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Meet Majorel: Learn about our commitment to global DE&I

Meet Majorel: Learn about our commitment to global DE&I

Our DE&I Manager, Dallas Fitzpatrick, talks about how diversity, equity, and inclusion are business imperatives for Majorel and how we make this a priority throughout the organization.

Here at Majorel, we know our people are the heart of our business. Every quarter, we take some time to sit down with a member of our team who exemplifies the company’s values to learn more about their job, their department, their background, and what makes them tick.

Dallas FitzPatrick, Majorel’s global diversity, equity, and inclusion (DE&I) manager, joined Majorel as a lead recruiter in 2019 and quickly showed everyone what an asset she is to our team, becoming the company’s DE&I manager in 2021.

Do you mind introducing yourself?

Dallas FitzPatrick: Sure. I’m Dallas FitzPatrick, Majorel’s global DE&I manager. I came to the Netherlands from Chicago about six years ago. After taking some time to settle into life abroad, I returned to HR and recruiting and haven’t looked back.

What’s your morning routine like?

I relish my morning routine, to tell you the truth. It’s my favorite part of my day because I get to spend quality time with my very excited puppies, Milo and Sammie. They’re both under two years, so lots of energy and excitement to get me up in the morning. We play, then go for walk. To wrap it all up, I have tea (I’m a tea connoisseur!) while they enjoy breakfast. It’s really a great way to start the day!

What’s your favorite thing to do when you aren’t working?

I love to travel! That’s why living in Europe was such an exciting proposition for me. Being able to take an hour-long train ride and be in a totally new country is really a privilege. When I can’t travel, though, baking is a close second!

How did you become a DE&I leader? Was that always your goal?

When I was a recruiter, I always made it a point to look at the recruitment process to find ways to center diversity, equity, and inclusion. It didn’t take long to see the importance of having strategies and policies in place to ensure we had a diverse applicant pool—and of honoring minority applicants’ experiences throughout the hiring process. I always made sure to use inclusive language in job vacancy texts and seek out people who otherwise might not have had the opportunity to interview. I’ve always been passionate about DE&I, but working with Majorel reignited the fire and pushed me to pursue the field.

What is your vision for Majorel’s DE&I efforts?

Diversity is in Majorel’s DNA—which means I’m in a great position. Even so, when thinking about the future of our DE&I efforts, a company like Majorel has to begin thinking beyond the demographic makeup of our workforce. We do have a truly diverse global workforce, but we must work to ensure that we curate equitable and inclusive workplaces that can support the needs of such a diverse group.

With that in mind, my vision for Majorel’s DE&I efforts is that of an ongoing pursuit of dynamic change over time. I hope to build a program that recognizes that DE&I is a dynamic topic that requires adaptation and growth. We need to be aware of the current climate while also being mindful of the future and how our policies and initiatives will need to adapt with the times. We must keep moving forward to always be learning, growing, and listening to our team members.

Can you tell us about some initiatives you’re hoping to launch?

All of the initiatives we’re planning center around the four pillars of Majorel’s DE&I charter:

  • Creating a sense of belonging
  • Fostering an inclusive workplace
  • Providing equal opportunities
  • Empowering our workforce

For example, we’re working on a framework for global impact sourcing, which is an inclusive hiring practice that aims to provide sustainable employment opportunities for individuals that might otherwise have limited access to the labor market. By pursuing this framework, we hope to make impact sourcing a central part of our inclusive growth process and change lives for the better through this initiative.


To learn more about Dallas, check out her recent Q&A about leading women at Majorel. You can also connect with her on LinkedIn.

What do businesses that want to prioritize DE&I efforts need to know?

Organizations really must start looking at DE&I initiatives as a business imperative. It’s no longer an option. Organizations really need to dive in and be committed to making DE&I policies and practices a part of the business’ every-day practices—and consider it as a key factor in their success.

Businesses must also get buy-in from the top, which I’m happy to know we have at Majorel. It is great to want to start a DE&I program within your organization, but companies that don’t have top management and leadership teams on board will inevitably run into roadblocks when trying to cultivate a culture that prioritizes diversity and inclusion throughout the organization.

Finally, don’t get bogged down in the complexity. DE&I is a wide-ranging topic, and there is no right or wrong place to start. All that matters is that you do start. Listen to your team members to identify opportunities for improvement and keep in mind that change does not happen overnight. It happens with time, communication, and commitment.

What did you learn during your first year as DE&I manager?

During my first year as DE&I manager, I’ve learned about many of the great initiatives already in place throughout Majorel that address topics that fall under the DE&I framework. Some have been specific to certain sites, while others have been broader regional groups and initiatives.  I was encouraged to see this and meet many passionate team members from around the world who are contributing to making Majorel an inclusive workplace. This emphasized the importance of fostering a culture of belonging and ensuring that we enact and support policies to encourage such a culture.

Is there anything else you’d like to share before we wrap up?

Another point that has been reinforced during my first year is that there is no “one size fits all” approach when it comes to implementing an impactful DE&I program. This makes it even more important that we are intentional and act with a growth mindset when expanding our DE&I initiatives.

Keep an eye out for the next installment of our Meet Majorel series where we’ll get to know another Majorel team member!

Tags for this article DE&I (4) Global Impact Sourcing (2) Human Resources (6) Inclusive Workforce (2)


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