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.

1. Teamed up with Learning and Development to create an Inclusive Leadership program for supervisors and above, based on Korn Ferry’s Inclusive Leadership Framework.
2. Partnered with Learning and Development to optimize the New Employee Onboarding experience with additional opportunities to connect with others and engage with DEI&B. 
3. 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.
4. Talent Acquisition 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. Increased racial and ethnic diversity of leadership from 8.5% to 14.4% in 18 months
2. Increased racial and ethnic diversity of all employees from 8% to 13% over two years
3. Increased projected retention of employees by 7% in nine months (Gallup Survey)
4. Reducing gaps in first-year turnover for all employees by race/ethnicity, thereby demonstrating closing a previous disparity.
5. Employees of all racial/ethnic groups are being promoted at nearly equal rates.

Elizabeth Priller, RN, Director of DEI & Belonging