In 2017 a new President and CEO (Philipp Skogstad) was appointed to Mercedes-Benz Research and Development North America, Inc. (MBRDNA). After analyzing the culture at MBRDNA, Philipp realized the organization needed a focused and strategic approach around its DEI efforts. As a result, he initiated several changes including creating a DEI committee on the company’s leadership team. The committee was charged with several DEI related initiatives including incorporating DEI into the organization’s leadership agenda, performing a pay equity study, and providing a plan for DEI training.

In 2020, MBRDNA’s CEO and Chief People Officer recognized the need to strengthen its DEI initiatives. As one measure, MBRDNA rebooted its leadership by creating a DEI Council. Members were selected for the Council, taking into consideration factors such as geographic location, department, job level, race/ethnicity, gender identity or expression, sexual orientation, age, disability, veteran status, and other dimensions of diversity.

The Council’s mission is to promote and uphold diversity, equity, and inclusion within MBRDNA through continuous learning, engagement, and accountability. By developing initiatives and programs that foster a culture of understanding, respect, and appreciation for all individuals, the DEI Council strives to help employees feel safe and empowered to excel.

The DEI Council is committed to identifying and addressing systemic barriers and biases that may prevent certain groups from reaching their full potential, and actively advocating for equitable Company policies and practices.

Since, the establishment and the reboot of the DEI Council the organization has made several DEI related changes that resulted in several outcomes. Some of the outcomes have included adding employee-led Business Resource Groups (BRGs) to the organization, utilizing an external DEI consultant to assess the culture of the organization, administering a Company-wide DEI survey, delivering Unconscious Bias training to all employees, providing DEI training to all managers and senior leaders, incorporating Council members into the hiring process, and the hiring of a DEI Transformation Manager. 

 The council continues to work with senior leaders and the DEI Transformation Manager and are currently working on incorporating DEI into the company’s peer to peer reward program, adding an external DEI training option for People Managers, adding structural guidance for BRG start-ups, and coordinating communications for cultural awareness months. The DEI Council works in collaboration with the DEI Transformation Manager to ensure the DEI work that is being done is sustainable and creates a more diverse and inclusive organization.