Who’s interested: Primary – Compliance, DEI Team and HR, Secondary – Legal
Takeaway(s):
– “Those within the #Compliance function are ambassadors…They are charged with efforts to hold employees accountable if they fail to uphold the underlying pillars of the organization’s values”
– As a starting point, policies and procedures might have to be revisited and revised – but, “the policies are only as good as the impact they have and how they are played out in real life”
– Beyond management receiving D&I training, internal Compliance teams should also be having tough conversations about potential biases, stereotypes, and/or prejudices
– Compliance, DEI and HR must partner together
ideascape view: The question of #accountability often comes up as a pain point for many #Diversity teams. One answer could be using internal partnerships with the likes of HR, Compliance, Legal, Finance, etc. to create a Governance Plan around specific DEI initiatives given the cross-functional nature of their interactions with employees. Additionally, these groups could co-create the outcomes the culture chooses to reward.
