{"id":2455,"date":"2020-12-09T12:16:42","date_gmt":"2020-12-09T17:16:42","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=2455"},"modified":"2023-12-12T16:40:18","modified_gmt":"2023-12-12T21:40:18","slug":"five-austin-executives-diversity-inclusion","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/five-austin-executives-diversity-inclusion\/","title":{"rendered":"Five Austin Executives Getting Diversity, Equity, and Inclusion Right"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"For several years, Austin has been in the midst of demographic shifts that have reshaped the way it is viewed throughout the United States. On a recent list produced by the City of Austin about the top ten demographic trends ongoing within the city, six of the trends dealt directly with population increases relative to racial and ethnic diversity, along with the prevalence and spread of diverse groups of people within the capital of Texas. Despite Austin garnering a reputation as a burgeoning hub for social progress, there is still work to be done in several critical areas. The Austin Business Journal pointed out that Austin did not crack the top 40 cities on SmartAsset\u2019s 2019 list of the best cities for women in the tech industry. Moreover, it placed fifth among ranked Texas cities behind Houston, Fort Worth, Plano and Irving. Despite being considered largely progressive, Austin has a long history of gentrification as well as racial division along I-35, one of the city\u2019s largest highways.\u00a0 At the same time, business leaders in the Austin area are taking steps toward remediating these issues. By the middle of 2020, several of Austin\u2019s most prominent business leaders were voicing their support for new diversity initiatives in their own organizations, and others throughout their respective industries.\u00a0 Out of respect for the leadership shown by these Austin executives in the area of DEI, and also as encouragement for other industry titans to follow suit, here is a list of five Austin executives that are getting diversity, equity and inclusion right.\u00a0 Indeed Chris Hyams, CEO LaFawn Davis, Vice President of Diversity, Equity, Inclusion and Belonging Indeed has received several awards for diversity and inclusion from Comparably over the last few years, including awards declaring Indeed to be a \u201cBest Company for Diversity\u201d in 2017 and 2018, and an award for CEO Chris Hyams for his placement on the list of \u201cBest CEO\u2019s for Diversity\u201d in 2019. The Inclusion page of the Indeed website states that the company is \u201c... committed to advancing, cultivating and preserving a culture of diversity, inclusion and belonging because it makes us a stronger, more successful company, and because it directly aligns with our mission to help all people get jobs.\u201d This commitment is made evident through the promotion of Indeed\u2019s Inclusion Resource Groups (their spin on ERGs), which service ten different diverse communities within Indeed\u2019s organizational hierarchy. These resource groups include the International Inclusion Group, iPride Inclusion Group (LGBTQ employees), All Generations Empowered (multi-generational workforce interaction), and Access Indeed (employees with disabilities). As part of its function as an employment search engine, Indeed even goes so far as to advise other organizations on ways they can effectively integrate diversity and inclusion principles into their operations through regular blog postings. One such post from 2020 advised other businesses to reassess their onboarding practices to make sure they are free of cultural red flags, and to consider using artificial intelligence as a way to prevent bias from creeping into hiring decisions. In May of 2020, LaFawn Davis, Indeed\u2019s vice president of diversity, equity, inclusion and belonging was named to Fast Company\u2019s inaugural list of the 50 most influential and innovative queer women and non-binary people in business. This was heavily promoted by Hyams on Twitter, indicating celebration of diversity at the very highest level.\u00a0 A few months later, during a summer of racial unrest, Hyams published a statement on LinkedIn professing his support for the Black community at Indeed. \u201cTo the Black community at Indeed, thank you for showing up every day in the face of this unimaginable weight,\u201d said Hyams. \u201cI encourage you to take the time you need to engage with the community and focus on your mental health. Please use the resources Indeed makes available like Open PTO and SupportLinc. I want Indeed to be a place where everyone can bring whatever burden they carry, and feel safe knowing that burden is acknowledged.\u201d Keller Williams Gary Keller, Executive Chairman Leslie Vander Gheynst, VP of People On the Comparably website, Keller Williams ranks in the top 5% for all U.S. companies with 10,000 employees or more in relation to their diversity score for women and employees of diverse backgrounds. The Comparably diversity score is intended to provide insights into how diverse employees feel and rate their work experience at Keller Williams Realty across various culture dimensions. In 2020, Keller Williams was the second ranked company in the Austin area on Forbes\u2019 list of the \u201cBest Employers for Diversity.