KeyBank’s Key4Women program partnered with Micro Enterprise Services of Oregon (MESO) and the Portland Thorns FC to host a business pitch contest for women-owned businesses. While cash awards total $50,000, the grand prize winner will receive $20,000.

Start-ups and existing businesses in specific Oregon and Washington counties are eligible to apply. The businesses must be 51% owned, controlled, operated and managed by a woman or women.

“Women business owners and leaders positively impact our economy and communities in powerful ways every day,” said Rachael Sampson, National Director of Key4Women. “Key4Women is on a mission to advocate, connect and empower them to thrive. MESO and the Portland Thorns are great co-sponsors in this endeavor, and through this pitch contest we look forward to offering two critical supports women-owned businesses often struggle to find or ask for: mentorship and capital.”

Winners will be chosen based on the quality of their presentation, clarity of business vision and mission, the economic impact of the idea, and the value proposition’s soundness. All applicants can receive mentoring after the contest.

Click here to read more about the contest and apply.

Dow released its 2022 INtersections Progress Report, outlining its commitments and actions in delivering value growth, best-in-class performance, and solutions to address global challenges.

The INtersections Progress Report highlights Dow’s performance and management in delivering value for stakeholders and addressing environmental, social and governance (ESG) priorities.

Key highlights include:

• Advancing the company’s strategy to achieve carbon neutrality by 2050
• Partnering across value chains to collect, reuse or recycle plastic waste, meeting customers’ demands for more sustainable and circular products
• Driving diversity, equity and inclusion (DEI) and creating meaningful social impact
• Enhancing governance, transparency and accountability

“Guided by our ambition, we are using our expertise, products, technologies and partnerships to meet the evolving needs of our customers while leading the transition to a more sustainable and inclusive future,” said Jim Fitterling, Chair and CEO of Dow. “Every day we are becoming a stronger, more competitive and future-ready company that is well-positioned to continue delivering value to our customers, employees, shareholders and communities.”

Click here to read the full report.

Kaiser Permanente has shared its approach to making prescription drugs more effective, safe and affordable, urging lawmakers to follow suit.

In addition to controlling costs, the company says ensuring the quality and safety of prescription drugs is paramount. Kaiser prescribes medicines based on evidence, negotiates prices, uses generics and biosimilars, and tracks safety and outcomes.

“The prescription drug market is rife with problems; but many can be overcome with the right public policies in place. Our experience at Kaiser Permanente shows what is possible when evidence, safety, and value are our guides,” said Mary Beth Lang, Senior Vice President and Chief Pharmacy Officer.

The company also supports the following policy changes for lawmakers:

• Encourage prescribing based on evidence and prevent disinformation about the quality and effectiveness of generic drugs and biosimilars
• Ensure healthcare organizations pay for prescription drugs based on value, not on an arbitrary price set by the manufacturer
• Reform the U.S. patent system and other anti-competitive practices, which will help break up monopolies that set high prices and block competition
• Consider creative solutions for preventing drug shortages and improving the resilience of the U.S.’s prescription drug supply chain
• Ensure the FDA can develop and maintain a system for detecting post-market efficacy and safety concerns

Click here to read more.

The White House recently allocated $42.5 billion in federal funds to help close the broadband access gap.

The funds will be granted across all 50 states, the District of Columbia and US territories, allowing 8.5 million American households and small businesses to connect to broadband internet.

Comcast also has a mission to increase connectivity and drive economic mobility. Through Project UP, a $1 billion commitment to bridge the broadband access gap, the company has helped millions of people gain broadband access.

“Unlimited possibilities aren’t possible if there isn’t broadband infrastructure. That alone is not enough. We also need resources to get and keep connected the many who have access but may have issues around adoption — like affordability and lack of digital skills,” said Broderick Johnson, Executive Vice President, Public Policy and Executive Vice President, Digital Equity for Comcast Corporation.

In addition, the company is a founding partner of the Online For All campaign with Civic Nation and the U.S. Department of Education, helping even more people connect to the internet.

Click here to read more about the initiatives.

Cigna Pharmacy Management, which manages pharmacy benefits for Cigna Healthcare, is adding four new biosimilars to its formularies, supporting patient access and improving affordability.

Cigna Healthcare will prefer the following biosimilar products alongside HUMIRA on its national preferred, standard, performance, and legacy commercial formularies, effective Sept. 1, 2023:

• Cyltezo (Boehringer Ingelheim), the first FDA-approved interchangeable biosimilar to HUMIRA, a low-concentration formulation
• Adalimumab-adaz (Sandoz), high-concentration formulation, unbranded
• Hyrimoz (Sandoz), high-concentration formulation

The company will also add Hadlima (Organon), both high- and low-concentration formulations, as preferred alongside HUMIRA on its value, advantage, and total savings formularies.

