How do you engage employees across all levels in your DE&I efforts, and what methods have you found successful in fostering a culture of inclusivity?
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Director of HR in Energy and Utilities7 months ago
Senior buy-in is critical, and we've seen a shift in the last year with more executive involvement in our ERGs. This has driven our culture and allowed us to move forward on many different fronts. One challenge we face is bringing people together across our 42 different locations, including those who are unionized. We're working on strategies to create an inclusive environment across all levels of our organization. We've also had targeted focus groups with women in operations to better understand their experiences and create an action plan. It's about education and awareness, and encouraging people to be vulnerable and learn from their mistakes. Even when our CEO makes mistakes, he talks about them, setting the tone from the top.Director of HR in Banking7 months ago
Our approach is still evolving, especially since we've merged three different organizations over the last two years. Until recently, our DE&I group was known as IE&D. The shift in our approach involves developing a comprehensive, enterprise-wide strategy. This strategy equips managers and leaders to engage in conversations that might have been uncomfortable a few years ago, particularly those about inclusion, diversity, and equity. We aim to foster an environment where these conversations can take place.Director of HR7 months ago
Our strategy also involves combining cultures across multiple acquisitions. Engagement must start from the top down, with executive and senior leadership setting the tone and modeling commitment. We also see grassroots organic efforts from our employees and associates. This often leads to the formation of employee or business resource groups. We focus on supporting middle managers, reframing DE&I as an integral part of their managerial role. Addressing intersectionality and identity is also crucial, as is engaging allies and ensuring everyone understands their role in the conversation and action. This includes board engagement, with DE&I programs and initiatives being as important as risk management and business strategy.