Many CECP companies are looking to build and/or strengthen their existing diversity, equity, and inclusion (DEI) strategies both internally (e.g. employee resource groups) and externally (e.g. strategic partnerships), though, according to a CECP-issued survey, “equity” was most often defined as something other than the accepted definition (usually in terms of equality rather than equity).
CECP’s Diversity, Equity, and Inclusion Accelerate Community provided the opportunity for cross-functional leaders from CECP companies to take a deeper dive on priority areas (e.g. defining equity within the corporate context, getting leadership buy-in on incorporating equity into company strategy, and identifying metrics that assess equity) with their peers to advance their DEI strategies individually and in the field. The community drew upon curated CECP and partner expertise and engaged in both in-person and virtual meetings, best-practice sharing, and framework creation.
By the end of the community, participants had developed a collection of resources, case studies, and best practices for incorporating equity into their companies’ recruitment, retention, partner selection, and Corporate Social Engagement goals.