“Cigna Healthcare is committed to driving greater value and lower costs where clinically appropriate for our customers and clients, and expanding access to treatment options for people that need specialty medications is core to that commitment,” said Katy Wong, Chief Pharmacy Officer, Cigna Pharmacy Management. “By placing clinically effective biosimilars on our formularies in the same position as HUMIRA, we’re ensuring that physicians and patients have choice and flexibility, as well as lower health care costs through healthy competition.”

The Cigna Group released its 2022 environmental, social and governance (ESG) report, highlighting the company’s progress in making health more sustainable, accessible and equitable.

The report outlines the following achievements:

• Joined the RE100 pledge, committing to source renewable electricity for 100% of the organization’s global electricity needs by 2030
• Expanded paid caregiver leave benefit from four weeks to eight weeks
• Doubled the number of no-cost employee assistance program (EAP) visits available to employees and their household members per year

“Driven by our purpose, we approach today’s global health challenges with urgency, optimism and a confidence that we will continue to make a positive impact. This year’s publication, which is our 10th annual report, is a reflection of the passion and hard work that our colleagues around the world do each and every day,” said Nancy Ryan, Global ESG Lead at The Cigna Group. “While our efforts are ongoing, this report celebrates the goals we’ve met and inspires us to do even more as we build a healthier world for all.”

Cigna’s framework for ESG was built on the following four pillars: Healthy Society, Healthy Workforce, Healthy Environment and Healthy Company.

Click here to read the full report.

BASF has opened the Biodegradation and Microplastics Center of Excellence at its site in Wyandotte, Michigan, helping customers across North America achieve their sustainability goals.

The center aims to provide holistic, tailored solutions directly to customers through scientific studies and consulting, increasing speed-to-market for circular economy products, and advocating sustainability. The site also includes a biodegradation laboratory.

“The Wyandotte site houses a broad range of business, manufacturing and R&D activities within BASF. I’m excited to see the center at the site furthering BASF’s support to our customers and our company’s goals toward a sustainable future,” said Benjamin Knudsen, Vice President of Research North America. “I am convinced our Center of Excellence differentiates BASF as a regional leader in biodegradable and microplastic product solutions because our expertise is committed toward shaping sustainable innovations and supporting circular economy strategies.”

Click here to read more.

Accenture Federal Services has been awarded $98 million from the Defense Health Agency to operate and enhance the Joint Medical Common Operating Picture (MedCOP).

MedCOP provides medical command and control situational awareness for the Department of Defense, combatant commands, and the Armed Services.

Accenture Federal Services will deliver cloud, cybersecurity, DevSecOps, agile software development, field service engineering, user adoption, and training support across the Armed Services.

“A common operating picture is arguably one of the most effective tools in creating a shared understanding of the battlespace,” said Kevin Heald, an Accenture Federal Services managing director and national security portfolio lead. “Accenture Federal Services is honored to be tapped to lead data synchronization across multiple network domains and deliver near real-time collaboration and information sharing globally inside and outside the medical community.”

Click here to read more about the award.

Abbott’s Global Sustainability Report highlights its progress toward achieving its 2030 Sustainability Plan. The plan aims to improve the lives of 3 billion people annually by the decade’s end, helping them live their healthiest lives.

The plan is based on the following priorities:

• Making access and affordability core to new product innovation
• Transforming care for chronic disease, malnutrition and infectious diseases
• Advance health equity through partnership

Abbott is making its health technology more accessible, personal and convenient to more people by delivering its next-generation continuous glucose monitoring system FreeStyle Libre 3, launching an improved version of the NeuroSphere MyPath digital health app, and launching its Panbio HIV Self-Test in 14 countries.

The report also highlights how Abbott is building tomorrow’s diverse and innovative workforce, responsibly connecting data, technology and care, creating a resilient and responsible supply chain, and protecting a healthy environment.

Click here to read the full report.

Women in leadership represent a significant gap in today’s succession planning and hiring pipelines.

ADP shared five strategies for women in leadership to overcome barriers at the “Understanding Leadership Barriers” panel at Women@Work 2023.

The strategies include:

1. Develop your talent pipeline to support dimension: Hire for an additive benefit to your team, not based on pedigree
2. Broaden your DEI metrics: Include metrics in areas like female representation, promotional goals and hiring across all levels
3. Leverage neutral bias monitors: A neutral bias monitor sits in and observes conversations, identifying where bias may occur and steering the conversation back on track
4. Create affinity groups with executive feedback: Groups focused on uplifting women serve to empower, support networking and improve inclusivity
5. Support leaders with coaching: A coach can help advance women in leadership by giving them feedback and providing perspective

Click here to read more.

