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“Employing people that represent the geographic landscape of our customers. Hiring people from all different backgrounds, ethnicities, work experiences, etc.”. What Does Diversity Mean to You?. “Respect and consideration for different world views and cultures.”.

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“Employing people that represent the geographic landscape of our customers. Hiring people from

all different backgrounds,

ethnicities, work experiences,

etc.”

What Does Diversity Mean to You?


“Respect and consideration for different world views and cultures.”

What Does Diversity Mean to You?


“Representation from cultures.”

all walks of life.”

What Does Diversity Mean to You?


“A group of individuals that reflects a representation of the larger community or environment of which it is part. This includes race, gender, age, ethnicity, etc.”

What Does Diversity Mean to You?


“Diversity is about recognizing – and celebrating – the different life and professional experiences that people can bring to an organization like NiSource.”

What Does Diversity Mean to You?


“Differences and similarities between people in the work place.”

What Does Diversity Mean to You?


work place.”Bringing together people from different social, racial, gender, cultural, backgrounds, and with different opinions and ideas. Diversity means inclusion.”

What Does Diversity Mean to You?


“A broad base of perspectives, work place.”

ethnicities, and experiences that reflects a company’s customer base and, ideally, its employee population.”

What Does Diversity Mean to You?


“An appreciation that work place.”

every individual is unique.”

What Does Diversity Mean to You?


“Access for and acceptance of all people across the enterprise.”

“A mixture of backgrounds, experiences, thoughts, ideas, expertise, etc.”

What Does Diversity Mean to You?


“Diversity means having a enterprise.”

variety of types of people at many levels

of an organization. Primarily, different sexes, different races, and different ages. But it can also mean other things like

different backgrounds, different

types of education, etc.”

What Does Diversity Mean to You?


“Diversity means both recognizing the need for and respecting the value of a wide variety of different views, talents, backgrounds, and personhood as represented in the community

and our workforce.”

What Does Diversity Mean to You?


“Diversity means assuring varied perspectives, backgrounds and experiences are being combined to

find the best overall solutions.”

What Does Diversity Mean to You?


“Diversity is the grouping of different backgrounds, experiences, skill sets, perspectives, cultures,

ethnicities, ages, principles, and values.”

What Does Diversity Mean to You?


“Diversity to me means having the ability to receive opinions on a particular subject from a group of individuals with a diverse set of experiences and backgrounds.”

What Does Diversity Mean to You?


“Diversity includes the differences that make up the workforce, whether that is gender and race, or sexual orientation, religion, economic status,

educational background, etc.”

What Does Diversity Mean to You?


“Diversity means understanding workforce, whether that is gender and race, or sexual orientation, religion, economic status,

that each individual is unique and recognizing and respecting individual differences such as talents, beliefs, backgrounds, and capabilities.”

What Does Diversity Mean to You?


“Diversity means embracing and encouraging all of the differences in people (such as gender, ethnicity, age, backgrounds, experiences, sexual preferences, beliefs, ideas, management/leadership styles,

learning styles, family dynamics.”

“Diversity means to encourage and promote the continued development of an organization which values the various cultural, social, and ethnical

attributes of existing and future employees.”

“Diversity means that our employee base and our management group reflect the community that we work in.”

What Does Diversity Mean to You?


“Variety.” differences in people (such as gender, ethnicity, age, backgrounds, experiences, sexual preferences, beliefs, ideas, management/leadership styles,

What Does Diversity Mean to You?


“To me, diversity means the attempt to include, and having respect for, different backgrounds, points of view, philosophies, cultures, races, genders, heritages, etc. as part of the organization’s team.”

What Does Diversity Mean to You?


“Teams with different genders, cultures, backgrounds having respect for, different backgrounds, points of view, philosophies, cultures, races, genders, heritages, etc. as part of the organization’s team.”

and experiences that keep a

good balance within our organization.”

What Does Diversity Mean to You?


“Inclusion of diverse backgrounds, experiences and opinions

in all that we do. Much broader

than just race, gender, etc.”

What Does Diversity Mean to You?


“Inclusion and respectful opinions

consideration of divergent points of view from all team members. Respecting others’ abilities and differences, regardless of race, sex, etc.”

What Does Diversity Mean to You?


“For me here at NiSource, it means having co-workers who come from a variety of backgrounds and bring different work/education/life experiences to the table. I feel we are a better, richer company if we have employees of different race, gender

and religion.”

