Paradigm for Parity® Coalition Companies Foster Diverse and Inclusive Workplaces
As our nation confronts systemic racism and inequality, many of our 122 coalition companies are at the forefront in prioritizing and accelerating their diversity, equity, and inclusion initiatives.
The Paradigm for Parity® coalition was established in 2016 with a mission to achieve gender parity in corporate leadership by 2030. The Paradigm for Parity® 5-Point Action plan helps companies create inclusive work environments that advance women of all races, cultures, and backgrounds into leadership positions. Although women of color represent 18 percent of the U.S. population, they represent only 4 percent of c-suite level positions. Double standards, unconscious bias, lack of support from their managers, and microaggressions are well documented barriers that contribute to this corporate leadership gap.
The following are examples of actions our Paradigm for Parity® coalition companies are taking to ensure all of their employees are supported, have their voices heard in the workplace and have equal opportunities for advancement.
● ADM — ADM launched listening sessions where Black employees can share their experiences and concerns with senior leaders of the company. The feedback will be used to foster an inclusive environment.
● APCO Worldwide — To fight systemic racism and advance inclusivity, APCO Worldwide launched a program called “Accelerate What’s Right,” building off the company’s existing diversity and inclusion work. The company has made measurable commitments to short- and long-term change and to reporting on progress. The program prioritizes leadership accountability, recruitment and employee advancement, community engagement, employee education, convening change-makers, and client collaboration.
● Bank of America — Bank of America has committed $1 billion, over four years to address economic and racial inequality accelerated by the global pandemic. The bank’s efforts will focus on areas where significant change is required for progress to occur and to be sustained. This includes creating opportunity for people and communities of color in the areas of health, jobs/training/re-skilling/up-skilling, support to small businesses, and housing, all through a lens of racial equity.
● NFP — In addition to creating a safe space for employees of color to share their experiences and perspectives involving racial inequality, NFP has an internal resource group dedicated to diversity and inclusion where employees can share resources designed to enhance awareness and provide actionable insights.
● RGP — RGP is supporting one of its consultants who founded a non-profit group called BrightPath STEAM Academy to introduce Science, Technology, Engineering, Arts and Math curriculum and professions to underrepresented groups — specifically students in the Black community. RGP consultants, who are experts in robotics, will lead these virtual events. RGP has also committed to sponsoring robotics “kits” to give the participating students a better understanding of robotics.
● Sodexo — Sodexo deployed a series of race and social justice interventions, trainings, and resources across their enterprise. In North America, 5,000 employees attended a townhall entitled, “Leading Inclusively: Getting Comfortable with the Uncomfortable,” where senior executives engaged in an authentic, vulnerable and transparent conversation about race. Additionally, Sodexo’s nine Employee Resource Groups led conversations to support employees during these challenging times.
● Trane Technologies — Trane Technologies hosted a global CEO Action Day of Understanding for its employees to highlight the various dimensions of diversity within the company, in efforts to continue cultivating a culture of respect and belonging. As Chairman of the National Association of Manufacturers, CEO Mike Lamach also introduced the Pledge for Action, an 11-point commitment plan for manufacturers to advance justice, equality and opportunity for the Black community and all people of color. The Pledge for Action includes commitments on increasing Black representation in Trane Technology’s workplaces and expanding education, training and scholarship opportunities. In addition, the company’s Black Employee Network hosted a fireside chat that enabled a safe space for the people most deeply impacted by recent tragedies to share their personal perspectives and experiences.
The Paradigm for Parity® coalition commends our companies for addressing the immediate needs of employees during these difficult times, and for continuing to prioritize inclusive workplaces that support women of all races, cultures and backgrounds.
