Each year, our IDEA Committee works to serve as an authentic and proactive filter to assess policies, procedures, and programs within Multnomah Group. As we have done the last three years, we are committed to showing our work. DEI initiatives are futile without accountability.
Here was our 2024 Review.
Here was our 2023 Review.
Here was our 2022 Review.
Our Committee set several goals for 2025. Below is the progress we made this year.
Energizing Summer Book Club
What we did: This year, we brought back our summer reading program for our full team. We selected The Energy Bus by Jon Gordon, a motivational read centered on positivity, purpose, and teamwork. Over several weeks, both in person and virtually, our team came together to discuss the book’s “10 Rules for the Ride of Your Life,” exploring how optimism and shared vision can transform both personal and professional journeys.
What we learned: Positivity is contagious. Through lively discussions, we discovered that fostering a positive mindset isn’t just good for morale—it’s essential for building inclusive, collaborative teams. The book reminded us that when we align around a shared purpose and support each other’s growth, we create a workplace where everyone can thrive.
Enhanced Team Newsletter
What we did: We expanded our team newsletter to make it more personal and engaging. Two new sections were introduced:
- Good Things Are Happening – a space for team members to share photos and stories from their
lives, whether it’s a family vacation, a new hobby, or a volunteer activity, etc. - On the Move – highlighting professional development activities and work travel, giving everyone a
chance to celebrate growth and accomplishments
These additions turned the newsletter into a showcase of both personal and professional milestones, helping us connect beyond day-to-day work.
What we learned: Connection thrives on storytelling. By inviting team members to share their experiences, we learned that people value opportunities to celebrate life outside of work and professional progress. These sections sparked conversations, strengthened relationships, and reminded us that inclusion starts with recognizing the whole person.
Community Volunteer Event
What we did: During our Q2 company meeting, the entire team came together to volunteer at the Oregon Food Bank. We spent the afternoon sorting and packing food to help fight hunger across the state. This hands-on experience allowed us to make a tangible impact while reinforcing our shared commitment to supporting the communities where we live and work.
What we learned: Collective action creates meaningful change. Volunteering as a team reminded us that DEI isn’t just about internal initiatives—it’s about extending care and equity beyond our walls. Working side by side strengthened our sense of purpose and showed that when we unite for a cause, we amplify our impact.
Continued Required Trainings
What we did: We reinforced our commitment to compliance and education by ensuring annual antiharassment
training remained mandatory for all employees. In addition, we enhanced our cybersecurity training requirements, recognizing that digital safety is a critical part of creating a secure and inclusive workplace. These updates ensured that every team member is equipped with the knowledge to maintain both a respectful and protected environment.
What we learned: Consistency builds confidence. By keeping anti-harassment training yearly and expanding cybersecurity education, we learned that regular, relevant training empowers employees to act responsibly and inclusively. These efforts help safeguard not only our culture but also the integrity of our work.
You can download our 2025 IDEA Committee In Review here.
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