Employer Diversity Statements

Organizational approach to DEI: The Organization is  an  equal  opportunity  employer  and  makes  all  employment  decisions  on  the  basis  of  merit, qualifications, and abilities.  The Organization shall recruit, hire, train, and promote in all job titles, including interns, apprentices, and volunteers, without regard on race, religious creed (including religious dress and grooming practices), color, national  origin  (includes  language  use  and  possession  of  a  driver's  license  issued  to  persons  unable  to  prove  their  presence  in  the  United  States  is  authorized  under  federal  law),  ancestry,  physical  disability,  mental disability, medical condition, genetic information, registered domestic partner status, marital status, sex   (including   pregnancy),   gender,   gender   identity   (including   transgender   identification),   gender expression, age for individuals over forty years of age, sexual orientation, military and veteran status of any person,   or   any   other   consideration   made   unlawful   by   federal, state or local   laws ('protected   characteristics'). All  personnel  actions  such  as  compensation,  benefits,  Organization-sponsored  training,  apprenticeships,  internships, volunteer opportunities, transfer, demotion, termination, layoff, and return from layoff, shall be administered without regard to any protected characteristic stated under federal, state, or local laws. In  addition,  the  Organization has  numerous  policies  that  are  designed  to  achieve  important  business  objectives.  We  recognize,  however,  that  an  otherwise  legitimate  workplace  policy  can  have  unintended consequences  to  individuals  in  a  particular  group  or  class.  If  you  feel  that  one  of  our  policies  adversely  impacts you, you should report your issue(s) regarding the particular policy to the Organization.

Professional development & training: A Kid Again values goal setting. Goals are set on an annual basis with manager.

DEI practices in hiring: The Organization is  an  equal  opportunity  employer  and  makes  all  employment  decisions  on  the  basis  of  merit, qualifications, and abilities.  The Organization shall recruit, hire, train, and promote in all job titles, including interns, apprentices, and volunteers, without regard on race, religious creed (including religious dress and grooming practices), color, national  origin  (includes  language  use  and  possession  of  a  driver's  license  issued  to  persons  unable  to  prove  their  presence  in  the  United  States  is  authorized  under  federal  law),  ancestry,  physical  disability,  mental disability, medical condition, genetic information, registered domestic partner status, marital status, sex   (including   pregnancy),   gender,   gender   identity   (including   transgender   identification),   gender expression, age for individuals over forty years of age, sexual orientation, military and veteran status of any person,   or   any   other   consideration   made   unlawful   by   federal,   state   or   local   laws   ('protected   characteristics').  All  personnel  actions  such  as  compensation,  benefits,  Organization-sponsored  training,  apprenticeships,  internships, volunteer opportunities, transfer, demotion, termination, layoff, and return from layoff, shall be administered without regard to any protected characteristic stated under federal, state, or local laws.In  addition,  the  Organization has  numerous  policies  that  are  designed  to  achieve  important  business  objectives.  We  recognize,  however,  that  an  otherwise  legitimate  workplace  policy  can  have  unintended consequences  to  individuals  in  a  particular  group  or  class.  If  you  feel  that  one  of  our  policies  adversely  impacts you, you should report your issue(s) regarding the particular policy to the Organization

Organizational approach to DEI: Ability Matters is an equal opportunity employer and stands committed to affirmative action.Regardless of disability, race, creed or religion, we all have the Ability to Matter.https://abilitymattersohio.com/welcome/https://abilitymattersohio.com/core-values/

Professional development & training: Diversity Training required for all staff.

Chief Diversity Officer: Facilitates our annual Diversity Trainings.

DEI practices in hiring: Yes

Additional Information:  2020 Columbus Business First; Diversity in Business Awards

DEI committees: We just started our committee in November 2021. Looking forward to getting it up and running!

Education and upskilling for historically minoritized groups: Yes.

Additional Information:  We are just getting started diving into this but are very excited!

Organizational approach to DEI: Yes

Employee resource groups: Yes

Professional development & training: Yes

DEI committees: Yes

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Organizational approach to DEI: At the American Youth Foundation, we believe that we are all responsible for building an equitable community. Our organization's work is to amplify the voice of youth and encourage them to speak out and take action against injustice. We know we don't have all the answers, but we seek to work together to educate ourselves and others and to dismantle systems of oppression to create a more just world. https://ayf.com/our-commitment-to-dei/

Professional development & training: The American Youth Foundation has hired DEI Consultants, Strength Perspective, to train full time & seasonal staff on our updated DEI values & goals. Our DEI Training kicked off January 2022 with our Program Directors & Board of Directors. Strength Perspective will come back for follow up sessions this spring and get our seasonal staff ready for camp this June.

Chief Diversity Officer: The American Youth Foundation hired Ambrean Ford, our Director of Community Life, Diversity & Inclusion late 2021. We are excited for next steps under the guidance of Ambrean and our consultants, Strength Perspective. https://ayf.com/news-events/blog/staff-spotlight-ambrean-ford-llmsw/

DEI committees: The American Youth Foundation is launching its Diversity, Equity, & Inclusion Committee this February 2022 after assembling a great group of AYF Alumni to help create the AYF's DEI strategic plan. This strategic plan will be made under the guidance of our consultants and will be open to the public in 2023

Education and upskilling for historically minoritized groups: We are proud of our existing Mulcahy Fellowship program that provides a stipend for seasonal staff who are identified as leaders of their/our community and holds a historically marginalized identity. This program launched in 2019 to provide acknowledgement that there is more emotional labor that goes into existing at camp for some groups more than others. In efforts to show appreciation for those efforts those chosen are given a stipend and leadership training to move into higher camp roles. https://ayf.com/mulcahy-fellowship/

Organizational approach to DEI: At AmplifyBio, we're committed to growing and empowering an inclusive community within our company and industry. This is why we hire and cultivate diverse teams of the best and brightest from all backgrounds, experiences, and perspectives across our organization. Research shows that oftentimes women and minority groups only apply to open roles if they meet 100% of the listed criteria. AmplifyBio encourages everyone including women, people of color, individuals with disabilities and those in the LGBTQIA+ community to apply for our available positions, even if they don't necessarily check every box on the job description. Hire for attitude and train for aptitude creates unique opportunities to build strong teams of smart, motivated individuals who love what they do. AmplifyBio is an equal opportunity employer, and we value diversity at our company. We don't discriminate on the basis of race, color, citizenship status, national origin, ancestry, gender (including gender expression and gender identity), sexual orientation, age, weight, religion, creed, physical or mental disability, marital status, veteran status, political affiliation, or any other factor protected by federal, state, or local law. AmplifyBio will not tolerate discrimination or harassment based on any of these characteristics. If you have a disability or special need that requires accommodation, please let us know during the recruiting process. We are committed to the safety and wellness of our employees and customers.  Therefore, COVID vaccination is required. Reasonable accommodations will be considered.

Employee resource groups: Yes

Professional development & training: Yes

DEI committees: Yes

DEI practices in hiring: We are a very diverse organization that seeks any opportunity to continue to become more aware of DEI best practice.

Organizational approach to DEI: https://anthemcareers.ttcportals.com/pages/inclusion-diversity

Employee resource groups:Anthem's commitment to inclusion and diversity makes us a stronger organization. Diversity is one of our values and it invites us to open our minds and hearts to one another, with our different perspectives, talents, and skills.  In support of Anthem's commitment to inclusion and diversity we offer a variety of Business Resource Groups (BRGs) for Anthem's associates to join and participate in: APEX (African American Professional Exchange) , ABLE, ACE (Asians Committed to Excellence, SOMOS, PRIDE, WIN(Women Inspired Network)

Professional development & training: Yes

Chief Diversity Officer: Yes

DEI committees: Yes

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Education and upskilling for historically minoritized groups: Yes

Employee resource groups & professional development and training: Bally Sports Group is thrilled to be in partnership with Dr. Chris Stankovich, "The Sports Doc!" Dr. Stankovich has become a vital partner by providing training modules to our coaches and counseling the management team on handling conflicts. Dr. Stankovich also provides our company information about how to use sports to help maximize productivity and lower stress levels. He also contributes insight on contemporary issues and trends. Dr. Stankovich compiles his wide variety of knowledge and content in books, toolkits, videos, and apps. All of his materials are designed to help coaches, parents, and players understand how to effectively develop life skills through sports and utilize sports experiences as a vehicle to experience success in life.

Organizational approach to DEI: https://www.thebriccfoundry.org/our-vision

Professional development & training: Throughout history, women have had to be innovators and disruptive thinkers to advance in the workplace, overcome micro-aggressions, unmask biases, and penetrate male-dominated industries. We celebrate their voices by highlighting bold women and providing direct support on their unconventional paths to success. BRICC awards micro-grants to qualified women-owned businesses and professionals for: Headshots, Media Kits, Business Cards, Web Hosting, Consulting, Logos, Women mentoring relationships among each other provide empowerment, instill confidence, and create career-path success by providing relatable experience and advice on navigating glass barriers. BRICC takes a 360-degree approach with mentorship by Curating probing mentorship curriculum for self-discovering, dispelling disparities, career planning, and executive presence. Facilitating direct mentorship and programs with senior and executive-level women in business, technology, entrepreneurship, media, education, and law.Creating portfolio-building experiences via our in-house creative agency.

Chief Diversity Officer: As a woman of color, Lauren (Our Chief Diversity Officer) faces the very systemic and cultural challenges that she aims to combat. Influenced by her experiences working at the largest communications company in the world, AT&T, Lauren has a decade of experience in the telecommunications, technology, and entertainment industries. She now leads DIRECTV's National Frontline Communications team. Celebrated by her peers and community, Lauren holds several honors including 2021 DIRECTV Service Excellence Award, 2021 AT&T Dream in Black Future Maker, 2019 President's Volunteer Service Award 2018 AT&T Brand Voice Nominee, W.E. Carter Chair in Business Administration Award, and 2013 Who's Who in Black Columbus Emerging Leader.

DEI committees: The BRICC Foundry is a collective of women across industries providing direct mentorship, sharing expertise, and supporting women of all hues. We seek to equalize the staggering underrepresentation and uneven playing that affect women in business, tech, entrepreneurship, and every arena of our lives.

DEI practices in hiring: At The BRICC Foundry, we believe & lead with...IRON SHARPENS IRON Every woman has something to help the next woman regardless of where they are in life UNREASONABLE PROGRESS Untraditional journeys breed norm disruption and ingenuity SHE CHASED A LION Amplify the voices of resilient women and their wildest dreams

Strategic goals related to DEI: Yes.

