Our commitments
Just as important as the work we’re doing is how we work together.
These three focus areas underpin our overarching business strategy: how we build our company and culture, how and with whom we partner, and how we approach our work. Each is integral to our collective success.
In execution, we are reflective, we maintain an openness to feedback, and we are held accountable by our people and the data.
Our company and culture
Blue State invests in and advocates for diversity, equity, inclusion, and accessibility. We’re committed to keeping ourselves honest, so we monitor progress against key metrics — both qualitative and quantitative. For example, our hiring practice intentionally roots out bias through strategic sourcing, standardized questions, structured scorecards for interviewers, and diverse composition in our committees. Our commitment is that at least half of our new hires come from historically excluded communities.
Our work
The best, most effective products are informed by experience — the audiences’ and the teams and individuals who do the work. Blue State teams are representative of race and gender identities as well as cultural, age, gender, and religious identities. Our experiences — not just our professional backgrounds, but also who we go home to, whether parents, partners, children — show up in what we do and what we make, together.
We maintain the following:
- The audience is an integral part of the co-creation and campaign design process
- Storytelling and imagery reflect the identities and experiences of the audience
- Messaging is filtered through a dignity-centered lens
- Accessibility compliance across all deliverables
- Research initiatives and audience studies that explore giving and advocacy behaviors amongst historically excluded communities
Our partners
Our diverse client roster is intentional. It reflects the world we want to shape — as does our staff-led vetting process. To ensure our work is values-aligned, we are selective about who we work with and how we approach partnerships.
Our working agreements
Across our agency and partnerships, we adhere to a set of working agreements that aim to dismantle power structures, support an equitable working culture, and define how we want to work together.
These six principles, developed by our staff, result in stronger collaboration and stronger work:
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Create space for learning and failure.
Mistakes are a natural part of the growth process. While they may disrupt a delicate timeline, mistakes can also serve as an opportunity to push our work forward. Use mistakes as a chance to reevaluate, pivot, or engage in open dialogue.
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Teach, don’t preach.
When explaining your point of view or expertise, stay humble. There will be people who know exactly what you’re talking about and people who will be unfamiliar with the topic at hand. Use that moment to spread knowledge — not flaunt it.
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Assume best intent but attend to impact.
Conflict in and of itself isn’t a bad thing, but conflict without mutual respect is. When conflict arises, and you feel disrespected, remember that your colleagues are only human. Give them the benefit of the doubt, but explain how their actions made you feel. Attend to the impact you may have had, intentional or not.
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Feedback is an offering.
We can’t grow if we don’t know. Feedback should not be dreaded, but should be a demonstration of care for another person’s growth, success, and happiness. If we don’t give feedback, we deny each other the opportunity for personal and professional development.
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Make space, take space.
We all enjoy varying levels of privilege; it’s up to us to decide how we flex it or share it. We all carry the responsibility of including everyone in the conversation, including yourself.
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Practice active listening.
Give others due attention. Lead with respect and curiosity in conversation with others.
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