The reality is that we have a long road ahead before diversity, equity, and inclusion are as integrated into all aspects of our business as we believe they need to be.
We're creating a focused curriculum for all employees to understand the history and impact of systemic racism on people of color - specifically in industries in which we do business - and providing our leaders with training to build and support diverse teams.
Our company-wide approach to Employee Resource Groups includes executive sponsorship, funding, and professional development for ERG Leaders. Current ERGs are focused on BIPOC, Women, LGBTQ and People Living With Disabilities. Over time, we will continue to provide support for all identity groups across the company.
Learn MoreWith the guidance of an external expert, we are conducting a deep-dive assessment of our performance management processes, practices and tools, as well as our recruiting and hiring processes. After that, we will focus on our promotion processes, compensation practices, and HR policies.
We are strengthening our culture and impact by analyzing the following:
Our CEO has developed and communicated clear expectations of our executive leaders, including specific ways we will expect leaders to integrate D&I into how they run their businesses.
Based on what we learn from our Equity Assessments, we will develop plans for ensuring equitable people processes. Our aim is to make any changes to our performance management process in time for 2021 Annual Reviews.
Based on what we learn from our Recruiting Assessment, we will develop new processes, structures, and approaches for Campus, Experienced, and Senior Leadership hiring.
With strong leadership from our businesses, we must put our D&I lenses upon every part of our business, especially those that impact our consumers. This includes how we think about developing content, our customer experience, and what we expect from our partners.
Learn more about how we will continue to strengthen our culture and impact in 2021.
