Diversity, Equity, and Inclusion: Priorities and Resource Needs

Our Objective

We need your input to guide us further in identifying and prioritizing resources to support your diversity, equity, and inclusion (DEI) efforts. Your anonymous and confidential response to this survey will prove invaluable in shaping our work over the next few months.

Please take four minutes to share information about your current and future needs related to the eight tenets of the Corporate DEI Pledge.

Let's get started.

Please select the answer from the choices provided after each statement that best reflects your organization's position specific to each of the DEI components below.

Question Title

* Creating an inclusive organization does not just happen despite the best of intentions. A diversity/culture audit provides information about your organization that serve as the building blocks shaping your DEI strategies to become more diverse and inclusive.

What best describes your organization's posture towards conducting a diversity/culture audit?

We have conducted a DEI audit within the last two years.

We are discussing whether to conduct a DEI audit within the next 12 months.

Plans are in place to conduct an audit within the next 12 months.

We have no intention to conduct a DEI audit within the next 12 months.

Question Title

* Having the OEP provide information on how to conduct DEI/culture audits would be valuable to our efforts.

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Question Title

* A diversity, equity, and inclusion statement demonstrates a company’s commitment to building an inclusive, varied workplace that is welcoming to people of all backgrounds. Much like a mission and values statement, the DEI statement is more than just a marketing exercise. It should guide your hiring, employee benefits, customer service and workplace culture.

What best describes your organization's posture towards developing and publishing a DEI statement?

No intention to create a DEI statement this year.

We are discussing whether to develop a DEI statement this year.

We are in the process of developing and publishing a DEI statement this year.

We have developed and published a DEI statement.

Question Title

* Information about developing and publishing a DEI statement would be valuable to our efforts.

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Question Title

* A supplier diversity program is defined as a “proactive business program which encourages the use of minority-owned, women-owned, veteran-owned, LGBT-owned, service disabled veteran-owned, historically underutilized business, and Small Business Administration (SBA)-defined small business concerns as suppliers.”

Simply put, it’s a way to engage with a new, growing, and varied set of suppliers.

What best describes your organization's posture toward a supplier-diversity program?

We have a robust supplier diversity program in place.

We are discussing whether to create a supplier diversity program this year.

We are in the process of creating a supplier diversity program this year.

No intention to establish a supplier diversity program this year.

Question Title

* Information about creating a supplier diversity program would be valuable to our efforts.

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Question Title

* The Partnership is eager to document and celebrate our collective success. Please identify areas of success or challenge over the past year that have had meaningful impact on your organization's DEI journey. Your response will be aggregated with others to capture where we stand as a region.

	Haven't started. No experience yet.	Just starting. Too early to tell.	In progress. More set-backs than success.	In progress: More success than set-backs.	Considerable success--eager to share.
Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today.	Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today. Haven't started. No experience yet.	Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today. Just starting. Too early to tell.	Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today. In progress. More set-backs than success.	Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today. In progress: More success than set-backs.	Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today. Considerable success--eager to share.
Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help.	Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help. Haven't started. No experience yet.	Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help. Just starting. Too early to tell.	Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help. In progress. More set-backs than success.	Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help. In progress: More success than set-backs.	Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help. Considerable success--eager to share.
Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities.	Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities. Haven't started. No experience yet.	Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities. Just starting. Too early to tell.	Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities. In progress. More set-backs than success.	Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities. In progress: More success than set-backs.	Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities. Considerable success--eager to share.
Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all.	Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all. Haven't started. No experience yet.	Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all. Just starting. Too early to tell.	Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all. In progress. More set-backs than success.	Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all. In progress: More success than set-backs.	Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all. Considerable success--eager to share.
Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities.	Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities. Haven't started. No experience yet.	Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities. Just starting. Too early to tell.	Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities. In progress. More set-backs than success.	Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities. In progress: More success than set-backs.	Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities. Considerable success--eager to share.
Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations.	Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations. Haven't started. No experience yet.	Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations. Just starting. Too early to tell.	Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations. In progress. More set-backs than success.	Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations. In progress: More success than set-backs.	Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations. Considerable success--eager to share.

Question Title

* Please identify your DEI Pledge priority areas for the next 6-12 months that you would like to see the Partnership support by identifying resources and tools.

	Not a priority for resources.	Resources to get started would be helpful.	Advanced resources to extend DEI efforts would be helpful.
Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today.	Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today. Not a priority for resources.	Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today. Resources to get started would be helpful.	Educating ourselves to better understand the history of systemic racism throughout our region and the barriers it continues to present today. Advanced resources to extend DEI efforts would be helpful.
Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help.	Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help. Not a priority for resources.	Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help. Resources to get started would be helpful.	Creating opportunities for sessions to listen to those affected and marginalized by these barriers to learn how we can help. Advanced resources to extend DEI efforts would be helpful.
Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities.	Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities. Not a priority for resources.	Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities. Resources to get started would be helpful.	Identifying, supporting, or collaborating with other organizations who work tirelessly in marginalized and vulnerable communities. Advanced resources to extend DEI efforts would be helpful.
Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all.	Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all. Not a priority for resources.	Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all. Resources to get started would be helpful.	Using our power, influence and position to amplify unheard voices and endorse policies that lead to racial justice and opportunities for all. Advanced resources to extend DEI efforts would be helpful.
Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities.	Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities. Not a priority for resources.	Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities. Resources to get started would be helpful.	Improving the employment, training, wage equity, growth potential, advancement, support and success of people of color in our workplace, workforce and marketplace, and committing to ways that minority owned businesses are intentionally included in pipeline opportunities. Advanced resources to extend DEI efforts would be helpful.
Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations.	Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations. Not a priority for resources.	Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations. Resources to get started would be helpful.	Engaging other CEOs and executive leaders to collectively address issues of social injustice, racism and biases in our communities and organizations. Advanced resources to extend DEI efforts would be helpful.

Question Title

* Would you like to share any details of your DEI experience to date?

Yes

Question Title

* Who would you like us to contact to your learning or success from your DEI journey?
NOTES: (1) The contact information you provide below will not be linked to previous answers to preserve your anonymity; and (2) You can also share best-practices by following this link:

Name

Company

Email Address

Diversity, Equity, and Inclusion: Priorities and Resource Needs

Our Objective

Question Title

Question Title

* Having the OEP provide information on how to conduct DEI/culture audits would be valuable to our efforts.

Question Title

Question Title

* Information about developing and publishing a DEI statement would be valuable to our efforts.

Question Title

Question Title

* Information about creating a supplier diversity program would be valuable to our efforts.

Question Title

* The Partnership is eager to document and celebrate our collective success. Please identify areas of success or challenge over the past year that have had meaningful impact on your organization's DEI journey. Your response will be aggregated with others to capture where we stand as a region.

Question Title

* Please identify your DEI Pledge priority areas for the next 6-12 months that you would like to see the Partnership support by identifying resources and tools.

Question Title

* Would you like to share any details of your DEI experience to date?

Question Title

* Who would you like us to contact to your learning or success from your DEI journey? NOTES: (1) The contact information you provide below will not be linked to previous answers to preserve your anonymity; and (2) You can also share best-practices by following this link:

* Who would you like us to contact to your learning or success from your DEI journey?
NOTES: (1) The contact information you provide below will not be linked to previous answers to preserve your anonymity; and (2) You can also share best-practices by following this link: