Our Commitments on Diversity, equity, and inclusion (DEI Goals)

1. Conduct a diversity audit:

Start by conducting a thorough audit of your current workforce to identify gaps in diversity, equity, and inclusion. This will help you develop a targeted strategy to address these gaps.

2. Create a diverse talent pipeline:

Build partnerships with organizations that are working to increase diversity in the workforce. Participate in job fairs and other events to identify talented candidates from underrepresented groups.

3. Offer training and development programs:

Offer training and development programs that promote equity and inclusion. These programs could include unconscious bias training, cultural competency training, and leadership development programs.

4. Promote a culture of inclusion:

Promote a culture of inclusion by encouraging open communication, respect, and collaboration. Create safe spaces for employees to share their experiences and concerns and actively work to address any issues that arise.

5. Create employee resource groups:

Employee resource groups (ERGs) can be a valuable tool for building community and supporting employees from underrepresented groups. Encourage the formation of ERGs and provide resources to help them succeed.

6. Review your policies and practices:

Review your company policies and practices to ensure they are equitable and inclusive. This includes everything from hiring practices to performance evaluations to benefits packages.

7. Hold leadership accountable:

Hold leadership accountable for advancing DEI goals by setting measurable targets and regularly reviewing progress. Encourage leaders to actively participate in DEI initiatives and hold them responsible for creating a culture of inclusion at all levels of the organization.