\u201d Later in the year, Keller Williams placed sixth overall on Forbes\u2019 list of \u201cBest Employers for Women,\u201d a high ranking that was buoyed by the fact that 50% of the members of the company\u2019s executive team are women, as are 55% of all Keller Williams franchise operational leaders.\u00a0 In the summer of 2020, Keller Williams added \u201cEquity: Opportunities for all\u201d to its core belief system, and by the fall it had also added the Diversity, Equity and Inclusion Committee to its local leadership councils.The stated goal of this committee is \u201c...to establish a platform for each market center to develop and promote strategies and best practices within the realms of racial, social, sexual, gender, age, disability, socio-economic, and religious diversity for the betterment of Keller Williams culture.\u201d In June, Keller Williams executive chairman Gary Keller posted a public condemnation of racism to all Keller Williams employees, and also announced the creation of a task force within the International Associate Leadership Council to produce recommendations for actions to eliminate any racial disparity within Keller Williams, along with ways the company can support racism-combating efforts in communities where Keller Williams employees live and work. \u201cThe truth is that racial injustice and inequality persists,\u201d said Keller. \u201cAnd, in order to help change that, it\u2019s critical to not only say something about it, but to do something about it. I believe that the real estate community has a unique opportunity to promote healing and reform. The first step is reflection and thoughtful self-examination. Then, we listen. We learn. We speak up. That\u2019s how change happens. We know many of you are past this stage. And, from you, we need your leadership.\u201d Whole Foods Market John Mackey, CEO Ray Malouf, Vice President of Talent and Acquisition Whole Foods Market garnered a reputation for inclusiveness early on when it became one of the first major corporations to offer full benefits to same-sex partners back in 1998. That commitment to the LGBT community continues to the present day, with promotions like 5% Days, which raises money for LGBT organizations all over the United States. Back in 2012 when Whole Foods was celebrating its 15th consecutive year on Fortune Magazine\u2019s list of the \u201c100 Best Companies to Work For,\u201d it was also ranked as the 16th most diverse company to work for on the strength of its workforce in which 43% of all the employees were from diverse ethnic and racial groups, and 44% were women. Since then, Whole Foods has made Fortune\u2019s \u201cBest Companies\u201d list an additional five times, and has maintained its percentages of diverse employees and women. This is further exemplified by its present rating on Comparably, which lists Whole Foods among the top 15% of all companies for diversity.\u00a0 In September of 2020, Forbes Magazine ranked Whole Foods number one overall on its list of \u201cBest Employers for New College Graduates.\u201d Forbes included opportunities for career advancement and the effectiveness of diversity and inclusion efforts as part of the methodology when ranking companies for the list. It has also charted on Forbes\u2019 list of the \u201cBest Employers for Diversity\u201d in each of the three years that a list has been produced.\u00a0 The Whole Foods Declaration of Interdependence is the predominant document that lays out the mission and values of Whole Foods. In its section dealing with team member growth and happiness, the Declaration states:\u00a0 \u201cWe design and provide safe and empowering environments where highly-motivated people can flourish and reach their highest potential. We strive to build positive and healthy relationships. \u2018Us versus them\u2019 thinking has no place in our company. We earn trust through transparent communication, open door policies and inclusive people practices. We appreciate and recognize the good work that our fellow Team Members do every day.\u201d University of Texas Jay Hartzell, President Leonard Moore, Vice President of Diversity and Community Engagement The Diversity page of The University of Texas website states that the university \u201c... embraces diversity in many forms. The university is dedicated to attracting highly-qualified students, faculty and staff with a wide range of backgrounds, ideas and viewpoints. This includes those from all races and ethnicities; first-generation college students; women; and others who have been historically underrepresented on campus.\u201d On the page, the University of Texas declares itself to be a university \u201cwith a past history of denying equitable access to qualified students\u201d and further states that the university now recognizes the benefits of creating an inclusive environment for its students. The College Factual website presently ranks the diversity level at the University of Texas to be superior to the U.S. national average in several categories, including ethnicity, gender, and the geographic origins of its students.\u00a0 In June of 2018, Leonard Moore was permanently hired as the university\u2019s vice president for diversity and community engagement after serving in the role on an interim basis for 13 months. He also serves as an American history professor at The University of Texas.