Philo Company Culture & Values

Describe how your ERGs are structured. What factors, such as steering committees and leadership support, play a role in upholding these groups?

Black @ Philo operates with collaborative leadership: Co-Chairs (Alexis Fagin and Nii Addy) provide strategic direction while functional leads manage design, finance and events/membership. This distributed structure prevents burnout and develops leadership across the team.

Several factors uphold our ERG. First, tangible executive support: a $6,000 annual budget and dedicated time during company gatherings show diversity work is business-critical. Second, our mission-driven approach — educate, celebrate, engage — ensures programming aligns with honoring the Black diaspora while fostering connection and healing. Third, cultural ownership: Black @ Philo is member-led and member-defined. Leadership provides resources but doesn’t control our narrative.

Our inclusive model welcomes allyship while centering Black employees and collaborating with other ERGs on intersectionality. Programming includes biweekly Tea Times — safe spaces for members to discuss various topics — and quarterly Black Apron virtual cooking sessions where members share favorite dishes while others follow along. This structure succeeds by combining cultural programming, clear infrastructure, leadership commitment and autonomy.

How do the company’s ERGs ensure employees play a role in the decision-making process? What opportunities do team members have to share their opinions and ideas about initiatives and policies?

Black @ Philo is fundamentally member-driven. Employees shape ERG direction through surveys on various topics, voting on events and initiatives and open dialogue in our Slack channel where ideas flow freely. This isn’t top-down programming — it’s collaborative and responsive. Our popular Black Apron virtual cooking series, for example, originated as a member idea and became a signature program, showing how grassroots suggestions become reality.

Post-event feedback loops ensure continuous improvement, keeping programming aligned with what members actually want. Connection to company leadership happens through strategic pathways: one co-chair has direct representation with the executive team, while the other (Alexis) serves on the People team with direct lines to the DEI committee. This dual pathway bridges ERG member voices with both business strategy and organizational policy.

Cross-ERG collaboration with Los Philitos, AAPI, Women of Philo and others amplifies our influence, allowing us to present unified perspectives on company initiatives, recruiting strategies and workplace culture.

Share examples of some of the initiatives offered by one or more of your company’s ERGs. How do these opportunities enable employees to connect, learn and grow together?

Black @ Philo fosters connection, learning and growth through culturally authentic programming. Quarterly Black Apron virtual cooking sessions unite members as they share favorite dishes — Southern comfort food, Caribbean, West African cuisine — while others follow along. This member-initiated program creates joy and intimacy. Biweekly Tea Times offer safe spaces for dialogue on workplace dynamics and shared experiences, building trust. Black History Month and Juneteenth programming explore complexities beyond surface recognition, educating our entire company. We sponsor members for events like AfroTech and National Black MBA conferences, investing in career development.

We have the ability to partner with Los Philitos, AAPI and Women of Philo to deepen understanding and strengthen advocacy around intersectionality.

These initiatives succeed because they’re member-led and authentic. Employees don’t just attend — they shape, lead and see their ideas become reality, fostering belonging that extends into daily work where Black employees bring their full selves.