Mastercard has welcomed six fintechs to the Start Path in Solidarity Program, which is dedicated to supporting underrepresented founders.

For startups, seed and angel investments are crucial to growth. However, in the U.S., startups with at least one Black founder receive a lower percentage of deal counts and venture dollars.

Through the Start Path in Solidarity Program, Mastercard provides companies with stage-relevant support, including enterprise partnership readiness training, a dedicated mentor and introductions to investors and Mastercard customers.

The following fintechs have been welcomed to the program, joining 21 other companies:

• Allison (Birmingham, Ala.): Enables community banks and credit unions to onboard new deposits by launching regulatory-compliant products and services
• Binkey (Washington, D.C.): Unlocks the future of savings and payments for patients and healthcare consumers
• Cyvatar (Irvine, Calif.): Accelerates the future of cybersecurity through smart, measurable, managed security subscriptions that turbocharge compliance and fortify business defense
• Freeing Returns (Atlanta, Ga.): Offers nationwide retailers a total retail loss solution to maximize profitability and efficiency
• Gemini Energy Solutions (Washington, D.C.): Helps small business and nonprofits audit their energy usage to make positive change
• ShearShare (Buffalo, N.Y.): Provides space-as-a-service, usage-based insurance, and portable healthcare for the second largest industry for freelancers and independent contractors

The program is part of Mastercard’s commitment of $500 million to help close the racial wealth and opportunity gap in America.

Fair360 examined how five best-in-class companies developed, executed and refined their ESG messaging. 

Define Your Purpose and Goals 

Whether it’s reducing carbon emissions, promoting inclusion, or enhancing board accountability, identify the ESG aspects most relevant to your industry and stakeholders.  

After outlining your objectives and identifying the core values that drive your ESG program, align them with your company’s mission and how they guide your decision-making process. All of Fair360’s 2023 Top 10 Companies for Diversity have ESG as a core management responsibility and CEOs that make public stances on ESG issues.  

“At Mastercard, we’re connecting the ‘why’ of our purpose to the ‘what’ of our fundamental business strategy to ensure we deliver long-term growth for our shareholders, build trust with stakeholders, and contribute to a more equitable and prosperous world,” says David Eichberg, Vice President, Sustainability at Mastercard (No. 1 on Fair360’s 2023 Top Companies for Diversity list and No. 2 on the Top Companies for ESG). 

In 2021, Mastercard linked compensation for most senior executives to three global ESG priorities: carbon neutrality, gender pay parity and financial inclusion. In 2022, the company expanded the model to all employees globally.  

“It’s at the intersection of people, prosperity and planet where we concentrate our efforts to drive collective action and demonstrable impact on the communities and environments in which we operate,” adds Eichberg.  

WATCH: 2023 Top 50: Fireside Chat: Navigating the Evolving Challenges of ESG  

Highlight Your Vision and Achievements  

Describe how you envision a more sustainable and inclusive world and how your company works toward that vision through ESG initiatives. Highlight specific achievements and milestones from your ESG journey to help stakeholders understand the broader impact of your efforts. 

Sustainability reports are an effective way companies can highlight their ESG accomplishments. Ninety-two percent of S&P 500 companies published a sustainability report in 2020, compared to 20% almost ten years prior. 

Eli Lilly and Company’s (No. 5 on Fair360’s 2023 Top Companies for Diversity list and No. 10 on the Top Companies for ESG) 2022 ESG report highlights include the reduction of greenhouse gasses by a third, nearly half of women in management globally, the improvement of insulin access in the United States and $358 million spent with Black businesses in the U.S. 

Through the global effort Lilly 30×30, the company aims to improve access to quality healthcare in low- and middle-income countries by 2030. In 2022, the estimated reach of Lilly 30×30  was approximately 13 million people, an increase of 8 million since 2015. 

WATCH: 2023 Top 50: Health Equity With Northwell Health, Centene and Eli Lilly  

Demonstrate Commitment and Transparency 

Emphasize your company’s commitment to transparency and accountability. Communicate how you measure and report your ESG performance, including the frameworks and standards you follow. Eighty-three percent of Fair360 2023 Top 50 survey participants annually review ESG goals, while 80% discuss plans at board meetings.   