Education and upskilling for historically minoritized groups: We celebrate their voices by highlighting bold women and provide direct support on their unconventional paths to success. BRICC awards micro-grants to qualified womenowned businesses and professionals for Headshots, Media Kits, Business Cards, Web Hosting, Consulting & Logos

Employee resource groups: Yes

Professional development & training: Yes

DEI practices in hiring: Yes

Education and upskilling for historically minoritized groups: Yes

Chief Diversity Officer: Paul Anderson, Executive Director of First Community Church, oversees our HR Responsibilities. Camp Akita is owned by First Community Church.

Organizational approach to DEI: http://www.eocumc.com/multi-cultural/Multicultural vitality is the area in which churches identify, engage, and embrace culture differences that are ethnic, socioeconomic, political, global, and generational, whether internally or externally. Multicultural vitality is the intersection of people working with other people. We understand that the church is a culture apart from the neighborhood we live and we seek to become more relevant to the neighborhood in which we live.

Professional development & training: We have a two week long intensive staff training. Parts of that training focus on diversity, both within the organization and within the communities we serve. It is an emphasis on recognizing diversity as well as our own preconceived biases whether known or unknown to us, and how to work past those to create an inclusive, empathetic, open and friendly community within the workplace.

DEI practices in hiring: We are equal opportunity employers. We believe all experiences from every walk of life is valid and important to the children we serve and the community we strive to create. Therefore, we look to hire a diverse staff from many different walk of life who are willing and open to spending their summer mentoring a variety of children and sharing their spiritual journeys and love of faith with not only the children we serve but within the community as a whole. 

DEI practices in hiring: Camp Fitch is a proud Equal Opportunity Employer. We believe that camping is for all and celebrate diversity. We recruit staff from around the world to help foster an environment where people can share their culture and learn from others. We also utilize a standardized hiring process to help work against any inherent bias that may exist in the recruiting/interview process.
Additional Measures: We have staff and campers from a wide range of backgrounds and experiences. We focus a large portion of our staff training to using inclusive language and ways to talk about inclusion and respect to kids.

Additional Information: We work hard to make Camp Fitch a safe space for kids to be themselves. Kids often use this as an opportunity to disclose information about themselves or their life. In these crucial moments we make sure that they feel listened to and safe moving forward.

Organizational approach to DEI: Yes

Professional development & training: Yes.

DEI practices in hiring: Yes.

Strategic goals related to DEI: We recognize we have a lot of work to do in this area.  The SVdP Strategic Plan which was passed last week includes a goal to diversify our staff in order to better reflect the diversity of campers we serve.

Organizational approach to DEI: Yes.

Employee resource groups: Yes.

Professional development & training: Yes.

Chief Diversity Officer: Yes.

DEI committees: Yes.

DEI practices in hiring: Yes.

Strategic goals related to DEI: Yes.

Education and upskilling for historically minoritized groups: Yes.

Organizational approach to DEI: That is why we pride ourselves on our wonderful staff of talented counselors, chosen from applicants all over the country and around the world. From professional teachers and educators to college students and former Chipinaw campers, our loyal staff is a made up of a diverse group of people who all bring something uniquely wonderful to our resident camps.

Professional development & training: We provide all of our staff with as much information and support as possible in terms of DEI values and goals. It is hard for us to really create groups and things of that nature because everyone is only there for 7 weeks.

Chief Diversity Officer: This falls on our Staff liaison and is apart of there introduction during orientation to our staff.

DEI practices in hiring: We find our diversity as a staff is a huge asset for us. We preach this to our campers and what better way to show it then to have counselors from all over the world and from all walks of life.

Organizational approach to DEI: Yes

Employee resource groups: Yes

Professional development & training: Yes

Chief Diversity Officer: Yes

DEI committees: Yes

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Education and upskilling for historically minoritized groups: Yes

Professional development & training: Our organization as a whole is in the beginning phases of a training called Sensitivity and Inclusion.
Additional Measures: CAP recently audited salaries for gaps based on race and gender and adjusted salaries as necessary to address the pay gap.

Organizational approach to DEI: City Year was founded with a core belief: that uniting and empowering diverse teams of idealistic young people and charging them with addressing some of our country's most difficult challenges can change the world for the better. The organizational values we collectively uphold are deeply rooted in this belief and in our commitment to diversity, equity, inclusion and belonging (DEIB). Our journey to fully live our values and our commitment to DEIB is ongoing, but with each step forward, we come closer to actualizing our mission and fulfilling our promises to one another.
https://www.cityyear.org/about/values/

Employee resource groups: Local & National Affinity groups for all identities (including, but not limited to, Latinx;  Asian, Pacific Islander, Desi Americacn; LGBTQIA+; Mi Gente; Black/African American; Neurodivergent communities, and more).

Professional development & training: City Year's Anti-Racist White Learning Series

DEI committees: Those within the organization responsible for leading the Affinity groups go through an application and interview process for the role, and are supervised/monitored by staff at Headquarters (see link in last question).

DEI practices in hiring: https://www.cityyear.org/about/equity-work/

Education and upskilling for historically minoritized groups: Professional Development over the course of our 11 month service opportunity; Networking event with employers and graduate schools in the spring.

Organizational approach to DEI: The Cleveland Guardians are committed to developing and maintaining an environment that embraces diversity. We seek to attract, develop, and retain a diverse workforce that brings a broad range of perspectives and experiences to our company. Through supporting an inclusive work environment, we strive to recognize and value the distinctiveness of each employee and to take full advantage of those differences to encourage creativity and innovation, to improve our productivity, while cultivating our acceptance and respect for each other and our communities.To further this commitment, in the Spirit of Larry Doby, the first African American in American League history and who later was inducted into the National Baseball Hall of Fame as a Cleveland Indians player, we are dedicated to the process that diverse job candidates are considered for every position we post. We are committed to finding and hiring the best qualified candidates for each and every position...in the Spirit of Larry Doby.https://www.mlb.com/guardians/official-information/job-opportunities

Employee resource groups: Our teammates are at the core of what we believe in. We currently support an Equity Working Group that leads the organization in supporting workplace DEI initiatives.Additionally, we have CL3, a three-team alliance with our two other professional sports organizations, the Cleveland Cavaliers and Cleveland Browns. This alliance was developed to champion a sustainable and direct strategy to address social injustice facing the city of Cleveland and all Northeast Ohio communities. Many of our teammates are continuously involved in these efforts to promote our DEI  initiatives beyond our organization and into the city of Cleveland. Through both of these opportunities, we are looking to expand our ERGs to include more groups, like a recently presented Asian Affinity Group for sports industry professionals in the Cleveland area.

Professional development & training: Our Talent Development team and Head, DEI offers continuous opportunities to enhance our knowledge of DEI values and goals. We offer these at external sites and via internally programming so our teammates can learn in the settings that best suit their needs.

Chief Diversity Officer: Our Head, Diversity, Equity, and Inclusion hosts a multitude of programming to continually educate our teammates on these initiatives that align with our values.  Additionally, he ensures that through our organization's decision-making we are keeping DEI at the forefront to help us achieve our purpose and mission. This individual is involved in key conversations with stakeholders to advocate for DEI and our workplace inclusivity.

DEI committees: Our Equity Working Group exists to support the development and execution of a strategy that is responsive to the unique needs of our organization to ensure DEI is part of the fabric of our culture and how we do work. They meet monthly to continue to uphold our values and educate our teammates while evaluating the effectiveness of our DEI strategy. In addition, we have monthly DEI OKR meetings with senior leaders to provide update and influence participation at the highest level.

DEI practices in hiring: Our hiring practices focus on consistent processes that eliminate biases. All of our teammates participate in unconscious bias training and review hiring practices annually. We focus on having inclusive job descriptions that are gender-neutral and reader-friendly.  We have practices to ensure fairness including blind resume reviews and inclusive interview panels. We focus on networking to cast the broadest net of qualified candidates and include language that supports applicants to apply.

Strategic goals related to DEI: Our Head, DEI, and Equity Working Group oversees our strategic goals related to DEI.

Additional Measures: We are dedicated to our DEI initiatives and to evolving our efforts to make our workplace inclusive. We survey our employees on this survey often to continue benchmarking our success at achieving a diverse, equitable, and inclusive workplace.

Organizational approach to DEI: Yes

Employee resource groups: Yes

Professional development & training: Yes

Chief Diversity Officer: Yes

DEI committees: Yes

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Education and upskilling for historically minoritized groups: Yes

Organizational approach to DEI: It is the policy of Metro Parks to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, veteran status, or any other characteristic protected by federal, state or local law. In addition, Metro Parks will provide reasonable accommodations for qualified individuals with disabilities. Metro Parks goal is to have a diverse workforce representative of the communities we serve. In working towards this goal, Metro Parks will develop and manage programs that comply with all applicable federal, state and local laws and regulations and cover all human resource actions including hiring/employment, compensation, benefits, training and education, tuition reimbursement, transfers, promotions and social/recreational programs.

Professional development & training: Implicit Bias Training, LEARN (learning management and leadership platform), Project Implicit, Ethic Training, Harassment Training

Chief Diversity Officer: Diversity and Inclusion Coordinator - Working closely with the Operations and Human Resources teams, the Diversity & Inclusion Coordinator is responsible for recognizing, creating and implementing plans to promote diversity within Metro Parks workforce and visitor populations. 

DEI committees: Develops and fosters connections, relationships, and partnerships within the community to promote diversity within Metro Parks. Studies community trends and recommends policies, workflow, and training to adapt Metro Parks operations to meet diversity objectives. Develops, coordinates, and recommends training programs to enhance management and employee understanding on diversity and inclusion issues.

DEI practices in hiring: All interview personnel are required to complete trainings regarding ethic, compliance, best practices, and implicit bias.  Metro Parks has multiple internal programs to increase DE&I Priorities (CSI, ORP).

Organizational approach to DEI: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

Employee resource groups: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

Professional development & training: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

Chief Diversity Officer: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

DEI committees: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

DEI practices in hiring: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

Strategic goals related to DEI: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

Education and upskilling for historically minoritized groups: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

Additional Measures: Please visit our webpage to learn more about the Office of Diversity and Inclusion, https://www.columbus.gov/odi/

Employee resource groups: Yes.

Professional development & training: Yes.

Education and upskilling for historically minoritized groups: Yes.

Organizational approach to DEI: "Open to All" is not just a statement etched above our Main Library entrance since 1907, it is the standard we hold ourselves to as we invite, embrace and honor diversity in all forms. We commit to fostering a workplace and a community where everyone belongs and thrives.ahttps://www.columbuslibrary.org/diversity-equity-inclusion/

Employee resource groups: Our Employee Resource Groups include BIPOC, LGBTQIA2S+ and Working Parents. Other groups will be included as the need is presented by our employees.

