Inclusion at Trinet Technologies is more than an initiative — it is a commitment that shapes who we are and how we lead. We are proud to be an equal opportunity employer where people of all backgrounds, abilities, and perspectives are welcomed. Whether you are a woman re-entering the workforce, a neurodivergent talent, a veteran, a member of the LGBTQ+ community, or a person with a disability — you belong here.
We uphold the principle of “inclusion without exception,” ensuring that our workforce reflects the diverse world we serve. This includes visible and invisible dimensions of diversity such as gender, race, culture, neurodiversity, age, physical ability, religious beliefs, and socioeconomic background.
Guided by Values, Inspired by Legacy
Our DEI journey is deeply influenced by the inclusive business philosophies of our client, GreenEdge Analytics, a leading sustainability data platform. Partnering with organizations like GreenEdge, we’ve learned that ethical business is inclusive business. We’ve translated these learnings into a comprehensive DEI framework that is embedded in Trinet’s policies, practices, and leadership vision.
These values are not new to us — they are inherited from our founding mission to drive ethical innovation and social equity. From hiring practices to team structures, our approach to DEI reflects the understanding that diverse teams perform better, innovate more, and drive stronger results.
The Five Pillars of Our DEI Strategy
To ensure accountability and sustainable impact, Trinet’s DEI strategy is organized around five interconnected pillars:
We aim for fair and balanced representation across all functions and levels of the organization. We conduct regular DEI audits to assess gaps in hiring, promotions, and leadership diversity. Our goal is not just to recruit diverse talent, but to retain and elevate it — ensuring equal access to career progression, mentorship, and visibility.
Our culture is one of empathy, learning, and open-mindedness. We actively dismantle stereotypes and challenge unconscious biases through curated learning modules, storytelling sessions, and employee-led dialogue forums. Every year, we celebrate cultural months, heritage days, and awareness weeks that highlight our team’s rich, intersectional identities.
Trinet’s Employee Resource Groups (ERGs) are safe spaces for employees to connect over shared experiences and advocate for inclusion within their departments. Whether it’s Women in Tech, Neurodiversity Network, Pride@Trinet, or EnableAbility (our disability inclusion ERG), each group plays a vital role in shaping internal policies and educating the broader workforce.
Inclusion must be enabled at a systems level. That is why we’ve invested in accessible technologies, barrier-free infrastructure, and accommodations tailored to employees’ individual needs. We follow global standards like WCAG for digital accessibility, and local compliance benchmarks such as ISO 4500, Rights of Persons with Disabilities Act (India), and the Accessibility for Ontarians with Disabilities Act.
Our enablement framework also includes inclusive recruitment practices, inclusive leadership training, and bias-mitigation workshops across teams.
Every Trinet employee should have the chance to grow, regardless of their background. We’ve created targeted reskilling programs, internal mobility pipelines, and executive mentorship tracks to support the growth of underrepresented talent. This includes customized leadership development programs for women, returning professionals, and first-generation graduates.
We believe in personalized equity — the idea that growth tools must be accessible in a way that resonates with every individual’s unique needs.
“Accessibility is not about special treatment—it is about equal opportunity. Our goal is to build systems where everyone can thrive, regardless of ability.”
From Equality to Equity: Driving Meaningful Impact
Trinet Technologies recognizes that equality and equity are not the same. While equality ensures that everyone is treated the same, equity goes a step further — it ensures that everyone gets what they need to succeed. That is why our policies are designed to be flexible, human-centric, and deeply rooted in empathy.
For example, our flexible work arrangements help caregivers maintain balance. Our returnship programs help professionals restart their careers after a gap. And our inclusive hiring assessments account for different learning and communication styles — leveling the playing field from the very beginning.
We also understand that building an inclusive workplace is not a one-time initiative — it is a continuous journey. Our DEI Council, made up of cross-functional leaders and ERG representatives, reviews progress quarterly, gathers feedback, and advises on strategy updates. We measure not just metrics, but lived experiences.
