As we positioned the topic of Diversity, Equality and Inclusion with our employees, we learned that it was one met with hesitancy and caution. For our team members, many were careful to speak about it with others without having a strong sense of understanding, respect, and thoughtfulness about the subject. As a company, it was important for us to help employees adopt a mentality of natural curiosity and learning, where each employee sought to understand what the foundational aspects of DE&I meant to them and how it was personified in who they are and the work they do.

To aid this effort, we took the action by implementing our first ever DE&I foundational course and asked that all employees participate. In addition, we encouraged employees to take part in an optional six-week learning path focused on addressing prominent topics in the DE&I space, such as: confronting bias in the workplace, skills for inclusive conversations, and navigating inclusion during difficult times. In each learning opportunity, the basis was on facilitating knowledge attainment and self-awareness so authentic and reflective conversations could take place. Our goal was allowing team members to connect with each other in a meaningful way.

In both learning opportunities, we saw strong participation, with 100% of employees completing our mandatory DE&I foundational course and over 65% of employees actively participating in our optional six-week DE&I learning challenge. From engagement in these initiatives, we saw increased interest in employee-driven initiatives around DE&I, including the creation of employee-led focus groups to understand gender differences and perspectives, cross-functional lunch and learns aimed at encouraging collaboration and engagement, and leadership and employee engagement in participating in our Cristo Rey work study program. All of these initiatives demonstrate our employees shared commitment to building a better and more just world for all.

Shannon Kehle; Jonathan Hussey