Today we’d like to introduce you to Kristine Tsirigotis.
Kristine, we appreciate you taking the time to share your story with us today. Where does your story begin?
Hey there! It’s great to be chatting with you today. My career began back in 2011 as a recruiting coordinator at JP Morgan Chase. Since then, I’ve gained over 10 years of professional experience at JPMC and Revel IT (FKA Fast Switch), where I started in a Junior Recruiting role and eventually became a National Account Director. I even got the chance to start and manage a branch in Los Angeles, CA, and managed the Insurance vertical in Columbus, OH.
While living in California, I joined several advocacy and networking groups, including Women in Technology International (WITI). Initially, I joined these organizations to meet people in a new city, but I quickly realized that advocacy was a passion of mine. I started to integrate it into my career wherever possible.
When an opportunity presented itself to return to Columbus through my company at the time, Revel IT, I jumped at the chance to bring my newfound passion for advocacy home. In 2017, I started the Columbus WITI network and grew it to over 2,000 members in less than 2 years. I was extremely inspired by the engagement of the Columbus community and fueled by stories of inequality in the workplace I repeatedly heard while talking to clients at my day job. This led me to co-found Level D&I Solutions in 2019 with my colleague and friend, Chelsea Akers.
Level D&I Solutions is a minority- and woman-owned organization dedicated to creating equitable workplaces and providing resources for underrepresented groups in business. We are creating change through our diversity-first services and rapidly growing not only in Columbus but nationwide. Since 2019, we have grown to over 30 employees and are on track to more than double in size in 2023.
In addition to my work at Level D&I, I serve on several boards and support groups throughout the city aimed at creating safe and equitable work environments. The work of these organizations focuses on women, BIPOC, LGBTQIA+, Veterans, those with accessibility needs, and individuals exiting the prison system. I hope to continue to make an impact, helping those that traditionally live within the margins throughout my career.
We all face challenges, but looking back, would you describe it as a relatively smooth road?
Starting Level just before COVID definitely made for an interesting journey! We launched with a big event on February 28th, 2020, and less than two weeks later, everything shut down due to the pandemic. It was tough because DEI budgets were among the first to be cut, and Chelsea and I were worried we wouldn’t be able to continue with the business. But our investor, Randy Dean, who was also our boss at Revel IT, allowed us to stay on and weather the storm.
Despite the challenges, we continued to market Level, host virtual events, and offer free coaching and mentoring in the wake of George Floyd’s tragic death. By the end of 2020, we were ready to go full-time with Level D&I and left our roles at Revel IT. Since then, we’ve had ups and downs, but we’re passionate about educating our clients on the importance and impact of DEI programs on businesses and communities.
On a personal level, being a single mom of two children while building a business during the pandemic was extremely challenging. But I gained a new perspective and was able to stress the importance of flexible work schedules, parental leave, comprehensive benefits, childcare, and other offerings to support working parents, both internally at Level and with our clients during consulting engagements.
Despite the challenges, I feel extremely fortunate to have had the support of my co-founder, investor, friends, and family to build Level to where it is today. And even though we faced many obstacles, I’m excited about the future and the impact we can make in creating more inclusive and equitable workplaces.
Great, so let’s talk business. Can you tell our readers more about what you do and what you think sets you apart from others?
I am happy to chat about what we do at Level and what sets us apart from others. At Level, we specialize in three main service areas: recruiting, consulting/training, and community engagement.
Our recruiting services are all about providing diverse and representative candidates to complement your specific team. We work closely with you to understand the current makeup of your organization and then provide solutions for contingent, contract, full-time, and executive positions across all areas of IT and Business nationwide. We truly believe that diversity and inclusivity make for a stronger, more successful team.
In terms of consulting/training, we conduct DE&I assessments and audits, provide road mapping, and offer specialized, structured DE&I and leadership training sessions aimed at improving internal processes, practices, innovation, organizational retention, and cultural competency. We’re passionate about helping organizations become more inclusive and equitable places to work, and our training sessions are designed to provide actionable steps for improvement.
Finally, community engagement is a huge part of what we do at Level. We’re ingrained in our community and work to provide new pathways to talent through our Annual LevelUp Diversity Conference and our strong partnerships with local advocacy and social change groups. We believe in the power of community and are dedicated to making a positive impact wherever we can.
Overall, I’m extremely proud of the impact we’ve made so far. We’ve put over 100 people to work, helped over 40 organizations meet DEI goals, and hosted hundreds of individuals both in person and virtually at our events. We’re passionate about what we do and truly believe that we’re making a difference in the world of diversity and inclusion.
What sort of changes are you expecting over the next 5-10 years?
In the next 5-10 years, I expect to see a significant shift in the way organizations approach diversity, equity, and inclusion (DEI) initiatives. There will be an increasing demand for companies to take a more proactive approach toward creating an inclusive and equitable workplace culture. We will see a shift from performative activism to companies that genuinely prioritize DEI initiatives in their business practices.
One of the changes that I am expecting to see is a greater focus on transparency and accountability when it comes to DEI. I believe that companies will be expected to provide more data and metrics around their diversity and inclusion efforts. It will become more critical to report on the progress and results of DEI initiatives, making sure that they are effective and sustainable.
I also think that we will see more collaboration and partnerships between companies and advocacy groups. Companies will seek out partnerships with organizations that represent diverse communities to build a more diverse talent pipeline. This collaboration will be critical in addressing the systemic barriers that prevent underrepresented groups from accessing opportunities and advancing in their careers.
Finally, I expect to see more comprehensive DEI training and education programs. Organizations will invest in ongoing DEI education to ensure that their employees are equipped with the knowledge and skills to create a more inclusive and equitable work environment. This will go beyond one-time training sessions and involve more comprehensive and long-term educational programs.
Overall, I am optimistic that we will see a significant shift towards more genuine and sustainable DEI initiatives in the next 5-10 years. The companies that invest in DEI now will not only benefit from a more inclusive and innovative workplace culture but also lead the way in creating a more equitable society.
Contact Info:
- Website: leveldi.com
- Instagram: @leveldi1
- Linkedin: https://www.linkedin.com/company/leveldi
Image Credits
Lon and Kae Photography