\u00a0 The news report announcing Moore\u2019s hiring was accompanied by a reminder of the university\u2019s selection as a \u201cDiversity Champion\u201d by INSIGHT Into Diversity Magazine in 2016. The university repeated the feat in 2017, and has retained its ranking as one of INSIGHT\u2019s Top Colleges for Diversity every year since.\u00a0 In July of 2020, University of Texas president Jay Hartzell penned a letter to the university\u2019s community declaring several initiatives that would be underway in order to turn the University of Texas into a more diverse and welcoming institution. Among the changes proposed by Hartzell were the renaming of a building that had previously been named to honor a segregationist faculty member, the renaming of an athletic field to honor a pair of the university\u2019s famous Black athletes, the allocation of $1 million to expand the recruitment of underrepresented students in key Texas communities, and the creation of a new website to track the progress of Hartzell\u2019s promised changes. The changes were proposed, in part, because talented Texas students who were qualified to attend the University of Texas were choosing to attend other schools. \u201cObviously, these talented students had many college options and made choices for a variety of reasons,\u201d said Hartzell. \u201cEqually obvious to me is that many of those talented students do not believe our campus will be a welcoming home to them, and that we have not provided enough resources to ensure they will get all that is possible out of a UT education. I have heard this from current and former students, from faculty members, and from staff members. It is clear from these conversations and from the data I\u2019ve reviewed that we can do better. So, together with the support of other members of university leadership, I am announcing a series of initiatives today to change that.\u201d Dell Technologies Michael Dell, CEO Brian Reaves, Chief Diversity and Inclusion Officer Dell Technologies has been earning awards for diversity and inclusion since the early 2000s, and has most recently been honored with yet another appointment to Forbes Magazine\u2019s 2020 list of \u201cAmerica\u2019s Best Employers for Diversity.\u201d\u00a0 Dell presently maintains 13 Employee Resource Groups, including Asians in Action, the Black Networking Alliance, Family Balance, Interfaith, Pride, True Ability, Veterans & Supporters, and Women in Action. According to the company\u2019s Diversity & Inclusion Report, one third of all Dell employees participate in at least one of the 13 ERGs, which amounts to 86,000 total ERG memberships.\u00a0 Dell CEO Michael Dell told Technology Magazine that the Employee Resource Groups were created specifically for employees with common interests or backgrounds to bring their collective voices together to improve business operations.\u00a0 \u201cOur ERGs are one way we demonstrate our company-wide commitment to creating an inclusive culture, which also gives our team members an opportunity to be involved in driving personal and professional development through mentoring, volunteerism, networking, leadership development and community involvement,\u201d Dell said.\u00a0\u00a0 In its Cultivating Inclusion statement, Dell laid out 22 goals that it hoped to achieve by 2030, and two specifically dealt with the areas of diversity and inclusion. Specifically, the company intends for 50% of its global workforce and 40% of its global managers to be women by 2030, and 25% of its U.S. workforce and 15% of its managers to consist of Black and Latino employees by that same year. The company also declared that tackling unconscious bias would be a major area of concentration during the next decade. During an interview with Forbes Magazine, Dell\u2019s chief diversity and inclusion officer Brian Reaves described Dell\u2019s MARC program. Standing for \u201cMany Advocating Real Change,\u201d MARC was originally created as a program intended to combat unconscious bias within the management staff, but Dell has hopes that all of its worldwide employees will complete the MARC program within the next two years.\u00a0 During an interview with Yahoo Finance, Michael Dell lamented that the tech industry had failed to adequately address the lack of diversity in its collective workforce. \u201cWe have for a long time embraced diversity inside our company,\u201d said Dell. \u201cNot saying we\\'re perfect at it, but I think we\\'ve created the conditions for success and in a bit of a silver lining, I think this has opened up the conversation in a new way. Ultimately, I\\'ll just say I\\'m not real optimistic that government forces are going to drive the change here. I think it\\'s going to be up to companies to create the conditions and the opportunities for success for the communities that have not had them. Recent incidents have kind of redoubled our resolve around the goals that we\\'ve had. Hopefully that will lead to positive change for communities of color.\u201d For resources to help your company with its diversity and inclusion initiatives, check out our insights.