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Company Information
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Our organization is focused on improving DEI and has a multi-year strategy and action plan in place.
Our organization has an internal group (e.g., diversity committee, diversity council, diversity advisory board, specific resource/staffing) that is accountable for implementing and monitoring DEI strategy.
Our organization has a Chief Diversity Officer, Chief Inclusion Officer or equivalent and a staff dedicated to DEI.
Our organization sets DEI goals and measures on a regular basis.
Our organization is diverse at all career levels.
Our organization tracks rates of hiring, promotion and exits by career level and gender.
Our organization tracks rates of hiring, promotion and exits by career level, and race and ethnicity.
Diversity targets are part of our DEI/ESG strategy and reporting.
Our organization has a formalized pay equity and remediation process to address any pay equity risks.
Our organization’s primary objective for analyzing pay equity is related to legislative compliance.
Our organization routinely reviews talent management processes (e.g., hiring, performance management, succession planning) to identify and mitigate potential biases.
Our organization measures financial wellness outcomes for different employees segments.
Our organization has conducted analyses to identify gender, age, sexual orientation, ability, race and ethnicity-specific health needs in the workforce.
Our organization’s commitments to DEI are publicly documented (e.g., in annual reports, on websites, etc.).
Our organization gathers information from employees regarding their needs and obligations related to caregiving (e.g., child care, elder care).
Managers in our organization receive training to effectively manage flexible working and career development for all employees that need it, such as caregivers, returners, part-timers, etc.
Our organization DEI strategy has a focus on:
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