In 2018, Hilton (a Hall of Fame company and No. 2 on Fair360’s 2023 Top Companies for ESG) unveiled its Travel with Purpose 2030 goals. Travel with Purpose is Hilton’s ESG strategy to drive responsible travel and tourism globally and create a positive environmental and social impact across its operations, supply chain, and communities. 

Hilton highlights progress toward 2030 goals in its ESG report and during investor calls. The company publicly shares data on its representation commitments as part of its inclusion efforts. Investors receive third-party assured ESG data through annual reports, proxy statements and ESG disclosures. By the end of 2027, Hilton has pledged to achieve global gender parity and 25% U.S. ethnic diversity at corporate leadership levels.   

Integrate Into Business Strategy 

Illustrate how your ESG program is integrated into your core business strategy and woven into your products, services, and operations. Demonstrate that ESG is not just an add-on but an integral part of how you do business.  

With engagement and ownership from its board of directors to operational business owners, The Hershey Company (No. 3 on Fair360’s 2023 Top Companies for Diversity list and No. 22 on the Top Companies for ESG) says ESG shapes every part of its business.   

Hershey recently named its first Chief Sustainability Officer, expanded ESG oversight by the entire executive team and conducted its first climate scenario planning to determine climate change mitigation strategies. In 2022, the candy company also launched an inaugural double materiality assessment to identify and rank the ESG issues that impact Hershey financially and understand how its operations affect the world.   

Hershey says the initiatives will help it deliver long-term sustainable growth. The company reported one of its strongest years in history in 2022 despite record inflation, macroeconomic uncertainty and supply chain disruptions.  

READ: Understanding the ‘G’ in ESG 

Iterate and Evolve 

Your ESG story should be dynamic and evolve as your program progresses. Regularly review and update your narrative to reflect new achievements, challenges, and goals.  

Blue Shield of California (No. 12 on Fair360’s 2023 Top Companies for ESG) included an ESG summary in its annual mission report to showcase its progress.   

“Our environmental, social, and governance efforts are integrated into our prime business strategies with commitments that include the company’s NextGen sustainability goals, efforts toward social justice and diversity, equity and inclusion, and governance such as our commitment to a zero pay-ratio gap,” says Antoinette Mayer, Vice President of Corporate Citizenship at Blue Shield of California.   

The company’s vision is to create a better California by giving back and supporting all its communities. Blue Shield of California introduced Virtual Blue, a virtual-first plan that offers members mental and behavioral health support and integrated primary and specialty care. In addition, the Maternal Child Health Equity Initiative is a new effort that provides community-based resources, doulas and technology tools to support new mothers and their babies.   

“Like many initiatives at Blue Shield of California, we evolve and iterate our environmental, social, and governance strategy by maintaining a learning posture,” says Mayer. “We continue to monitor and learn from best practices in healthcare and other industries. We also continue to educate and engage our board, executive leaders, and employees in this important work and how it integrates and reaches across all parts of our business.” 

A lack of representation in talent recruitment teams hinders progress toward goals in workplace fairness. Homogeneity in recruitment teams leads to biases and limited perspectives, which can result in unconscious bias in the hiring process.  

Representation is also essential in interview panels. An interview panel built on a foundation of workplace fairness includes various groups, including people of color, women, women of color, LGBTQ+ individuals, veterans, people with disabilities and different ages. 

According to Fair360’s 2023 Top 50 Companies for Diversity survey, 100% of companies that rank in the Top 10 have women and people of color in their interview panels. However, out of all participating companies, only 18% reported a requirement to include LGBTQ+ people in interview panels and 20% for people with disabilities.  

READ: 5 Best Practices for Establishing Diverse Hiring Panels 

Benefits of Representation in Talent Recruitment Teams 

Representation in talent recruitment teams brings numerous benefits to organizations: 

• Attracting a divergent pool of candidates: When candidates see representation within the recruitment team, they feel included and are more likely to apply for positions within the organization. 
• Reducing unconscious bias in hiring decisions: By having team members with different backgrounds, experiences and perspectives, biases can be identified and mitigated, leading to fairer hiring practices. 
• Enhancing cultural competence: Recruiters from various backgrounds are better equipped to understand and appreciate candidates’ unique experiences and needs from different communities. 

Despite the benefits, achieving representation in talent recruitment is a challenge. Bias within recruitment practices is one such obstacle. Unconscious biases can influence recruiters’ decision-making, resulting in continued homogeneity. 

WATCH: The Impact of Implicit Bias During the Hiring Process 

Fostering Inclusive Recruitment Practices  

Actively seeking out and developing talent for recruitment roles can have a domino effect, increasing the representation of incoming employees. 

