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Senior Vice President, Chief Inclusion & Diversity Officer, TIAA Human Resources
Craig Jackson, Assistant Vice President, Talent and Diversity Management, CIT , Alan Richter, Board Member, The Centre for Global Inclusion Richelle Johnson, Deputy Director for the Superintendent's Office of Inclusion and Diversity, U.S. Coast Guard Academy
*How do you define inclusion within your organization? What methods did you use to create this definition (e.g., literature search, working session with employees)?
*Do you have an index that you use to capture inclusion and/or is it embedded in any other indices for leadership effectiveness (or otherwise)?
*At what level of the organization do you track inclusion and how (if applicable)?
*How open are you in sharing your insights on inclusion within (and outside) your organization?
*How have you worked to engage key stakeholders in your analysis of inclusion? Which methods have you found to be most useful (i.e., interviews, focus groups, surveys, data analysis)?
*What has been the most challenging part of developing your inclusion definition and/or index (if applicable)?
*Based on what you know now, what might you do differently and what would you definitely not change?