The leadership at Quartz acknowledges the economic and cultural advantages of cultivating a culture that actively promotes Diversity, Equity, Inclusion, and Belonging (DEI&B). The organization aims to foster a culture that not only understands the advantages of a diverse workforce but also displays behaviors that are inclusive, supportive, and respectful to all employees. This approach inspired individual employees to willingly contribute their time for the betterment of the community, internally and externally.

Since implementing Belonging to the DE&I Strategy and being a foundational enabler of the organizational strategy, it has enabled a clear path to address the overall well-being of employees.

By employing a holistic and comprehensive approach, the DEI&B Change Team, which includes diverse representation of the organization including the ERG Chairs, helps create a workplace culture where employees from diverse backgrounds feel valued, respected, and empowered to contribute their best work.

Added Belonging to the DE&I strategy and organizational strategy to complete the DE&I picture by addressing the emotional and psychological well-being of employees.

1. Collaborated with Talent Acquisition to develop a Culture and Values Interview Panel Program that includes diverse representation and inclusion-focused interview questions for positions of Supervisor and above.
2. Added LGBTQ+ on Find-A-Doctor Search Tool for patients/members to find providers who are LGBTQ+ friendly, knowledgeable about LGBTQ+ health issues, and provide inclusive care.
3. Teamed up with Learning and Development to create an Inclusive Leadership program for supervisors and above, based on Korn Ferry’s Inclusive Leadership Framework.
4. Refreshed the ERG Pillars of Employees, Culture, Members/Business, and Community with DEI&B Strategy and Overall Business Strategy.
5. Partnered with Learning and Development to optimize the New Employee Onboarding experience with additional opportunities to connect with others and engage with DEI&B. 
6. Enhanced every job description language of “5% other duties as assigned” to reflect activities related to enabling Vision, Mission, Values, Culture, DEI & Belonging, Engagement, Employee Resource Groups (ERGs), and Learning & Development, or any activity that foster employee well-being and connection.
7. Curated and implemented the Change Team charter to provide clarity, guidance, and expectations of participation in the Change Team.
8. Started facilitating Current Events Conversations and Action Item Planning Template.

1. On average, 25-30% of our employees are engaged in ERGs, sense of belonging within these groups has shown a 7.62% increase from the 2022 baseline (Gallup Survey) highlighting the impact of inclusion efforts.
2. 1-year projected retention of overall employees has increased by 6.54% since the 2022 baseline (Gallup Survey).
3. Overall employees have had a 1.72% increase in having a best friend at work since the 2022 baseline.
4. First-year retention of all new employees at or above 92.5%.
5. As of May 2025, increased from eight to nine ERGs (*new):
   1. Black Voices at Quartz
   2. Blended
   3. Diverse Ability
   4. Allies of LGBTQ+
   5. Hispanic/Latinx
   6. LGBTQ+
   7. Military Service Member
   8. Pacific and Asian Voices for Empowerment*
   9. Quartz Women United
6. Updated the Collective ERG North Star to: "To be collectively inclusive, provide equitable access to basic needs for our community members, and have the greatest positive impact for a life well-lived for all."

Elizabeth Priller, RN, Director of DEI & Belonging