According to Fair360’s 2023 Top 50 Companies for Diversity survey, 100% of companies ranking in the Top 10 reported that their recruitment teams seek out people of color, women, women of color, LGBTQ+ individuals, veterans and people with disabilities during the recruitment process.  

The Hershey Company (No. 3 on the Fair360 2023 Top 50 Companies for Diversity list) makes it a priority to assemble candidate slates that are 50% diverse for every externally sourced role. 

Fair360 data also showed that 100% of companies in the Top 10 use diverse interview panels for Level 1, Level 2 and Level 3 management. Level 1 management are CEOs and their direct reports. Level 2 includes all individuals in management positions. Level 3 are managers in positions in two levels below level 1. 

All manager-level and higher roles at Medtronic (No. 2 on the Fair360 2023 Top 50 Companies for Diversity list) must have a diverse slate of candidates and a panel of people from various backgrounds to interview each candidate.  

Strategies for Increasing Representation in Recruitment Teams 

Organizations can implement several strategies to increase representation in their talent recruitment teams:  

• Set goals: Establish clear representation goals for your recruitment team, specifying the desired inclusion of underrepresented groups. Make these goals measurable and track progress regularly. 
• Bias awareness and training: Provide comprehensive training to your recruitment team members on unconscious biases, stereotypes and the importance of representation. Raise awareness about potential biases in the recruitment process and equip your team with strategies to mitigate them.
• Expand candidate sources: Broaden your sources beyond traditional channels to reach more candidates. Engage with various communities, organizations and networks to attract a wide range of candidates. Leverage social media platforms and job boards that specifically target underrepresented groups. 
• Revise job descriptions: Review your job descriptions to ensure they are inclusive and do not contain any biased language or requirements that may discourage underrepresented candidates. Highlight the organization’s commitment to equity and inclusion. 
• Blind resume screening: Implement blind resume screening, where personal identifying information such as name, gender or ethnicity is redacted during the initial screening process. This helps mitigate unconscious bias and focuses on qualifications and skills. 
• Partner with organizations: Collaborate with organizations focused on fairness, universities or professional associations to tap into their networks and gain access to different applicants. Participate in career fairs and events for underrepresented groups.

1. US Labor Market Surges in June, Adding 497,000 Jobs

According to a recent report by ADP (No. 15 on the Fair360 2023 Top 50 Companies for Diversity list), private-sector jobs in the United States are growing quickly.

In June, the economy added 497,000 new jobs, surpassing expectations. The leisure and hospitality sector led the gains with 232,000 new hires, followed by construction, trade, transportation and utilities.  

Annual pay rose at a 6.4% rate, indicating pressure from inflation, while small businesses were the main contributors to job growth. The strong numbers suggest a thriving job market despite previous interest rate hikes by the Federal Reserve. 

2. Women Return to the Job Market in Large Numbers

During the pandemic, many women left the job market. Now, they are returning and more women than men are in the workforce.  

In May, the number of women aged 25-54 working or looking for work reached a new high of 77.6%. According to NPR, over 80% of Black women in that age group were also in the workforce.  

Employers are giving women more flexibility at work to benefit from their skills and experience. However, childcare shortages and the absence of paid parental leave persist. 

3. The Dangers of Quiet Retaliation in the Workplace

Corporate America is discussing a new trend: workplace retaliation. It encompasses evident and subtle actions that people often overlook or disregard.  

Harvard Business Review writes that this type of retaliation can have severe consequences, including damaging careers and team effectiveness. Leaders may not notice these behaviors in themselves or others, causing lasting damage to people and groups. To create psychologically safe and innovative cultures, addressing and preventing retaliation, even in its covert forms, is crucial. 

Employee retaliation cases sometimes go unreported due to the risks involved. Hidden revenge, like not helping or providing resources, giving complex tasks, silencing team members, or excluding people, can create climates of abuse. According to HBR, leaders must understand these subtle forms of retaliation and their impact on individuals and team dynamics. 

4. Abbott’s Dual Chamber Pacemaker System Receives FDA Green Light

Abbott (No. 9 on the Fair360 2023 Top 50 Companies for Diversity list) received FDA approval for its AVEIR dual chamber (DR) leadless pacemaker system. This pacemaker system is the first of its kind to treat abnormal or slow heart rhythms.  

The system enables wireless communication and synchrony between two pacemakers. It does not require cardiac leads, providing a less invasive option for patients who require pacing in two heart chambers.  

The approval follows recent clinical trial data showing the system’s safety and effectiveness. The AVEIR DR system incorporates Abbott’s i2i communication technology, allowing beat-to-beat communication between the two pacemakers.

