Diversity, Equity & Inclusion

Nominees are employees of any gender, age, sexual orientation, or disability including employees or managers of any ethnic or culturally diverse community who:

• Impact their organization’s success by directly or indirectly increasing profitability, improving efficiencies and/or reducing costs
• Improve their workplace culture by embracing and promoting an inclusive environment, positive attitude and influence on others
• Demonstrate leadership by upholding their organization’s core values and promoting innovation
• Work in middle-to-senior level management or head a specific department (such as, but not limited to  accounting, marketing, production or business), or who serves as a project manager in a flat organization
• Have some involvement in the development and/or implementation of policies, procedures and plans
• Promote diversity and inclusion (D&I) in the organization and are an active advocate and hold themselves and others accountable for diversity and inclusion (D&I)
• Demonstrate sustained active external leadership/involvement e.g. active role in diverse organizations, programs or initiatives locally or nationally
• Serve as a role model, sponsor and mentor for all employees with an emphasis on their ethnic and culturally diverse employee base
• Increases their organization's supplier diversity partnerships

* C-Level executives may submit nominations but are not eligible to receive the award

The KC Chamber Champion of Diversity Award recognizes a regional business or nonprofit organization that has made an impactful commitment to embracing diversity in their workplace, diversity supplier partnerships, and the community. The KC Chamber Champion of Diversity is a business or nonprofit organization that can demonstrate adherence to practices which support the business case for workforce diversity as a strategic initiative by ensuring the diversification of staff, suppliers, and community outreach is a normal part of their organizational practice, policy, and culture. This Champion of Diversity business or nonprofit organization will be able to demonstrate their organizational practices are inclusive of all people no matter that person’s race, national origin, religion, age, disability, marital status, veteran’s status, military status, genetic information, sexual orientation or gender identity.

Strong support from top management including the CEO and board chair (written statement of commitment) can drive the company’s diversity strategy and execution daily. Executive involvement includes active leadership in the company’s employee resource groups, service as executive chairs for diversity growth strategy teams and advisory councils, and involvement on the company’s diversity councils.

Make diversity and inclusion a priority by creating a strategic framework that includes diversity and inclusion in all departments and workplans. Creating a strategic plan allows the leadership team as well as employees to keep diversity and inclusion at the forefront of every initiative and program and all company processes.

How can a company ensure that it’s able to choose from such a field? For starters, it’s important to work not only with traditional recruiting firms, but also with diversity-specific recruiting companies, that can help bring you the right candidates.

Diversity and inclusion is part of the new employee orientation and follow up sessions are offered for all staff. Address the organization’s policies and procedures related to valuing and leveraging diversity to accomplish the organization’s mission and achieve its vision.

Make diversity and inclusion training as much a part of your strategic plan as safety, sexual harassment, and wellness programs. Don’t assume that employees understand diversity and inclusion, even if they belong to a diverse population. Provide annual trainings or workshops on different topics such as implicit bias, recruitment, retaining and promotion or achieving cultural competency.

Make sure photos in all publications include a culturally diverse group of people. If you are advertising to a certain market, consult with knowledgeable employees or professional firms about the market. Scan all applications to ensure that offending images are removed, and that all language is neutral.

Cultivate relationships and recruit from institutions that typically attract a diverse student body, including Historically Black Colleges and Universities (HBCU’s) and Hispanic Serving Institutions (HSI’s). Progressive-thinking or liberal arts universities also tend to attract students of different backgrounds, while internationally-focused and highly reputable academic institutions also draw a diverse group. For no-degree required positions, consult with diverse non-profit organizations or your local employment councils, churches, etc. In other words, think outside the box.

Linking employees to a support network is crucial to your retention efforts. Whether it’s helping out-of-state or out-of-country workers adapt to a new region, offering tuition assistance or opportunities to pursue industry-related courses; or making benefits available such as on-site fitness facilities at work sites in more remote areas, a company can go a long way toward retaining its diverse talent if its workforce feels supported and valued.

Recognize and celebrate your diverse groups of employees. Whether it’s Black History Month, Hispanic Heritage Month or Muslim Holidays, dedicate a day of celebration by decorating a wall to signify the holiday or contributions that group has made to the United States. Be careful not to offend employees by putting up offensive images of the culture. Create a committee to research each celebration.

Finding the diverse talent your company needs are only part of the challenge. Retaining it is equally important. It’s important to have employee resources groups that are open to all employees, which help to organize opportunities for professional development, forge partnerships with diverse professional organizations, support community-relations efforts and enhance diversity awareness. Each group you form should have a shared mission statement, tied to your organization’s diversity strategy, as well as its own vision statement, goals, and plans of action, and each should have a significant impact on the community, giving your employees a true sense of camaraderie.