If we want something to change, we must take action and sometimes, the most effective actions are based on best practices which we adopt by partnering with others externally to increase our impact. We have taken a lot of initiative in recent years to drive greater diversity in our company and foster a culture of belonging where inclusivity and acceptance are the only practice – not just a best practice. Yet, we still have work to do if we want to realize our vision of being a leader in this space. We are constantly looking to others for inspiration, staying abreast of the latest research and guidance when developing resources, hosting events, and making efforts to refine our I&D practice, as I explained to Therese Van Ryne when we sat down for the Q1 2022 I&D Action Report.
Tune in now to find out more about:
[:27-4:34] The new I&D initiatives we have developed and kickstarted in recent months in response to the feedback provided by our global employee survey, as well as what we’ll be focusing on in 2022. (Spoiler alert: We are actively equipping our leaders with the tools and data they need to be better change agents and ensure I&D is woven into the fabric of our culture – not just something discussed at a surface level by select groups of people.)
[4:35-7:29] How we are drawing inspiration from best practices and programs that have proven successful for other organizations and then tailoring them to Zebra’s ambitions and interests.
[7:30-9:37] The hands-on role that Zebra’s leaders have played in the evolution of our I&D initiatives, the influence they’re having on our I&D vision, and how they’re expanding their involvement in I&D initiatives.
[9:27-11:00] What cues Zebra – and Zebra leaders – are taking from others to ensure we’re making changes that will positively impact our employees, customers, partners and communities from an I&D perspective and accelerate progress toward our goals.