• Finding a loyal vendor that you can rely on and trust 100% is a very difficult task in the market today, but Deegit has made this possible for us.

    Meghan McNeil —
    Recruiting Manager, A Big 4 Consulting Firm
  • I cannot say enough good things about this company, its people, and the way they do business. They get it done, and they get it done right.

    Robert Roark —
    ERP Practice Lead (Big 5)
  • Deegit has demonstrated a high degree of flexibility; scalability and service orientation to enable us meet the strategic goals for some of our largest IT initiatives.

    Ajay Sah —
    Director of Recruiting, A Big 4 Consulting Firm

While it is true that a strong supplier diversity program is the right thing to do, investing in a commitment to source minority-owned suppliers is the most profitable thing to do.

‘A Strong Supplier Diversity Program Increases Corporate Revenues’ – A whitepaper by Chicago MSDC

Only an inclusive outlook
can drive a global business successfully.

Diversity matters because we live an increasingly globalized world that had become deeply interconnected. In fact, multiple studies suggest that a company’s business performance is directly proportional to the level of diversity in its ranks. Deegit, through its diverse leadership, can help you build a robust talent pipeline: attracting, developing, mentoring, sponsoring, and retaining the next generations of global leaders at all levels of your organization.

At Deegit, we perceive differences in culture, perspectives and outlook, as strengths. We believe people become extraordinary only when they celebrate and pursue that which makes them unique. Therefore we seek out diversity not only in the form of gender, culture, inclinations and ethnicity, but even in the form of thought. After all, diverse thinkers help guard against groupthink, bring fresh perspective, and gather deeper insights than what a homogenous team of workers would.

To achieve such high levels of diversity we are committed towards:

  • Identifying and addressing systemic barriers embedded within policies, practices, programs and services that unintentionally exclude individuals or whole communities.
  • Implementing strategies that will cultivate public and private partnerships in high demand industries and at-risk communities.
  • Exhorting our partners and donors to support us in our cause.

Diversity and

  • x% of our workforce consists of women
  • Our workforce comprises y cultures and z ethnicities
  • W initiatives taken up to encourage D&I

Diversity and
our clients:

  • X% of our candidate base consists of women
  • Our talent network spans y countries and z ethnicities

Gender diverse companies and ethnically diverse companies are likely to outperform national industry median by 15% and 35% respectively.

Why Diversity Matters

A single diversity program to cover all demographic groups: racial/ethnic, gender, LGBTQ, and disabilities, is insufficient. Programs must be evidenced based efforts that are relevant to the business and measures progress.

Herb Strokes
Chief Marketing Officer - Deegit

Companies that embrace diversity and inclusion in allaspects of their business statistically outperform their peers. Such companies report:

  • 2.3 times higher cash flow per employee over a three-year period
  • The smaller companies had 13 times higher mean cash flow from operations
  • 1.8 times more likely to be change-ready and 1.7 times more likely to be innovation leaders in their market
  • 3.8 times more likely to be able to coach people for improved performance, 3.6 times more able to deal with personnel performance problems, and 2.9 times more likely to identify and build leaders.

Bersin by Deloitte 2015 High Impact Talent Management Research

65% of Technology Leaders feel that Hiring Challenges Are hurting the industry.

Source: Bersin by Deloitte, April 2015

Deegit will provide candidates to you in up to 3 days.

*Based on 2015-2016 Deegit applicant tracking data


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