What Does Diversity Mean to You?


“Including, accepting and respecting people of different cultures, races, socio-economic levels, sexual orientations, religions, national origins, beliefs, etc.”

What Does Diversity Mean to You?


“Enabling of all view points, regardless of gender, race, religion, sexuality, etc.; inclusion further enables diversity…”

What Does Inclusion Mean to You?


“Being included in something; feeling like a contributor. When you are included in something/anything, you tend to take more ownership and pride in the results. Being included means getting to sign your name to success.”

What Does Inclusion Mean to You?


“A culture that is open to new contributor. When you are included in something/anything, you tend to take more ownership and pride in the results. Being included means getting to sign your name to success.”

thoughts and new ideas, where

innovation and different ways of thinking about issues/problems/opportunities is encouraged and welcomed, from all team members – regardless of race,

sex, etc.”

What Does Inclusion Mean to You?


“Being heard when offering input and having it weighed equally with members of other segments of the population (including geographic).”

What Does Inclusion Mean to You?


“An inclusive culture is one where individuals can be open, honest and genuine about themselves and their life – inside and outside of work.”

What Does Inclusion Mean to You?


“Inclusion is the welcoming of people to draw on their diversity to contribute to a solution.”

What Does Inclusion Mean to You?


“Inclusion facilitates the exchange of new perspectives, creates a respectful and accepting work environment, and improves problem solving by

inviting different ideas.”

What Does Inclusion Mean to You?


“Including, listening to, understanding, creates a respectful and accepting work environment, and improves problem solving by

doing our best to ‘see things through others’ eyes’ or ‘walk in their shoes’ as the cliché goes. Thinking of the opposite is also helpful. It is not exclusion or leaving out.”

What Does Inclusion Mean to You?


“Including and understanding of differences – respecting differences.”

What Does Inclusion Mean to You?


“Forced Diversity.” differences.”

What Does Inclusion Mean to You?


“Inclusion means nobody left behind…” differences.”

What Does Inclusion Mean to You?


“To be true inclusion must come differences.”

from a core value of the leader driving

the inclusion that recognizes that inclusion is both the right thing to do and also the best thing to do from a business value perspective.”

What Does Inclusion Mean to You?


“Inclusion means listening to differences.”

others’ perspectives/convictions, engaging others’ opinions, creating a safe environment where people, ideas, and opinions are valued.”

What Does Inclusion Mean to You?


“Inclusion means listening to, understanding, and respecting employees from diverse background and helping the team work together

as a whole towards common goals.”

What Does Inclusion Mean to You?


“Inclusion means (1) having the knowledge respecting employees from diverse background and helping the team work together

needed to effectively complete job duties, and (2) having the opportunity to participate and be a part of issues, meetings, and social networking activities that will bolster your ability as an employee to effectively complete job duties and feel good about the work environment.”

What Does Inclusion Mean to You?


“To be included in decision-making respecting employees from diverse background and helping the team work together

and opportunity. I suppose we could be diverse without being inclusive. Or, we could go out of our way to be inclusive even though the population is not very diverse.”

What Does Inclusion Mean to You?


“No barriers that prevent people from having the opportunity to reach their full potential.”

What Does Inclusion Mean to You?


“Integrating diversity throughout the companies, organizations and teams rather than having pockets of a diverse workforce.”

“Inclusion, to me, means the attitude and behavior that promotes and reflects diversity.”

“Inclusion means not only being inviting to others, but also accepting.”

What Does Inclusion Mean to You?


“Because it provides broader organizations and teams rather than having pockets of a diverse workforce.”

perspectives and balance to the way that the organization is managed.”

Why is I&D good for our Business?


“Because everyone gets an opportunity and it brings into play a variety of thoughts and ideas.”

Why is I&D good for our Business?


“Diversity and inclusion can open eyes to otherwise unseen solutions to problems built on differing perspectives.”

Why is I&D good for our Business?


“It goes to the idiom ‘Two heads are better than one.’ We need a workforce that thinks broadly and differently. We need perspectives that are unique, not uniform.”

Why is I&D good for our Business?


“Companies that embrace diversity and inclusion as an integral part of their business strategy can positively impact productivity, organizational effectiveness, and sustained competitiveness.”

