DI felt the importance of developing a Commitment to Diversity statement to outline the core strategies to support, advance and measure progress.

Collaboratively worked with the D+I Committee to establish the following five strategies:

Talent Recruitment & Retention:

• Actively seek, connect and build our recruiting talent pipeline and job posting notices for all roles including internships by engaging networks and learning institutions who represent a higher mix of Black, Indigenous People of Color, LGBTQ+ and Latinix communities as well as to annually monitor and report our talent mix trends and identify and respond what factors are accelerating or decelerating

Learning/Professional Development & Participation:

• Routinely conduct mandatory unconscious bias trainings for all team members with supervisory and executive level responsibilities to continually challenge and broaden our perspective.
  
  
• Ensure diverse voices are represented, invited and involved in the vision and business development process.

Compensation Equity:

• Conduct annual salary/wage equity reviews to address and ensure the importance of pay equity among all team members, across all levels.

Elevated Localism:

• Support actively through volunteerism, grants and/or sponsorships minority-owned businesses or charities who are in-service to minority communities, right here in the community we serve.

Culture Observance Floating Holiday:

• Give all employees one day annually to observe religious or cultural observances that are meaningful to them

Work has begun across each of the five strategic areas including opening our recruitment pipeline and building relationship with HBCUs and other organizations who support BIPOC, 3rd party review of compensation equity and benchmarking, and initiation of a floating holiday to encourage observance and participation in religious and cultural observances.