DIVERSITY, EQUITY AND INCLUSION STRATEGY
DIVERSITY, EQUITY ANDINCLUSION STRATEGYSAVE THE CHILDREN US2019–2021
OUR VISIONBe a model organization,celebrating a widely diverseworkforce and providingan inclusive and equitableenvironment for everyone,reflective of the communitiesin which we work and thechildren we serve aroundthe world.Carolyn MilesCEOOUR MISSIONDebbie Pollock-BerryChief Human Resources OfficerDevelop, strengthen, andsupport initiatives, partnerships,policies, and culture thatpromote a diverse workforceof individuals who feel thatthey are equitably treated,respected, visible, and enabledto do their best work in theirchosen areas of expertise toincrease our innovativeness,strengthen our adherence toour core values and enhanceour work for children.Save the Children is a global organization,with 25,000 employees around the world, andwe all benefit when we embrace diversity andinclusion at all levels. We are a leader in thenon-profit sector, and as the current Chair ofInterAction I have made it a priority to ensurethat diversity and inclusion increases withinall of our peer organizations as well. Save theChildren knows that we deliver our best workfor children when we reflect the diversity ofthose we serve.Save the Children tackles complex issues in acomplicated world, and we do so thanks to adedicated and diverse workforce. By drawingon our colleagues’ individual identities andexperiences, we become greater than the sumof our parts. Our shared values – ambition,accountability, creativity, collaboration andintegrity – bring us together to do our bestfor children every day.Sumeet SeamVP, General CounselChair of Save the Children'sDiversity & Inclusion CouncilSave the Children is stronger when we have adiverse mix of backgrounds, life experiences,and perspectives that we all feel free andempowered to share with each other. Wemust work together systematically, with andfor our staff, to increase all dimensions ofdiversity in our organization while ensuringthat everyone is comfortable sharing theirperspective and being their whole self as partof their experience with Save the Children.1Save the Children US
EXECUTIVE SUMMARYThis strategy articulates Save the Children’s call to action toadvance Diversity, Equity and Inclusion (DEI) in our organizationby embedding Cultural Competence in our workplace culture.The strategic vision positions Save the Children to be an industryleader in providing an inclusive and equitable environment foreveryone, reflective of the diverse communities in which we workand the children we serve around the world. This Strategyoutlines the goal, objectives, outputs and activities, roles andresponsibilities, and key partnerships that exist or will exist.The strategy will be executed in partnership between theDiversity and Inclusion (D&I) Council, Human Resourcesand the Senior Management Team.BACKGROUNDIn 2016, Save the Children released a Diversity and InclusionStatement, which describes the Agency’s mission to be anorganization that has a culture of inclusion, where individualsare respected, feel supported, listened to, treated fairly, andare able to do their best in their chosen areas of expertise.In 2017, Save the Children pledged with InterAction1, to takeconcrete steps to foster diversity and inclusion and to establisha diversity task force of senior executives.In 2018, with the support of its Senior Management Team, Savethe Children launched a Diversity & Inclusion Council consistingof cross-divisional staff members, and SMT representation inorder to deliver on this pledge. The D&I Council’s working groupshave engaged staff on DEI issues at all levels, focusing on internalprocesses around workforce management, employee involvementand workplace culture. The D&I Council collected baseline dataabout workforce diversity, analyzed the Workplace CultureSurvey (conducted in 2018), and solicited direct feedback fromstaff to inform the development of the mission, vision, goal, andobjectives for the 2019-2021 DEI Strategy.Photo: Sharon Farmer for Save the Children1. InterAction is a convener, thought leader, and voice for nearly 200 NGOsworking to eliminate extreme poverty, strengthen human rights and citizenparticipation, safeguard a sustainable planet, promote peace, and ensuredignity for all people. At the time of the 2019-2021 Strategy Development,Carolyn Miles, CEO and President was on InterAction’s Board.DiversityInnate and acquireddifferences that makeevery individual uniqueincluding (but not limitedto): age, race, ethnicity,gender identity andexpression, sexualorientation, disability,socioeconomic status,education, language skills,veteran status, workexperience, organizationallevel, marital status, religion,and philosophical andintellectual perspectives.EquityThe process of being fairto all people, accordingto their respective needs.This might mean treatingpeople differently to accountfor historical and socialdisadvantages. Equityleads to equality.InclusionEmpowering all individualsto contribute their uniqueperspectives and fosteringa positive environment inwhich any individual iswelcomed, respected,supported, valued, andencouraged to be theirfull authentic selves atall times by eliminatingboth implicit and explicitbarriers to communicationand participation.Cultural CompetenceCollaborating with andlearning from people fromdifferent cultural backgroundswhile understanding, andappreciating the history,traditions, and culturalpractices of ourselvesand others.Diversity, Equity and Inclusion Strategy2
