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.

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. Started an “Employee Stories” initiative to interview and highlight positive employee experiences related to Learning, Belonging, Mission/Vision, and Best Friend at Work.

1. Increased racial and ethnic diversity of leadership from 8.5% to 14.4% in 18 months
2. Increased ERG membership from 15% to 28% of the total employee population in nine months (industry averages are 12-15% of employee population).
3. Increased projected retention of employees by 7% in nine months (Gallup Survey)
4. Employees that are engaged with an ERG have the highest likelihood of having a best friend at work, scoring at 4.17/5, which represents a statistically significant 0.22 difference between ERG members and non-ERG members
5. First-year turnover is the same for all employees by race/ethnicity, thereby demonstrating a closing previous disparity.
6. Employees of all racial/ethnic groups are being promoted at nearly equal rates.
7. Increased from five to eight ERGs in 2023 (* 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. Quartz Women United

Elizabeth Priller, RN, Director of DEI & Belonging