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">For several years, Austin has been in the midst of demographic shifts that have reshaped the way it is viewed throughout the United States. On a recent list produced by the <\/span><a href=\"https:\/\/www.austintexas.gov\/page\/top-ten-demographic-trends-austin-texas\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">City of Austin<\/span><\/a><span style=\"font-weight: 400;\"> about the top ten demographic trends ongoing within the city, six of the trends dealt directly with population increases relative to racial and ethnic diversity, along with the prevalence and spread of diverse groups of people within the capital of Texas.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Despite Austin garnering a reputation as a burgeoning hub for social progress, there is still work to be done in several critical areas. The <\/span><a href=\"https:\/\/www.bizjournals.com\/austin\/news\/2019\/08\/08\/viewpoint-austins-tech-scene-could-do-better-on.html\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Austin Business Journal<\/span><\/i><\/a><span style=\"font-weight: 400;\"> pointed out that Austin did not crack the top 40 cities on <\/span><a href=\"https:\/\/smartasset.com\/checking-account\/the-best-cities-for-women-in-tech-in-2019\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">SmartAsset\u2019s 2019 list<\/span><\/a><span style=\"font-weight: 400;\"> of the best cities for women in the tech industry. Moreover, it placed fifth among ranked Texas cities behind Houston, Fort Worth, Plano and Irving. Despite being considered largely progressive, Austin has a <\/span><a href=\"https:\/\/www.kvue.com\/article\/news\/local\/austins-gentrification-problem-how-we-got-here\/269-548075155\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">long history of gentrification<\/span><\/a><span style=\"font-weight: 400;\"> as well as <\/span><a href=\"https:\/\/projects.statesman.com\/news\/economic-mobility\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">racial division along I-35<\/span><\/a><span style=\"font-weight: 400;\">, one of the city\u2019s largest highways.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the same time, business leaders in the Austin area are taking steps toward remediating these issues. By the middle of 2020, several of <\/span><a href=\"https:\/\/www.statesman.com\/business\/20200625\/lsquowe-can-all-do-betterrsquo-austin-tech-firms-leaders-say-theyrsquoll-take-action-to-address-industryrsquos-lack-of-diversity\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Austin\u2019s most prominent business leaders<\/span><\/a><span style=\"font-weight: 400;\"> were voicing their support for new diversity initiatives in their own organizations, and others throughout their respective industries.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Out of respect for the leadership shown by these Austin executives in the area of DEI, and also as encouragement for other industry titans to follow suit, here is a list of five Austin executives that are getting diversity, equity and inclusion right.\u00a0<\/span><b><\/b><\/p>\n<p><img decoding=\"async\" class=\"alignleft size-medium wp-image-2458 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/Indeed_logo-300x78.png\" alt=\"Indeed logo\" width=\"300\" height=\"78\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/Indeed_logo-300x78.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/Indeed_logo-600x155.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/Indeed_logo-768x199.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/Indeed_logo.png 923w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/78;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Indeed<\/b><b><\/b><\/h3>\n<h4><b>Chris Hyams, CEO<\/b><\/h4>\n<h4><b>LaFawn Davis, Vice President of Diversity, Equity, Inclusion and Belonging<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Indeed has received several awards for diversity and inclusion from <\/span><a href=\"https:\/\/www.comparably.com\/companies\/indeed\/diversity\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Comparably<\/span><\/a><span style=\"font-weight: 400;\"> over the last few years, including awards declaring Indeed to be a \u201cBest Company for Diversity\u201d in 2017 and 2018, and an award for CEO Chris Hyams for his placement on the list of \u201cBest CEO\u2019s for Diversity\u201d in 2019.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.indeed.com\/inclusion\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Inclusion page<\/span><\/a><span style=\"font-weight: 400;\"> of the Indeed website states that the company is \u201c&#8230; committed to advancing, cultivating and preserving a culture of diversity, inclusion and belonging because it makes us a stronger, more successful company, and because it directly aligns with our mission to help all people get jobs.\u201d This commitment is made evident through the promotion of Indeed\u2019s Inclusion Resource Groups (their spin on ERGs), which service ten different diverse communities within Indeed\u2019s organizational hierarchy. These resource groups include the International Inclusion Group, iPride Inclusion Group (LGBTQ employees), All Generations Empowered (multi-generational workforce interaction), and Access Indeed (employees with disabilities).