STRATEGY OVERVIEWRationaleAt Save the Children, we believe a well-executed DEI strategy is essential to our core values at the center of our agency's competencywheel, and is fundamentally, the right thing to do. It encourages staff to be their authentic selves and use their skills, talents, andabilities to support the Agency’s mission of achieving immediate and lasting change in the lives of children in the United States andaround the world. DEI and establishing cultural competence is important and beneficial to Save the Children because we workwith and serve diverse groups of people, and our cultural competence will enable us to more effectively serve the needs of thosecommunities. In addition to improving employee creativity, collaboration and engagement, a well-executed DEI strategy increasesproductivity, enhances the agency’s reputation, and ensures legal and regulatory compliance.Stakeholder Engagement and Gap AnalysisThe D&I Council conducted a staff survey, hosted roundtables and attended several staff and Employee Affinity Group (EAG) meetingsto understand staff perspectives on DEI and workplace culture at Save the Children. Stakeholder inputs allowed the D&I Council toidentify several opportunities to strengthen the Agency’s position to fulfil its commitments to DEI.Major themes from stakeholder inputs are summarized, below. These themes form the foundation and basis for the DEI framework andapproach outlined later in this strategy. In developing this strategy, the D&I Council collected baseline demographic data. Althoughwe have diversity within the SMT at the Agency level, the Council recognizes the need to improve the diversity of SMT at departmentaland divisional levels. A key priority for the D&I Council and Human Resources working together is to develop key performanceindicators (KPI’s) as it relates to DEI and enhancing the diversity across the agency. Appendix A and B highlight the most recentdiversity data and Appendix C highlights the gaps related to workplace culture across the Agency.Accept and celebrate diversity of thought and personality typesAccountability and transparency of HR, people managers and Senior Management Team (SMT)Allies speaking up when they see something wrongChampionship of DEI by all staff, but especially people managers and SMTCreate an agency-wide culture that promotes friendly, respectful engagement among staff, across departmentsEducate staff & managers by providing resources about DEI related topics (microaggressions, gender norming,unconscious bias) and how to interact with diverse groupsGive staff that feel marginalized opportunities, and respect their contributions/value them as team membersIncrease diversity across all office locations, job levels and divisionsMaintain an inclusive environment to attract and support people with differing abilitiesPromote friendly, respectful engagement among staff and between staff and management3Save the Children US
Photo: Jonathan Hyams / Save the ChildrenDEI STRATEGIC FRAMEWORKBased on the themes highlighted from the stakeholder engagement analysis, the D&I Council identified four guidingprinciples that guided the development of objectives that will help us accomplish our DEI goal. The guiding principles areACED: Accountability (A), Cultural Agility (C), Engagement (E), and Diverse People & Perspectives (D).GOALBy 2021, Save the Children will have institutionalized processes, systems, and culture to ensure a diverse workforceacross all levels, an inclusive environment, and integration of equity in to all aspects of the organization.EMBED GUIDINGPRINCIPLESESTABLISH DEIOBJECTIVES Accountability & Transparency Create and maintain a high level ofaccountability and transparency Cultural Agility Engagement Diverse People & PerspectivesACHIEVESTRATEGIC GOAL Educate staff to create cultural agility Effectively engage with diverse colleagues Enhance the diversity of staff and promoteacceptance and inclusion of diverse perspectivesDiversity, Equity and Inclusion Strategy4
2019-2021 STRATEGIC PRIORITIESThe following priorities and activities will be accomplished throughout the 2019-2021 agency strategic period. Each priority area mayalign with more than one of the guiding principles outlined in the DEI Strategic Framework in order to accomplish our DEI goal.PrioritiesEngage and educatestakeholders (staff, leadership,employee affinity groups, etc.)on DEI efforts to create culturalagility and promote respectfulinteractions EAGs established and supported Regular allyship sessions and diversity celebrations held Regular resources (unconscious bias, social inequities, systemicoppression, gender norming etc.) shared with staffEstablish cultural competenciesand accountability measures touphold DEI commitments Cultural competencies defined and socialized Accountability measures developed and implemented Relevant staff training materials updated with DEI concepts(Onboarding, Manager Fundamentals, Anti-harassment/bystandertrainings, etc.)Gather and analyzedisaggregated data to get a clearbaseline picture of inequities andoutcome gaps, and define KeyPerformance Indicators Current baseline data reviewed DEI KPIs developed, monitored and reported DEI specific questions included in annual Employee Engagementsurveys and results shared for actionReview and revise policies,procedures and practices thatinadvertently serve as barriers toachieving our DEI goalEvaluate effectiveness of DEIinitiatives, report on progress,and obtain external certification5ActivitiesSave the Children US Process for ongoing policy review established Relevant policy revisions approved by SMT and implemented Intern payment procedure approved by SMT and implemented Updated recruitment guide and hiring manager handbook launched Sponsorship/mentorship program implemented Career advancement experience sharing sessions held Annual DEI Progress report produced & shared A final (three year) results report produced & shared External DEI certification obtained
