1. Engage, interact, and listen to BIPOC to better my knowledge of the political, socioeconomic, and historical barriers that BIPOC face, and to better understand their experiences in my company and beyond

I will also commit to at least one of the following:

Use my voice, influence, and network to advocate for change at the policy level to address systemic discrimination and improve conditions for communities of color and underserved populations

Expand C-Suite circles and networking opportunities for BIPOC

Ensure that all leadership team members are aligned and committed to championing equity, diversity, and inclusion at all levels of the company

Adopt a “Not on My Watch” attitude and inspire this throughout the organization

2. Use engagement surveys and data analytics to assess how employees are faring

I will also commit to at least one of the following:

Ensure transparency and accuracy of reporting on instances of microaggressions and/or overt racism, and hold leaders accountable to appropriate response

Create a workplace where nobody feels or has the impression that they need to conform to succeed

Investigate, address, and solve toxic culture to ensure all employees are empowered and truly believe they are supported by the company

Encourage employees to self-educate on racism and to contribute to the race dialogue

Support employee giving, volunteerism, and civic engagement

3. Conduct a diversity audit on current hiring processes to determine biases and gaps; and, identify target metrics to improve diversity hiring

I will also commit to at least one of the following:

Focus on hiring to increase diversity of teams and the overall organization; look for cultural add vs. cultural fit and build time into the recruitment process to allow for diversity sourcing, creation of diverse candidate slates, and inclusive selection practices

Partner with external professional groups that represent diverse communities to expand talent pools, pipelines, funnels, and access points

4. Implement official sponsorship programs and enable explorational role switching and reskilling that could assist with career advancement

I will also commit to at least one of the following:

Grant employees unrestricted access to their own information so that they can also keep track of goals, course corrections, and contributions to the success of the team and the organization

Identify potential for biases when evaluating employee performance and advancement potential; provide tools and processes that challenge leaders to consider the value of diversity and its impact on problem-solving and innovation when making talent and succession decisions

Create a process where all employees can self-nominate for promotion; and, create a framework where decisions for/against promotion are openly and constructively communicated

5. Implement diversity dashboards and scoreboards to track and report diverse hiring, promoting, attrition rates, and representation at all levels including on executive teams and board of directors. Commit to sharing information company-wide and/or publicly

I will also commit to at least one of the following:

Include organizational DEI initiatives as part of executive performance reviews and tie DEI outcomes to compensation decisions

Commit financial and company resources to support STEM education and directly support the development of a workforce pipeline from urban and marginalized communities

6. Implement/scale a supplier diversity program to increase the percentage of company goods and services procured from Minority Business Enterprises