Diversity, Equity, Inclusion & Accessibility

Diversity metrics require identifying an availability source and calculating a benchmark.

Diversity Metrics. Join us for a video blog as we discuss Diversity Metrics in ESG.

Leveraging AAP Data to Enhance DE&I Efforts.Using employee and personnel data to enhance your Diversity, Equity & Inclusion (DE&I) efforts is crucial, especially when presenting to or gaining the support of senior leadership.

In this webinar, DCI’s Joanna Colosimo, and David Cohen, and Orrick’s Erin Connell and Gary Siniscalco team up for a lively panel discussion about the long-term ramifications of the Supreme Court’s decisions, risks for employers, and opportunities to ensure DEIA programs and supporting analytics not only comply with legal standards but also consider the mission and spirit of DEIA values.

Join us for a video blog as we discuss Disability Inclusion in ESG. Marcelle details how disability inclusion increases company accountability and strengthens ESG reporting through quantitative measurements or qualitative narratives.

Join us for a contemporary discussion on the current landscape of human capital disclosures. DCI experts will discuss the demands on employers, the risks associated with, and the various formats used when releasing human capital disclosures.

As organizations continually struggle to attract and retain employees in the highly competitive marketplace, characteristics such as inclusion and civility in the workplace can often make the difference in creating a high-performing organization. To that end, Chad Peddie, DCI Consulting, and Mark Nagy, Wendal Inc., will be collaborating in a three-part webinar series focused on the “I” of diversity, equity, inclusion, and accessibility (DEIA). The series will progress through why inclusion matters, how to measure it, and programmatic efforts to initiate for building an inclusive culture. The final session will help identify more prescriptive means for creating a Culture of Civility and Inclusion. This will include guidance on who is responsible for the change management, what resources may be included to best enhance outcomes, how best to sequence the change that needs to occur, expected employee and organizational outcomes from the culture change, and practical ways employers can foster civility in the workp

There is increasing focus on public accountability for visible progress made towards organizational diversity, equity, inclusion, and accessibility (DEIA) commitments for both private employers and government agencies. President Biden’s Executive Order 14035 requires federal agencies to adopt five foundational DEIA strategies to advance equitable outcomes. Within an inclusion roadmap, agencies are required to gather the “voice of the employee.” Focus groups can and should be an effective tool for collecting employee feedback but must be well-executed to help government agencies and private employers accurately inform policy on DEIA. Join Dr. Justin Velten (Co-Founder and Board Chair, Go Culture) and Marcelle Clavette (Associate Principal Consultant, DCI) as they discuss what government agencies and organizations should consider with regards to conducting effective focus groups. The session will highlight EO 14035 requirements, challenges with collecting employee feedback, and best approaches to facilitating

As organizations continually struggle to attract and retain employees in the highly competitive marketplace, characteristics such as inclusion and civility in the workplace can often make the difference in creating a high-performing organization. To that end, Chad Peddie, DCI Consulting, and Mark Nagy, Wendal Inc., will be collaborating in a three-part webinar series focused on the “I” of diversity, equity, inclusion, and accessibility (DEIA). The series will progress through why inclusion matters, how to measure it, and programmatic efforts to initiate for building an inclusive culture. Building on the previous session which highlighted the benefits of inclusive work environments, the speakers share best practices on the measurement of inclusion and workplace civility. Following this, the conversation turns to leveraging diagnostic methods to assess workplace civility. Drawing on research, five key dimensions of workplace civility will be identified, along with proper interpretation of results and potential