<aside> 💡 To be effective, DEI policies and practices should reflect the core values of the company as part of its genuine culture and natural behavior and work environment, rather than merely a compliance obligation. All policies and practices should be drafted and reviewed with DEI in mind.
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All companies should provide mandatory discrimination and harassment training (in some states, this is required by law). This is ideally part of the onboarding experience.
Harassment Prevention Training...coming soon.
In 2016, 30 technology companies (including Airbnb, Intel, Box, Pinterest) participated in a pledge to increase diversity in the technology industry. We encourage all companies to outline their own pledge to diversify their workforce and create and inclusive culture, and check in how they are tracking again. These pledges exist because it is proven that stating intent to do something increases the likelihood of follow-through.
Employers and individuals who sign the Invest In Parents Pledge commit to advocating for and supporting working parents to help them participate in, remain in, and thrive in the workforce.
Grooming and appearance standards that contain prohibitions against certain grooming practices (i.e. hairstyles or beards) or that treat traditional ethnic dress differently from other attire are discriminatory. Policies should be in accordance with the Race & Color Discrimination section of the EEOC Compliance Manual to ensure free religious and cultural expression.