D&ICOUNCILSMTSTAFFDEI ATSAVE , ROLES ANDRESPONSIBILITIESSave the Children's Senior Management Team (SMT)will sponsor this work at the highest leadership level. SMTmembers are role models and change agents who drive thiswork to ensure that DEI efforts are sustained in the long term.D&I Council members are thought leaders who establish andpromote a shared vision of DEI, and will support the executionof the activities described in this strategy. The D&I Council willfoster partnerships with HR and other working groups (GenderEquality Hub and Anti-Harassment Work-streams).Human Resources partners with the D&I Council to alignpolicies and organizational processes with DEI guiding principles.The D&I Officer, as part of HR, will be the liaison betweenHR, the D&I Council and other working groups to help drive theimplementation of this strategy.People Managers will promote DEI across the agency. Peoplemanagers will embody DEI guiding principles in their approachesand decision making. People managers will receive training andresources to support their own understanding of DEI and developcultural competence.All staff will be supported to embody DEI and culturalcompetence, and provide input to the D&I Council, HR and theSMT on how we can continue to improve our workplace culture.Diversity, Equity and Inclusion Strategy6
Cover photo:Save the ChildrenBack cover:Save the ChildrenDiversity, Equity, and Inclusion is included as an initiative underthe cross-cutting “Operate more effectively and efficiently” pillarand “Live our values and engage our people” objective of our2019-2021 Agency strategy. Save the Children US acknowledgesthe importance of effectively implementing and adapting a cultureof DEI across the global Save the Children movement to advancea shared agenda.501 Kings Highway EastSuite 400Fairfield, CT 06825899 North Capitol Street, NESuite 900Washington, DC 200021-800-728-3843www.SavetheChildren.org
with 25,000 employees around the world, and we all benefit when we embrace diversity and inclusion at all levels. We are a leader in the non-profit sector, and as the current Chair of InterAction I have made it a priority to ensure that diversity and inclusion increases within all of our peer organizations as well. Save the
inclusion and diversity initiatives and events. Celebrating Inclusion and Diversity at McMillan Inclusion and Diversity Award In 2017, McMillan launched an Inclusion and Diversity Award which recognizes, on an annual basis, the contributions and efforts of a firm member who demonstrates a commitment to advancing diversity and inclusion at McMillan.
UW Strategic Diversity, Equity, and Inclusion Plan Development In developing the University of Wyoming Strategic Diversity, Equity, and Inclusion Plan, UW historical documents related to diversity, equity, and inclusion were reviewed tha
AFMC Diversity, Equity, Inclusion and Accessibility (DEIA) Training 2 2 Diversity in BusinessDiversity in Business 3 Minutes 3 The Importance of Diversity The Importance of Diversity3 Minutes 4 The Power of Diversity 4 Minutes The Power of Diversity 5 The Threat of Diversity 2 Minutes The Threat of Diversity 6 Diverse Teams Deliver Results 1 Minute Diverse Teams Deliver Results
LYFT INCLUSION, DIVERSITY, AND RACIAL EQUITY 2020 REPORT 4 A Note from Monica Poindexter Head of Inclusion & Diversity/Employee Relations The impact of the COVID pandemic is reflected in the lived experiences of our team members, drivers, riders, and partners — and it has also taken a toll on our Inclusion & Diversity goals.
Inclusion Plan ACCP is dedicated to creating and sustaining a culture of diversity, equity, and inclusion (DEI). A commitment to embrace diversity and inclusion is an ACCP core value. Strategic direction 1.5 of the 2020 ACCP Strategic Plan states that the College will employ practices that embrace DEI to fully achieve its mission.1 This priority
between diversity, equity, and inclusion, see the report, Analysis of Policies, Practices, and Programs for Advancing Diversity, Equity, and Inclusion, published by D5 in 2013. This report presents examples that illustrate the differences between the concepts, and the importance of distinguishing approaches that relate to each.
assessing additional features related to inclusion, diversity, equity and accessibility in the built environment. Due to these evolving factors, this article aims to review current cutting-edge research on assessment tools that focus on evaluating and measuring incorporated features such as Inclusion, Diversity, Equity and Accessibility (IDEA .
During the planning phase, The DEI Vital Strategies were used as a roadmap to organizational . Michigan Medicine are listed in the infographic below: Diversity Equity and Inclusion Year 2 Plan 5 Michigan Medicine September 2017 . Diversity Equity and Inclusion Year 2 Plan 6
