Diversity Equity Inclusion & Belonging Philosophy Help everyone be part of the story

Doing what is right for individuals, is doing what is right for everyone.
Organizations that create a culture of belonging experience - more innovation and creativity - higher engagement and deeper team commitment - stronger growth - better connections with clients and customers - meaningful relationships in the communities where they operate

  • Ensure Everyone Knows what is Expected of them

    • Establish DEI&B principles that describe expectations in simple, concise terms, that people can relate to.
    • It is critical that organizations convey what DEI&B means for all employees. Start with employee onboarding and continue throughout the employee lifecycle.
    • Prepare leaders to role model what diversity, equity and inclusion looks like in every setting. They set the tone for the organization.
    • Embed expectations into every day work habits - respectful email etiquette, inclusive meeting practices.
    • Offer and promote frequent education opportunities. Everyone is on their own journey - meet them where they are.

  • Shape and prioritize DEI&B work with employees

    • The voice of employees is the best source of information for shaping DEI&B programs.
    • Everyone's story and experience matters.
    • Create opportunities for people to participate in the work through Advisory Councils, task forces, ambassadorships, listening sessions, focus groups.
    • Bring everyone into conversations when prioritizing DEI&B initiatives and programs; keep listening to understand what is working, what is needed, and if the work reflects what is important to them.
    • Conduct periodic, anonymous, check points for honest feedback.

  • Create a DEI&B Roadmap for the organization

    • DEI&B roadmaps should start with aspirational goals that describe the vision for DEI&B. This becomes the north star when prioritizing initiatives and making decisions.
    • Align actions and measurable goals to the aspirations.
    • Establish periodic milestones to maintain focus and energy. DEI&B is culture work, and that isn't easy!
    • Consider and reflect on the DEI&B roadmap when business decisions are being made - business strategy, supplier relationships, client relationships, hiring, promotion, organization design, development, work assignments.
    • Report out on progress against roadmap for everyone to see.

  • Educate and Celebrate

    • Everyone is on their own DEI&B journey with different experiences and understanding. Be respectful and kind - meet people where they are.
    • Offer frequent opportunities to learn. Consider a mix that includes self-directed learning, formal instructor led programs, learning cohorts, virtual programs, learning bursts, monthly webinars, workshops, and more.
    • Building strong DEI&B requires a lot of positive energy. Motivate and inspire employees by recognizing their effort, giving them space to learn and supporting them when they stumble.
    • Celebrate DE&B in a visible way - use internal and external communication channels such as social media, internal newsletters, intranet, internet, posters, bulletin board and more.