| | JUNE 2022MANAGEHRMAGAZINE.COM9and adhere to innovative hiring approaches, we set out to create a formal DEI program. Our first step in creating our action roadmap was to conduct the very first IDEC survey of all employees. The survey centered around feelings of belonging, inclusion, and psychological safety. The survey informed our DEI roadmap centered on increasing awareness, providing training and development opportunities, enabling diversity recruitment, and strengthening ties between team members. As our roadmap evolved, the conversations continued into 2021 in the form of an eight-part "Uncomfortable Conversation Series," engaging hundreds of Vaco employees globally. Topics included counteracting stereotypes, examining one's role in diversity, the intersection of gender and LGBTQ+, using culture to navigate the candidate recession, celebrating cultural events like Hispanic Heritage month, law enforcement, and discussions on gratitude. During these conversations, our teams had the opportunity to hear varying perspectives firsthand and to ask questions for clarity and understanding. And ultimately, this discussion series laid the foundation for Vaco to discover meaningful, respectful forums in which we could engage with one another on topics of diversity and inclusion ­ and encourage both understanding and growth. Empowering change from within ­ core initiativesTo change the world, we must first change from within. Vaco's IDEC, chaired by our senior director of diversity & inclusion ­ a newly created position ­ is leading our transformation by focusing on three key areas:· Vaco's diversity initiatives extended into new horizons empowering change while focusing on the key areas of advancement (championing Vaco leaders to be models of change and influence by driving diversity and unequivocal inclusion), promotion (expanding efforts to level the playing field and to encourage courageous and authentic discussions), and integration (empowering individuality by integrating the principles of diversity, equity and inclusion throughout Vaco).· Vaco instituting a reverse mentoring program for executive leadership. Through the program, each executive meets with and builds a relationship with a team member from an underserved population. The goal is to build bridges and gain a deeper understanding and informed perspective different from your own. Through this connection and understanding, the reverse mentoring program also helps to increase exposure of the mentors with senior leadership.· Institute a formal leadership training program by credible diversity and inclusion experts and ensures all team members across Vaco could attend. Current and future initiatives include partnership and internship programs with HBCUs, recruiting efforts aimed at professionals with non-traditional backgrounds and experience, and then externally, helping Vaco's clients that do not have a specific D&I program or internal resources improve their outcomes as well. Commitment to diverse, equitable hiringBeing agents of change means encompassing more voices and more people. Vaco's DEI commitment extends to four key values to transform the recruitment process:· Focus: Prioritizing attitudes over resumes to measure success· Fairness: Using scorecards to apply standards equitably· Reach: Expanding our networks to tap into more talent pools· Data: Measuring success and progress along the wayVaco has always been dedicated to welcoming and celebrating the whole person. As we continue to diversify and champion equitable hiring practices, we remain committed to positive systemic, sustainable change. Vaco's diversity initiatives extended into new horizons empowering change while focusing on the key areas of advancement, promotion , and integration
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