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Diversity, Equity and Inclusion at Cella

Cella is proud to be a certified woman-owned and operated company, and we are passionate about helping our clients win and helping talent build meaningful careers. We also understand that diversity, equity and inclusion (DEI), should not just be a nice-to-have. We recognize and are humbled by the fact that we have a unique position as a staffing, consulting and managed services company to champion diversity and influence others.

Our Vivid Vision is to be a light of positivity, good intent and inclusion in the communities in which we work and live. “We believe diversity makes us stronger, and are committed to continuing to learn, grow, listen and change.” Co-CEO’s Terra Campbell and Conor Smith.

How Cella has made an impact
  • Since 2004, Cella has been a certified Women’s Business Enterprise (WBE) recognized by the Women's Business Enterprise National Council (WBENC) and the Women Presidents’ Educational Organization. The organizations’ stringent credentialing process confirms that our business is at least 51 percent owned, managed and controlled by a woman or women. Cella is proud to be a diverse, woman-operated company that this achievement helps to support our clients' supplier-diversity initiatives.
  • Cella was named to the Staffing Industry Analysts (SIA) list of Diversity Staffing Firms in 2019 and 2020, a recognition for the value diversity suppliers add in business and society—and for being all-around great service partners who excel at filling industries’ staffing gaps.
  •  We currently ask our suppliers to identify if they hold a WBE/MBE certification; contractual requirements of diverse spend compliance to our sub-contractors. 
  • We partner with diverse job boards to post available positions, including Diversity Jobs, African American Hires, All Hispanic Jobs,,, Professional Diversity Network, AARP,,, RecruitMilitary, and
  • When submitting candidates for positions with our clients, we remove all personal information from the resume, such as name, address and other contact information.
  • More than two-thirds of Cella employees are women.
  • In partnership with America’s Charities, employees can select any of 150 organizations which include support for underprivileged members of society via financial donation. Cella matches $100 per employee each year to the charities that matter most to them.
Our Journey is Continuous

We are furthering our efforts towards our vision and have established a Diversity, Equity and Inclusion (DEI) Council. The mission of this council is to embed DEI into all aspects of Cella through its people, operations and marketplace in order to attract, engage and advance members of underrepresented groups ensuring inclusion.

Our Council Leaders are not only passionate about DEI, they spearhead critical areas of business that will ensure DEI succeeds at Cella. Each Council Chair leads committee members who are passionate about DEI and recognize the value of true inclusion.

DEI Leadership Team
  • Executive Sponsor
    Rob Ganjon
    Chief Executive Officer

    Rob’s Pledge: I will serve as an executive champion and steer the company with DEI at the top of mind.

  • Colleen Ogg
    Vice President, Operational Excellence

    Colleen's Pledge: I will lead with DEI at the top of mind focusing on embedding it into our operations, tools and technology.

  • Kristin Valentine
    Vice President, Marketing

    Kristin’s Pledge: I will lead with DEI at the top of mind focusing on engraining it further into our brand, content and overall marketplace.

  • Sophy Regelous
    VP/Managing Director, Consulting

    Sophy’s Pledge: I will lead with DEI at the top of mind focusing on delivering DEI through our service offerings and support throughout the creative industry.

Our work is not done… future DEI initiatives

The below areas will be a concentration within 2020 with a focus on heightening visibility for the ongoing conversation around diversity and inclusion.

Recruitment Practices

  • Expand further outreach and advertising to diverse candidate populations and ensure Cella hires mirror the demographics of the external communities it serves.

Continue Eliminating Applicant Screening Bias

  • Continue to govern removal of all names from resumes and moving forward, any other information that could implicate affiliations, or demographic background during the submittal process to hiring managers.

Supplier Accountability Audit

  • In addition to asking our suppliers to identify if they hold a WBE/MBE certification; expand our efforts to inquire about other diversity certifications, measures and awards during RFP process, and also to track/report as a % of total spend.

Recruitment and Selection Strategy

  • Achieve a Certified Diversity Recruiter certification of all Recruiters.

Continue Eliminating Interview Bias for Candidates

  • Evaluate opportunity for interview standardization and create diversity goals.

Leadership Development and Culture Assessment

  • Introduce new leadership model centered around inclusive leadership in order to engage and retain underrepresented groups.

Content Design

  • Increase the incorporation of underrepresented groups in our visual design content.