Winpak’s Diversity, Equity, and Inclusion Committee
Challenge
How will Winpak gather diverse perspectives on DEI strategy and impacts?
Actions
In 2023 Winpak hired Meghana Valupadas in the position of Diversity, Equity, and Inclusion Leader (DEIL). She reports to Sean McConkey, CHRO, and is responsible for the development and execution of DEI initiatives. She developed Winpak’s DEI strategy, which identifies three pillars to create sustainable change from within:
- The Organization: Winpak’s frameworks, policies, expectations, and guidelines
- People and Groups: How Winpakers interact, collaborate, and communicate with one another
- Individuals: The values and attitudes that drive behaviors and influence individual growth
Following the creation of the strategy, Winpak’s inaugural DEI Committee (DEIC) was formed as an initiative under the People and Groups pillar to improve the distribution of power and provide feedback and perspectives on DEI initiatives. Interest in the Committee was high, with over 40 applications received for the 15 open volunteer positions. The DEIC represents a diversity of locations, positions, perspectives, and identities. Sitting on the Committee ex-officio are the CHRO, DEIL, and the Executive Sponsor, Winpak’s COE, which ensures a direct voice to the highest levels of leadership within the organization. The three core objectives of the committee are to:
- Represent and amplify the voices, interests, and concerns of employees by sharing feedback from business units, departments, and colleagues as it relates it DEI,
- Advise the DEIL on DEI activities by representing a range of expertise, roles, identities, and experiences, and
- Be an advocate of inclusion by visibly supporting and engaging in activities that support Winpak’s corporate values of respect and inclusion
Outcomes
Winpak believes that any decisions that the company makes or actions that it takes on DEI should be informed by the people who will be impacted most. The creation of the DEIC at Winpak provides a voice and platform for dialogue on DEI initiatives, as well as direct access to leadership through the two Executive members on the committee. The DEI strategy and related initiatives are being informed by a diversity of perspectives and experiences to ensure that activities have the greatest and most positive impact. The committee has approved and adopted their terms of reference, which enshrines the Committee’s formal integration into the organization by defining structure, purpose, and guidelines. DEI training that was piloted with the DEIC is now being rolled out to the organization and embedded into Winpak’s orientation and onboarding processes. The training builds knowledge of key DEI concepts, explores intersectionality through reflections on marginalization and privilege, and emphasizes empathy as a necessary trait to bridge differences. In the few months that the Committee has been active, it has served as a concrete measure of Winpak’s commitment to DEI and supporting employees of all backgrounds and identities.
Quote
With increasing competition, we need improved decision-making, more creative solutions, and unique value propositions for our clients. What better way to achieve this than to have a broad diversity of engaged, empowered, motivated, and knowledgeable team members who are eager to learn and develop themselves and Winpak? This is the promise of DEI and HR at Winpak.