Appleton Partners – Diversity, Equity, Inclusion, & Belonging

The culture of Appleton Partners can be characterized by the emphasis we place on open communication, active collaboration, accessibility, and unique perspectives. These attributes relate not only to our business and client relationships, but also our approach to Diversity, Equity, Inclusion & Belonging (DEIB).

Why Diversity, Equity, Inclusion, & Belonging is Strategically Important

Appleton’s executive management values diversity, as it benefits both our employees and clients. We are committed to enhancing the diversity of our workforce and fostering equal opportunity through personnel development and recruiting practices. Appleton Partners remains 100% employee-owned and considers the unique attributes and strengths of each of our colleagues as our greatest asset. As our company becomes more diverse, our culture is enhanced by a wider range of viewpoints, perspectives, and ideas.

Promotional Policies and Practices

All promotions are based on criteria related to an individual’s demonstrated success in their current position, as well as the value of their abilities and potential in an elevated role. Decisions of this nature are made without regard to personal status or characteristics unrelated to the expectations of the role and adhere to our EEO policy. Appleton’s executive management works with HR to ensure these practices are upheld.

Equal Employment Opportunity (EEO) and Diversity, Equity, Inclusion & Belonging

All personnel decisions at Appleton Partners are based on the ability of the individual to perform the requirements of the position without regard to unrelated personal status or characteristics. As it relates to hiring, retention, training, and promotion practices, Appleton Partners has no tolerance for behaviors of exclusion or preference that nullify or impair equal opportunity, nor decisions made on the basis of personal characteristics, race, color, gender, religion, political opinion, nationality, disability, age, sexual orientation, or family situation. Appleton’s executive management works with our Human Resources manager to ensure these practices are upheld.

Appleton’s EEO policy is at the foundation of all personnel searches. Open positions are posted in multiple recruiting forums as a means of identifying and evaluating a diverse set of candidates. Appleton Partners also maintains a DEIB Committee designed for the purpose of employee training and education, solicitation of employee input concerning these issues, and to review and/or revise HR policies to ensure our DEIB objectives and initiatives are effective.

Our Compensation Policy

Compensation reviews occur on at least an annual basis, during which time an employee’s individual and collaborative performance is evaluated. Employee compensation decisions are made in accordance with our EEO policies and are solely based on personal performance and the firm’s financial performance.

Employee Training

All employees are required to participate in training designed to raise awareness and understanding of DEIB related matters. We feel that recognizing and eliminating biases of all kinds helps create a more inclusive, productive workplace and ensures true representation, full participation, and engagement of all employees.