DE&I Accountability – Moving from Pledges to Outcomes

Albany Law School Online Graduate Programs and Western Governors University Co-Presents: DE&I Accountability – Moving from Pledges to Outcomes on April 27, 2022

Panelists:

• Jermaine Cruz – Assistant Dean for Diversity & Inclusion, Albany Law School
• Jason Thompson – Vice President, Diversity, Equity & Inclusion, Western Governors University
• Cheng Yu Hou – Vice Chancellor, Human Resources, Rancho Santiago Community College District and Adjunct Professor at Albany Law School
• Renee Tirado, Esq. – DEI Consultant

Our society is changing – people are more vocal about what their needs are, and these needs are no longer negotiable.  People utilize social media now more than ever in speaking out against injustices in their immediate environment.  Since the tragic events of George Floyd’s passing in Minnesota, diversity, equity, and inclusion (DE & I) efforts have been the at the forefront of many organizations.  This webinar discussed topics on DE & I and how to move from the initial pledges to producing outcomes and what that would look like.

The first question that was presented to the panelists is “What is the current landscape of corporate DE & I?”.  It was stated that many organizations have posted their salaries to reduce the pay equity amongst men and women. Also, that the momentum of the initial movement is starting to slow down. Implementing DE & I efforts in an organization is something that is not going to happen overnight.  But what does it truly look like?  It will take all members of the organization to do some self-reflection, building new strategies, implementing those strategies, and having accountability/utilizing metrics.

The second question that was presented is “What are the legal risks for implementing DE & I efforts?”.  It was stated the importance of using inclusive language in all materials.  Inclusive language means utilizing language that avoids the use of certain expressions or words that might be considered to exclude groups of people.  Individuals are now more discerning than ever so companies must ensure that the strategy that is implemented has growth and substance behind it.  If current and potential employees cannot see and understand your efforts, it is possible that the organization will lose out on a lot of top-quality talent. 

The final question that was presented is “How do we hold them accountable?”.  It was stated that what gets measured, gets done.  There should be new metrics with key performance indicators (KPIs) created to reflect the DE & I efforts from current staff and including the hiring of new staff.  The key is ensuring that everyone is educated and celebrated in all parts of the journey.  It was also noted that if you research and invest in your employees, they will invest in you.  Allowing for the voices of all your stakeholders to be heard will not only increase retention, company branding, but it will also ensure that you are making necessary steps to be more inclusive organization.