Why is I&D good for our Business?


“Through inclusion and diversity we gain the talent of a culturally balanced workforce and glean the value that comes from understanding the opinion and perspective of those cultures.”

Why is I&D good for our Business?


“Success depends on the ability to generate new or good ideas. No one person or group has the market cornered in terms of knowledge, talent or ability. The best ideas and people should ‘win’ and if they do, that will be good for our company. By ‘win’ I don’t mean get promoted to the top of the organization – some innovators are terrible leaders. I interpret ‘win’ to mean ideas that are pursued and people that are recognized and rewarded for having

generated, developed and

implemented

them.”

Why is I&D good for our Business?


“Employees are at their creative and productive best when they work in a diverse and inclusive environment.”

Why is I&D good for our Business?


“Different points of view, different cultural backgrounds, different ideas.”

Why is I&D good for our Business?


“Companies that embrace diversity and inclusion as an integral part of their business strategy can positively impact productivity, organizational effectiveness, and sustained competitiveness.”

Why is I&D good for our Business?


“Culture change is slow.” integral part of their business strategy can positively impact productivity, organizational effectiveness, and sustained competitiveness.”

What is the biggest obstacle of driving I&D forward at NGD?


“Leadership at all levels has to make it a priority and seek it out. We need to practice it in our daily lives and add it to our processes.”

What is the biggest obstacle of driving I&D forward at NGD?


“Time. As leaders in our organization our seek it out. We need to practice it in our daily lives and add it to our processes.”

plates are so full we get lost in the day-to-day transactional work and lose site of our biggest asset…our employees. Driving inclusion and diversity forward takes a proactive approach; we tend to always be reactive.”

What is the biggest obstacle of driving I&D forward at NGD?


“We all need to stop saying ‘this is seek it out. We need to practice it in our daily lives and add it to our processes.”

the way we have always done it.’ If we want to make NiSource the Premier Natural Gas Company, we need to get busy with inclusion and diversity.”

What is the biggest obstacle of driving I&D forward at NGD?


“It is human nature to be more seek it out. We need to practice it in our daily lives and add it to our processes.”

comfortable interacting with persons of a similar background and life experience. The NiSource executive management team will be critical to moving this initiative forward and it is questionable as to whether they have the aptitude or personal desire to build on diversity.”

What is the biggest obstacle of driving I&D forward at NGD?


“Finding diverse applicants with the necessary skills that we need.”

What is the biggest obstacle of driving I&D forward at NGD?


“I don’t pretend to know. I would imagine attracting those with diverse backgrounds might be difficult if we are perceived as not having welcomed them in the past.”

What is the biggest obstacle of driving I&D forward at NGD?


“Finding qualified candidates, the those with diverse backgrounds might be difficult if we are perceived as not having welcomed them in the past.”

desire to find the best person for the job, and the current mind set of long term employees.”

What is the biggest obstacle of driving I&D forward at NGD?


“Few hiring opportunities, and centralized work locations.”

What is the biggest obstacle of driving I&D forward at NGD?


“Being able to listen to employees and understand what they are saying.”

What is the biggest obstacle of driving I&D forward at NGD?


“A mindset of the old way of doing business.” they are saying.”

What is the biggest obstacle of driving I&D forward at NGD?


“Inclusion is about culture change. We need to continue to build a culture that understands and values inclusion as a business advantage and a necessity.”

“Culture change requires time and effort

that probably means time away from something else, either work or personal; and individual willingness to open up to others.”

What is the biggest obstacle of driving I&D forward at NGD?


“People who are not open to others unlike themselves.” build a culture that understands and values inclusion as a business advantage and a necessity.”

What is the biggest obstacle of driving I&D forward at NGD?


“I think the term ‘diversity’ still tends to be viewed as Affirmative Action—there’s a negative connotation that it’s a numbers game.”

What is the biggest obstacle of driving I&D forward at NGD?


“A male dominated culture.” as Affirmative Action—there’s a negative connotation that it’s a numbers game.”

What is the biggest obstacle of driving I&D forward at NGD?


“Limited number of opportunities to add new employees.” as Affirmative Action—there’s a negative connotation that it’s a numbers game.”

What is the biggest obstacle of driving I&D forward at NGD?


“Incorporating it into our as Affirmative Action—there’s a negative connotation that it’s a numbers game.”

day-to-day culture.”

