The Hollister Group Renews Its Commitment to CEO Action for Diversity & Inclusion

At The Hollister Group, we believe that true leadership begins with a commitment to action—and that commitment must extend to how we support equity, inclusion, and belonging in the workplace and beyond.

That’s why we proudly reaffirm our involvement in the CEO Action for Diversity & Inclusion™ pledge, the largest CEO-driven business initiative of its kind. Kip Hollister, Founder & CEO of The Hollister Group, stands alongside more than 2,000 CEOs who have united to advance meaningful progress in diversity, equity, and inclusion (DE&I) across industries.

This pledge isn’t just a statement—it’s a call to action.

Why This Matters Now More Than Ever

The conversation around diversity and inclusion has evolved dramatically over the past several years. What began as a moment of reckoning has now become an ongoing movement—one that demands not just words, but accountability, investment, and measurable outcomes. In a world shaped by constant change, inclusive leadership is no longer optional; it’s essential.

At Hollister, we see diversity as a strength, equity as a standard, and inclusion as a daily practice. Our commitment to CEO Action reinforces our promise to create a workplace—and support clients in creating workplaces—where every voice is heard and every individual is valued.

Our Ongoing Commitments

As part of the CEO Action for Diversity & Inclusion™ pledge, The Hollister Group remains committed to the following four pillars:

1. Fostering Courageous, Transparent Dialogue
   We continue to cultivate safe, open spaces for our team to engage in honest conversations around diversity, race, identity, and belonging. These conversations—while sometimes uncomfortable—are essential for growth and understanding.

2. Expanding Unconscious Bias Education
   We provide ongoing training and learning opportunities to help our team recognize and address unconscious bias. These sessions are designed to build awareness and drive intentional, inclusive decision-making in our daily work.

3. Sharing What Works—and What Doesn’t
   We openly share our DE&I successes, challenges, and lessons learned with our broader network and clients. By fostering a culture of transparency and collaboration, we all benefit from collective progress.

4. Developing and Communicating DE&I Strategies
   We continue to evolve and refine our strategic DE&I roadmap. This includes setting measurable goals, regularly evaluating progress, and integrating inclusive practices into all aspects of our operations—from recruitment to leadership development.

Looking Ahead

Our pledge to take action doesn’t end here. As we look to the future, The Hollister Group will continue to amplify underrepresented voices, invest in inclusive leadership, and advocate for equitable systems that reflect the richness of our communities.

We believe DE&I is not a one-time initiative—it’s a long-term commitment that drives innovation, strengthens culture, and enhances the human experience at work.

We’re proud to stand with other leaders who believe in doing the work—and invite you to join us in building workplaces where everyone belongs.