on the action plan’s progress. Organizations should build on each of these accountability tenets while moving through the process — transparency and justification should remain hallmarks of the compliance process.After rolling out an employee-vetted action plan, organizations must prepare for and respond to areas in which compliance will inevitably miss the mark.
Concrete and tangible strategies that may result from an employee-vetted action plan include: 1) ensuring manager performance reviews assess whether leaders are cultivating a culture of equity and inclusion, 2) co-creating with and financially supporting community partners on local social justice initiatives, 3) recognizing employee acts of service in performance evaluations, 4) providing intersectional social justice programming, and...
with tools such as blind resumes and skill-based hiring tests, as well as the elimination of salary history questions, low entry-level pay, inadequate benefits, unpaid internships, and educational prerequisites that do not align with job responsibilities.A commitment to corporate structural evolution means that executive leadership must be willing to change the way in which the organization works.
Black leaders are critical voices in the conversation about the current state of accountability and organizational justice. We asked three experts from our network . From their perspectives, organizational accountability in leadership requires these three critical factors: Dr. Terrence B.