to provide opportunity for residents, agents, and brokers in our African American communities.
"This means it is a time for actions, not gestures. Last year, the Jefferson trustees assigned 20% of my personal incentive to reducing health disparities among zip codes in Philadelphia. Further, Jefferson launched the Philadelphia Collaborative for Health Equity, reaching across the city to help with food, healthcare, and education. This month we built a community database for 200 of our employees to participate and contribute.
Accountability: Back in 2010, I joined the B Corp Community and committed Happy Family to become a certified B Corp. B Corporations are certified as businesses that balance purpose and profit. They are legally required to consider the impact of their decisions on their workers, customers, suppliers, community, and the environment.
"It is equally important for us to listen to our creator community and in service of this, we are establishing a creator diversity council to uplift the voices driving culture and important conversations on the platform and have developed a creator portal to further expand communication channels with our broader creator community.
Charles Lowrey is the CEO of Prudential Financial, a Fortune 500 company that provides insurance, investment management, and financial services. He said it would ask other companies it does business with to stand as vocal allies going forward."In March 2019, within months of becoming Prudential's CEO, I announced four major initiatives to set our company's focus. Becoming a fully inclusive company was on that short list.
"We are proud that Prudential already has a diverse board, but we have more to do. To drive greater accountability, we tied senior executive long-term compensation to diverse representation goals in 2018, with financial consequences if we don't make progress. An in-house team of experts in inclusion, philanthropy, and socially-responsible investing has led Prudential's partnerships to build a diverse talent pipeline and fund social justice organizations for more than 40 years.
"We have added a fourth focus area for the D&I Council: 'Combatting social inequality and injustice.' As CEO, I have an objective to ensure our culture is one that values diversity and that we make progress on our diversity efforts. I have accountability to the CarMax Board of Directors, and we review progress annually.
We participate in the annual Human Rights Campaign Foundation's Corporate Equality Index and are proud that we have a score of 100%. This is an important national benchmarking tool on corporate policies and practices pertinent to LGBTQ+ employees. A score of 100% earns the distinction of 'Best Places to Work for LGBTQ Equality.'"
Starting a leadership team DEI caucus, where discussions around how to push our DEI strategy forward are discussed on a monthly basis. The caucuses will also serve as a space for leadership to learn. Not putting the responsibility on the BIPOC people at our company to lead these efforts for us, or educate us on how to do so.
"In our hiring process, we audit our practices regularly to ensure we attract top talent in a manner that is free from bias, including creating inclusive job descriptions, sourcing diverse candidate pools, and ensuring diverse groups of interviewers. "We stand with our Black colleagues and community and know we have a major role to play in making real progress. To support them, we're matching 100% of employee donations towards organizations dedicated to encouraging reform."
"Second, we are committed to developing an employee workforce that reflects the diverse communities in which we operate by diversifying our talent pool and improving the talent acquisition process from pipeline to onboarding and integration. This includes hiring and promoting qualified candidates historically underrepresented in the financial services industry, including racial and ethnic minorities, women, and the LGBTQ community.
"We have committed to engage in Courageous Conversations, giving associates an opportunity to share their lived experience and to listen. More than 1,000 associates attended conversations last week, with another 2,000 registered this week, and dozens of sessions scheduled over the weeks ahead. Given current conditions, all are hosted on Zoom, enabling us to be really close to one another as we share.
"COVID-19 has had a disproportionate impact on the Black community. According to the Federal Reserve, nearly 40% of Americans, disproportionately people of color, lack basic emergency savings. Helping to build greater financial resilience among our clients, investors, young people and our associates is something we are passionate about.
How do we ensure our white colleagues become active partners and strong contributors to the success of our Black colleagues? Donna Imperato is the global CEO of Burson Cohn & Wolfe, one of the largest public-relations firms. She said progress on diversity, inclusion, and equity was now a weighted component of the company's leadership incentive programs."Inclusion and diversity have been critical priorities for me and for BCW , well before the appalling killings of George Floyd, Breonna Taylor, Ahmaud Arbery and many other Black people that have gripped our nation and the world.
Three new Employee Resource Groups , including Parenting/Caregiving, Asian and Capable , which were leveraged to support employees during COVID-19. We also recently completed a virtual session with resources and support on mental health; and, Posted resources on our intranet for employees to become more educated on the issues surrounding racism, as well as lists of organizations actively working against racism and those which need more support;
"Our newly created Inclusive Recovery offering helps businesses and organizations become more inclusive and engaged for the diversity within their communities, customer bases and other audiences who may have been disproportionately affected by COVID-19. We are also creating a framework that follows up on Inclusive Recovery that guides clients on anti-racism to help them assess, acknowledge, act, adapt and account for anti-racism within their organizations and the community at large.
We are formalizing existing company policies including equal work/equal pay and not looking at prior cannabis convictions in our hiring process. We will also review best practices and policies from other companies that we should implement so hold ourselves accountable. "We'll continue the fight for social justice, equality every day ensuring that our actions always support our intention."
"We're making our diversity and inclusion programs even more of a priority by launching a conversation series to provide employees an opportunity to talk openly and candidly about how recent and historical events have impacted them. These sessions are also an opportunity for employees to register additional thoughts on how we can make our workplace more inclusive.
pfizer CarMax HP EYnews tiktok_us QueenElizabeth II celebrated her birthday version of the traditional 'Trooping the Colour' ceremony due to the coronavirus pandemic...
France Dernières Nouvelles, France Actualités
Similar News:Vous pouvez également lire des articles d'actualité similaires à celui-ci que nous avons collectés auprès d'autres sources d'information.
PRESENTING: An inside look at winners and losers of fitness industry - Business InsiderBusiness Insider is a fast-growing business site with deep financial, media, tech, and other industry verticals. Launched in 2007, the site is now the largest business news site on the web.
Lire la suite »
Inside a $40 million estate on Miami's celebrity-studded Star Island - Business InsiderBusiness Insider is a fast-growing business site with deep financial, media, tech, and other industry verticals. Launched in 2007, the site is now the largest business news site on the web. Last sold 04/28/2011 for $25,500,000, annual taxes are $460k, overpriced and the payments will kill you before any thief will. BTW there is another house on the island going for $27.9M
Lire la suite »
Inside the hospital at Javits Center, from Navy Reserve officer - Business InsiderBusiness Insider is a fast-growing business site with deep financial, media, tech, and other industry verticals. Launched in 2007, the site is now the largest business news site on the web. Microsoft expect 70 bln. Income from RAM OS cartridge Windows sales ( which increase stability and security of OS)
Lire la suite »
Evan Spiegel says releasing Snapchat diversity would reveal lack of diversity - Business InsiderBusiness Insider is a fast-growing business site with deep financial, media, tech, and other industry verticals. Launched in 2007, the site is now the largest business news site on the web. A second wave of this virus is coming Virus Survivors Could Suffer Severe Health Effects for Years [' littlekate28 Meaning, he has no gay, trans, or poc in his company, to speak of, that is.
Lire la suite »
'Diversity theater' is not enough, says former McAfee CEO Chris Young - Business InsiderCompanies need to go beyond 'diversity theater' and commit to long-term, concrete metrics for change, says former McAfee CEO Chris Young: 'Otherwise you're just sort of hoping it gets better' Ask Former CEO of McAfee what he did to address Anti Black behavior at his company? Silicon Valley employs less than 3% Black and less than 1% American Black. Flowery words after the fact don’t fix the issue. HireBuyPromoteDonateBlack
Lire la suite »