What is the biggest obstacle of driving I&D forward at NGD?


“I think that understanding that diversity goes beyond race and gender will be one obstacle. Also, it will be a challenge for some people to understand the benefit of diversity, and perhaps overcoming some prejudices (people may not even be aware that they have prejudices toward others—which can be an emotional

thing to discover).”

What is the biggest obstacle of driving I&D forward at NGD?


“Within my business unit I believe one of the biggest challenges is simply lack of opportunity, be it a new hire or internal promotion. Our organizational spans of control are becoming more broad, mitigating internal opportunities and the hiring of new employees is few and far between.”

What is the biggest obstacle of driving I&D forward at NGD?


“The lack of confidence to speak up with ideas that are not ‘like-minded’ of those at the helm.”

What is the biggest obstacle of driving I&D forward at NGD?


“The biggest obstacle will be not ‘like-minded’ of those at the helm.”

whether this becomes just lip service or if we will truly follow through in this effort. Also, there may be some unspoken criticisms of this effort which may hinder its full benefit.”

What is the biggest obstacle of driving I&D forward at NGD?


“The biggest obstacle in achieving Diversity and Inclusion in NGD is that people inherently want to surround themselves with like-minded people.”

“Resistance to change.”

“Potentially a thin pool of qualified ‘diverse’ candidates from which to select when positions are available.”

“The perception of reverse discrimination.”

What is the biggest obstacle of driving I&D forward at NGD?


“Political correctness.” in NGD is that people inherently want to surround themselves with like-minded people.”

What is the biggest obstacle of driving I&D forward at NGD?


“Keeping lines of communication open with employees by holding regular open-discussion meetings.”

What are you currently doing that supports I&D inside or outside NGD?


“Inclusion by opening communication channels with all staff members. Asking for their input and support.”

What are you currently doing that supports I&D inside or outside NGD?


“Recognize the differences in people and try to include them in efforts that will help them develop as well as benefit the organization through team participation

or positions.”

What are you currently doing that supports I&D inside or outside NGD?


“I create a meaningful environment demonstrating to my employees that they are all valued, seen, and truly recognized for the differences they bring to my organization.”

What are you currently doing that supports I&D inside or outside NGD?


“Asking, valuing and using employee ideas and solutions to solve business problems.”

What are you currently doing that supports I&D inside or outside NGD?


“Good question. Sadly, I can’t come up with any examples at this time.”

What are you currently doing that supports I&D inside or outside NGD?


“Fostering a more open and honest at this time.”

working environment in my group.

Working to show how even though we have many differences, we can still respect one another, and we can find similarities

that we do share.”

What are you currently doing that supports I&D inside or outside NGD?


What are you currently doing that supports I&D inside or outside NGD?

“Don’t work on it specifically.”


“Diversity, not enough. Inclusion on the other hand is part of the daily

routine on my small staff. They are involved in most all decisions on a

daily basis.”

What are you currently doing that supports I&D inside or outside NGD?


“As a hiring manager I am sensitive to job applicants as it applies to promotion and new hires. It is my desire to maintain a diverse workforce that represents the customers we serve.”

What are you currently doing that supports I&D inside or outside NGD?


“I am supportive of local multi-cultural initiatives.” it applies to promotion and new hires. It is my desire to maintain a diverse workforce that represents the customers we serve.”

What are you currently doing that supports I&D inside or outside NGD?


What are you currently doing that supports I&D inside or outside NGD?

“I am not on any committees or

anything, I can only say I live both everyday and teach my children

to do the same.”


“I am inviting individuals into discussions/meetings/topics that in the past would not have been invited.”

What are you currently doing that supports I&D inside or outside NGD?


“I actively coach members of our business group to develop their skills.”

What are you currently doing that supports I&D inside or outside NGD?


“Having an open mind and hiring and promoting based upon ability and qualifications without being predisposed based on race, gender, or age.”

What are you currently doing that supports I&D inside or outside NGD?


“I treat everyone fairly, regardless of race or gender.” ability and qualifications without being predisposed based on race, gender, or age.”

What are you currently doing that supports I&D inside or outside NGD?


“I grew up in a city that is among ability and qualifications without being predisposed based on race, gender, or age.”

the poorest in my area – I continue to volunteer my time to organizations that help those who are less fortunate than I am and quite frankly, don’t look anything like me nor have the opportunities that were presented to me.”