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As part of its function as an employment search engine, Indeed even goes so far as to advise other organizations on ways they can effectively integrate diversity and inclusion principles into their operations through regular blog postings. <\/span><a href=\"https:\/\/www.indeed.com\/lead\/diversity-and-inclusion\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">One such post<\/span><\/a><span style=\"font-weight: 400;\"> from 2020 advised other businesses to reassess their onboarding practices to make sure they are free of cultural red flags, and to consider using artificial intelligence as a way to prevent bias from creeping into hiring decisions.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8876 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">In May of 2020, LaFawn Davis, Indeed\u2019s vice president of diversity, equity, inclusion and belonging was named to <\/span><a href=\"https:\/\/www.fastcompany.com\/90471874\/fast-company-queer-50-2020\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Fast Company<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019s inaugural list of the 50 most influential and innovative queer women and non-binary people in business. This was <\/span><a href=\"https:\/\/twitter.com\/hyams\/status\/1266466195433275393\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">heavily promoted<\/span><\/a><span style=\"font-weight: 400;\"> by Hyams on Twitter, indicating celebration of diversity at the very highest level.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A few months later, during a summer of racial unrest, Hyams published a <\/span><a href=\"https:\/\/www.linkedin.com\/pulse\/my-message-acknowledgement-support-indeed-black-community-chris-hyams\/?articleId=6673410304057057280\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">statement on LinkedIn<\/span><\/a><span style=\"font-weight: 400;\"> professing his support for the Black community at Indeed.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cTo the Black community at Indeed, thank you for showing up every day in the face of this unimaginable weight,\u201d said Hyams. \u201cI encourage you to take the time you need to engage with the community and focus on your mental health. Please use the resources Indeed makes available like Open PTO and SupportLinc. I want Indeed to be a place where everyone can bring whatever burden they carry, and feel safe knowing that burden is acknowledged.\u201d<\/span><b><\/b><\/p>\n<p><img decoding=\"async\" class=\"alignleft size-medium wp-image-2459 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/keller-williams-unveils-new-logo-png-3-300x163.png\" alt=\"Keller Williams Logo\" width=\"300\" height=\"163\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/keller-williams-unveils-new-logo-png-3-300x163.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/keller-williams-unveils-new-logo-png-3-600x327.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/keller-williams-unveils-new-logo-png-3.png 733w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/163;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Keller Williams<\/b><b><\/b><\/h3>\n<h4><b>Gary Keller, Executive Chairman<\/b><\/h4>\n<h4>Leslie Vander Gheynst, VP of People<\/h4>\n<p><span style=\"font-weight: 400;\">On the <\/span><a href=\"https:\/\/www.comparably.com\/companies\/keller-williams-realty\/diversity\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Comparably<\/span><\/a><span style=\"font-weight: 400;\"> website, Keller Williams ranks in the top 5% for all U.S. companies with 10,000 employees or more in relation to their diversity score for women and employees of diverse backgrounds. The Comparably diversity score is intended to provide insights into how diverse employees feel and rate their work experience at Keller Williams Realty across various culture dimensions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In 2020, Keller Williams was the second ranked company in the Austin area on <\/span><a href=\"https:\/\/www.forbes.com\/best-employers-diversity\/#4bf7e9ea9b9e\"><i><span style=\"font-weight: 400;\">Forbes<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019 list of the \u201cBest Employers for Diversity.\u201d Later in the year, Keller Williams <\/span><a href=\"https:\/\/outfront.kw.com\/performance\/keller-williams-ranks-no-6-on-forbes-americas-best-employers-for-women\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">placed sixth overall<\/span><\/a><span style=\"font-weight: 400;\"> on <\/span><i><span style=\"font-weight: 400;\">Forbes<\/span><\/i><span style=\"font-weight: 400;\">\u2019 list of \u201cBest Employers for Women,\u201d a high ranking that was buoyed by the fact that 50% of the members of the company\u2019s executive team are women, as are 55% of all Keller Williams franchise operational leaders.