Professional development & training: Resources shared by our organization are from OSU's Kirwan Institute, the YWCA and other educational outlets.

Chief Diversity Officer: Anthony Wiison, Ph.D., is our Director of Security, Diversity & Inclusion.  Along with heading our Security department he is part of the Racial Equity Steering Committee along with senior staff, and he heads up the Diversity, Equity and Inclusion Committee.

DEI committees: The Racial Equity Steering Committee (RESC) builds upon Columbus Metropolitan Library's  commitment to diversity and inclusion by focusing on, developing and overseeing racial equity plans and priorities across the organization, leading to positive and meaningful change. This team includes the executive team and staff at a variety of levels. The purpose of the Diversity, Equity and Inclusion committee is to guide and inform our work to foster a culture that is inclusive, equitable and respectful of the diverse backgrounds of our workforce and the people we serve.  This committee includes representatives from Human Resources and employees at various levels of the library.

DEI practices in hiring: Our goal is to seek qualified candidates who reflect the makeup of our customer base and reflects our moto: Open to All.

Organizational approach to DEI: Yes.

Employee resource groups: Yes.

Professional development & training: Yes.

Chief Diversity Officer: Yes.

DEI committees: Yes.

DEI practices in hiring: Yes.

Strategic goals related to DEI: Yes.

Education and upskilling for historically minoritized groups: Yes.

Organizational approach to DEI: https://www.concordhotels.com/ Diversity and Belonging is one of our 4 Success Metrics. We began the #endracismnow campaign in 2021 and the video is on our website. We have goals as a company that each individual hotel is to focus on to build a better, more inclusive, culture.

Employee resource groups: We have the Diversity and Belonging Council. The goals of this council include: Eliminate Outsiderness: promote a culture where individuality is both noticed and valued. Demonstrate care for all employees. Promote workplace support, understanding, and trust to reduce the likelihood an individual will feel like an outsider. Bring everyone on board: make everyone responsible for achieving Diversity and Belonging goals day by day.  Demonstrate care through benefits and initiatives: promote diversity in succession planning and holding celebratory events to highlight underrepresented groups (C-Groups) and honor their uniqueness.We also offer an Associate Assistance Program that allows associates to anonymously get wellness help including mental and spiritual assistance.

Professional development & training: Every new associates completes diversity and belonging training online during their onboarding. Annually, new training is added as well for the annual training that is completed by all associates in October - December.

Chief Diversity Officer: Dennis Morris is the Senior Corporate Director of Strategy of Training. He adds additional training every year and spearheads the Diversity and Belonging Council as well as sets yearly goals for Concord.

DEI committees: We have the Diversity and Belonging Council. The goals of this council include: Eliminate Outsiderness: promote a culture where individuality is both noticed and valued. Demonstrate care for all employees. Promote workplace support, understanding, and trust to reduce the likelihood an individual will feel like an outsider. Bring everyone on board: make everyone responsible for achieving Diversity and Belonging goals day by day. Demonstrate care through benefits and initiatives: promote diversity in succession planning and holding celebratory events to highlight underrepresented groups (C-Groups) and honor their uniqueness.

DEI practices in hiring: Every Job Description will include a responsibility to Diversity and Belonging to ensure we are a GREAT Place to Work for All.We will set a goal of the % of each group in leadership. Each group will have a champion. We will work to promote from within the group and hiring externally within the group. We will have current leaders within the group mentor and hire externally.

Strategic goals related to DEI: These were rolled out in 2021 and they are being fully implemented in 2022.

Additional Measures: We focus on our 5-6-4 philosophy. 5 Cornerstones:Quality, Integrity, Community, Profitability, Fun 6 Key Metrics to Success:Associate Retention, Customer Satisfaction, Financial Success, Rev Par Index, Internal Controls, Safe Work Environment. 4 Global Initiatives:Wellness, Charitable Giving, Sustainability, Diversity & Belonging

Additional Information: We are constantly striving to elevate ourselves as a company. Our goals change yearly to ensure we are actively making this a great place to work for ALL.

Employee resource groups: Our Continental Cares Program provides associates with the opportunity to participate in wellness & sustainability initiatives and community involvement. This includes voluntary learning sessions, community event participation & volunteer opportunities.

Professional development & training: We offer tuition, certification, membership and training reimbursement for full time associates.

DEI committees: Our Continental Cares Program as mentioned above focuses on DEI initiatives and reports feedback to our Leadership & Executive team.

DEI practices in hiring: We develop a plan annually to determine best practices for recruiting and hiring from a diverse pool of candidates. This includes working with DiversityJobs.com to post to 14+ diverse job boards. We We also volunteer with the Builders Exchange Student Outreach Program where we travel to schools to talk to students about careers in Construction/Design. We also

Education and upskilling for historically minoritized groups: Aside from our Education Reimbursement - we provide training and development plans/paths for associates to learn more about their role and present opportunities for them to advance within our organization.

Additional Measures: We have quarterly Learning Sessions/Day of Understanding where we have both internal associates and community leaders cover a topic related to DEIB initiatives. We also have a Scholarship Program through OSU which focuses on giving Scholarships to students from underserved communities and work to provide internship opportunities to the recipients as well.

Professional development & training: Yes.
Education and upskilling for historically minoritized groups: Yes.

Organizational approach to DEI: DFAS provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. We are committed to cultivating a diverse, results-oriented, high-performing workforce and fostering a flexible, inclusive work environment to provide the highest level of service to our customers. We know that we are at our best when we draw on the talents of all parts of our society and that diverse perspectives are one of our greatest strengths.Diversity & Inclusion https://www.dfas.mil/careers/diversity

Employee resource groups: DFAS has a number of Special Emphasis Programs (SEPs).  The primary objective of SEPs is to assist in the recruitment, development, training and advancement of minorities, women, and individuals with disabilities, to ensure, through affirmative employment, that these groups are fairly represented in all occupations and at all levels of the organization.These programs are initiated to address employment-related concerns and include: The Federal Women's Program, The Hispanic Employment Program, The Program for People with Disabilities, The African American Employment Program, The Asian Pacific American Employment Program, The Native American/Alaskan Native Employment Program, The Veteran's Employment Special Emphasis Program and Lesbian, Gay, Bisexual, and Transgender (LGBT).

Professional development & training: The Office of Equal Opportunity Programs (OEOP) staff continuously provided trainings on topics like: Reprisal, Reasonable Accommodations, Unconscious Bias and Diversity of Thought. In FY 2021, a total of 85 supervisors and employees received training on Inclusive Leadership: Understanding Unconscious Bias, 202 supervisors attended the Diversity of Thought: Fostering and Inclusive Workplace, and 544 supervisors were trained on Reasonable Accommodations. OEOP also provided New Supervisor Training to 155 supervisors and EEO Refresher Training to 23 supervisors on EEO related laws, EEO complaint process, discrimination, harassment, reasonable accommodations, diversity and inclusion, and the Model EEO program. DFAS ensured that all new employees received training on discrimination, harassment, disability, EEO related laws including the No Fear Act, reasonable accommodations and special emphasis programs, as well as the avenues to file complaints, and the process and requirements to request an accommodation or initiate discrimination and/or harassment complaints.  Some sites included additional information and brochures on deaf/hard of hearing culture, ergonomic equipment and SEP opportunities at their location. The OEOP staff provided approximately 45 training sessions to the Agency's new hires during their onboarding/orientation process.

Chief Diversity Officer: The agency's Director of Equal Opportunity Programs has a collateral duty as the agency's Chief Diversity Officer.  By policy, this position is responsible for:(1) Communicating program goals and objectives, and supporting managers at all levels of the organization in achieving these goals and objectives. (2) Developing, coordinating, and implementing the policies, guidance, and activities necessary to attain the goals of the program. (3) Developing and resourcing a component-specific D&I strategic plan that follows the same 5-year interval as the Department of Defense (DoD) D&I strategic plan. (4) Designating an office of primary responsibility and ensuring it is appropriately staffed and resourced to provide an effective mentoring program. (5) Establishing and implementing D&I programs consistent with the requirements of policy to include: (a) Measurement and assessment of D&I program effectiveness. (b) Compliance with the DoD D&I strategic plan.

DEI committees: At DFAS DEI is monitored, evaluated and briefed by the Office of Equal Opportunity Programs.  Program representatives routinely brief Executive and Senior Leaders on opportunities, topics and feedback related to organizational DEI.  The office also has the responsibility of producing and annual report which includes DEI opportunities and effectiveness that is signed off on by agency leadership and reported to the Equal Employment Opportunity Commission.

DEI practices in hiring: DFAS provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. We are committed to cultivating a diverse, results-oriented, high-performing workforce and fostering a flexible, inclusive work environment to provide the highest level of service to our customers. We know that we are at our best when we draw on the talents of all parts of our society and that diverse perspectives are one of our greatest strengths.  The agency makes a concerted effort to provide opportunities to all segments to society and engages unrepresented populations and communities through targeted recruitment events and activities.

Strategic goals related to DEI: DFAS uses data to drive strategic diversity and inclusion. The agency has developed a dashboard to create a standard view of agency and organizational demographics. The agency also uses corporate business model (CBM) metrics to provide a consistent mechanism to monitor Equal Employment Opportunity and Diversity and Inclusions summary information for the agency and the ability for senior leaders to drill down to organizational levels, too. The metrics, taken together with the demographics, barrier analysis and related action plans provide leaders with needed business intelligence to actively view and monitor metrics associated with diversity and inclusion practices.

Education and upskilling for historically minoritized groups: Through our Special Emphasis Programs (SEPs) the agency provides training and advancement opportunities for minorities, women, and individuals with disabilities.

Additional Measures: One of the agency’s strategic priorities for Fiscal Years 2022-2026 is the "Invest in People Priority."  One of the outcomes of this priority is to Grow Mission-Integrated Diversity (GMID).  The expected outcome by the end of the strategic cycle is to integrate a broad range of flexibilities and best practice processes and policies to inform, recruit, develop and retain a talented workforce in ways that increasingly value diversity and accelerate the DFAS mission success.  As part of this expected outcome, there are a number of focused initiatives to support this outcome.  These initiatives and overall outcome progress are briefed bi-monthly at the agency's Strategic Council. 