What are you currently doing that supports I&D inside or outside NGD?


“I create a meaningful environment demonstrating to my employees that they are all valued, seen, and truly recognized for the differences they bring to my organization.”

What are you currently doing that supports I&D inside or outside NGD?


“I am totally committed and welcome this. I will support it wholeheartedly. Let’s stay committed. This is a real opportunity.”

What are you currently doing that supports I&D inside or outside NGD?


“Living by the same set of morals it wholeheartedly. Let’s stay committed. This is a real opportunity.”

and ethics that guide me through my entire life – honesty and fairness in how I treat others.”

What are you currently doing that supports I&D inside or outside NGD?


“In the context of succession planning, consideration of potential candidates who may fit future opportunities within the organization. Continuing to foster contacts and relationships related to this objective.”

What are you currently doing that supports I&D inside or outside NGD?


“In my department, there is not much potential candidates who may fit future opportunities within the organization. Continuing to foster contacts and relationships related to this objective.”

I can do as I only have 1 direct report. Outside NGD, I have tried to treat all other individuals as I want to be treated.”

What are you currently doing that supports I&D inside or outside NGD?


“I treat everyone the same. potential candidates who may fit future opportunities within the organization. Continuing to foster contacts and relationships related to this objective.”

I recently obtained an MBA and studied inclusion and diversity in a Human Resources Management class.”

What are you currently doing that supports I&D inside or outside NGD?


“I’ve recently had the opportunity to hire staff, all of whom come from different walks of life, religious affiliations, and professional experience.”

What are you currently doing that supports I&D inside or outside NGD?


“Working with HR to attract diverse talent.” whom come from different walks of life, religious affiliations, and professional experience.”

What are you currently doing that supports I&D inside or outside NGD?


“Working with external stakeholders to encourage diversity in hiring practices.”

What are you currently doing that supports I&D inside or outside NGD?


“When we have in hiring practices.”

job openings or leadership opportunities I encourage both minority and female employees to consider applying for the position.”

What are you currently doing that supports I&D inside or outside NGD?


“When moving forward on strategic initiatives I pull in all different parts of the organization to ensure they have a voice and share their thoughts on the approach/direction.”

What are you currently doing that supports I&D inside or outside NGD?


“We include employees on internal department teams and LISTEN to what they bring to the table, i.e. Employee Engagement team, Safety team, etc.”

What are you currently doing that supports I&D inside or outside NGD?


“We evaluate outside firms on the basis of diversity.” LISTEN to what they bring to the table, i.e. Employee Engagement team, Safety team, etc.”

What are you currently doing that supports I&D inside or outside NGD?


“Treat people with respect and judge them on their merits.”

What are you currently doing that supports I&D inside or outside NGD?


What are you currently doing that supports I&D inside or outside NGD?

“Recognize the differences in people

and try to include them in efforts that will help them develop as well as benefit the organization through team participation or positions.”


“My staff is diverse – from religion to race to gender to backgrounds. They all bring their own perspectives and are encouraged to draw from what makes them different.”

What are you currently doing that supports I&D inside or outside NGD?


“Making sure to travel to offices to backgrounds. They all bring their own perspectives and are encouraged to draw from what makes them different.”

across the territory to meet with people to work on initiatives. Focused efforts to bring together our virtual team so that each member appreciates their peers.”

What are you currently doing that supports I&D inside or outside NGD?


“I believe diversity for diversity’s sake can be counter-productive if the reasons for and objectives of the sought after diversity cannot be expressed and demonstrated to be beneficial to the company’s well-being.”

Other comments, ideas, thoughts, and concerns related to I&D


“Probably our biggest challenge over the years has been to remain consistently focused on this issue. We need to establish actionable and repeatable/routine processes that support inclusion and diversity.”

Other comments, ideas, thoughts, and concerns related to I&D


“Continue to carry the torch for a diverse workforce. This leadership group has a unique opportunity in front of them – to mold the face of NGD in a very positive way.”

Other comments, ideas, thoughts, and concerns related to I&D


“Although we are lacking in this leadership group has a unique opportunity in front of them – to mold the face of NGD in a very positive way.”

throughout our leadership, my fear is that individuals may some day be looked at for promotion for things other than those that are common between all people, such as performance, communication skills, etc. I would personally leave the company if I witnessed this.”

