Leadership at Quartz adopted a DEI&B Statement that challenges all employees to adopt a broad perspective and individual responsibility for addressing inequities caused by discrimination, poverty and exclusion. Our statement is: “Quartz is committed to a diverse and inclusive workplace where all employees, members, and community members’ unique insights, perspectives, backgrounds, and cultural differences are respected and valued.”

The DEI&B Statement:

We respect the differences and perspectives of our employees, members, and our community. We desire to:

1. Create an inclusive workplace environment
2. Team up with community collaborators to improve diversity awareness
3. Educate, build, coach, and promote diversity, equity, inclusion, and belonging
4. Be accountable and measure the impact, influence, and path of our efforts

We develop an inclusive culture, value all perspectives, educate others, show respect for all, serve our community, and evaluate our progress.

The Equity Lens model and the DEI&B Statement cause us to emphasize these areas of focus:

• Education, training, and awareness on DEI&B issues
• Communicating the purpose of the DEI&B Change Team and Executive Strategy Implementation Team committees, plans, and actions to the company.
• Creating opportunities for our employees to participate in DEI&B efforts in multiple ways (committee membership, volunteerism, in-services, and training opportunities, etc.
• Reviewing metrics and providing data to the business.

Created an experiential learning experience for all employees to learn about health disparities and how to act using Quartz-sponsored volunteer hours.

"Belonging at Quartz 1.0" organization-wide DEI&B training:

• Explored dimensions of identities.
• Encouraged inclusive actions in daily life for belonging.
• Shaped vision for "Belonging 2.0" training based on employee feedback.

Belonging 2.0: Advancing Health Equity Together:

• Connects employees positively and authentically.
• Promotes enduring Belonging.
• Helps people find ways to contribute to health equity and Quartz's mission.
• Establishes connections in cross-functional small groups.
• Connects Belonging in the context of health equity.
• Defines and applies pillars of health equity and social determinants of health.
• Explores how our work supports health equity for Quartz members.
• Identifies opportunities for partnerships and collaborations.
• Advances health equity through volunteering and interdepartmental collaborations.

Course Highlights:

• Instructor-led one-hour kickoff meeting for Health Equity overview and baseline assessment.
• Weekly enriching content via email (4 weeks):
• Short video resource (about 5 minutes).
• Weekly focus question for consideration.
• Additional resources for exploration.
• Cohort teams (3-5 employees) engage weekly:
  • Option 1: Live Zoom Meeting (15-20 minutes).
  • Option 2: Exclusive Zoom Chat group for the week.
• Attend a 45-minute reunion meeting led by instructor:
• Share thoughts and celebrate the experience.
• Complete a post-assessment.
• Act and share insights to advance DEI&B and health equity.
• Use 16 hours of paid volunteer time to help improve social determinants of health (food, clothing, education, housing, etc.).

1. Increased sense of belonging for employees that identify as Global Majority by 14% in six months (Gallup Survey)
2. Increased sense of belonging for employees who are in an ERG by 3% in six months (Gallup Survey)
3. Increased organizational goal to 50% utilization of volunteer hours, with an emphasis on social determinants of health
4. Increased projected retention of employees by 7% in nine months (Gallup Survey)

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Other DEI&B Learning Opportunities at Quartz:

1. Annual required DEI&B training for all employees (at least 1x)
2. All new employees required to take Belonging 1.0 (parts 1&2) and Personal Gender Pronouns
3. GEMS playlist for NCQA Culturally and Linguistic Appropriate Services (CLAS)
4. Curated experiential learning opportunities, i.e., DEI&B Fireside Chats and Lunch/Learns with experts representing industries such as the FBI, Mental Health, and Advocacy Groups
5. LinkedIn Learning
6. Executive Training is baked into DEI&B Strategy Meetings

Elizabeth Priller, RN, Director of DEI & Belonging