The D&I Council established practical guidance, supported by two major goals for 2020-2021:
The Council continues to increase awareness of sensitive topics and make a positive impact on D&I priorities, driving sustainable diversity, inclusion, and equity outcomes. They’ve achieved success in policy enhancement, promotion of internal diverse talent, growth of ERGs, and high engagement in feedback sessions such as Conversation of Understanding.
In 2020, we piloted the Conversation of Understanding” program in the U.S. with the aim of creating a safe space to encourage open dialogue and sharing. In total, more than 170 employees took part.
Conversation of Understanding sessions are open to all global employees. Due to the success of the pilot, the program is expanding to other countries in 2021 to allow local employees to join the conversation in their native languages and discuss specific topics. Jennifer Nelson, Conversation Champion, says that, “The key takeaway from these conversations has been that we must make opportunities to connect even more often, with empathy and even deeper listening.”
Managing bias plays a crucial role in our D&I strategy. In 2020, we introduced a new, interactive eLearning course on the topic. It identifies and defines various types of biases, explains the effects of bias, and provides tools to help eliminate it inside and outside the workplace. This online course is available to all employees around the world.
Our ERGs are voluntary support networks for employees with shared backgrounds and interests. They are open to individuals who want to join either as a participant or ally. The DS Women and BOLD (Black Organization for Leadership & Development) ERGs both launched in 2020.