EQUITY & INCLUSION
Leaders Join Efforts to Let Potential Workers Know They Support Equality
By Sara Wildberger E
very leader has the power to make a difference—from a shift lead who is understanding about a sick day to a
CEO who wants to be shot into space. The challenge is making a difference in ways that matter.
Fueled by the events of 2020, leaders of
all kinds are stepping up their commitment to change in the area of diversity, equity, and inclusion (DEI). The knowledge that leadership has made DEI a priority can help a potential employee know their values, safety, and dignity will be a priority, too. Many initiatives have been put into place
to help senior level leaders and corporations grow and measure their DEI commitments. Here, we’ll take a look at one growing pro- gram and one new one.
CEO Action for Diversity & Inclusion Nearly 2,000 signatories have pledged to cultivate a workplace where diverse per- spectives and experiences are welcomed and respected and where employees feel encouraged to discuss diversity and inclu- sion through CEO Action for Diversity & Inclusion,
ceoaction.com. Launched in 2017, it has grown to
represent 85 industries in 50 states. James Balda, CEO and president of Argentum, has signed on, as have several Argentum members including Vi and Welltower, and it’s led by a steering committee of CEOs and leaders from Accenture, BCG, Deloitte US, The Executive Leadership Council, EY, General Atlantic, KPMG, New York Life, Procter & Gamble, and PwC. While the big names amplify the commit-
ment, what’s important is what the group does: supports the difficult work, including to provide environments to have open con- versations on DEI issues; implement and
expand unconscious bias education and training; put aside competition to collab- orate on and share best practices (as well as sharing programs that fail—the lessons are important); and engage their boards on DEI strategy.
Signing a pledge is one thing. But so far,
88 percent of the companies are having those tough conversations, and 90 percent are starting or expanding DEI education. And many of the resources the companies have shared are available to all on the website. Many of the resources on programs and
activities are posted for all on the website; others are accessible only to those who sign on.
The Long-Term Care Equality Index (LEI) The Human Rights Campaign (HRC) Foundation, with SAGE, the oldest orga- nization dedicated to improving the lives of LGBTQ older adults, launched the first edition of the Long-Term Care Equality Index (LEI) in June, at
thelei.org. It’s the first national benchmarking
program to look at equity and inclusion of LGBTQ residents and patients in as- sisted living, independent living, memory care, CCRCs, skilled nursing, and other long-term care communities and facilities and the extent to which they are providing culturally competent care. “To provide per- son-centered care, a provider must see and know all parts of the person,” the report points out. Modeled after its other equality indices, including the Healthcare Equality Index and the Corporate Equality Index, the LEI was developed as HRC and SAGE research showed that the majority of communities lacked LGBTQ-inclusive non-discrimina-
tion policies. Only 18 percent had a policy protecting residents; only 36 percent had one protecting employees. As this is the first LEI report, it doesn’t
score communities but instead sets the benchmarks. The first step for organizations interested in the index is to sign a Commit- ment to Caring pledge. The next step is to complete a self-assessment, evaluating areas such as policies, resident support, employ- ee benefits, and community engagement. There is no cost. So far, 78 long-term care community
organizations have signed on. A major participant is Watermark, with its 65 com- munities in 21 states. Watermark has a corporate history of aiming for top honors and so participating in the LEI makes sense, says the program’s champion and Water- mark director of business office function, Jeff Jarnigan, in the report. “We have been aware of the Healthcare Equality Index for years. It’s impactful,” he says. “It makes good business sense for us to be involved with the LEI.” Several Argentum member companies
have been on the HRC Corporate Equality Index, including Ecolab, Sodexo, and Willis Towers Watson. To learn more about Argentum's com- mitment to DEI, go to
argentum.org/dei. As for time and resources dedicated to-
ward these efforts, participants feel satisfied with the return on the investment—the po- tential to reach and hire more diverse pro- fessionals and motivated entry-level workers. As the Human Rights Campaign puts
it: “Equality is good business….good for recruitment, retention, engagement and— ultimately—the bottom line.”
JULY/AUGUST 2021
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