Diversity & Inclusion Toolkit

Inclusion Toolkit color logo

If you're in search of resources that can help develop or improve your business's diversity and inclusion practices, you've come to the right place. The Inclusion Toolkit is an inclusion best practices library. You will find the diversity and inclusion policies and other management tools used by Cedar Valley businesses.

Please view the materials provided in the toolkit and use them as a source of education and inspiration. Check back often, as materials will be updated regularly.

If you have any questions, would like to provide feedback, or are willing to contribute to the Inclusion Toolkit, please contact Lisa Skubal at lskubal@cedarvalleyalliance.com.

Look for new content for Cedar Valley employers below: New Nov. 7, 2017

Part One button          Part Three button

Part One: Business Case for Inclusion

To truly create inclusive practices for your businesses, you must first understand the business case for inclusion. In this section, you will discover resources that outline and explain the benefits of inclusion as well as local demographic information and a case study. The resources here can be used as a roadmap for your business inclusion journey.

The Global Centre for Global Inclusion, 2017
The benchmarks in Global Diversity & Inclusion Benchmarks (GDIB) are designed to be usable by organizations of all sizes. The document can be used to establish development standards on the desired state of diversity and inclusion within your organization. Older versions of GDIB have been used by Cedar Valley organizations to develop diversity and inclusion standards and measure results. 
 
Don't be intimidated by the length of this document. The 80-page GDIB includes clearly marked sections on Recruitment, Retention, Development, and Advancement; Diversity and Inclusion Communications; Job Design, Classification, and Compensation; Diversity and Inclusion Learning and Education; Marketing and Customer Service; and much more. The GDIB helps organizations:
  • realize the depth, breadth, and integrated scope of Diversity and Inclusion practices;
  • assess the current state of diversity and inclusion;
  • determine strategy, and;
  • measure progress in managing diversity and fostering inclusion.

New Nov. 27, 2017 [PDF] Global Diversity & Inclusion Benchmarks: Standards for Organizations Around the World, Julie O'Mara and Alan Richter, Ph.D. (Shared with permission)

Omega Cabinets/MasterBrand Cabinetry, 2017

Kyle Roed, Senior Human Resource Manager, developed and implemented an initiative to recruit and retain an more diverse workforce in Waterloo, Iowa to address staffing shortages and turnover. Within months, the program showed positive results. Roed presented at the 2017 Economic Inclusion Summit. 

New Nov. 7, 2017  [PDF] A Business Case Study: Inclusion

Greater Cedar Valley Alliance & Chamber, 2016

How diverse is the Cedar Valley workforce? This plan developed by the Greater Cedar Valley Alliance is an overview of the Cedar Valley of Iowa workforce landscape.

[PDF] The Workforce Landscape: Workforce Guidance Plan 2016

Johnathan M. Holifield, 2016

This CEOs for Cities article by Johnathan M. Holifield, co-founder of ScaleUp Partners, discusses the concept of economic inclusion where everyone has the opportunity to participate in our economy.

[Link] The Economic Inclusion and Competitiveness Imperative

Stephen Frost, 2014

This is a book by Stephen Frost outlines how real inclusion creates a better business environment and builds better societies. Frost shares his experience of creating an environment of real inclusion during the 2012 Olympic and Paralympic games. He lays out a roadmap that can be used by other organizations seeking to become more inclusive and discusses how “diversity and inclusion can deliver more engaged employees and customers.”

Updated Link Dec. 7, 2017 [Link] The Inclusion Imperative: How Real Inclusion Creates Better Business and Builds Better Societies

Deloitte Australia, 2013

This document provides practical steps to identify and implement inclusion practices based on Deloitte’s Diversity, Inclusion and Business Performance survey that identified key indicators and drivers of inclusion in the workplace.

[Link] Waiter, is that Inclusion in my Soup? A New Recipe to Improve Business Performance

Deloitte Australia, 2012

This document discusses inclusive leadership, the benefits of working in diverse teams, and introduces Deloitte’s Diversity and Inclusion Business Integration Wheel.

[Link] Inclusive Leadership - Will a Hug Do?

 

Part Two: How to Get Started

The links and document links below are the actual diversity and inclusion policies and other management tools used by the Cedar Valley businesses listed.

CUNA Mutual Group

This five-page brochure outlines CUNA Mutual Group's Diversity, Equity, and Inclusion Framework and gives examples of what has been put into practice for Work Environment, Business Processes, Talent, and Community Partnership.
 

New Nov. 7, 2017  [PDF] Diversity, Equity and Inclusion at CUNA Mutual Group

Hawkeye Community College Resources

The link below will take you to information and resources about Hawkeye Community College in Waterloo, Iowa that can assist businesses and organizations in developing similar initiatives. You’ll find the college’s 2015-2018 Strategic Plan Initiative 2: Connect to Inclusion and Diversity is outlined. Sections include Equal Opportunity, Initiatives, Student Body Diversity, Peace Pole Project (international symbol and monument to peace), Faculty Diversity Initiative, Diversity Committee, Multicultural Student Organization, and LGBTA Initiatives.
 

Omega Cabinetry/MasterBrand Cabinets, Inc.

The five-page document below includes the Diversity Statement and company gender and nationality statistics as well as questions that can be used to start a conversation with employees about diversity in the workplace. 

 
The three-page document below outlines the Inclusion Strategy of Omega Cabinetry/MasterBrand Cabinets Waterloo, Iowa Operations. The plan considers the various barriers to employment diverse populations face – e.g., language barriers, lack of transportation, access to daycare, criminal backgrounds – and outlines the facility’s Diversity & Inclusion Committee.
 
 
About one third of Americans have criminal records. That means most employers overlook millions of diverse candidates with criminal backgrounds because they don't have a method for understanding which candidates they should hire. The presentation linked below outlines some of the myths surrounding potential employees with criminal backgrounds and outlines a model for evaluating applicants.
 

Veridian Credit Union

The one-page infographic attached below outlines Veridian Credit Union's diversity and inclusion values and initiatives. 
 
 
The 22-page presentation attached below defines diversity and inclusion and spells out in plain language Veridian Credit Union's commitment to support and include employees and members. 
 

Waterloo Community School District (Iowa)

The two-page brochure attached below visually describes the nationally recognized culturally diverse district.
 
 
This video linked below showcases Project SEARCH, a program through which students learn job skills while interning at UnityPoint Health-Allen Hospital.
 
 
This Waterloo Schools video (below) welcomes students and their parents to Highland Elementary in Spanish. It demonstrates that something as simple as creating training and welcome videos languages other than English can create a more inclusive environment for people who do not speak English as their first language. 
 
 

Part Three: Recruiting and Onboarding

ManpowerGroup

During week four of new hire orientation, Manpower introduces employees to the many diversity and inclusion initiatives and resources available to explore. One of the signature programs is the Business Resource Groups (BRGs). This short video explains BRGs.

New Nov. 7, 2017  [Link] ManpowerGroup Business Resource Groups (BRGs)

 

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These links are being provided as a convenience and for informational purposes only. The links do not constitute an endorsement or an approval by the Greater Cedar Valley Alliance & Chamber of any of the policies or management tools or opinions of the companies or organization that provided the resource material. The Alliance & Chamber bears no responsibility for the accuracy, legality, or content of the external site or for that of subsequent links. Contact the external site for answers to questions regarding its content.