Culture, diversity and social responsibility
noun / [kuhl’cher] / way of life
Culture is the way of life of a particular people, esp. as shown in their ordinary behavior and habits, their attitudes toward each other.
Our core values matter
We are passionate about what we do. We believe happiness in the workplace leads to more productive team members, fewer problems, and a higher quality of work.
Staying flexible and adapting to changing situations is crucial to our success. We welcome the challenge in adjusting throughout our evolution.
Communication is key for developing an open and honest environment; both internally and externally.
Trust starts with our team and depends on the reliance, partnerships, and successes we share with our clients. Trust between our company and clients manifests itself through common goals, respect, and fulfillment of our commitments. To maintain a trustworthy relationship, we must strive to uphold our values and follow through on our commitments.
We empower our team members to take initiative and give their best. By empowering our team, we inspire our talented people to do what is right for clients, each other, and the communities we serve.
Giving respect to self and others maintains an environment of collaboration and growth. We strive for an environment that promotes respect and fairness for all. We encourage personal development and avoid blame. We allow our team to learn from mistakes and continually strive to build stronger relationships.
Healthcare organizations have seen a surge in data and analytics as a key component of their corporate agenda. The goal is to transform the way organizations conduct business, geared toward delivering significant performance gains. In addition, a robust and insights-driven data and analytics strategy is increasingly proving to be a major competitive differentiator.
There are three essential, interdependent capabilities needed to leverage data and analytics. First, organizations must be able to identify, combine, and manage multiple sources of data. Second, they need the capability to build advanced-analytics models for predicting and optimizing outcomes. Third, and most critical, management must possess the ability to transform the organization so that the data and models actually yield better decisions. Two important features support those competencies: a clear strategy for how to use data and analytics to compete and the deployment of the right technology architecture and capabilities.
Most healthcare organizations do not possess these three capabilities. Gray Matter Analytics works with organizations to help them develop or strengthen these capabilities.
We strongly believe diverse teams drive better business outcomes. We tirelessly seek to assemble complementary skills, knowledge, and experiences in our teams.
We know there is a gender difference in how men and women approach problem solving, and we value that difference. We know our past experiences, cultural and developmental, shape how we see business challenges and solutions to those challenges.
Our leadership has a track record for building teams that we liken to be representative of the United Nations- individuals of all nationalities and cultures.
We have a strong focus on closing the gender and racial gap in technology and bringing technology training to urban centers in the U.S. It’s our belief that there is a great deal of good work happening with Girls Who Code, New York City’s City Tech, among other organizations, and we focus on supporting these and other such programs as we grow the company.
Gray Matter Analytics has MBE certification with the Chicago Minority Supplier Development Council (CMSDC).
Corporate and Social Responsibility
Gray Matter Analytics is a young company and, at this stage in our evolution, we feel it¹s important to shape our culture in ways that are representative of our collective vision and our personal priorities.
Our leadership has a lengthy history of supporting community and educational initiatives. Twenty years ago, Sheila Talton was part of a phenomenal building project at the Chicago Lighthouse for the Blind, allowing people who are visually impaired to earn a living and feel valued.
Currently Sheila supports the teaching of Shakespeare to students at Chicago Public Schools. These examples exemplify the history of corporate and social responsibility which has long been a part of our leadership’s commitment to the culture of Gray Matter Analytics.