Deluxe Corporation Diversity And Inclusion FAQ

Read what Deluxe Corporation employees think about diversity and inclusion at the company, and if their workforce is comprised and supportive of individuals of varying gender, ethnicity, age, sexual orientation, religion and other attributes.

Deluxe Corporation has a diversity rating of 3.7.

All answers shown come directly from Deluxe Corporation Reviews and are not edited or altered.

Does there seem to be diversity at Deluxe Corporation?

8 English reviews out of 8

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October 15, 2021

Pros

New organizational structure makes sense. Company is focused on diversity and inclusion.

Cons

Layoffs, Employees are just a number. Focus on a Atlanta based employees

Company is focused on diversity and inclusion.

October 15, 2021

Reviewed by: Human Resources Business Partner HRBP in Minneapolis, MN (Former Employee)

April 5, 2021

Pros

Recognizable organization should provide better exit opportunities. Seems to be putting forth an effort of diversity and inclusion but may just be virtue signaling to current events happening in the country.

Cons

Continual layoffs and turnover has forced employees to pick up work left behind from ex employees meaning that individuals who aren't necessarily qualified are expected to to perform at the same quality which isn't realistic or fair.

Advice to Management

Asking employees for cost savings idea is laughable when salaries were reduced 20% for a quarter and 401k match has not be reinstated a year later. Perhaps executives should take a pay cut to off set costs but that can never be expected in corporate America.

Seems to be putting forth an effort of diversity and inclusion but may just be virtue signaling to current events happening in the country.

April 5, 2021

Reviewed by: Analyst in Minneapolis, MN (Current Employee)

January 6, 2021

Pros

Good people and diversity make it a comfortable environment to work in.

Cons

Switching from 50 acquired companies into One Deluxe has it's challenges and inefficiencies.

Good people and diversity make it a comfortable environment to work in.

January 6, 2021

Reviewed by: Director, Technology in Shoreview, MN (Current Employee)

July 15, 2021

Pros

- Strong Balance Sheet - Good efforts in Diversity and Equity

Cons

- If you don't live in Atlanta, your career has a pretty low ceiling - Sales only focus leaves the product falling behind - You're only a number or a $ sign to them, they'll cut you down to save any cost they can - Losing critical resources at an alarming rate without any replacements

Advice to Management

Your focus on Atlanta hiring is missing out on all of the talent. Some of your best people are outside of Atlanta, and many are leaving because they don't think there is a place for them anymore.

Good efforts in Diversity and Equity

July 15, 2021

Reviewed by: Product Manager (Current Employee)

October 11, 2019

Pros

- Met some really amazing people and had a relatively flexible schedule - Benefits (medical, dental, vision, 401k, tuition reimbursement, paternity & maternity leave, 3 weeks PTO) - Flexible schedule but can depend on your function and manager - New CEO is making great changes that are long overdue

Cons

Short version: - Management lacks management & leadership skills - Patronizing attitudes towards Millennials & Gen Z = stark lack of younger talent - Outdated tech. You can’t say you want to be a tech-enabled company but have phones and other tech from the 70s. - Bureaucratic. It takes weeks for any kind of progress to be made. People are overworked and spread too thin to affect any real or immediate change. - Senior leadership is aloof or unwilling to handle conflict or make necessary personnel changes For a detailed account: 1) Within HR, you might not see your manager for 2-4+ weeks at a time, but you also might get lucky with someone great! Often, mid-level managers are not actively involved in their employees’ growth, especially when it comes to their younger talent (if they even have younger direct reports). This means that reaching your goals can be like hitting a moving target. Many don’t have (or use?) management skills, which is okay, but they shouldn’t be paid to be a manager or have "manager" in their title and then not do the job they’re being paid to do. 2) If you’re under 25, you’re absolutely going to struggle to be taken seriously. The culture towards Millennials/Gen Z is often patronizing, disparaging, and outdated. The stereotypical statements about Millennials can be heard from one function to the next, often on calls or casual conversations directly to you. However, one would think that with such common reasons for leaving, this would signal a red flag to senior leadership that a change should take place. This leads me to the last point: 3) Senior leadership across the board is aloof, and because they’re often not around, it seems as if they are unwilling/unable to address issues to make culture improvements specific to their teams. However, this is part of a broader issue. Some of the leadership members aren’t actively involved on the teams they’re meant to lead. The ability of leadership to handle conflict is abysmal, almost embarrassingly so. At the moment, the Deluxe value prop: Awesome benefits and they’ll pay you to do a job, but then silo you to that job. There are a lot of changes and uncertainty (such as breaking down those silos). In a year or two, after all the growing pains, it’ll hopefully be a very different atmosphere. Until then, wait it out before beginning your career there.

Advice to Management

Value your younger talent and stop feeling the need to babysit them. You can’t tout your desire to recruit new grads when you impede their growth by disparaging and patronizing them and then expecting they'll stay. Leadership and management need to be involved and engaged with their teams, not a figurehead. You can't make change if you don't know what's happening on your team and are you really a manager if you're not actually managing or developing your people?

level managers are not actively involved in their employees’ growth, especially when it comes to their younger talent (if they even have younger direct reports).

October 11, 2019

Reviewed by: Anonymous in Shoreview, MN (Anonymous Employee)

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8 English reviews out of 8

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