We began our Diversity Recruitment strategy by setting up measurable metrics that guide the strategy's progress and effectiveness assessment. We utilized race, ethnicity, and gender data gathered through the company's Affirmative Action plan, comparing it with local census data for the counties we operate in. To enhance accuracy, we're actively working on obtaining more precise Race, Ethnicity & Language (REL) data from our customers.
Our partnerships with non-profit organizations have grown, encompassing work readiness and adult training programs. Our team members are engaged in presenting training modules, conducting mock interviews with potential job seekers, and extending internships and job shadowing opportunities.
Quartz is committed to cultivating recruitment practices that ensure diverse representation across under-represented race, ethnicity, and gender categories in our applicant pools, paving the way for inclusive interview processes.
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.
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.
Elizabeth Priller, RN, Director of DEI & Belonging