5. Study Shows Mixed Results for Remote Work

The debate over remote work versus returning to the office continues, according to a Federal Reserve Bank of New York study.

Remote call-center workers answered fewer calls and had lower call quality compared to on-site workers, according to the analysis. It is unclear if these findings demonstrate a common pattern. This is because individuals who are unproductive in the office may also be unproductive at home.  

This resource also includes a timeline of key supplier diversity events, facts and figures from Fair360’s Top 50 Companies for Diversity and how companies can leverage minority- and women-owned business enterprises to bridge the supplier diversity gap in some sectors.   

Use this Meeting in a Box as a tool to continue your employees’ understanding of the relevance of supplier diversity.   

Download the full report HERE.

Supplier Diversity Initiatives: Unlocking the Potential of Your Company   

Supplier diversity initiatives go beyond just meeting quotas or ticking boxes. They are strategic approaches that unlock a company’s full potential by promoting inclusion and driving innovation. Here are four steps companies can take to ensure their supplier diversity initiatives are successful. This section also lists Fair360’s 2023 Top Companies for Supplier Diversity.     

Download the article HERE.   

Timeline: The History of Supplier Diversity   

Supplier diversity history provides the context necessary to comprehend the challenges, struggles and milestones experienced in the journey toward inclusion and equity in the supply chain. Exploring the historical evolution of supplier diversity helps us understand the social, economic and political factors that have influenced its development.  

Download the timeline HERE. 

Facts and Figures   

Supplier diversity is a moral imperative and a strategic business practice. Fair360’s unique Top 50 data reveals how best-in-class companies operate their supplier diversity programs.   

Download supplier diversity facts and figures HERE.  

Leveraging Minority- and Women-Owned Business Enterprises  

Supplier diversity gaps can occur when there is an underrepresentation of minority and women-owned business enterprises (MWBEs) in procurement processes. McKinsey & Company research indicates that addressing gaps is crucial for promoting equity and inclusion in supplier diversity initiatives.   

Download the research and discussion questions HERE.  

The Director for Community Engagement and Supplier Diversity was constantly approached by vendors of color asking how they could conduct business with Jefferson Health.

“One of the challenges in the industry is often MWBEs aren’t aware of open-to-bid opportunities,” she says. “The second challenge is with capacity. With an organization as large as Jefferson, MWBE’s may not be able to deliver the scale to our demands. We also must keep in mind incumbent vendors who have strong relationships with our supply chain which makes it difficult to compete.”

Innovating Supplier Diversity  

Jefferson Health’s solution was “Supply Chain Connect.” The program is designed to connect underrepresented business owners like minorities, women, veterans, people with disabilities and LGBTQ+ individuals with opportunities at the healthcare provider.

“Our office of Enterprise Diversity and Inclusion, in partnership with Supply Chain, meet with vendors monthly ‘Shark Tank Style,’” says Battles.

This is where she leads with the walk and not the talk. Battles solicits, invites and prepares vendors to present to Jefferson Health’s decision-makers. This program builds trust with local, diverse suppliers and ultimately creates economic inclusion.

“Vendors get the opportunity to pitch to us,” she says. “Even if they don’t make it to the next round, I partner with advocacy agencies. We may not be able to give you a contract or an opportunity, but now you’re building a relationship and most importantly, you have been heard.”

Potential suppliers are presented with a template of the information they must put together, including their company’s mission statement, core products, services, and capabilities. Suppliers also need to identify their marketing strategy and what value they provide beyond the price of their product or service.

“I need to review their capability statement,” says Battles. “Understanding how they manage their business, customer service, and commitment to supplier diversity is a start to building a strong platform to be awarded a contract with Jefferson.”

READ: Supplier Diversity: Setting Expectations for Vendors and Expert Advice on Tracking Tier 2 Spend

Bridging the Gap  

An estimated 10,000 certified businesses owned by minorities, women, veterans, LGBTQ+ and disabled people earn $10 million a year or more and are ready to compete for business, according to research from McKinsey & Company. Yet, in a separate study, only 38% of diverse suppliers indicated they received increased investment from marketing and advertising communities in 2022.

Battles says one way to bridge the gap is by tying leadership compensation to diversity goals, something Jefferson Health has done.

“Bringing these things to the forefront, tying it to your compensation, tying it to your organizational goal, that is the only way we’re going to make an impact,” she says.

An essential part of Battles’ role is to collaborate and cultivate relationships that improve the lives of the diverse communities Jefferson serves.

“I’ve talked to at least 30 or 40 business owners in a year now,” she says. “Because I’m dedicated to that, they have a name and a face. It’s not that they’re going to talk to a portal. I have created relationships. That’s part of the impact.”

