Rooted in a four-part DEIA strategic framework, we are working to intentionally embed diversity, equity, inclusion, and accessibility values across the organization by increasing awareness of them, minimizing the risk and impact of bias in decision-making, building our leadership capacity for cultivating equity and practicing inclusion daily, and leveraging data with tools like our Human Capital Dashboard to guide business strategy and hold ourselves accountable for making progress and measurable impact.

Building leadership capacity for diversity, equity, inclusion, and accessibility starts at the top – beginning with the CEO and continuing through executive leadership team members. Company executives must be visible and vocal DEIA advocates who are willing to challenge the status quo and disrupt harmful norms that perpetuate inequities in our workplace and society. In pursuit of this objective, Cadmus launched an internal advisory board to jumpstart our DEIA practice and begin identifying and eliminating disparities (applied to all processes and systems) in the experiences of candidates and colleagues, including those from underrepresented social identity groups experiencing persistent exclusion or marginalization.

Comprised of C-suite and executive committee members, the Inclusion, Diversity, Equity, Accessibility, and Accountability (IDEA2) Senior Leadership Council convened its first meeting on February 7, 2022. Paul Lynch, Cadmus' Chief Operating Officer (COO), is the Council Chairperson. The Council is a governing body that meets quarterly to discuss and review DEIA priorities while providing strategic guidance on workplace initiatives and codifying fair and objective human capital practices.

During its first two years, IDEA2's priorities have included:

• Focusing on performance management processes (e.g., SMART goal-setting framework and equitable annual reviews).
• Building a leadership capability model.
• Creating a leadership development program.