The senior leadership team sought someone to step in and lead the strategy creation, approval process and initiative rollout for the diversity, equity and inclusion function.
Conducted 50 stakeholder meetings to assess the culture and appetite for DEI initiatives. Wrote the DEI strategy that blended into the organization’s business and people goals. Through the strategic planning process engaged key stakeholders to agree upon and support the rollout of DEI business-centric programming that would blend with key business and people initiatives.
Five years into the DEI initiatives process, the organization looks at a combination of business indicators to assess success. Retention is at its highest level across all populations, including females and/or diverse employee populations. The company’s leadership agrees that this is a journey that will not end but continue to evolve.