Diversity Equity And Inclusion
Create work environment that is inclusive, engaged, and demographically represents our community, which enables us to bring the best version of ourselves to work each day.
Growing our people through continuous improvement in a high-performance culture.
Add some metrics, like increase female and people of color in leadership, increase females in production.
Need to “get under the hood” of people strategy.
How to grow our Labor, HR team and Mill team. There is only two ladies in leadership roles and 1 black male in leadership role. Out of 589 employees
Black or African American
52.53%
White:
41.46%
Native American
0.21%
Asian
1.83%
Two or more races:
3.06%
Other race
0.88%
Sample Solution
- Set clear goals and expectations for diversity and inclusion. Make sure that everyone in the organization knows what is expected of them in terms of creating a more inclusive workplace. This could include things like providing training on diversity and inclusion, setting clear policies against discrimination, and creating a system for reporting and addressing incidents of bias.
- Measure your progress and track your results. It is important to track your progress towards your diversity and inclusion goals so that you can see what is working and what needs to be improved. This could involve collecting data on things like the demographics of your workforce, the number of women and people of color in leadership roles, and the number of employees who feel that they are treated fairly and equitably.
Full Answer Section
- Create a culture of belonging. Everyone in the organization should feel like they belong and that they are valued for their unique contributions. This could involve things like creating opportunities for employees to connect with each other across different departments and levels, celebrating diversity and inclusion, and providing opportunities for employees to share their experiences and perspectives.
- Promote diversity and inclusion from the top down. It is important that senior leaders are committed to diversity and inclusion and that they are role models for others in the organization. This could involve things like making diversity and inclusion a priority in their decision-making, speaking out against bias and discrimination, and providing visible support for diversity and inclusion initiatives.
- Target your recruiting efforts to underrepresented groups. Make sure that you are actively recruiting qualified candidates from underrepresented groups, such as women and people of color. You can do this by attending job fairs and networking events in underrepresented communities, partnering with diversity recruiting firms, and using targeted advertising.
- Offer internships and apprenticeships to underrepresented groups. This is a great way to give young people from underrepresented groups the opportunity to learn about your organization and to see if a career in the Labor, HR, or Mill team is a good fit for them.
- Create a mentoring program for underrepresented employees. This can help to support and develop underrepresented employees and to give them the opportunity to learn from and network with more senior leaders.
- Provide training on diversity and inclusion for all employees. This will help to create a more inclusive culture and to ensure that everyone in the organization understands the importance of diversity and inclusion.
- Celebrate diversity and inclusion. This could involve things like hosting diversity and inclusion events, recognizing employees for their contributions to diversity and inclusion, and creating a space where employees feel comfortable talking about their experiences and perspectives.