Additional Information:  At the Defense Finance and Accounting Service (DFAS), we are proud of our diverse backgrounds, experiences, demographics and perspectives. DFAS is a diversity leader, as reflected by our commitment to people, programs and our inclusion scores. Yet, we know there is more we can do. Now more than ever, we must continue to commit to a model workplace and workforce that is both diverse and inclusive in all dimensions and to ensure we continue to follow through on that commitment. Every leader at every level must make equal opportunity and inclusion a priority. We commit to ethical conduct and equal treatment; to our core values of integrity, service and innovation; to rewarding the right kinds of behavior; and to ensuring our leaders and employees alike perform and display that commitment in all areas. We devote resources to making a positive difference for our employees and our customers. We recognize the importance of our words and strive to communicate and take actions that reflect our beliefs and our expectations. We vow to increasingly provide opportunities for employees to raise concerns to leaders and be heard in ways that create positive results.We commit to eliminating discrimination in all its forms, to include discrimination based on race, color, ethnicity, nation of origin, disability, religion, gender, sexual orientation, genetic information, or age. We will work to eliminate any existing barriers. Our employees should trust their leaders to provide consistent training, mentoring, and professional development, as well as ensure all promotions are based on merit. We pledge to increasingly focus on hiring highly qualified people who reflect our nation and the faces of the heroes we serve.

Organizational approach to DEI: DHL Supply Chain North America values and understands the benefit of different voices and backgrounds. We are part of a global company that views the diversity of our associates as a genuine strength that helps us best serve our customers and our industry. Many of the activities underway in our organization support our diverse and inclusive culture, and we are committed to continuing to attract and retain a workforce that mirrors the same. When you work at DHL Supply Chain, you can expect an environment focused on delivering results without compromising on respect. We understand and value each other's differences while recognizing the individual strengths and talents of each associate. We celebrate our differences and are becoming #TogetherUnstoppable. Inclusion. Delivered together.

Employee resource groups: We have regional Employee Resource Groups that are distributed across the country to support all of our employees in the various sites.

Professional development & training: We have an Eliminating Unconscious Bias Training that all of our Hiring Managers/Recruiters go through to improve hiring practices. We also have a Building Great Employee Relations training that trains on how to look for and highlight diversity among employees.

DEI committees: We have a global DEI committee that focuses on the initiatives for the organization as a whole. Like our Employee Resource groups, we also have regional D&I committees that create events and awareness at a variety of our sites. We also have a D&I group at our headquarters that hosts a Diversity & Inclusion week to bring awareness to minority groups and celebrates their culture.

DEI practices in hiring: We have set hiring targets to bring in more female and diverse candidates into our organization, however we are not able to diverge the specifics of those at this time.

Additional Measures: LinkedIn posts that bring attention to diverse people groups each month (i.e. Native Americans, Hispanic Heritage, etc.), Internal Social Media (Yammer, RainbowNet), Culture Map & I am Diversity videos

Employee resource groups: We have different affinity groups that encompass a wide variety of different things - pet owners, philanthropy, book club, video games, and cooking

Professional development & training: We offer trainings to all employees on various different topics.  We have training for identified future leaders of the company. 

DEI practices in hiring: We know that we have to recruit more women and minorities and do our best to reach out to those potential candidates as often as possible. 

Organizational approach to DEI:
City's Diversity Statement: We are a team of different and unique qualities, which enable us to best serve our community.City's Equity Statement: We acknowledge our different and unique qualities, be they advantages, disadvantages, or otherwise, as we embrace fairness so that all might have an opportunity to achieve similar outcomes.
City's Inclusion Statement: We welcome and expect diversity, and we provide opportunities for all team members to contribute to their and the City's success.https://dublinohiousa.gov/careershttps://dubnet.dublinohiousa.gov/2015/wp-content/uploads/2021/08/2.76-DEI.pdf

Employee resource groups: The City of Dublin established a four-year strategic plan for a DEI initiative in 2020 to hire, train, and develop a diverse and inclusive talent pool. This program includes regular webinar and in-person trainings, as well as small and large group discussions to address inclusivity and cultural competency.

Professional development & training: All full-time employees will receive approximately five hours of eLearning and facilitation training in 2021. Training in 2022 is to be determined. Seasonal staff will receive one hour of implicit bias eLearning during the onboarding process. The management staff will receive an additional four hours of combined eLearning and facilitation inclusivity training in 2020 and 2021, with the following year's training hours to be determined. Directors will receive additional coaching and development in order to continue the dialogue regarding alignment and pace for diversity, equity and inclusion efforts in the City.

Chief Diversity Officer: The Talent Development and Training Manager is responsible for the following: Design, develop and implement a comprehensive diversity, equity and inclusion development program to enhance inclusivity and align with the core values and City culture; Collaborate with all levels of management and at the employee level to the ensure message; Invest in developing and coaching individuals and team diversity, equity and inclusion competencies and skill sets; Welcome ideas that are different and unique to support creativity and awareness of what is culturally appropriate in the workplace.

DEI committees: Members of the DEI Committee are responsible for the following: Integrate diversity into all organizational processes, so that an inclusive and diverse environment is created where employees can be their true selves, uniquely integrated into the organization; Proactively promote diversity and equity awareness to enhance the inclusivity within employees' teams; Become culturally competent and take time to learn about different cultures, races, religions and backgrounds represented by the workforce; Maintain a leadership communication practice that supports inclusivity; Support the City's diversity, equity and inclusion training program.

DEI practices in hiring: The City of Dublin is an equal opportunity employer. We strive to attract and retain a workforce that is diverse in values, beliefs, personalities, cultures, and backgrounds.

Strategic goals related to DEI: Our strategic DEI goals as an organization are as follows: Create a baseline of understanding and alignment for senior leadership's commitment to the diversity and inclusion initiative; Find ways to help leaders and employees understand all aspects of diversity and inclusion so everyone is valued, respected, appreciated and engaged; Create an authentic and compelling vision through storytelling for diversity and inclusion for City employees and residents; Focus on leadership by aligning and implementing systemic diversity and inclusion conversation,coaching and development to continue the dialogue and alignment around the 'right thing to do' and the business case for diversity, equity and inclusion; Increase awareness and align with the pace of the initiative; Engage and educate leaders first, then staff members; Provide awareness and cultural education to all employees; Host regular and ongoing sessions about aspects of diversity both visible and non-visible; Implement diversity and inclusion focus groups or discussion combined with diversity education on a regular basis to engage all employees; Solicit feedback while increasing employees' cultural competency; Develop a long-term communication plan that establishes and communicates a clear point of view about the organization's commitment to diversity and inclusion, about leaders' and staff's roles in diversity and inclusion, as well as about what success looks like for the City; Ensure this aligns with the message delivered by leadership externally via professional organizations.

Additional Measures: The City is committed to fostering, cultivating, and protecting a culture of diversity, equity, and inclusion.

Additional Information: These efforts and initiatives are ever growing and changing and the City strives to improve and adapt this program as needed to best facilitate DEI efforts in our organization and community as a whole.

Organizational approach to DEI: Our commitment to change has been ongoing, and is a part of larger organizational priorities. Action steps have included: Collaboration with neighboring ESCs and intermediate service districts for equity training and development; Hiring a Regional School Improvement Coordinator for Diversity & Equity; Increasing knowledge of cultural awareness and competency, implicit bias, culturally responsive practices, intersectionality, and other equity-based learning interventions/strategies for staff and member districts; Forming an internal Equity Action Planning Committee; Implementing targeted efforts to recruit the next generation of diverse educators, with a strategic focus on Ohio's Historically Black Colleges and Universities (HBCUs); Strengthening community partnerships in order to build capacity and affect sustainable social change outside of the classroom; and Participating in and leading research and pedagogy conversations with both neighboring and international institutions of higher education, including the University of Edinburgh in the United Kingdom.

Professional development & training: The 2020 Equity Institute provides you with a safe space to explore ways to achieve educational equity in our schools and districts with your colleagues and peers. In district teams of five or more, you'll learn ways to reflect on, establish, and reinforce equity practices amongst school staff that allow students to achieve to the best of their ability. As a participant you will: Strengthen your knowledge, attitudes, skills, and practices to create culturally responsive learning environments; Develop strategies toward equity goals; and Receive expert guidance and facilitation to address gaps and challenges in educational equity efforts.

Chief Diversity Officer: Yes

DEI committees: We have an Equity Action Planning Committee that was recently formed.

Professional development & training: We have industry specific training that includes diversity training as a part of our onboarding and annual training.

DEI committees: Our committee meets quarterly and reviews best practices and requests employee feedback to suggest areas that can be addressed including hiring, training, promotions, evaluations, and other areas. These items are then implemented into the business practices.

DEI practices in hiring: We post in areas that include diversity hiring initiatives. We include questions on how people have worked with diverse groups of people in the past and what they learned from it.

Education and upskilling for historically minoritized groups: We assist employees in obtaining industry certifications that benefit them in their career pursuit.

Professional development & training: Yes

DEI practices in hiring: Yes

Organizational approach to DEI: Yes

Employee resource groups: Yes

Professional development & training: Yes

Chief Diversity Officer: Yes

DEI committees: Yes

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Education and upskilling for historically minoritized groups: Yes

Organizational approach to DEI: Better together. Fostering an inclusive, equitable, and diverse culture. Because, together we are better. https://www.genpact.com/purpose/diversity-equity-inclusion

Employee resource groups: The Black and Latinx affinity groups serve as an external advisory group, supporting our organization's focus on building diverse talent and multicultural partnerships. The LGBTQ+ affinity group allows us to connect with colleagues to engage our workforce in open conversations to help make Genpact more inclusive as we grow. The affinity group for women in AI, digital, and analytics has been making a lasting impact on creating wide-ranging opportunities for women in STEM fields. The allyship program enables employees of all backgrounds to support their colleagues

Professional development & training: Women's Leadership Program, a twelve-month course designed in collaboration with Harvard Business Publishing to accelerate the careers of the next generation of female leader. sRacial Equity Sponsorship program that promotes, rewards, and recognizes our Black and Latinx employees by honing their skills for top management positions.Scholarship and mentorship program for young girls from low-income backgrounds across India in partnership with the non-profit Udayan Care.

Chief Diversity Officer: Stacy Simpson Chief Marketing Officer, Global Leader of Corporate Responsibility and Diversity, Equity, and Inclusion

DEI committees: Yes

DEI practices in hiring: Attracting diverse talent. Genpact is dedicated to recruiting from a diverse talent pool by working with partners and universities that specialize in hiring candidates from underrepresented communities and strengthening our employee referral programs.

Strategic goals related to DEI: Yes

Education and upskilling for historically minoritized groups: Yes

Professional development & training: Our organization offers tuition reimbursement to full-time employees as well as training opportunities.

