Growth Framework

Domain 1: The Workplace

Our goal is to create an internal environment where every employee can bring their authentic self to work and has the resources and opportunities to achieve their full potential.

Pillar 1: Feeling SEEN

To be seen is to be recognized and valued for one’s unique identity, perspective, and contributions.

Initiatives:

Employee Resource Groups (ERGs): We will charter and fund ERGs for underrepresented groups (e.g., Women in Tech, Pride@Work, BIPOC Professionals, Veterans). These groups provide a safe space for connection and give a collective voice to leadership.
Inclusive Onboarding: Our onboarding process includes dedicated sessions on our Diversity, Equity, and Inclusion (DEI) values, cultural history, and introduces new hires to ERG leaders.
“Stay” Interviews & Cultural Pulse Surveys: We proactively conduct “stay” interviews to understand what keeps employees engaged and what we can do better. Regular, anonymous pulse surveys help us monitor sentiment across different demographics.
360-Degree Recognition Programs: Our recognition platform allows peer-to-peer shoutouts that celebrate not just performance, but also contributions to our culture, mentorship, and collaboration.

Metrics for Success:

Quarterly reporting on ERG membership growth and event attendance.
Positive trend in employee satisfaction scores (NPS) related to belonging, broken down by demographics.
Qualitative themes and actionable insights derived from stay interviews.

Pillar 2: Feeling SUPPORTED

To be supported is to have access to the resources, safety nets, and allies needed for well-being and professional security.

Initiatives:

Comprehensive Well-being Benefits: We offer benefits that support the whole person, including robust mental health coverage (EAP, therapy sessions), flexible work arrangements (hybrid/remote options), and generous parental leave policies for all caregivers.
Formal Mentorship & Sponsorship Programs: We connect employees with mentors for guidance and sponsors who can actively advocate for their career advancement. Special emphasis is placed on pairing individuals from underrepresented backgrounds with senior leaders.
Transparent & Accessible Policies: Our anti-harassment, anti-discrimination, and code of conduct policies are clearly documented, regularly reviewed, and accompanied by a simple, confidential reporting system that protects against retaliation.
Allyship and Inclusive Leadership Training: Mandatory training for all managers and optional workshops for all employees on topics like unconscious bias, microaggressions, and active allyship.

Metrics for Success:

Utilization rates of mental health benefits and flexible work options.
Number of active mentorship/sponsorship pairings and promotion rates of participants.
Annual training completion rates and employee confidence scores in our reporting mechanisms.

Pillar 3: Feeling EMPOWERED

To be empowered is to have the autonomy, agency, and opportunities to grow and make a meaningful impact.

Initiatives:

Personalized Professional Development: Each employee has an annual budget for professional development to be used for certifications, courses, or conferences of their choice that align with their career goals.
Transparent Career Pathways: We document and publish clear career ladders for all roles, showing potential growth trajectories and the skills required for advancement.
DEI Council: A cross-functional council of employees from all levels and backgrounds is empowered to review company policies, provide input on business decisions, and hold leadership accountable to DEI goals.
Project Autonomy: We foster a culture of trust where employees are given ownership of their projects. We define the “what” (the goal) and empower them to determine the “how” (the execution).

Metrics for Success:

Percentage of professional development funds utilized annually.
Internal mobility rate (promotions and lateral moves).
Number of policy/process improvements implemented based on recommendations from the DEI Council.

Domain 2: The Community

Our responsibility extends beyond our office walls. We are committed to being a positive force in the communities where we live and work.

Pillar 1: Making the Community Feel SEEN

We use our platform and resources to amplify and recognize the diverse voices within our community.

Initiatives:

Community Spotlight: We use our social media channels and blog to feature local non-profits, diverse-owned small businesses, and community leaders.
Supplier Diversity Program: We actively seek out and prioritize partnerships with local vendors and businesses owned by women, minorities, veterans, and other underrepresented groups.

Metrics for Success:

Percentage of procurement spend directed toward diverse suppliers.
Audience engagement metrics on community spotlight content.

Pillar 2: SUPPORTING the Community

We dedicate our time, talent, and treasure to support community-led initiatives.

Initiatives:

Volunteer Time Off (VTO): Employees receive [e.g., 40 hours] of paid time off per year to volunteer for causes they care about.
Donation Matching & Corporate Giving: We match employee donations to registered non-profits up to a certain amount annually and maintain a corporate giving fund for strategic community investments.
Pro Bono Services: We offer our core business skills (e.g., tech consulting, marketing services, financial planning) free of charge to local non-profits.

Metrics for Success:

Total VTO hours logged by employees.
Total funds donated (company match + corporate giving).
Value and impact of pro bono hours contributed.

Pillar 3: EMPOWERING the Community

We invest in programs that build long-term capacity and create systemic opportunities for community members.

Initiatives:

Workforce Development Partnerships: We partner with local community colleges and workforce development programs to create paid internship and apprenticeship programs, providing pathways to careers in our industry for underserved youth.
Digital Literacy & Skills Training: We host free workshops for the community on topics like resume building, financial literacy, or basic coding.
Local Entrepreneurship Grants: We provide micro-grants and mentorship to aspiring local entrepreneurs, with a focus on founders from diverse backgrounds.

Metrics for Success:

Number of interns/apprentices hosted and the conversion rate to full-time employment.
Number of community members trained through our workshops.
Success stories and business longevity of grant recipients.

Expert Team

Gamana Solutions is powered by a team of seasoned professionals with years of hands-on experience in IT consulting, software development, and digital transformation.

Dedicated Support

Our support team is always ready to assist, offering proactive help, issue resolution, and reliable communication every step of the way.

Secure & Scalable Solutions

We prioritize your business's safety and future-readiness with robust, scalable systems designed to grow and evolve with your needs.

Client-Centric Approach

We tailor every solution based on your unique goals, challenges, and growth plans—because your success is our success.