PACCAR Panel Shares Keys to Inclusive Workplaces

By Scott Jackson

At a recent panel hosted by the Carson College’s Career Amplifier program, PACCAR employees shared their experiences and strategies for cultivating diversity, equity, inclusion, and belonging (DEIB) in the workplace.

Panelists stressed that creating an inclusive environment is a responsibility shared by employees and leadership alike, and that it’s never too early for new employees to get involved and make their voices heard.

“For individuals starting out at a new company or just even starting out in their career, the biggest benefit that they can provide is to contribute,” says Will Hilgenberg, zero emissions supervisor for Kenworth. “But if you’re already looking to work within that organization, then understanding what efforts are already underway and how you can contribute to them is going to have the biggest impact.”

The role of leadership in fostering DEIB

According to Kenworth Senior Recruiter Airam Batdorf, creating a culture that truly embraces DEIB requires more than policy—it needs the active involvement of leadership.

When business leaders are engaged in DEIB efforts, they not only reinforce its importance but also create a work environment where every team member feels valued and respected.

“Employees look up to their leaders, not just for guidance on meeting organizational goals, but also on values and ethics,” Batdorf says. “It’s up to the leaders to make diversity and inclusion activities central to both the operations and direction of their business and then embody those values themselves.”

PACCAR Director of Engineering Jesus Cota says leaders can significantly impact diversity in hiring by connecting with diverse groups and participating in inclusive events. Additionally, having a diverse hiring team ensures a variety of perspectives are considered during the selection process.

“It’s not that I’m intentionally trying to hire differently, I’m hiring for the best person out there,” he says. “But the pool of people I bring in is going to be my way of pulling diverse candidates.”

Misconceptions and representation challenges

Batdorf says a common misstep organizations make regarding DEIB is placing the responsibility for advancing these values solely on the HR department. While HR plays an essential role, Batdorf says building an inclusive culture requires active involvement from all levels of leadership.

Amy Doran, dealer experience manager for PACCAR, says building an inclusive culture requires leaders and employees to work together, moving beyond formal diversity groups to create a unified, respectful environment.

“At a corporate level, it’s not really just about having a diversity council or a bunch of employee resource groups that focus on activities,” Doran says. “It’s not just about having fun and bringing awareness about all the different people that you have in your organization.

Engage with DEIB early

For early-career professionals evaluating a potential employer’s commitment to DEIB, panelists suggest starting with online research. Doran recommends looking for specific actions that demonstrate the company’s commitment beyond the standard DEI page content.

If the process moves to a formal interview, she says it’s important to ask questions about DEIB initiatives and their specific goals. If responses only refer back to a diversity council or website content, this can provide insight into the depth of the company’s engagement.

Batdorf says deciding to work for an organization is just the beginning—once onboard, it’s valuable to get involved in DEIB activities as soon as possible. She says taking the time to learn about ongoing initiatives and how to support them can be a powerful way to contribute to the conversation while demonstrating commitment to an inclusive work culture.

“You might have to take longer to figure out how you’re going to go about bringing new ideas to the table,” Batdorf says. “But it’s all possible once you just ask the right questions and get involved with the right people and the right organizations within the organization itself.”