To adapt to the Coronavirus pandemic and support each other during the health crisis, we have both modified our offerings and expanded our support for our staff:

• Formalized our official COVID-19 company policy, including 14 days of mandatory paid sick time, a leave-of-absence option with full benefit coverage; offered daily COVID screenings for all Alfreds and employees not working from home
• Actively monitored CDC guidelines throughout the crisis, temporarily suspending the in-home component of our operations and offering the Alfred Delivers service model, which includes in-home options when no one is home
• Launched new building services including package delivery, common area cleaning, and staffing augmentation
• Created an Alfred Local Workers Assistance Fund, and launched a partnership with Womply to help local businesses in our communities get streamlined access to PPP loans
• Supply all Alfreds and employees who are not working from home with sufficient PPE throughout this enduring crisis, and launched emergency preparedness kits to buildings teams and to residents through the Hello Alfred app
• Implemented ‘Team Recharge Days, ’ which provides our front- line team with additional paid time off to encourage rest and self care,and ‘Rostered Days Off’ (RDO), which gives three days of paid time off for employees working from home to reduce burnout
• Made Alfred OS available to any building that needs it free of charge through 2020

To ensure that Hello Alfred is an equitable, diverse, anti-racist working environment, we have:

• Built a ground-up EDI strategy through listening tours with employee feedback sessions and an EDI baseline survey to assess current company demographics and sentiments toward our diversity and inclusion efforts
• Created a race and racial inequality resource library for employees to proactively learn about issues of race in America
• Identified management training consultants to lead inclusive leadership and anti-racism training for executive leadership and senior managers, including developing training objectives in collaboration with the consultant
• Established an EDI Mandate based on employee feedback, which set objectives to apply to the workplace, the marketplace, and our community of members and partners that include:
• Building a team that reflects the diversity of the communities where we operate
• Improving our cultural competencies
• Fostering and creating a more inclusive environment
• Ensuring equity and accessibility to all, through internal development opportunities
• Making certain our company culture reflects these objectives
• Formed an EDI working group and partner groups with representatives from across the company who will help advance our EDI plan and goals and ensure its implementation
• Determined our three-year targets to ensure our team reflects the diverse communities we serve, in our 2020-2023 Diversity Scorecard, which combines our targets with the findings of our recent surveys, to encourage transparency, accountability, and progress

For more, visit our Medium blog:

• How We Can All Do Our Part to Help
• How to Lead Your Company Through a Crisis
• Keeping Ourselves Honest: A Check-in on Diversity Goals at Alfred