Base your culture on true inclusion and not on avoiding legal risk →
Hire and empower a D&I lead to execute the CEO’s vision for inclusivity →
Train new hires from day one on the company’s code of conduct →
Encourage shared values while also respecting individual experiences →
Use benefits to shape company culture and scale them with your company. →
Decide whether, and how, to allow compensation negotiation →
Have HR interrogate biases before conducting performance reviews →
Create a clear organizational chart and a consistent promotion ladder →
Prioritize sponsors, especially for underrepresented groups →
Don’t require sponsors and sponsees to come from the same demographic group →
Create a clear, transparent structure for sponsorship and coaching →