Education and upskilling for historically minoritized groups: We offer tuition reimbursement and training opportunities.

Additional Measures: Our goal in our Franklin County team is to build a diverse and inclusive team that meets the needs and represents the diverse community that we serve. 

Organizational approach to DEI: Girl Scouts of Ohio's Heartland is committed to promoting an enriching and supportive climate that allows all staff, girls, and members to thrive and succeed. Through our DEI education and initiatives, we strive to create a workplace that reflects the communities we serve and empowers all to live the Girl Scout Law to the fullest. Our continued focus for diversity, equity, and inclusion is critical to achieving the best programming for the Girl Scout community today and in the future.Diversity, equity and inclusion are core values of Girl Scouts of Ohio's Heartland. We aim to empower every Girl Scout to make the world a better place. We acknowledge the impacts of systemic racism and oppression, and we are committed to working together to build an anti-oppressive society and continuing that journey within our own organization.https://www.gsoh.org/en/about-girl-scouts/about-gsoh/dei.html

Employee resource groups:The Girl Scouts of Ohio's Heartland C.A.R.E. Group (Cultural Awareness, Representation and Equity) is a dedicated group of self-selected employees who wish to be proactive in creating a better work environment that prioritizes: equity, inclusion, diversity, equality, empathy, and kindness to all people.  C.A.R.E. strives to create educational opportunities, facilitate healthy dialogue, and to create a staff culture that elevates voices that are representative of the diverse membership that we serve.

Professional development & training: Staff have the opportunity to select development and training from external organizations that they are interested in and work with their respective supervisors.

Chief Diversity Officer: Currently, Amanda Reeves is our Vice President of Human Resources is leading our DEI initiative for Girl Scouts of Ohio's Heartland.

DEI committees: The Girl Scouts of Ohio's Heartland C.A.R.E. Group (Cultural Awareness, Representation and Equity) is a dedicated group of self-selected employees who wish to be proactive in creating a better work environment that prioritizes: equity, inclusion, diversity, equality, empathy, and kindness to all people.  C.A.R.E. strives to create educational opportunities, facilitate healthy dialogue, and to create a staff culture that elevates voices that are representative of the diverse membership that we serve.

DEI practices in hiring: Girl Scouts of Ohio's Heartland continues to strengthen practices to further diversify the workforce to reflect the communities we serve.

Strategic goals related to DEI: Girl Scouts of Ohio's Heartland  fosters a positive culture throughout the organization that embraces diversity, inclusion, effective communication, and customer support.

Additional Measures: Our organization continues to strengthen our  DEI practices.

Additional Information:  Please see information introducing our new CEO of Girl Scouts of USA.https://blog.girlscouts.org/2022/02/sofia-chang-girl-scouts-new-ceo.html

Organizational approach to DEI: As Girl Scouts, it is our duty to make the world a better place, and that includes standing against racism, violence, and hate. We understand and share the outrage felt by the country in wake of the shootings of too many Black men and women who have fallen victim to this cycle of hate. We need to reiterate a very important fact: Black Lives Matter. Enough is enough.Girl Scouts strives to be a safe space for girls, families, and volunteers. We are fully committed to helping our communities and guiding our girls through this time.After all, it's in the Girl Scout Law that we will do our best to make the world a better place and be a sister to every Girl Scout.Together united, we will overcome this adversity. We still have a long way to go, but change starts by having these uncomfortable conversations on a regular basis.

Employee resource groups: Yes.

Professional development & training: GSWO works with outside organizations to offer trainings and workshops through the year for staff

DEI committees: There's a committee that created our DEI statement, works with outside groups to offer trainings etc.

Organizational approach to DEI: It is a core value of Godman Guild Association to respect ourselves, each other, and members of our community. We are committed to providing a caring, friendly, and safe environment for ourselves and our participants so we can all thrive in a relaxed and secure atmosphere. As such, this agency will not discriminate against any employee or applicant for employment because of race, color, religion, creed, sex (including sexual harassment), age (40 years or more), national origin, sexual orientation, gender identity, disability, genetic information, or any other protected class.www.godmanguild.org

Employee resource groups: Our entire organization is focused on social and economic equity-- it's literally what we do.   All staff are involved in a day to day basis.

Professional development & training: Ongoing training on awareness and inclusion, as well as opportunities to implement.  We have regular staff training on inclusion such as cultural history of racial discriminations, unconscious bias, pronoun use, intersectionality, mental health, and ableism.

Chief Diversity Officer: Included responsibilities of our Chief People and Compliance Officer.  They take initiatives for educating and encouraging staff to take a culturally humble approach, and build strategies to promote equity within both the organization and the community at large.

Strategic goals related to DEI: In process of developing specific metrics; currently doing data analysis but this is an ongoing discussion and measurement.

Education and upskilling for historically minoritized groups: Yes

Additional Information:  This is not just an internal commitment, but an external one to facilitate change in the world.  As a nonprofit we take ownership for addressing many of the

Organizational approach to DEI: https://www.gravityitresources.com/diversity/

Employee resource groups: Gravity IT Resources has partnered with multiple upskilling organizations - including Per Scholas, CareerCircle, and Augusta HiTech - to connect new upskilling program graduates with companies willing to hire them for entry level IT positions.Gravity IT Resources has developed a proven, innovative referral platform to provide newly upskilled entry level tech workers with access to entry level IT job referrals.

DEI practices in hiring: Gravity IT Resources believes a diverse workforce improves outcomes and results for our clients.Gravity IT Resources employs a focused strategy to improve diversity, equity, access & inclusion within our contingent and full-time workforce recruitment strategies. It's no secret that most of the new and higher paying career opportunities in the next decade will be in the technology field. Gravity has adopted an AI/ML platform that identifies & highlights diverse candidates in our Applicant Tracking System (ATS) for technology positions.  These candidates receive priority screening and those that fit our client's technical skills requirement are rapidly presented.  This system pays DEA&I dividends for our clients on day 1.

Strategic goals related to DEI: GravityIT's ground-breaking referral program also plays a role in the positive impact they are making for Diversity and Inclusion within the tech industry.  Research from Jobvite shows that referrals are the most productive source for finding talent for open tech positions.  In fact, > 40% of IT hires are made through referrals and these candidates perform better and stay longer once on your team.  The problem is recent upskilling graduates are new to the tech industry and therefore unlikely to be referred for open roles.

Organizational approach to DEI: Diversity Statement - In recognition of Hattie Larlham's responsibility to the people who receive services and to its employees, Hattie Larlham reaffirms its commitment to cultural diversity. Hattie Larlham will ensure fair and equitable treatment in its employment practices, volunteer involvement, selection and management of vendors, suppliers and contractors.It will not discriminate on the basis of race, color, religion, sex, gender identity, sexual orientation, age, disability, national origin, religion, military service (active or inactive), veteran status or any other basis protected by state or local laws. Hattie Larlham's commitment to equal opportunity applies to fair treatment in job recruitment, job placement, job compensation, promotion, job training, transfers, layoffs, termination, education and social and recreation programs.

Employee resource groups: Currently under development.

Professional development & training: New hire orientation training: Mandatory monthly trainings, Professional development courses, Our Professional Development Department handles all training for the organization.

DEI practices in hiring: As a provider for individuals with intellectual and developmental disabilities, we understand that diversity, equity, and inclusion are important for all people. We have policies and procedures in place that promote a fair, legal employment process and must meet all requirements of local, state, and federal law as well as rules by the Ohio Department of Developmental Disabilities.

Strategic goals related to DEI: The Talent Acquisition Team is not involved in measuring strategic DEI goals.

Education and upskilling for historically minoritized groups: Work in progress

Additional Measures: Continual renewal of all policies.

Organizational approach to DEI: Our calling statements refer to "all God's children" and we mean that. We have an Anti Racist Network and we also have are an "Open and Affirming regardless of sexual orientation". Here are a few links: https://heartlanducc.org/wp-content/uploads/2021/05/Heartland-Conference-Why-Calling-and-Covenant-.pdf https://heartlanducc.org/wp-content/uploads/2021/02/ONA-Resolution-Ohio-Conference.pdf https://heartlanducc.org/anti-racism-network/

Employee resource groups: See above.

Professional development & training: See above and it is covered in our staff training.

Chief Diversity Officer: We are a small organization. Our Conference Minister (CEO type) holds this role and works with the Anti-Racist Network. See links above for more detail.

DEI committees: Anti Racism Network https://heartlanducc.org/anti-racism-network/

DEI practices in hiring: This is one reason why I am recruiting at The Ohio State University. I would love to have a more diverse staff.

Additional Information:  We have identified "Anti-Racism" as a priority for the Conference for the next 4 years and are in the beginning stages of developing our plans.

Organizational approach to DEI: Impactionable does not discriminate in any manner contrary to law or justice on the basis of race, color, sex, age, religion, sexual orientation, national origin, disability or veteran's status in administration of programs or in the employment of faculty and staff. EOE.

DEI practices in hiring: We are a women of color-owned business and Impactionable does not discriminate in any manner contrary to law or justice on the basis of race, color, sex, age, religion, sexual orientation, national origin, disability or veteran's status in administration of programs or in the employment of faculty and staff. EOE.

Education and upskilling for historically minoritized groups: We help our team apply and be placed for jobs or opportunities that could further their professional development.

Additional Information: Being a women of color-owned business, we made it our mission to provide systemic and equitable opportunities for BIPOC and marginalized groups to take action. Whether it is through connecting candidates to jobs with socially conscious organizations or by providing equity-free funding through our Competitions; meeting talent where they are so they can take action has always been our “why.” Since launching, 70% of our 20,000+ community members identify as people of color with 55% identifying as female or non-binary members. Additionally, of the 300 candidates placed in jobs, 60% were from underrepresented backgrounds. Since launching our Social Innovation Competitions, 100% of our winners who received funding opportunities for their early stage startups identified as members of the BIPOC community. Our long-standing commitment and experience in this space has equipped us with the tools we need to navigate complex social issues and create new models of leadership that can benefit generations to come.

Organizational approach to DEI: At Ingevity, our everyday interactions and long-term success are fueled by a vibrant, team-oriented culture with an energy that's felt at our locations and in customer interactions across the globe. Our people have a shared understanding that it's our individual differences helping us make a greater collective impact. At the heart of our efforts, we aim to strengthen capacity for empathy and inclusive leadership, foster a sense of community and belonging, and structure our systems, policies and processes to enable employee success.https://www.ingevity.com/diversity-equity-inclusion/

Employee resource groups: We currently have 3 Employee Resource Groups (ERGs) to promote a positive and inclusive employee experience for our women, Black, and Latino colleagues. All Ingevity employees are welcome to join these ERGs. Our ERGs goal is to build community, support personal and professional development, strengthen business impact internally and externally, and promote a diverse, equitable and inclusive workplace.

