to college graduation for hardworking low-income students of color.
The Point Foundation is a fund that empowers promising LGBTQ students to achieve their full academic and leadership potential—despite the obstacles often put before them—to make a significant impact on society.
Girls Who Invest is a nonprofit dedicated to increasing the number of women in portfolio management and executive leadership in the asset management industry, with the goal of having women manage 30% of the world’s investable capital by 2030.
Apprenti allows employers to take charge of building their own pipeline of highly skilled and highly motivated tech talent. Through registered apprenticeship, Apprenti is able to source, assess, train, and place tech talent in companies, with 85% of apprentices being from underrepresented groups.
More to explore
