Diversity, Equity, and Inclusion

I recently signed on to the CEO Action for Diversity & Inclusion™, a CEO-driven pledge to promote diversity and inclusion in the workplace. I strongly urge other sector leaders to do the same. As part of this pledge, more than 300 CEOs, from some of the biggest corporations and organizations in the world, have committed to push for greater diversity and inclusion in their respective workplaces. By taking advantage of such a large swath of the business community, CEO Action hopes to create a lasting legacy of workforce diversity and inclusion.

The Council on Foundations has joined a growing coalition, which pledges to advance diversity and inclusion in the workplace. The CEO Action for Diversity & Inclusion™ includes more than 300 CEOs of America’s leading companies and business organizations, who have jointly agreed to a pledge to cultivate a workplace and culture where diverse perspectives and experiences are welcomed and respected, employees feel comfortable and encouraged to discuss diversity and inclusion and where practices can be shared across organizations. It is the latest effort for the Council, which for several years has pushed Diversity, Equity and Inclusion as a core policy and operating principle for the philanthropic sector.

The Council, in partnership with Atlas Corps and American Express, will share information on the Atlas Corps Fellows Program. Atlas Corps facilitates overseas fellowships for the best of the world's rising leaders. They volunteer for 12-18 months at outstanding organizations (foundations, corporations and nonprofits) addressing social issues and are enrolled in an ongoing training program.

In 2016, women represented over three-quarters of foundation staff in the US but among the largest grantmakers,fewer than half of foundation CEOs were women. In the same year, racial and ethnic minorities made up only 10 per cent of foundation CEOs. Given these statistics alongside current political and social discourse on race and inequality in the US, American philanthropy is increasingly focusing on the themes of diversity, equity and inclusion – known in a sector addicted to abbreviations as ‘DEI’.

Building off the Council’s HR Summit, this webinar will address the topic of bias and its impact on the performance management process. Removing subjectivity from performance management is near impossible given the universality of unconscious bias. This raises the question, are there even ways to minimize bias within your own performance management process? Allyson Dylan Robinson, Senior Consultant at Cook Ross, will share information on the types of bias associated with performance management and tips for mitigating these. Please note that attendance at the 2017 HR Summit is not a prerequisite for participating in this webinar.