While we cannot hire someone who doesn’t apply, we improve our pool through writing job descriptions that signal inclusiveness (without just giving it lip service), and post jobs in places that the right people are looking. We conduct regular meetings with staff, and do neutral party exit interviews when they opt to move on.
We provide benefits to our employees that enable them to feel secure should something come up. Full time employees enjoy unlimited personal time because we believe that recreation and personal days (along with family and bereavement leave) are essential to loyal and creative teams.
We remove unnecessary fees for members (we don’t do initiation fees and have free rental shoes for this exact reason) so that ANYONE can come and be on a totally level playing field.
We provide volunteer opportunities for people, provide scholarship opportunities, and give access-limited groups into our gym as often as we can schedule them.
We started Ascent Academy to give gyms and managers access to the things we have had access to (including our own internal training platforms). The next big project is to develop a general manager curriculum so that anyone who wants to run a gym can do so with some training.
We also have a nonprofit: The Ascent Foundation. We use it to ensure focused peak experience philanthropy within the communities we serve.