Tillamook’s Commitment to Inclusion & Diversity

We rely on diverse perspectives, thoughts, backgrounds and cultures to fuel our innovation and growth.

We are committed to creating a climate of inclusion where all employees have an opportunity to contribute, feel valued and have a sense of belonging. We believe this is what makes us a better brand for our consumers and a better employer for our people.

Our Inclusion & Diversity Framework outlines the four goals we work toward every day and the actions we’re taking to accomplish them.

Learn more about Tillamook’s plans to commit & act.

Our inclusion & diversity framework and actions

Build conscious inclusion

To create a culture where everyone feels valued, we prioritize engaging and educating employees so they can model inclusive behavior. We’re doing this by:

  • Adopting a no-tolerance policy for racism and discrimination in our workplace.

  • Reviewing and ensuring policies and practices are inclusive and equitable, including pay practices, health care plans and family support programs.

  • Building our collective awareness around inclusion and diversity by celebrating and engaging employees in heritage events such as Black History Month, Pride celebration, and expanding company sponsorships for community events and programs that celebrate equity and diversity.

  • We measure and assess inclusivity to determine action when/if necessary.

Incorporate diversity of people & perspectives

With a goal of reflecting diversity of our communities in our workforce, we are working to invite diverse talent to join our teams. We are accomplishing this by:

  • We educate our hiring managers on inclusive hiring practices, bringing awareness to selection bias. We seek a "culture add vs culture fit", this approach fosters inclusivity. 

  • Building diverse teams by partnering with organizations that connect us with a diverse pool of job candidates.

  • Striving for gender balance workforce in our employee base and leadership positions, including creating a supportive culture for women to advance and grow.

  • Inclusive benefit offering paid leave, flexible work policies, menopause support, pay equity analysis and advancement opportunities.

Increase cultural agility

By equipping our people with cultural agility, they have the tools to genuinely care for each other and create a culture where each person feels a sense of belonging. Educating ourselves on unconscious bias also helps leaders learn how to support diverse teams. We are increasing cultural agility by:

  • Delivering regular Building an Inclusive Culture sessions to help us recognize unconscious bias.

  • We've bridged language gaps by collaborating with local colleges for onsite ESL programs and providing virtual language support, technical instructions, and interpreter services to our employees.

  • Offering group dialogue and conversation sessions facilitated by community leaders and experts to educate staff, and to educate staff as part of our heritage month celebrations. 

  • Introducing generations training to understand the strengths each generation brings to the workplace and learn how to leverage these strengths to support inclusivity and improve productivity.

  • Investing in leadership development programs to incorporate ongoing education on how to coach employees, give feedback and be more inclusive.

Create social impact on business & community

Beyond our employees, we strive to have an impact on racial, economic and geographic disparities in our communities. We’re doing this by:

  • Creating more access for minority and woman-owned businesses to work with TCCA (including consultants, vendors, caterers and venues).

  • Create a welcoming environment for all retail consumers by providing education and training to our staff to deliver responsive and respectful service and creating a welcoming environment for all.

  • Listening to diverse perspectives among our fans to inform our business and marketing strategies; review ad campaigns ensuring an equity lens. 

  • Driving impact in the communities where TCCA operates through our community enrichment program, which focuses on supporting three core areas: agricultural advocacy, food security and healthful children.

Holding ourselves accountable

Tillamook’s Chief Executive Officer, Patrick Criteser and Executive Vice President, Chief People & Organizational Capabilities Officer Sheila Murty are co-executive sponsors of our commitment to building an inclusive culture and a workplace where people can thrive and feel a sense of belonging. They hold us accountable and frequently communicate the importance of this commitment.

We are doubling down on our commitment to fostering an inclusive workplace where employees feel their voices are heard and that they matter. And we will keep prioritizing our work on raising our collective awareness through educating, acknowledging and speaking up when we see words or actions that are inconsistent with fostering an inclusive culture.

 Patrick Criteser

There isn’t a more important time to be vigilant when it comes to intentionally strengthening our workplace culture, and especially fostering inclusion and helping each person feel a sense of belonging.

 Sheila Murty