2021 B-Corp Impact Summary

2021 B-Corp Leaders

We would like to acknowledge the outstanding work of our 2021 BCorp Leaders. These employees owned the focus area, facilitated all progress, and created annual reporting. The tremendous progress we made this year would not have been possible without the dedicated work of these folks:

Health & Wellness

For our monthly Wellness Challenges, instead of forming departmental teams, we aimed to break down those departmental walls and placed employees on teams with others that they don’t get a chance to work with everyday.

In September the challenge was to “Get Outside” and folks posted pictures of themselves outdoors throughout the month. This challenge was the most successful, as everyone really enjoys seeing pictures of their coworkers, loved ones, and fur babies having fun outside!

Stakeholder Engagement

In 2021 a Stakeholder Advisory Board was created consisting of 11 participants that included customers, employees, investors, board members, contractors, non-profit partners and HR industry experts. This is not a product advisory group, but rather a gathering to help us be the best corporate citizen possible, while at the same time providing members the most value and benefit. The group will help us think about long term issues of importance to each stakeholder. Things like HR regulatory changes, changing labor practices, and evolving social issues that will affect HR technology, were among the agenda topics.

The Board met two times via Zoom and additionally, two surveys were employed, creating a touchpoint each quarter.

Key survey areas included questions like, “Based on your relationship with WorkBright and your knowledge of what we do, please rank the following in terms of importance for WorkBright as a business”. Top 5 responses were:

Justice, Equity, Diversity and Inclusion (JEDI)

We had a few successful company wide training sessions. The first, regarding Bystander Intervention, began with a webinar by Hollaback!. We then gathered as a company and reflected on learnings as well as participated in some breakout session roleplays. The second training addressed Conflict De- Escalation. Two staff members attended a professional development session on this topic then brought back what they learned and developed an in-house training. This training consisted of listening, discussion, scenarios, and breakout room focused roleplay/discussions. Participation was quite high in this session and was most evident in the interactive roleplay sessions.

We also participated in a DEIB (DIversity, Equity,Inclusion, and Belonging) extensive employee survey offered by MATH, one of our investors. Some highlights are that Inclusion, or feeling supported, valued and able to participate, was our highest scoring area, with a 92% favorability score. We also scored very highly in the diversity index overall, scoring a noteworthy 80% or above, in all areas.

Our 2021 JEDI goals
✅ Everyone on our team annually participates in a Diversity, Equity and Inclusion training.
✅ Each new hire receives Diversity, Equity and Inclusion training as part of their onboarding experience.
❌ Each Manager additionally participates annually in a full day Diversity, Equity and Inclusion training that is focused on removing bias from hiring and diversifying our workforce.
✅ For new hires, we work to always have an interview pool that is at least 50% BIPOC, female, over 60, LGBTQ+ or of Veterans status.
✅ We annually audit our results in these areas, and listen deeply to feedback and take action on an ongoing basis.

Employee Development

Employees were surveyed and 80% indicating the were “extremely” or “very” interested in periodic skill development opportunities, with the top results shown to the right.

100% of employees responding indicated they would be open to sharing their skills with other team members in a “Lunch and Learn” format.

Supplier Relations

The objective in 2021 was to establish baseline numbers, then measure our progress against these numbers as we move forward. Our commitment is to support suppliers that are local, are minority owned, or are committed themselves to social and environmental causes. Here is our baseline:

100 suppliers from which we purchased more than $500 (Major Suppliers)
20% of these Major Suppliers align with our commitments above, and 17.2% of our total major purchases went through those meeting the criteria.

Environmental Management

While it may sound counterintuitive to chop down trees to help our environment, a group of five Workbright staff volunteered their time with members of Boulder County Parks to do just that. On a plot of open-space land just outside of Nederland, Colorado, our team worked to remove new-growth pine trees in order to encourage the growth of aspen groves in the area. The work is part of a long-standing initiative in the area to promote biodiversity while reducing burn risk in a fire-prone area. Overall, the team was able to make their way through a sizable swath of forest to ensure that another healthy aspen forest will thrive in the area.

With 2021 being a complete year of remote work for the team, we leaned heavily on our staff to tally our carbon footprint. Workbright’s biggest carbon use came from the heating and cooling of our home offices, with travel being the other significant contributor. Overall, we produced a total of 17 tons of CO2 emissions, which is down significantly from 2020’s total of 40 tons due to less square footage in home offices. Workbright has partnered with NativeEnergy to offset our emissions through May Ranch, which prevents the conversion of 14,546 acres of native grasslands to crop-based agriculture or other activities.