Professional development & training: Ingevity has a Career Mentoring Program which is a global, one-to-one or group mentoring relationship that connects mentees with leaders in the organization to learn and develop. Career mentoring helps you to expand networks, gain new knowledge and insights as well as build new skills.

Chief Diversity Officer: On July 6, 2021 Ingevity announced Johnetta Greene as its first Chief Equity, Inclusion and Diversity Officer (CEIDO). In this new role, Johnetta will be responsible for shaping and elevating the company's equity, inclusion and diversity strategy, awareness and advocacy efforts.

DEI committees: The DEI Taskforce achieves it's mission by: -Using data-driven insights for rigorous evaluation. -Providing educational experiences that produce personal growth and examination of biases.-Leveraging collaboration across Ingevity, increasing involvement.-Challenging ourselves to be accountable to improving the experience.

DEI practices in hiring: We are committed to recruiting, empowering and accelerating diverse talent to building upon the contributions of each unique voice to accelerate innovation and achieve strategic goals.

Strategic goals related to DEI: We have 4 strategic strategies that include recruiting and developing the best team, elevating equity, building an inclusive culture, and supporting our communities.

Education and upskilling for historically minoritized groups: Sponsor historically minoritized groups in their STEM education and provide opportunities for veterans to gain skills in our industry

Organizational approach to DEI: InterExchange strives to create a common ground where our staff can celebrate diversity and foster an environment of mutual respect & understanding. We seek to discover how to become more inclusive global citizens by creating space for sharing, intercultural awareness, and growth.

Professional development & training: https://www.interexchange.org/about/diversity/

DEI committees:  In June 2020 InterExchange organized and implemented a staff-led Diversity, Equity, and Inclusion (DEI) Committee. The committee provides a diverse group of staff with an opportunity to help guide and design the efforts of InterExchange as it fosters a more inclusive experience both internally, as well as for our participants, hosts, and partner organizations. Our goal is to amplify the voices of staff, participants and hosts from marginalized groups on topics related to our work in international cultural exchange, and to help guide our Leadership Team and their overall commitment to diversity, equity, and inclusion within the organization and in the field of cultural exchange.

Strategic goals related to DEI: Our goals are to share what we've learned with our hosts and participants, and ideally with new team members. Some of our specific goals include: Building Allyship through Education: DEI events and training, Conducting data analysis, Pursuing opportunities to promote & foster greater diversity Infusing programs and departments with DEI resources, training, & orientation, Building external alignments

Education and upskilling for historically minoritized groups: Professional development and educational reimbursement program available for all staff.

Organizational approach to DEI: PROMOTING EQUITABLE AND ETHICAL TREATMENT FOR ALL: Our Commitment: Ensure underrepresented and vulnerable groups are treated equitably and ethically.   Our Approach: Accelerate our current efforts through training and hiring practices, advocacy and responsible sourcing initiatives.https://www.jmsmucker.com/our-impact/equitable-and-ethical-treatment

Employee resource groups: Pride Alliance (LGBTQ+) and BLAC (Black Leadership and Allyship Council) Employee Resource Groups

Professional development & training: Coordinated more than 8,500 hours of employee programming on education and understanding, Host panels to reflect the unique experiences of under-represented groups to increase employee understanding while encouraging empathy and allyship, Publish regular content to celebrate our differences and increase understanding

Additional Measures: Firmly believe that an inclusive environment and diverse organization strengthens our Company and enables every employee to reach their full potential, Focused on three pillars: Promoting a Diverse Workforce. Maintaining an Inclusive Environment for All Employee. Sharing Our Efforts with External Constituents to Support Greater Cultural Awareness and Sensitivity in Society

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Organizational approach to DEI: Yes.

Employee resource groups: Yes.

Professional development & training: Yes.

DEI committees: Yes.

DEI practices in hiring: Yes.

Organizational approach to DEI: Kehilla Kedosha: Creating A Safe, Welcoming, Inclusive Community At Camp Wise, we strongly believe that when every member of our community feels a sense of belonging, they are able to explore who they are and who they want to be, try new things, and venture outside their comfort zone. In our camp environment, we aspire to create sacred spaces grounded in Chesed (compassion) and Gemilut Chasadim (loving-kindness) so that each individual in camp has an opportunity to develop self-respect, self-confidence, and a strong sense of self. Our goal is for campers and staff alike to be proud of who they are and feel supported in celebrating their unique identity and experiences. At Camp Wise, we welcome all who wish to participate in our camp experience regardless of sex, gender identity and expression, race, ethnicity, sexual orientation, religion, family composition, or accessibility.Statement On Gender & Sexuality In alignment with our values, mission, Camp Wise welcomes everyone, regardless of their sex, sexual orientation or gender identity. Camp Wise is committed to making our community a welcoming and comfortable environment for campers, families, and staff.Every member of the Camp Wise community has the right to be addressed by a name and pronoun that corresponds to their stated gender identity. Campers will be housed with the gender that most closely aligns with their gender identification. Discrimination, bullying, and harassment on the basis of sex, sexual orientation, gender identity, gender expression, or family composition is prohibited. It is the responsibility of Camp Wise and its staff to ensure that all campers, including transgender and gender nonconforming campers, feel safe, supported and celebrated in our camp environment.The scope of this responsibility includes ensuring that any incident of discrimination, harassment, hostility or bullying is given immediate attention, including investigating the incident, taking appropriate corrective action, and providing campers and staff with appropriate resources.

Employee resource groups: Yes.

Professional development & training: Yes.

DEI committees: Culture Committee

DEI practices in hiring: Yes.

Organizational approach to DEI: Our goal is to drive success in attracting, growing and retaining a diverse workforce at every level, and achieving diversity of leadership that reflects the diversity of the company as a whole. https://messer.widen.net/s/qqgqwkbbdk/economicinclusionbrochure-view

Professional development & training: We have multiple trainings on our professional development website that are focused around recruiting diverse talent, how to foster an inclusive workplace and how to combat unconscious bias.

Chief Diversity Officer: William Stanford is our Vice President Of Economic Inclusion. He spear heads our workforce diversity and economic inclusion initiatives.

DEI committees: We have created a committee where our entire focus is to strengthen our diverse recruitment process for our co-ops. Our goal is to reach at least 30% diverse co-ops.

DEI practices in hiring: We have set diversity goals for our fulltime and co-op hires. We also partner with HBCU's and other diverse schools to provide scholarships and co-ops to diverse students interested in the construction industry.

Strategic goals related to DEI: We have a goal of 30% diverse talent for our co-op program and a company wide goal of 21% diverse employees.

Education and upskilling for historically minoritized groups: Yes.

Additional Measures: We have 7 scholarships that are targeted towards diverse students, we also partner with  local schools to help train and introduce diverse students to the construction industry.. We also have

DEI practices in hiring: Moxie Pest Control is proudly an equal opportunity employer

Strategic goals related to DEI: Moxie Pest Control is proudly an equal opportunity employer

Additional Measures: Moxie Pest Control is proudly an equal opportunity employer

Additional Information:  Moxie Pest Control is proudly an equal opportunity employer

Professional development & training: Yes

DEI practices in hiring: Yes

Professional development & training: All staff are required to attend cultural competency training and professional development. We are required to provide culturally and linguistically appropriate services.

Education and upskilling for historically minoritized groups: Yes.

Professional development & training: We do a lot of PDs through an organization called LEAD that focuses on DEI and mental health in the camping world.

DEI practices in hiring: Yes.

Employee resource groups: Our district sponsors diversity committees at each building comprised of staff and parents to proactively address and respond to pertinent issues.

Professional development & training: Our district has provided keynote diversity speakers as well as workshops for K-12 educators related to DEI work in their particular buildings.

DEI committees: Our committee is comprised of a variety of stakeholders who plan conversations with national speakers in the field and provide feedback based on family and staff experiences within the district.

DEI practices in hiring: Intentional recruitment with organizations serving immigrant populations, people with disabilities, and HBCUs.

Strategic goals related to DEI: 1) Administer age-appropriate student surveys to measure the percentage of students who feel safe at school, supported, have at least one staff member to approach with problems, and the effectiveness of specific programs offered in grade-levels. 2) Implement age-appropriate student programs, including the R Factor and building inclusive campus culture initiatives (building and district committees,continuation of diversity, equity and inclusion work, staff professional development, partnerships with external experts, etc.), to enhance school and district climate, culture, and well-being.

Additional Information:  Our district seeks and continues to partner with experts in the field of DEI in order to evaluate and improve our culture and climate.

Organizational approach to DEI: At New Home Star, we will create a sustainable, diverse, equitable, and inclusive community that empowers our team members and our partners to continue to be leaders within our industry. This means encouraging open conversation, hiring diverse talent, and continually learning from one another. This ensures we’re creating the best careers for our people and the best service for our clients.

Professional development & training: We currently offer coursework accessible to everyone, including new hires, for online courses pertaining to DEI.

DEI committees: In the past few years, New Home Star has created a DEI Committee to assist with initiatives such as more DEI focused trainings, implementing new tools, and providing more access to information. Our motto for the committee is "Access to information is equity" and we want to provide a transparent look into our processes as a company.

Strategic goals related to DEI: Yes

Professional development & training: We address DEI through our orientation process and through other activities throughout the year including presentations and professional development.

Organizational approach to DEI: We believe in putting people first. Doing the right thing. Creating a culture of respect. These are the principles our company was founded on, and what we've been committed to since day one.We know that the best client service and financial industry leadership starts with our people-building a diverse team and an inspiring, inclusive workplace where everyone can be, and do, their best every day. The people we need should represent the great diversity of our communities, including people of all abilities and anything else that makes us unique as individuals. The collective ideas, opinions, and creativity of a diverse workforce is necessary to deliver the innovative financial solutions our clients need.But we can't stop there. We're dedicated to supporting and promoting diversity not just within our company, but within our communities and the businesses and suppliers we partner with.https://www.northwesternmutual.com/our-commitment-to-diversity/

Employee resource groups: Our award-winning Employee Resource Groups (ERGs) help us create a more diverse and inclusive mindset and workplace from the ground up. They also offer opportunities for professional and personal growth. These voluntary groups have formed among commonalities of ethnicity/race, ability, gender, nationality, generation, military/veteran status, gender identity, and sexual orientation and include African-American, Asian, disABILITY Alliance, Generations, Hispanic, PRIDE (LQBTQ+), Military Veterans, Women

Professional development & training: Our employees and advisors participate in sessions on active allyship, inclusive culture, development and retention of diverse leaders, and anti-racism education. We also have a team dedicated to one-on-one and group diversity coaching for employees in leadership roles.

