Compliance and Accountability Promising Practices

​

• Conduct a listening tour to better understand the culture.

• Design a Diversity, Equity and Inclusion (DEI) strategy and roadmap.

• Form a DEI Council.

• Provide education to help leaders understand AA/EEO regulations.

• Lead awareness discussions with senior leadership and Board of Directors to gain support in strategic DEI initiatives.

• Add or emphasize how DEI is key to company core values.

 

​

• Leverage tools to uncover bias within job descriptions.

• Create skills based job descriptions.

• Debias policies and practices (i.e., promotion criteria, job evaluation process and business processes).

• Consider hiring a consultant or leveraging online guides for an equity audit of all people processes.

• Require a diverse candidate slate for every hire and promotion; track results.

• Require a diverse interview panel for all hires.

• Complete independent global pay equity review focused on gender and race; establish clear pay guidelines for new hire process for consistency.

 

​

• Continue the learning journey for all workforce roles educating on DEI and key priorities of your organization.

• Partner with non profit or Under Represented Ethnic Groups (UREG) organizations to recruit from diverse talent pools.

• Create internship,  mentoring and sponsorship programs to fuel the talent pipeline.

• Encourage leadership and employees to take part in programs to increase DEI IQ.