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Understanding the We Can Do Better Initiative
In a world that increasingly values diverse perspectives and inclusive environments, Episcopal Retirement Services (ERS) shines with its fourth annual Scorecard under the We Can Do Better (WCDB) initiative. Established in response to social injustices that spurred global conversations on race and equity, this initiative is not just a policy; it serves as a lifeline for positive change within the organization and among its residents.
Current Landscape of Diversity, Equity, and Inclusion
As ERS embraces this necessary journey, it emphasizes the importance of accountability and reflection. “You can only manage what you measure,” noted ERS President and CEO Laura Lamb. The SC scorecard provides a tangible way to reflect on progress, successes, and challenges while keeping the organization aligned with its mission of promoting inclusion. Tracking growth reveals the significance of each step taken toward a more equitable workforce and enriched living communities.
Key Highlights from the Scorecard
This year’s Scorecard brings several encouraging updates. The Lauren Brown Empowerment Fund, named after a cherished ERS employee, has amassed over $400,000 towards its $500,000 target. This fund aims to support racial minorities beyond traditional scholarships, helping them build successful careers in various fields, which is crucial in creating a more diverse leadership.
Community Engagement and Education
ERS has taken its commitment further by engaging retirement community residents through a thoughtful, four-part book series centered on Vernā Myers' “What If I Say the Wrong Thing?” The series aims to foster understanding and facilitate conversations about cultural awareness and inclusivity within the community.
Preparation for Future Challenges
Employee surveys conducted to uncover challenges around inclusivity provide a critical lens into the workplace culture. With training programs specifically designed to tackle issues such as racism and sexism slated for 2025, ERS is actively preparing to equip team members with the necessary tools to foster a respectful and inclusive environment.
The Broader Picture: DEI in 2024
The insights from ERS parallel broader trends in the realm of Diversity, Equity, and Inclusion (DEI). As highlighted in recent analyses, 2024 promises to be a transformative year for organizations committed to DEI initiatives, with several common priorities emerging:
1. Cultivating Inclusive Leadership
Leadership commitment is fundamental in driving the culture of inclusion. ERS is leading by example, exemplifying that inclusive leaders cultivate environments where diverse voices are heard and valued.
2. Data-Driven Strategies
Organizations must go beyond rhetoric to assess and understand their demographics. Regular diversity audits, as undertaken by ERS, help identify areas needing focus and create informed strategies for improvement.
3. Integrating Inclusivity in Talent Management
Diversity must be prioritized at every stage of the employee lifecycle. ERS's holistic approach aligns perfectly with contemporary methods that ensure equitable opportunities for all existing and prospective employees.
Looking Ahead: The Future of DEI at ERS
The steps taken by ERS are not just about compliance or public image; they signify a commitment to productively harnessing diversity for broader organizational success. As we observe the evolving conversation around DEI, it will be vital for organizations like ERS to maintain their momentum and push against complacency.
Call to Action: Embracing the Journey Together
The road toward inclusivity may be challenging, but initiatives like ERS's WCDB remind us that we are indeed stronger together. Whether you are a part of a retirement community or simply someone invested in the spirit of inclusion, consider advocating for DEI initiatives in your own space. Your voice can help shape the future you wish to see.
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