Chief Diversity Officer: Ron Adam, VP of Diversity and Talent, is based in our Milwaukee corporate office. Ron's leadership drives diversity awareness/training and increased inclusion by leveraging topics that include: SARE, Allyship, Building an Inclusive Culture, Diverse Market Insights, D&I Councils, D&I Training & Education, Events and Experiences, and Roles in Leadership.

DEI committees: Over 47 groups representing employees and advisors across our company give input and insight into recruitment and retention, education, and community engagement to help us make an even bigger impact.

DEI practices in hiring: Yes, our company has released several resources within diverse markets about how to best build a relationship with them and cater to their needs through a selection process.

Education and upskilling for historically minoritized groups: https://www.northwesternmutual.com/our-commitment-to-diversity/

Additional Measures: Every year, we recognize advisors who are making a difference in communities across the country through our Community Service Awards, awarding around $6M grants to nonprofits on their behalf.Female-founded startups receive less than 3% of the approximately $80 billion in venture capital every year. Northwestern Mutual Future Ventures is dedicated to changing that, investing $20 million of its funding in tech startups founded by women.Our Supplier Diversity program helps us build relationships with underrepresented businesses while benefiting the company and the community's strengthening our supply base, providing the best value to our clients, and creating lasting impact in the places we live and work.

Additional Information:  Best Place to Work for LGBTQ+ Equality Perfect Score, Human Rights Campaign Corporate Equality Index, 2015 - 2020 Patriot Award,Employer Support of the Guard and Reserve, 2017 and 2019Association of ERGs ' Council, Top 25 ERGs, African American ERG 2017, Military Veterans ERG-Spotlight Impact Award 2017, Women's ERG 2019, Asian ERG 2019 Forbes' Best Employers for Diversity 2018-2020 Best Place to Work for Disability Inclusion Perfect Score of 100, Disability Equality Index, 2015 - 2020 50 Best Companies for Diversity, Black Enterprise Magazine, 2017

Organizational approach to DEI: The Ohio Department of Development is committed to being an equal opportunity employer by hiring, retaining, and developing a diverse, high-performing staff. Development supports the growth and sustainability of minority businesses in Ohio and provides guidance to Ohio immigrant communities.

Organizational approach to DEI: The State of Ohio is an advanced diverse and inclusive culture, integrating diversity and inclusion into our people, processes, and products so we can provide all Ohioans excellent and efficient service.You can read the full plan by downloading the file attached to this page.https://odh.ohio.gov/wps/portal/gov/odh/about-us/employment/resources/diversity-inclusion-strategic-plan

Chief Diversity Officer: Elaine Stewart and Debra Payne have been appointed as EEO Officers for ODH.

DEI practices in hiring: The Ohio Department of Health Equal Employment Opportunity (EEO) program is committed to fostering a culturally competent workforce that is prepared to meet the challenges and opportunities that diversity presents. Key initiatives include: employee education, training, counseling, outreach, investigations and technical assistance.Ohio's program to assure equal opportunity for all state employees and applicants prohibits discrimination on the basis of race, color, religion, sex (including sexual harassment), sexual orientation, gender identity or expression, genetic information, national origin/ancestry, age (40+), parental status (parenting during pregnancy or immediately after birth, parent of a young child or foster parent), disability, military status or veteran status.HR-D-14 - Employee Anti-Discrimination and Anti-Harassment Reporting Policy and Procedures. EEO Affirmative Action Plan is a detailed set of specific results-oriented practices that are designed to ensure applicants and employees are treated fairly and afforded equal opportunities in all aspects of employment (e.g., hiring, promotion, layoff, training, working conditions, and rate of compensation) in accordance with Ohio Administrative Code 123: 1-49-04(B). The EEO unit is housed within Human Resources Employee and Labor Relations.  If you have any questions about potential violations of our anti-discrimination policies or wish to file a charge of discrimination, please contact the EEO unit representatives listed above. A representative will discuss your concerns with you, document the issues, attempt to resolve them informally and/or assist you with filing a formal discrimination complaint. Internal complaints must be filed within thirty (30) days of the alleged violation date. You also have the option of filing a complaint with the Department of Administrative Services Equal Opportunity Division (DAS/EOD) within thirty (30) days of the violation date.

Organizational approach to DEI: https://epa.ohio.gov/

Employee resource groups: Diversity and Inclusion Committee, Employee Engagement Committee

Professional development & training: Yes

Chief Diversity Officer: Part of the role of HR Manager and HR Analyst.

DEI committees: Yes

Strategic goals related to DEI: Yes

Organizational approach to DEI: A culture of Culture Value: inclusion, attentiveness,learning and development https://dining.osu.edu/posts/documents/su21-dining-student-employee-manual-final-web-accessible.pdf

Employee resource groups: Student Community Leaders serve to create and cultivate a respectful,engaged, and inclusive community within a dining operation.Throughout the academic year, these student leaders educate their peers on the importance of wellness, diversity, and sense of belonging through one on one conversation and variety of participatory programing events

Professional development & training: Yes

Chief Diversity Officer: Yes

DEI committees: Yes

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Education and upskilling for historically minoritized groups: Yes

Organizational approach to DEI:

Employee resource groups: We actively have a diversity team at Kenworth Chillicothe.  Several events take place throughout the year at our location surrounding diversity  and inclusion. 

Professional development & training: See above response.

Chief Diversity Officer: Our Diversity Officer is our HR Manager - Kellie Gunn.

DEI committees: Yes

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Education and upskilling for historically minoritized groups: Yes

Organizational approach to DEI: "Dimensions, the Park Place Diversity, Equity and Inclusion program, ensures our culture respects all visible and invisible differences to create an equitable, healthy, and high-performing organization in which all individuals feel valued and their contributions are appreciated. Ongoing training, mentoring and recruitment are all addressed by the Dimensions programs."https://www.parkplacetechnologies.com/company/social-responsibility/

Employee resource groups: Dimensions and Business Resource Groups (BRG) represent vital voices within Park Place Technologies leading to our collective success and appreciations of diverse experiences. The different Business Resource Groups have executive sponsors, leaders, and a clear charter. The different groups are as follows: Women's BRG, People of Color BRG, PRIDE BRG, Philanthropy BRG, and V.E.T. BRG. The different Business Resource Groups reflect the unique culture, mission and strategic objectives of Park Place Technologies.

Professional development & training: Unconscious Bias included in Recruiter and Manager interview training.

Chief Diversity Officer: Our DE&I leader is Frank Warren, who leads Dimensions. He is the Regional Vice President of Sales in Denver, Colorado.

DEI committees: Dimensions - Dimensions was launched in 2021 with an ambitious agenda to promote DE&I at Park Place Technologies. With a year behind us, Dimensions subcommittees will become Business Resource Groups with a formal charter, leader, and executive sponsor to support the BRGs and remove barriers. This structure will provide BRGs greater autonomy to provide a voice for team members and to become a valuable business resource to PPTDimensions will remain the umbrella organization to coordinate efforts among the 5 initial BRGs

Education and upskilling for historically minoritized groups: Sales training is upskilling and the Sales Development Associate cohort classes are diverse.

Organizational approach to DEI: https://www.peacecorps.gov/zambia/preparing-to-volunteer/diversity-and-inclusion/

Professional development & training: Once Volunteers arrive at their sites, diversity and inclusion principles remain the same but take on a different shape, in which your host community may share a common culture and you ”the Volunteer”are the outsider. You may be in the minority, if not the sole American like you, at your site. You will begin to notice diversity in perspectives, ethnicity, age, depth of conversation, and degree of support you may receive and may need to make adjustments. During pre-service training, a session will be held to discuss diversity and inclusion and how you can transcend differences, find common ground, and serve as an ally for your peers.

Chief Diversity Officer: https://www.peacecorps.gov/news/library/peace-corps-welcomes-new-senior-advisor-director-dr-darlene-grant/

DEI committees: https://www.peacecorps.gov/news/library/peace-corps-commitment-to-addressing-racial-and-social-injustice/

DEI practices in hiring: The Peace Corps seeks to reflect the rich diversity of the U.S. and bring diverse perspectives and solutions to development issues in the countries we serve. For the Peace Corps, diversity is a collection of individual attributes that together help the agency pursue organizational objectives efficiently and effectively.

Additional Measures: As a facility designed for individuals with disabilities, our who mantra revolves around accessibility and inclusivity. We have always had a diverse work force looking for opportunities to grow and excel in this field.

Organizational approach to DEI: Yes we do! https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/

Employee resource groups: We have team member resource networks.  The following is the link to that page.https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/

Professional development & training: https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/

Chief Diversity Officer: https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/

DEI committees: https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/

DEI practices in hiring: We provide our leaders with a diverse slate of candidate that ties directly into our recruiting strategy.https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/

Strategic goals related to DEI: https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/

Education and upskilling for historically minoritized groups: HBCU and Detroit based goals for our organization

Additional Measures: https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/

Additional Information:  https://www.myrocketcareer.com/working-here/diversity-equity-inclusion/ This site is a one stop shop for us everything DEI

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

DEI practices in hiring: Yes.
 

Organizational approach to DEI: We propel human potential. SEO Career recruits and trains high achieving Black, Latinx, and Native American college students for challenging summer internships that lead to coveted full-time jobs. What sets us apart is a combination of coaching, training, exposure, high standards, and a powerful, lifelong alumni network.No other organization has our metrics and track record as a pipeline for underrepresented, entry-level talent on Wall Street and at Fortune companies.https://www.seo-usa.org/career/

Professional development & training: SEO Career is the nation's premier FREE professional development program for recruiting and training high-achieving undergraduates for PAID summer internships that can lead to coveted, full-time jobs. SEO Career provides access to opportunity to students who have been historically excluded from industries across Wall Street and Corporate America, including Black, Latinx, and Native American undergraduates. Our program offers ACCESS to internships, intensive training, and coaching. 90% of interns receive full-time job offers from partner companies! Internship Opportunities are available in Investment Banking, Alternative Investments, Markets, Finance/Accounting, Consulting, Marketing/Sales, Human Resources, Operations, Real Estate, Technology/Engineering and much more!