The Toyota North America (No. 4 on the Fair360 2023 Top 50 Companies for Diversity list) executive was among the leaders presented with Black Enterprise’s Lifetime Diversity Crusader Award at the inaugural Chief Diversity Summit & Honors. Recipients have driven supplier diversity increases across major companies and are vocal advocates for equal opportunities for everyone. 

“This has been a passion for 30 years,” said the Senior Vice President, Corporate Resources, General Counsel and Chief Legal Officer at Toyota North America. “I’ve got a lot of things to continue to do and live up to be a lifetime achiever, but I will humbly accept this recognition. It is on the shoulders and backs of so many people who come before me that I am able to have the platform to impact change. And that is truly important to me.” 

Lifetime of Dedication  

Rogers has dedicated much of her career to advancing social justice in the corporate and legal spaces. She has continued her mission at Toyota North America by providing strategic guidance in critical areas such as labor and employment, sustainability and environmental, social and governance (ESG). 

“A crusader is somebody who’s dedicated to advancing social justice, putting themselves on the front line to advocate for and to affect substantive, measurable change,” she said. “It’s something I’ve always strived to be in my career.” 

Rogers stressed that equity and inclusion shouldn’t be based on which direction the wind blows and her commitment remains strong.  

“It needs to be sustainable and a business imperative,” she said. “It takes some ambition, creative thinking, a lot of prayer, courage and a steadfast commitment to the transformation across all aspects of corporate America. We know that the rewards for this are tenfold. Fostering a diverse and inclusive workforce supply chain, it benefits everybody. It benefits our customers. It benefits our team members, our partners and the communities that we serve. We know that it is at the end of the day, great business sense.” 

Rogers said even the most minor changes can make a difference. She encouraged the audience to find new ways to advance equity and inclusion in their personal and professional lives.  

“The next generation of business leaders is looking to us as models and we can show a path forward that involves asking the tough questions of leadership and challenging what’s possible,” said Rogers. “It is, after all, the daily work of our journey. This impact will reverberate well beyond the action itself, pulling forward progress today and not just relying on tomorrow for meaningful change.” 

1. Independence Day and Juneteenth: A Historical Contrast

On Tuesday, July 4, many American workplaces will close their offices in observance of Independence Day. While the Declaration of Independence was signed on July 4, 1776, not all Americans gained freedom that day. 

Black people were enslaved for almost another 100 years after that and didn’t gain their independence until June 19, 1865, known as Juneteenth. Congress made July 4 a federal holiday in 1870, while Juneteenth was recognized as a national holiday in 2021.  

Visit us on LinkedIn next week for more July 4 facts! 

2. Pregnant Workers Fairness Act Goes Into Effect

The Pregnant Workers Fairness Act (PWFA) took effect on June 27. The law was passed in December and requires employers to provide pregnant workers with accommodations, from pregnancy to childbirth to recovery post-partum.  

The law is similar to the Americans with Disabilities Act (ADA) of 1990, requiring employers to provide reasonable accommodations temporarily. It also bans employers from discriminating against employees or job applicants for pregnancy-related accommodations.  

Companies like Accenture (a Fair360 Hall of Fame Company) have policies for pregnant workers. The global professional services company provides 16 weeks of paid maternity leave for birth parents and eight weeks of paid leave for other parents. Read more about prioritizing the health and well-being of pregnant workers.  

3. Eli Lilly to Acquire Sigilon Therapeutics, Advancing Functional Cures for Chronic Diseases

Eli Lilly and Company (No. 5 on the Fair360 2023 Top 50 Companies for Diversity list) has agreed to acquire Sigilon Therapeutics.  

The acquisition aims to develop functional cures for patients with various acute and chronic diseases, mainly focusing on type 1 diabetes.  

The agreement involves a cash purchase price of $14.92 per share, with additional contingent value rights (CVR) potentially totaling up to $111.64 per share in cash. The transaction is expected to close in the third quarter of 2023, subject to customary closing conditions and tender offer acceptance by Sigilon’s stockholders. 

4. LinkedIn Data Reveals Including Skills in Job Postings Attracts More Applicants

LinkedIn data shows that adding relevant skills to the requirements section of job postings can significantly increase their effectiveness, with an 11% boost in conversion rates.  

This approach aligns with the growing trend of skills-first hiring, which 75% of talent professionals plan to prioritize in the coming year. By explicitly listing skills, job posts become more appealing and inclusive, allowing candidates to envision themselves in the role based on their relevant skills rather than strict experience requirements.  

