Dear Royal American Family,

 

Royal American Management understands that our ongoing commitment is required to create a more inclusive and equitable business landscape. Last year, we kicked off our Diversity, Equity, and Inclusion (DE&I) efforts with an “Unconscious Bias Awareness” webinar offered to all employees.

 

We are continuing to develop ongoing initiatives that address diversity, equity, and inclusion across the company and throughout our portfolio. RAM strives to be a place where all employees receive the professional support they need to succeed, and where no one faces obstacles based on race, ethnicity, nationality, sex, gender identity, sexual orientation, age, religion, or disability.

 

OUR DE&I MISSION

Royal American Management’s Diversity, Equity, and Inclusion (DE&I) initiative is committed to aligning our corporate culture and business practices so we may be a beacon to our communities. We empower our team members to take initiative and grow their professional careers. We believe our differences strengthen our company and improve our successes.

 

 

OUR INITIATIVES

Although our program is in its infancy, we are happy to share some of the strides we have made:

• DE&I Committee: This volunteer committee is comprised of team members with diverse backgrounds from all levels of operations. The committee will discuss diversity-related issues and advocate for inclusionary practices.

• Diverse Workforce: With feedback from our steering committee, we are committed to strengthening and improving our efforts to recruit and retain a diverse workforce.
• Employee Education: RAM will continue to offer DE&I and Unconscious Bias Awareness training to all employees through Gracehill.
• Rising Apartment Management Professionals (RAMP): The RAMP training program will be introduced in the US Virgin Islands to provide free property management training and internship opportunities for area residents seeking education opportunities and career advancement.

• DE&I Survey: A DE&I survey will be anonymously completed by team members across the company to help RAM assess and improve our inclusion efforts.
• Cultural Competence: We will offer activities to promote cultural competence by raising awareness of our employees’ and residents’ cultural backgrounds.

In closing, RAM is committed to eliminating biases, and showing compassion and respect in everything we do. Our DE&I process is only beginning. I look forward to seeing the positive gains we make as we stand firm and work together as a team.

Sincerely,

 

Kerri Toth

President