Diversity, Equity, and Inclusion

We’re committed to creating an environment where everyone feels like they belong.

Cultivating an inclusive environment

There is a compelling case for building a more diverse and inclusive working environment. Regardless of identity, background, or circumstance, everyone at Neo deserves the opportunity to develop skills and talents to reach full potential, and to continue helping families during life’s most difficult moments.


Everyone benefits when we open our arms to diverse thoughts, ideas, and ways of working. Organisations, especially social enterprises, must ensure management approaches do not hinder any group and put them at a disadvantage.


At Neo, diversity, equity, and inclusion (DEI) aids us in creating a better service for our customers. We assist families of all different backgrounds, and we think our organisation at every level, should represent the diversity we see in the families we care for on a daily basis. By vocalising our pledge to DEI, we are making everyone at Neo accountable.

A wide range of perspectives 

Our board of directors and leadership are committed to cultivating a broad range of perspectives. To achieve this, Neo has promoted DEI in various forms including (but of course, not limited to) race, ethnicity, gender and gender identity, sexual orientation, culture, national origin, neurodiversity, religion, age, (dis)ability status and political perspective. 


Hate has no place at Neo

This means that any form of attack, subtle or overt, including violent or dehumanizing comments, outward expressions of contempt, disgust, dismissal, exclusion, inferiority, profanity and segregation are absolutely not tolerated at Neo.

Belonging and support

At Neo, one of our priorities is to cultivate a sense of belonging and support that enables employees to bring their authentic, whole selves to work so that everyone can contribute to the best of their abilities. We are working to achieve this goal by recruiting and retaining a diverse group of individuals, offering professional growth opportunities and training, making our products more accessible, and investing time in team-building opportunities that support and empower our community.

We believe that an inclusive culture drives innovation, and results in better products and experiences for the communities we serve––come join us.

Neo’s ongoing efforts

We believe in taking practical actions to nurture a sense of psychological safety and belonging for our employees, suppliers, and customers. With that in mind, we’ve put a number of initiatives in place to recruit and retain a diverse group of people to be part of the Neo family–– from who we hire to who we work with. We promise to continue to explore identities, work to understand the forces of unconscious bias, and practice active allyship. Throughout the year, we have focused on three elements in DEI: diverse ownership and leadership, supplier diversity policies, and supplier ownership diversity. This is what we’ve done so far:

We’ve implemented diverse ownership and leadership at Neo by identifying the highest management positions on an internal capitalization chart. From this document, we’ve looked at individuals who are from *qualifying groups and also looked at their % of ownership/leadership within the company. To date, Neo is only 15% women owned. We know we have work to do here.

*According to our partners at B Corp, “Underrepresented groups refer to groups who have traditionally not had equal access to economic opportunities because of discrimination or other societal barriers. This may vary by context and by geography. It’s important to take into consideration gender, ethnicity, sexual-orientation, age, disabilities, immigration background and/or low-income status that may qualify an individual as being part of a previously excluded population.”*

By providing minorities an equal opportunity to compete for business, supply chains can provide unique opportunities to champion human rights and facilitate a positive impact on economic development. When working with new suppliers, one of the first things we look at is diverse ownership. We have an internal supplier screening process to increase the number of minority and women-owned partners we do business with.

Inclusive supplier sourcing is a key pillar in our way of creating new business relationships. We seek to learn more about how we can improve as a business partner with our diverse supplier network.

We continuously review our supplier list to determine how many are majority owned by qualifying parties.

We are working towards increasing the number of qualifying parties on our list of significant suppliers, which refers to the largest suppliers that collectively represent approximately 80% of Neo’s purchases on a cost basis.

Gender, race, and ethnicity

At Neo, we understand that representation is a continued commitment. Measuring our representation is a way for us to measure our progress, and although we have made strides in being a more diverse and inclusive organisation, we still have ways to go. Because we value transparency, we’ve made our 2021 Employee Demographic Data publicly available here:


SOGI (sexual orientation & gender identity) and neuro-diversity

We have put a lot of thought into how we can be more inclusive of more identities. We have gathered and shared data about employees and contractors who have self-identified as having a disability, being non-binary, LGBTQ+, Trans+, and the support they have received while working with us. We share the following below:


While we have made progress in expanding DEI, we know that we still have work to do. We are committed to doing more to support traditionally underrepresented and marginalized groups within the end-of-life industry. As part of a larger global effort, we will continue to gather data from our employees and contractors to guide our DEI strategy in a data driven way.


To read more about our developments in DEI and sustainability within the funeral industry, visit our Create a Meaningful Impact page. 

Scroll to Top