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Senior Vice President, Chief Inclusion & Diversity Officer, TIAA Human Resources
Craig Jackson, Assistant Vice President, Talent and Diversity Management, CIT Josh Greenwald, SVP, Chief Talent Management Officer, TIAA Alan Richter, Board Member, The Centre for Global Inclusion Richelle Johnson, Deputy Director for the Superintendent's Office of Inclusion and Diversity, U.S. Coast Guard Academy
*How do you define inclusion within your organization? What methods did you use to create this definition (e.g., literature search, working session with employees)?
*Do you have an index that you use to capture inclusion and/or is it embedded in any other indices for leadership effectiveness (or otherwise)?
*At what level of the organization do you track inclusion and how (if applicable)?
*How open are you in sharing your insights on inclusion within (and outside) your organization?
*How have you worked to engage key stakeholders in your analysis of inclusion? Which methods have you found to be most useful (i.e., interviews, focus groups, surveys, data analysis)?
*What has been the most challenging part of developing your inclusion definition and/or index (if applicable)?
*Based on what you know now, what might you do differently and what would you definitely not change?