It would take a month before that meeting happened.
“Within that time, none of my managers mentioned his urgent email that they had been copied on.
With his team, Cubia has worked hard to embed their commitment to DEI at WBA.
Cubia explains, “We wanted to know how this was impacting them.
We talked about the return to work as a result of this pandemic.
Cubia notes, “We have really been on the frontlines of the pandemic response.
Cubia explains, “We provided information on why they should take the vaccine.
We knew there were barriers for people that were hesitant about taking a vaccine.
Where is the power here?
Patton explains, “I want to see your board.
Who’s making decisions on your board?
And then how diversified is that power?
How many people that are Black, White, Asian, etc.
Then I want to look at where the power is and the diversification of that power.”
In this way, Patton notes, “It widens the gap of gender inequality and racial inequality.”
Diana Patton, Esq
We need integrity and accountability.
If I sat down, and interrogated business leaders to ask, Do you really believe this is important?
It is important to measure multiple variables when assessing how well a diversity or inclusion initiative is progressing.”
It sets an expectation for all new employees and new clients, and sets a foundation for future decisions.
Harper highlights, “These numbers are far beyond the average of our peers in the tech industry.
Our actions are transparent to the company, which keeps us accountable.”
“By making our salaries transparent internally for all employees, we ensure that everyone is paid fairly.
Additionally, McClendon notes, “DEI work requires a lot of dedicated time, energy and resources.
