Diversity, Equity, and Inclusion
We value growth.
We know diversity, equity, and inclusion (DE&I) are vital to the success of our organization and our community. That is why we continually look closely at where we are and the steps we need to take to move ahead.
Our roadmap for advancing diversity, equity, and inclusion contains processes to
- recruit, retain, and develop a diverse range of talented individuals
- foster belonging for all team members
- provide professional development and DE&I training
- engage in open dialogue to lead to transformational relationships
We hope you will grow with us. For a timeline of our most recent steps to further prioritize DE&I at Hantzmon Wiebel check out our DE&I process page. You can also view our DE&I Policy here.
Our CEO Commitment*
The persistent inequities across our country underscore our urgent, national need to address and alleviate racial, ethnic, and other tensions and to promote diversity within our communities. I know that diversity is good for the economy; it improves corporate performance, drives growth, and enhances employee engagement. Simply put, organizations with diverse teams perform better.
As CEO, I commit our firm to ensuring that inclusion is core to our workplace culture and that our business is representative of the communities we serve.
I recognize that diversity and inclusion are multifaceted issues and that we need to tackle these subjects holistically to better engage and support all underrepresented groups within our business. To do this, I believe we also need to address honestly and head-on the concerns and needs of our diverse employees and increase equity for all, including Blacks, Latinos, Asians, Native Americans, LGBTQ, disabled, veterans, and women. I know that we must do more.
For Hantzmon Wiebel, this means committing to four goals to catalyze further conversations and actions around diversity and inclusion within the workplace and foster collaboration among our partner organizations:
- I will continue to make our workplace a trusting place to have complex, and sometimes difficult, conversations about diversity and inclusion:
I will create and maintain environments, platforms, and forums where our people feel comfortable reaching out to their colleagues to gain greater awareness of each other’s experiences and perspectives. By encouraging an ongoing dialogue and not tolerating any incongruence with these values of openness, we are building trust, encouraging compassion and open-mindedness, and reinforcing our commitment to a culture of inclusivity.
- I will implement and expand unconscious bias education:
Experts tell us that we all have unconscious biases—that is human nature. Unconscious bias education enables individuals to begin recognizing, acknowledging, and therefore minimizing any potential blind spots they might have, but weren’t aware of previously. I will provide unconscious bias education within the firm in an ongoing basis. By helping our employees recognize and minimize their blind spots, I aim to facilitate more open and honest conversations. Additionally, I will make non-proprietary unconscious bias education modules available to others free of charge.
- I will share best—and unsuccessful—practices with others:
Each of the companies in the CEO Action network in which I participate has established programs and initiatives around diversity and inclusion. Yet, I know that many companies are still developing their strategies. I commit to helping other companies evolve and enhance their current diversity strategies and encourage them, in turn, to share their successes and challenges with others.
- I will create and share a strategic inclusion and diversity plan with the Executive Committee:
I will work with our Executive Committee through the development and evaluation of concrete, strategic action plans to prioritize and drive accountability around diversity and inclusion. Given the shared responsibility for driving strategies that help companies thrive, boards and CEOs play an important role in driving action together to cultivate inclusive cultures and talent.
I also pledge to create accountability systems within our company to track our progress and to share regular updates in order to catalog effective programs and measurement practices. We believe that by sharing and learning with each other, we can strengthen our existing programs and commitments to better serve our employees and society.
I recognize that these four commitments are not the complete answer, but I believe they are important, concrete steps toward building a more diverse and inclusive workplace. I am determined to do what I can to make good on the inherent promise that all of our people should be able to bring their best selves to work and unleash their full potential. By working together toward diversity and inclusion within our workplaces, industries, and broader business community, we can cultivate meaningful change for our society.
Jennifer Lehman
3.2.2020