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.
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