Chief Diversity Officer: Because our non-profit is a diversity organization, our Chief Diversity Officer is also our CEO, William Goodloe. If you're looking for a more specific position, Patricia Diaz-Swedin is our VP of People and Culture.

DEI committees: We have a regularly meeting space for DEI conversation that is not assigned to specific individuals on the team because we're all charged with contributing.

DEI practices in hiring: Over 80% of our team within SEO Career identifies as non-white. We continually seek diverse backgrounds in identity and experiences.

Education and upskilling for historically minoritized groups: The entire SEO Career program aims to serve historically disenfranchised students in getting them connected with Wall Street, Fortune 500 firms, and emerging tech roles.

Additional Information:  I'd recommend checking our SEO-USA.org to see how we are a 60 year nonprofit that prioritizes diversity as our #1 goal.

Professional development & training: Yes

Chief Diversity Officer: Yes

DEI committees: Yes

DEI practices in hiring: Yes

Organizational approach to DEI: Our statement has not yet been posted to the website, however Spy Coast Farm remains committed to supporting people of all backgrounds to pursue scientific excellence in the equine and scientific fields.

Employee resource groups: Currently, we host diversity events with other Lexington organizations like the Legacy Equine Academy, and welcome all employees to attend.

Professional development & training: Currently, we are working with outside organizations like the Tom Bass Seminar for Diversity in Equestrian Sport, which includes organizations such as the US Equestrian Federation. We are a small business (75 employees) so our work with outside organizations is incredibly important.

Chief Diversity Officer: I (Harper Carbone) am in charge of Spy Coast's DEI efforts. As we are a small business, my title is Educational Outreach and Events Coordinator. My goal is to use our expansive event facilities and highly qualified veterinary and scientific staff to bring in organizations dedicated to DEI efforts. Through these events, I recruit new employees and interns of all backgrounds.

DEI committees:

DEI practices in hiring: Spy Coast recruits on a variety of platforms in both English and Spanish in an effort to make our positions more accessible to the bilingual community in Lexington.

Strategic goals related to DEI: Currently, Spy Coast is trying to recruit a more diverse audience for our internship and scientific positions.

Education and upskilling for historically minoritized groups: Spy Coast makes every effort to promote employees from within the organization to give all of our staff opportunities to grow

Additional Measures:

Additional Information:  

Professional development & training: We do a number of diversity and inclusion trainings for staff and we are a program that serves youth with disabilities so inclusion is a core component of our trainings.

DEI practices in hiring: We wish to recruit staff from all over the world who are best suited to work with our children and teens. We have thus developed relationships with staffing agencies such as CIEE that have world partners in countries that have been underserved in the J-1 exchange program for example.
 

Organizational approach to DEI: https://www.teachforamerica.org/what-we-do/values

Employee resource groups: Asian American & Pacific Islander Alliances, Black Community Alliances, Latinx Alliances, National Prism Alliances (LGBTQ+ Community), Native Alliancehttps://www.teachforamerica.org/life-in-the-corps/your-tfa-network

Professional development & training: Yes - this differs for different areas of the organization. Our Recruitment Team, for example, engages in weekly DEI trainings over the summer, and in twice monthly trainings during the school season. For our corps members (the position for which we're currently recruiting), all members participate in a 6-8 week-long summer training focused on developing anti-racist educators and continue to develop their understanding of DEI practice in the classroom and in social impact through monthly trainings/personal development sessions.We most recently partnered with the Racial Equity Institute and had all staff members attend their Groundwater and Phase 1 Workshops (https://www.racialequityinstitute.com/ourservices). We also have lead our own weekly DEI small group sessions around dismantling white supremacist culture in our workplace, working to change inequitable systems at the groundwater level, and how to support staff in creating their own goals for personal DEI development.

Chief Diversity Officer: Dr. Barbara Logan Smith is chief officer of our organization's Office of Diversity, Equity, and Inclusiveness (DEI). As Chief of DEI, she serves as an advisor to the CEO and a senior leader in Community Impact and Operations.

DEI committees: The Collective is Teach For America's association for alumni of color. The National Advisory Board of the Collective is composed of alumni of color who help lead national initiatives and provide strategic guidance to Teach For America's senior leadership.

Education and upskilling for historically minoritized groups: In 2020, TFA launched an initiative called Black Educators Promise (BEP), a five-year grant to specifically invest in retaining Black educators teaching in our network beyond their two-year commitment and into a 3rd and 4th year. As part of this initiative, TFA provides direct-to-participant BEP Grants, awarding $600 to each Black incoming TFA corps member and $1000 to 2nd-year corps members who commit to teaching a 3rd year in a predominantly low-income school. (https://www.teachforamerica.org/black-educators-promise-grant)

Organizational approach to DEI: TECH CORPS is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. TECH CORPS is committed to building a culturally diverse team and strongly encourages applications from female and minority candidates.https://techcorps.org/careers

Employee resource groups: Our organization is small, and our entire team (10 employees) focuses on DEI year-round.

Professional development & training: Our team members are involved with various groups/committees/organizations to receive ongoing PD/training/resources.

DEI committees: Our organization is small, and our entire team (10 employees) focuses on DEI year-round.

DEI practices in hiring: We are committed to building a culturally diverse team and strongly encourages applications from female and minority candidates.

Strategic goals related to DEI: Our goal each year is to have staff that reflects the communities we serve. For 2022, one of our specific goals is to increase our Hispanic/Latinx staff by 5%.

Education and upskilling for historically minoritized groups: Our staff members can present any development/growth opportunity to the Director of Operations or National Director for approval.

Organizational approach to DEI: It is the policy of TRC Inc. to provide equal opportunity in all areas of employment practices, without regard to race, color, religion, national origin, sex, age, disability, sexual orientation (LGBTQIA+), veteran status, or any other reason prohibited by law. https://www.trcpg.com/careers/

DEI practices in hiring: It is the policy of TRC Inc. to provide equal opportunity in all areas of employment practices, without regard to race, color, religion, national origin, sex, age, disability, sexual orientation (LGBTQIA+), veteran status, or any other reason prohibited by law.

Organizational approach to DEI: Yes.

Employee resource groups: Yes.

Professional development & training: Yes.

Chief Diversity Officer: Yes.

DEI committees: Yes.

DEI practices in hiring: Yes.

Strategic goals related to DEI: Yes.

Education and upskilling for historically minoritized groups: Yes.

Organizational approach to DEI: Create and foster a workplace where Diversity, Equity, Inclusion and Accessibility are at the forefront of our organization and practices. https://wosu.org/about/diversity/

Professional development & training: WOSU doesn't offer its own Professional Development but Ohio State does.

Chief Diversity Officer :WOSU has a DEI Team. Ohio State has the Office of Diversity.

DEI committees: In 2020, WOSU created the Diversity, Equity, Inclusion and Accessibility (DEIA) team made up of volunteer members of the staff. The team develops recommendations toward advancing racial equity and other issues and advises senior staff and members of the Friends of WOSU Board on action steps. We are proud to work with a Board that is representative of the Central Ohio community.

DEI practices in hiring: The DEI team provides info on how to recruit a more diverse set of candidates.

Organizational approach to DEI: https://www.westerville.org/about-westerville/diversity-inclusion

Chief Diversity Officer: Diversity Equity, Inclusion, and Inclusion Director: The DEI director position was created earlier this year to build upon Westerville City Council and administration's work in forming legislation and programs to promote a safe, inclusive community.

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Organizational approach to DEI: Our Diversity, Inclusion and Global Innovation Statement The YMCA of the Rockies will reach out to and welcome all people and organizations of good will and ensure that the rich gifts of diversity are reflected and respected at all levels.Our Commitment to All People:We will serve a diverse population, inclusive of all people of good will.  Reflecting our Christian Mission, we will be inclusive and welcoming of all people of good will.  Our activities and facilities will be inclusive, accessible, and available to the diverse worldwide community we serve.Mission: YMCA of the Rockies puts Christian principles into practice through programs, staff and facilities in an environment that builds a healthy spirit, mind and body for all.Our goal is to offer challenging experiences to build leaders through life-long skill development in a safe, imaginative, natural setting. We instill confidence through independence and interpersonal skills. We challenge our campers to discover their true selves.

Employee resource groups: As a summer camp, we ask for staff volunteers to help lead discussions and support for DEI efforts within the confines of summer camp. We have resources from YMCA of the Rockies to help support that work as well.

Professional development & training: During staff training we will go through DEI trainings with internal and external presenters.

Chief Diversity Officer: We have a Task Force of the Board of Trustees on DEI and a VP staff lead that reports to the Board Task Force.

DEI committees: We have staff that work together across both centers to ensure a DEI training is offered once per quarter for all staff. These trainings could be an outside presenter, book study, or video.

DEI practices in hiring: We are working diligently to update our hiring to try to remove personal bias and also show outwardly that we are a safe space for all.

Strategic goals related to DEI: Our Board Task Force on DEI has measurable goals that are part of our annual performance reviews.

Education and upskilling for historically minoritized groups: Training is offered at all levels to all people.

Additional Measures: We are seeking out partnerships to teach and to provide applicants that are historically underrepresented.

Additional Information:  This is a work in progress and we have more to do to make it better, we are open to insights and learnings from outside sources.

DEI committees: We have a DIG subcommittee on our advisory board as well as a DIG committee in the Toledo Y Association.  We encourage our staff to become involved in either of these committees both during and after their time of employment.

Strategic goals related to DEI: Prior to COVID (and hopefully resuming quickly when feasibly safe to do so), we had begun to partner with groups to bring campers from marginalized communities to camp.  These included partner groups who rented camp out as a retreat center or to bring identified individuals to camp through financial assistance.

Organizational approach to DEI:

Employee resource groups: Yes

Professional development & training: Yes

Chief Diversity Officer: Yes

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Education and upskilling for historically minoritized groups: Yes

Organizational approach to DEI:

Employee resource groups: Our organization has a DE&I Committee that comes together once a month

Professional development & training: Our DE&I Committee provides resources to the organization

Chief Diversity Officer: Not yet,although we do have a leader for the DE&I committee

DEI committees: Our DE&I Committee was formed in 2020 and continues to grow across our organization at our Headquarters and Retail/Outlet space.

DEI practices in hiring: Yes

Strategic goals related to DEI: Yes

Professional development & training: We have training platforms, offer tuition reimbursement and support further education opportunities through schools or organizations that further the education of our employees

Additional Information:  We are a very small organization. We are an EEO employer and value diversity in our company. We are a small company of a larger European company that does focus on more diversity programs. which we filter up into. On our level, we do not have any formal programs in place, but as we grow, will be incorporating more DEI initiatives.