Other comments, ideas, thoughts, and concerns related to I&D


“Breaking down stereotypes leadership group has a unique opportunity in front of them – to mold the face of NGD in a very positive way.”

is a long process, and it appears NiSource is taking the right steps.”

Other comments, ideas, thoughts, and concerns related to I&D


“We need to walk the talk!” leadership group has a unique opportunity in front of them – to mold the face of NGD in a very positive way.”

Other comments, ideas, thoughts, and concerns related to I&D


“As we attempt to hire and promote to build NiSource, we need to have avenues to find the right skills and ability for the positions that we are filling that will allow us to continue to build on our strengths without compromise.”

Other comments, ideas, thoughts, and concerns related to I&D


“Concern – This may lead to the excluding of members of need to have avenues to find the right skills and ability for the positions that we are filling that will allow us to continue to build on our strengths without compromise.”

non-preferred

groups.”

Other comments, ideas, thoughts, and concerns related to I&D


Other comments, ideas, thoughts, and concerns related to I&D need to have avenues to find the right skills and ability for the positions that we are filling that will allow us to continue to build on our strengths without compromise.”

“How will NGD define diversity? Is it limited to racial diversity or is gender included? If race is the driver for how NGD defines diversity, then its imperative that upper management reflects its goals rather than simply talking

about it.”


“I believe this is a good first step in need to have avenues to find the right skills and ability for the positions that we are filling that will allow us to continue to build on our strengths without compromise.”

the right direction to include all levels of management to provide feedback to see where we are currently and determine where we need to

move forward.”

Other comments, ideas, thoughts, and concerns related to I&D


“I think just making the effort and creating awareness will go a long way.”

Other comments, ideas, thoughts, and concerns related to I&D


Other comments, ideas, thoughts, and concerns related to I&D will go a long way.”

“I would ask people that come from a diverse background what we can do to be more proactive in promoting diversity.”


Other comments, ideas, thoughts, and concerns related to I&D will go a long way.”

“Provide opportunities for inclusion but do not sacrifice the quality of the person for the sake of inclusion or diversity.”


“The Company must treat every opportunity will go a long way.”

to fill available positions as a critical even in

its pursuit of diversity and inclusion. Much more effort must be given to seeking candidates for available positions and selling the company

to the appropriate candidates.”

Other comments, ideas, thoughts, and concerns related to I&D


“I truly support a diverse workforce, will go a long way.”

but I think in some areas we may have gone to extremes. An example would be not filling an open position and reposting until a minority applies for the position, although you may have qualified candidates who have applied.”

Other comments, ideas, thoughts, and concerns related to I&D


Other comments, ideas, thoughts, and concerns related to I&D will go a long way.”

“NGD is much more political

than it needs to be. Employees

are recognized for the political ties and not for the talents they bring

to the organization.”


“This is a great opportunity for NiSource to take a step forward with employee

relations.”

Other comments, ideas, thoughts, and concerns related to I&D


Other comments, ideas, thoughts, and concerns related to I&D forward with employee

“NGD has been an inclusive organization and we need to keep it that way. Inclusion does not mean disadvantaging one social or racial group over another to get numbers, this breeds animosity. The focus should be on developing talented people of

diverse backgrounds to ready

them for opportunities.”


Other comments, ideas, thoughts, and concerns related to I&D forward with employee

“My concern is that as long

as a leader can deliver short term results they will be given a pass on the

diversity issues.”


Other comments, ideas, thoughts, and concerns related to I&D forward with employee

“It is a wonderful thing to have a team

in place to help further us as

individuals first, and a company second. I hope we truly have all walks of life on the Team, this will send a strong message to any doubters in our workforce that we do practice inclusion and value

diversity.”


“This will be a collaborative effort with Human Resources to hire, develop and retain a diverse and inclusive work force, however the long term benefits of such an effort will be immeasurable.”

Other comments, ideas, thoughts, and concerns related to I&D


“We just need to be cognizant to hire, develop and retain a diverse and inclusive work force, however the long term benefits of such an effort will be immeasurable.”

of how important each is and our decisions are better when we recognize both.”

Other comments, ideas, thoughts, and concerns related to I&D


“Will this council actually create or produce something or will this just be a symbolic initiative?”

Other comments, ideas, thoughts, and concerns related to I&D


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