Written by Casey Hite, CEO at Aeroflow Health
At Aeroflow Health, Diversity, Equity, and Inclusion (DEI) are foundational principles that guide our commitment to creating a workplace where everyone feels valued, respected, and empowered to be their authentic selves. DEI is more than just a strategy for us—it’s woven into the fabric of our company culture, where the voices of all employees, especially those from marginalized groups, are heard and supported. Our goal is to ensure that every individual feels safe and supported to bring their true selves to work every day. DEI isn’t just a policy; it’s a promise to our people. According to Marshall Staton, Director of Human Resources at Aeroflow Health, “Employee Resource Groups (ERGs) were a vital addition to our DEI strategy because they create spaces where individuals with shared backgrounds and experiences can connect, foster belonging, and amplify underrepresented voices. By empowering employees to lead these groups, we aimed to build a more inclusive workplace, where diverse perspectives are not only heard but valued. Our goal is to ensure every employee feels seen, supported, and able to contribute fully to the success of our organization. Through ERGs, we hope to drive cultural awareness, professional development, and a sense of community across all levels of the company.”
Creating an Inclusive Workplace
Aeroflow’s inclusive culture is built on a commitment to ensuring that all employees feel a sense of belonging. One of the ways we’ve embraced this commitment is through our Employee Resource Groups (ERGs). For example, Out Health, one of our six ERGs, plays a critical role in giving a voice to those who may otherwise feel unheard. These groups provide not only a safe space for employees to express themselves but also a direct line to leadership to address key issues. Kathleen Burke, Senior Customer Experience Representative for Aeroflow’s Mom & Baby team, says “ERGs are a benefit that most companies probably would not even think about. But I think it’s great because it encourages a community feeling when we are working remotely.”
Through Aeroflow Health’s ERGs, Aeroflow employees are empowered to be their true selves. Whether by addressing discriminatory incidents or shaping policies to protect employees, Aeroflow is creating a culture where authenticity is celebrated. ERGs like Out Health are actively collaborating with other company ERGs to tackle important issues, such as mental health, LGBTQ+ parenting, and neurodivergence, demonstrating how these groups work together to uplift the entire workforce.
The Impact of DEI Initiatives
Aeroflow’s DEI initiatives have had a significant impact on employee satisfaction and engagement. Employees who participate in ERGs and DEI efforts report feeling more connected and supported within the company. For many, being able to bring their full selves to work has fostered not only a sense of belonging but also increased professional confidence.
“Being a part of Out Health has truly been transformative for me,” shares Mike Edwards, Customer Account Representative for Aeroflow Urology. “Aeroflow has empowered me to be an out, gay male at work, and with the support of my ERG, I’ve been able to help lead initiatives that make sure everyone has a voice. Knowing that I can be myself and that Aeroflow stands behind me is a feeling I wish everyone could experience.”
In addition, Aeroflow’s DEI initiatives have also driven meaningful policy changes. For example, after addressing issues of discrimination, Aeroflow is now working with HR to create standardized anti-discrimination procedures across all departments. This codification ensures that all employees are protected, supported, and treated fairly, reinforcing our culture of inclusivity.
Challenges and Opportunities
Like any organization, Aeroflow faces challenges in implementing DEI initiatives. Mike Edwards shares, “People can sometimes be hesitant to embrace change, especially when other companies are scaling back on their DEI efforts. However, the commitment from our leadership, particularly Casey Hite’s active participation in ERG meetings, reassures everyone that this work is here to stay and is vital to our success.”
One of the biggest challenges faced by ERGs like Out Health is addressing the fear of coming out professionally or being perceived as a member of the LGBTQ+ community. Aeroflow is working to address these concerns by creating a visible, safe, and welcoming space for all employees, whether they are members of the LGBTQ+ community or allies.
Conclusion
Aeroflow Health remains deeply committed to fostering a diverse, equitable, and inclusive workplace where everyone can be their authentic selves. We recognize the importance of DEI not only for individual success but for the success of the organization as a whole. By embracing diversity and creating a supportive environment, we are building a company where everyone is empowered to thrive.
