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.
Advancement
We support all employees along their career journeys.
Representation
We boost representation through targeted recruitment, development, and retention.
Culture
We aim to foster an atmosphere of inclusion and belonging.
Making sustained, meaningful progress in our firm’s diversity, equity, and inclusion agenda is a top priority for Parametric. Our employees value it, our clients expect it, and we perform better as a business because of it. We embrace our role in advancing our industry and our communities. We believe we fulfill that role when we can build an inclusive culture where all people feel they belong and can do their best work.
Brian Langstraat, Chief Executive Officer
2022 DEI annual report
We’re pleased to share our first-ever diversity, equity, and inclusion annual report.
Discover Parametric’s philosophy on and approach to DEI, a look at our DEI numbers, 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 Resource Groups
Employee Resource Groups (ERGs) are employer-recognized groups of employees who share the concerns of a common race, ethnicity, ability, military status, gender, national origin, or sexual orientation. ERGs 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.
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 child care, and flexible work arrangements.
Our DEI partnerships
New sponsorship programs at the University of Washington and the University of Minnesota make it possible for six underrepresented candidates to obtain master’s degrees in quantitative finance, elevating 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.
More to explore
The Common-Sense Case for Real Action on Diversity and Inclusion
by Jennifer Sireklove, Managing Director, Investment Strategy
March 8, 2021
Linking gender diversity to financial performance only muddles a vital conversation. Here’s what really matters when it comes to building a more inclusive world.
2021 Responsible Investing Outlook: Three ESG Themes to Watch
by Gwen Le Berre, Director, Responsible Investing
January 11, 2021
Climate risk, diversity and inclusion, modern slavery: Three topics came to the fore in 2020 and figure to animate ESG investors in the New Year. Here’s why.
Investors Need Data to Make Diversity a Reality
by Gwen Le Berre, Director, Responsible Investing
August 24, 2020
For investors, companies, and employees alike, diversity makes a difference—but it takes data to know how much work is ahead.