Quartz is committed to building a workforce that is reflective of our communities. We have created expectations for leader responsibility in hiring, engagement, and development of diverse staff at every level. Employees representing Quartz in interviews are required to complete a brief, mandatory interview e-learning before they are eligible to participate in interviews. The training provides participants with the skills and knowledge necessary for conducting meaningful and compliant interviews. The training consists of 11 modules, including but not limited to, topics on Unconscious Bias in the Hiring Process, Behavioral Interviewing, Legal Requirements of Interviewing, Job Candidate Rating Errors, and Making a Hiring Decision. Additionally, interviewers are encouraged to prepare interview questions from a bank of Behavioral Based Interview Questions, categorized by the company’s 4R Core Values (Responsibility, Resourcefulness, Relationship, and Respect) and Diversity, Equity, Inclusion, and Belonging topics to ensure that all hires are aligned with Quartz values and culture.

By employing a holistic and comprehensive approach, Quartz partners internally and externally to recruit, develop, advance, and retain inclusive-minded people. Our aim is to create a workplace culture where employees from diverse backgrounds feel valued, respected, and empowered to do their best work and contribute to improving the lives of our members.

To that end, examples of how departments across Quartz take action to embrace inclusivity follow:

1. Inclusive Interview Panels: Developed a Culture and Values Interview Panel Program for leadership roles, ensuring diverse representation and inclusion-focused questions for Supervisor and above positions.
2. Leadership Training: Developed and continually facilitate the Learning Leader Academy for all people leaders to create a culture of inclusive leadership practices.
3. Mentorship Program: Built a mentorship program to support employee development, foster inclusion, and build cross-functional connections.
4. Enhanced Onboarding Experience: Enhanced employee onboarding by adding more opportunities for connection and engagement.
5. Purposeful Job Description Language: Updated 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.
6. Expanded Internship Opportunities: Enhanced the internship program, which includes partnership with the Boys and Girls Club of Dane County, participation in the State Bar of Wisconsin’s Diversity Clerkship program, employer sponsorship of the Urban League of Greater Madison’s Healthcare Administrative Training Program, and representation on the Latino Academy of Workforce Development’s Employer Council.

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. Increased organizational goal to 50% utilization of volunteer hours.
3. 6% increase in Employee Belonging from baseline in 2024. (Gallup Survey)
4. First-year retention of all new employees at or above 92.5%.
5. 1-year projected retention of overall employees has increased by 6.54% since the 2022 baseline (Gallup Survey).
6. 2025 Gallup Excellent Workplace Award Recipient

Elizabeth Priller, RN, Director of DEI & Belonging