Diversity and Inclusion

NPMA is committed to encouraging its membership to embrace diversity and inclusion as an integral part in nurturing winning workplace cultures throughout our industry.

IDE Task Force

Established in September 2021, the NPMA Inclusion, Diversity and Equity (IDE) Task Force was responsible for assessing the structural pest control industry’s IDE needs and working toward implementing solutions that improve the inclusivity of the pest control industry to reflect the diverse communities in which they serve. In addition, the task force enhanced the industry’s ability to attract diverse prospective professionals in the highly competitive and diverse labor market.

Role:

The Task Force provided guidance to the NPMA Board of Directors on the work of inclusion, diversity, and equity at NPMA through assessing the pest control industry’s IDE needs and developing solutions that would culminate into an IDE Action Plan.

Key Findings:

NPMA is Strong
NPMA is early in its journey on The Path to Inclusion
There is ample room and a need to expand the leadership and membership of BIPOC, women, LGBTQ+ and other groups
Women members and owners face challenges in changing traditional gender expectations
Recruitment and retention of employees who represent additional aspects of diversity is both necessary and challenging

NPMA’s Culture Journey

We will continue to be an organization that is working toward implementing solutions that improve the inclusivity of the pest control industry to reflect the diverse communities in which they serve.

	NPMA ASPIRES TO BE AN ASSOCIATION….
1	committed to valuing and establishing a board and leadership that fully reflects the diversity of the structural pest management industry.
2	that adopts practices that promote NPMA’s Diversity & Inclusion Policy to foster a sense of belonging throughout all levels of the organization, including boards, committees, and councils.
3	where meetings and events are intentionally inclusive and include topics, speakers and activities that reflect the diversity of the membership and attendees.
4	that allocates funding and resources to support outreach, sponsorships, and education while building relationships with programs and organizations to attract & serve a more diverse membership, leadership and staff.
5	who will support State and Local associations in their IDE efforts, in an effort to be welcoming and actively encourage inclusive attendance, participation, and leadership (board, committees, etc.).
6	that provides clear pathways, mentorship, and leadership development programs for BIPOC, women and LGBTQ+ and under-represented groups to build a more diverse leadership pipeline.
7	where each committee has inclusion, diversity, and equity as part of their fabric and ways of operating.