Our commitment to diversity, equity, and inclusion

The Board of Pensions shares the Church’s commitment to diversity, equity, and inclusion and is an active ally for historically marginalized communities. As a national agency of the Presbyterian Church (U.S.A.), we take seriously our responsibility to serve all members of the Benefits Plan. Because we know that serving more and serving better begins with our staff, we actively cultivate a workplace culture that prioritizes accessibility, representation, and open dialogue, allowing everyone to bring their authentic selves to work. Through continuous learning, we reinforce our dedication to inclusion, making it more than just a value — it’s a driving force behind our mission.

Creating a culture of belonging

Believing that all people are created in the image of God, we commit ourselves to creating a culture of belonging. Our culture of belonging is a workplace that values all employee contributions, recognizes everyone's unique strengths and needs, celebrates differences, and provides continuous connection, inclusivity, and respect for all people. We care deeply about these core principles, and we lift up one another as we live into them together.

Our culture of belonging serves as a north star in our hiring practices and employee retention. It is rooted in six pillars: 

Leadership Accountability 

• Communicate principles and goals frequently  
• Measure progress and report on findings to colleagues  

 Human Capital Development 

• Foster cultural competence through training and education  
• Create mentoring and sponsorship programs  

Professional Development 

• Prepare colleagues for internal opportunities when they arise  
• Promote job openings and encourage internal interviews  

Workforce Practice 

• Diversify hiring processes within candidates and interviewers  
• Recruit, retain, and promote diverse talent  

Community Engagement 

• Encourage staff involvement with professional organizations that help us achieve our DEI goals  
• Promote collective action that builds internal community as well as external engagement  

Business Partner Alignment 

• Encourage business partners to adopt Equal Employment Opportunity Commission principles and develop their own inclusive culture 
• Hold business partners accountable through monitoring 

Working together to evolve our culture 

Every level of the Board of Pensions shares a commitment to DEI and evolving our culture. A staff-led council — the Diversity, Equity, and Inclusion Leadership Council (DEILC) — advises senior management on supporting DEI initiatives and demonstrating inclusive leadership. The DEILC advocates for all employees’ voices to be heard and welcomed — regardless of any differentiating characteristics. We believe a successful organization is one where employees can bring their whole selves to work each day, allowing people with diverse thoughts, opinions, and backgrounds to work together in a culture of belonging. 

Our commitment as an equal opportunity employer 

The Board of Pensions provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. 

Our policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

CEO pledge for diversity and inclusion 

The Reverend Dr. Frank Clark Spencer, Board of Pensions President, is among a list of CEOs and Presidents from across the country and wide-ranging industries who have signed the CEO Action for Inclusion & Diversity pledge — a leadership-driven commitment to advancing diversity and inclusion in the workplace.