5. Native Hawaiian, Pacific Islander, Asian and Hispanic Populations Show Significant Growth in the U.S.

A recent analysis of U.S. Census Bureau data by Axios reveals that the Native Hawaiian, Pacific Islander, Asian and Hispanic populations experienced the most significant percentage increases between 2000 and 2022.  

In that timeframe: 

• The Hispanic population increased to almost 64 million
• The Asian population grew to 21 million
• The Native Hawaiian/Pacific Islanders population rose to nearly 879,000

Axios reports that these demographic shifts provide valuable insights into the changing racial and ethnic composition of the country and have implications for national policies and programs.  

Webinar Date: June 28, 2023 – 03:00 PM EDT

Moderator:

Linda Bell
Head of Content at Fair360

Panelists:

Jamie Bergeron
Americas Diversity, Equity, & Inclusiveness Center of Excellence at EY

Alex Garveaux
Learning and Development Facilitator at Wells Fargo

Stephanie Ray
Program Delivery Executive & LGBTQ2+ Business Executive at TD Bank

Beverly Douglas
Environmental Services Specialist at BASF

Transitioning in the workplace can expose employees to microaggressions and other uncomfortable interactions. 

In this webinar, panelists discuss how organizations can better support transgender employees, develop strategies tailored to the employees needs, and foster a culture of acceptance and inclusion where employees feel psychologically, physically and emotionally safe. 

Highlights From the Session 

“Every single person needs something, wants something different and has a different experience with their gender. Every one of us  is having a different gender experience, no two are going to be the same. The more that we work that muscle of understanding the fluidity of gender and the fluidity of what allyship means within our community, the better off will be to continue to work together and keep moving forward.” —Jamie Bergeron, EY 

 “You may be hiring trans and non-binary people, and you may not know it. Some people are what we would call stealth, they choose to live their life presenting in gender binary. It’s hard when you talk about how do you recruit, how do you retain people you may not know when you hire them? You’re not going to find a lot of people who are in their 20s and 30s that want to be ‘out’ during interviews with employers.” —Beverly Douglas, BASF  

“By having intersectionality, we found that we could get a broader audience to the story, which focused on trans, transitioning and benefits. It broadened the conversation. Sometimes it’s that extra connectivity with intersectionality that can help bring more individuals to learn more about the community.” —Stephanie Eckersley-Ray, TD Bank 

“We can understand that the ERG chapter is essentially the frontline part of the support, as it’s most in tune with the needs of those transitioning in the workplace. At the chapter level, you’ll see the most diversity of race, ethnicity, disability, sexuality, even categories like pay and title — all that to say the chapter is pretty down to earth because we’re less removed from who you are, because we are you.” —Alex Garveaux, Wells Fargo 

Alicia Petross, Chief Diversity Officer at The Hershey Company, was welcomed to the National Organization on Disability’s (NOD) Board of Directors.

The NOD helps increase employment opportunities for individuals with disabilities. Through programs and services, NOD helps organizations understand the competitive advantages of hiring people with disabilities.

“Being part of the NOD Board and working closely with the team and member organization only fuels my passion to drive employment opportunities for all, at Hershey and throughout the country,” Petross said.

Hershey has received the NOD Leading Disability Employer Seal since 2016, which recognizes companies for demonstrating positive talent outcomes for people with disabilities.

The company celebrated Petross’ achievement on LinkedIn.

EY’s Mobility Consumer Index (MCI) revealed that consumer interest in electric vehicles (EVs) is at an all-time high in the United States.

The MCI is a global survey of over 15,000 consumers from 20 countries. It provides insights into the shifts in journey patterns, modal choices, vehicle buying and transition to electric mobility. It also assesses the car-buying journey and offers insights into attitudes toward mobility choices and sustainability.

“The EY Mobility Consumer Index answers the most pressing questions around mobility in the US. The MCI takes an in-depth look at the tipping point for vehicle electrification, how soon autonomous and shared mobility will take off, and overarching societal implications,” said Steve Patton, EY Americas Mobility Sector Leader. “On the heels of government legislation aimed at mitigating consumer concerns and driving increased collaboration between private and public sectors, this year’s data demonstrates that the US is at a true precipice when it comes to mainstream EV adoption. We can expect to see more EVs, both commercial and consumer, on the road.”

The index revealed that 48% of car buyers in the U.S. intend to purchase an EV within the next 24 months. These findings mark a 19% increase from the 2022 MCI.

EV intent is also growing globally. The U.S. jumped five spots in an EV readiness ranking, landing at No. 7. China, Norway and Sweden are the top three.

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