Our Culture and DE&I Commitment

Our Culture and DE&I Commitment

A rich mosaic of experiences, capabilities, and perspectives

Our Culture and DE&I Commitment

A rich mosaic of experiences, capabilities, and perspectives

At Chartis, our rich mosaic of experiences, capabilities, and perspectives is a critical factor in delivering on our mission and creating superior solutions for our clients.


We actively foster an inclusive environment in which our colleagues can bring their true, best selves to work every day. We embrace, value, and respect the full range of diversity at Chartis, including, but not limited to, ethnicity, race, sex, gender identity and expression, sexual orientation, age, physical ability, religion, educational background, expertise, and experience. We also have a strong focus on continuous learning and development and a culture of feedback, so our colleagues feel they are valued for their unique contributions and have the opportunity to thrive and succeed.

Our approach to diversity, equity, and inclusion is shaped by the firm’s Inclusion Advisory group and grounded in a variety of concrete initiatives, including our five actions toward anti-racism.

AN INTERVIEW WITH

Stacy Melvin
Performance Practice Leader and founding member of the Inclusion Advisory Group at Chartis

  • Why are you passionate about diversity, equity, and inclusion (DE&I) at Chartis?

  • As I began my career, I started to see that there were groups of people who didn’t seem to have the same opportunities. I was very fortunate to have a strong female mentor in my first consulting job. She had strong values around equality and diversity and was incredibly supportive of my own advancement. However, as I advanced in my own career, I became very aware that there were fewer women in senior positions despite equal numbers of men and women at more junior levels. This felt like a missed opportunity to me, and I began researching and studying diversity and inclusion to better understand why this was occurring and what could be done about it.

    I feel passionately that we can only measure up to our potential if we have a diverse, equitable, and inclusive culture and environment. We need to be able to bring creativity, depth, and richness to our projects and to see beyond our own eco-chamber. To understand what our clients need and what their consumers need and to help solve the very challenging problems of the healthcare industry, we simply must bring a diversity of backgrounds, experiences, and perspectives to the table.

  • Can you tell us about the Chartis Inclusion Advisory Council?

  • Several years ago, I began having conversations with other leaders at Chartis around the importance of DE&I to our mission and overall success. We spent time understanding the opportunities to improve DE&I at Chartis and, among other things, decided to form the Inclusion Advisory Group (IAG) to lead our efforts. The group comprises a uniquely diverse mix of colleagues across characteristics such as race, gender, sexual orientation, age, practice area, role, and socioeconomic and educational backgrounds. This group has evolved over the last several years, but it is primarily focused on understanding the current state and articulating the desired future state of DE&I at Chartis, developing and executing on our DE&I plan, monitoring progress, and serving as champions for inclusive leadership, policies, and practices. We are focused on ensuring that everyone at Chartis feels welcomed, valued, respected, and heard. We also provide input into the firm’s approaches to talent acquisition aimed at ensuring a more diverse pool of applicants.

    Through the IAG, we are focused on how we can share stories, experiences, and learnings across the firm. We’ve made a promise to speak openly with each other. This openness and willingness to share personal experiences has pushed us to understand the impact of our words and behaviors on others. It has been one of the most powerful experiences of my consulting career.

    While we have a broad list of initiatives underway, there are a few that I believe have been particularly impactful. We host a Diversity Dialogue series every quarter on a variety of topics such as subtle acts of exclusion, implicit bias, and the importance of allyship, which has helped us all learn and, in many cases, changed behavior. We talk about topics that haven’t been a part of the workplace in the past. We have created an environment where it’s not only okay to talk about things that are uncomfortable but encouraged. We also have a powerful Humans of Chartis series where our colleagues share their personal stories to help educate others.

  • Why is DE&I particularly important in healthcare consulting?

  • Our mission is to materially improve the delivery of healthcare in the world. To be true to that mission, we cannot ignore the disparities and inequality in access to healthcare. We have a seat at the table with Boards, the C-suite, and healthcare providers large and small. We have an opportunity and an obligation to raise these issues, to point them out, and to develop and implement strategies and tactics to address them.

    As an example, we recently saw an issue with a client on a performance improvement project. Through their tone and behavior, some of the physicians were clearly holding biases toward patients who were poor and whose medical conditions were often more complicated. Our team was disturbed, and we discussed it together. We decided to schedule a call with the CEO to share our concerns, especially given the strong role this provider plays in the local community. I believe the DE&I work that we had been doing as an organization gave us the awareness and tools to raise this with the CEO. He was appreciative and wanted more specifics on how he could address the issue, which we provided. I’m proud of our team for raising this. Our values and beliefs at Chartis are real and we have said unequivocally that staying true to our mission is more important than any one client.

  • Chartis announced bold efforts on anti-racism this past year. Can you tell us more about that?

  • Prior to the summer of 2020, we had been making incremental progress in our efforts around diversity, equity, and inclusion. We had done a lot in terms of education and programs, but there wasn’t a sense that we were ready to make a big statement. I give credit to a number of our black colleagues for speaking up. The pain they were feeling after the death of George Floyd sparked a real awakening in our firm. We held these values around DE&I, but I think it is fair to say that we were not fully aware of the true nature of the hurt and the pain.

    I am proud of the bold way we’ve publicly come forward. We can’t just sit on the sidelines. We know this is a long road. There is so much more we can and will do. We have the staying power and the commitment to make a difference to our colleagues, communities, and clients. We have a plan for the makeup of our firm to look much more like our clients and the populations they serve. That’s how we will be able to bring the best to our clients and achieve our mission.



As we continue to work toward our mission and commitment to anti-racism, our colleagues are standing up and taking action together for change.

Our Culture and DE&I Commitment - The Chartis Group