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the summer of 2020, Keller Williams added <\/span><a href=\"https:\/\/www.inman.com\/2020\/09\/17\/keller-williams-adjusts-its-core-belief-system-to-add-equity\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">\u201cEquity: Opportunities for all\u201d<\/span><\/a><span style=\"font-weight: 400;\"> to its core belief system, and by the fall it had also <\/span><a href=\"https:\/\/www.housingwire.com\/articles\/keller-williams-adds-diversity-equity-and-inclusion-committee-to-leadership-council\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">added<\/span><\/a><span style=\"font-weight: 400;\"> the Diversity, Equity and Inclusion Committee to its local leadership councils.The stated goal of this committee is \u201c&#8230;to establish a platform for each market center to develop and promote strategies and best practices within the realms of racial, social, sexual, gender, age, disability, socio-economic, and religious diversity for the betterment of Keller Williams culture.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In June, Keller Williams executive chairman Gary Keller <\/span><a href=\"https:\/\/outfront.kw.com\/views\/gary-keller-we-stand-together-in-support-of-equality-and-change\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">posted a public condemnation<\/span><\/a><span style=\"font-weight: 400;\"> of racism to all Keller Williams employees, and also announced the creation of <\/span><span style=\"font-weight: 400;\">a task force within the International Associate Leadership Council to produce recommendations for actions to eliminate any racial disparity within Keller Williams, along with ways the company can support racism-combating efforts in communities where Keller Williams employees live and work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThe truth is that racial injustice and inequality persists,\u201d said Keller. \u201cAnd, in order to help change that, it\u2019s critical to not only say something about it, but to do something about it. I believe that the real estate community has a unique opportunity to promote healing and reform. The first step is reflection and thoughtful self-examination. Then, we listen. We learn. We speak up. That\u2019s how change happens. We know many of you are past this stage. And, from you, we need your leadership.\u201d<\/span><b><\/b><\/p>\n<p><img decoding=\"async\" class=\"alignleft wp-image-2460 size-medium lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-Whole_Foods_Market_logo.svg_-300x205.png\" alt=\"Whole Foods Logo\" width=\"300\" height=\"205\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-Whole_Foods_Market_logo.svg_-300x205.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-Whole_Foods_Market_logo.svg_-600x411.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-Whole_Foods_Market_logo.svg_-1024x701.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-Whole_Foods_Market_logo.svg_-768x526.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-Whole_Foods_Market_logo.svg_.png 1280w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/205;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Whole Foods Market<\/b><b><\/b><\/h3>\n<h4><b>John Mackey, CEO<\/b><\/h4>\n<h4><b>Ray Malouf, Vice President of Talent and Acquisition<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Whole Foods Market garnered a <\/span><a href=\"https:\/\/www.wholefoodsmarket.com\/tips-and-ideas\/archive\/baked-way\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">reputation for inclusiveness<\/span><\/a><span style=\"font-weight: 400;\"> early on when it became one of the first major corporations to offer full benefits to same-sex partners back in 1998. That commitment to the LGBT community continues to the present day, with promotions like <\/span><a href=\"https:\/\/media.wholefoodsmarket.com\/whole-foods-market-announces-community-giving-day#:~:text=Whole%20Foods%20Market%20first%20implemented,with%20the%20brand's%20core%20values.\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">5% Days<\/span><\/a><span style=\"font-weight: 400;\">, which raises money for LGBT organizations all over the United States.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Back in 2012 when Whole Foods was celebrating its 15th consecutive year on <\/span><a href=\"https:\/\/media.wholefoodsmarket.com\/whole-foods-market-celebrates-15-years-on-fortunes-100-best-companies-to-wo#:~:text=Whole%20Foods%20Market%20was%20listed,gay%2Dfriendly%20policies%20and%20benefits.\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Fortune Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019s list of the \u201c100 Best Companies to Work For,\u201d it was also ranked as the 16th most diverse company to work for on the strength of its workforce in which 43% of all the employees were from diverse ethnic and racial groups, and 44% were women.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since then, Whole Foods has made Fortune\u2019s \u201cBest Companies\u201d list an additional five times, and has <\/span><a href=\"https:\/\/fortune.com\/best-companies\/2017\/whole-foods-market\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">maintained its percentages<\/span><\/a><span style=\"font-weight: 400;\"> of diverse employees and women. This is further exemplified by its present <\/span><a href=\"https:\/\/www.comparably.com\/companies\/whole-foods-market\/diversity\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">rating on Comparably<\/span><\/a><span style=\"font-weight: 400;\">, which lists Whole Foods among the top 15% of all c<\/span><span style=\"font-weight: 400;\">ompanies for diversity.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In September <\/span><span style=\"font-weight: 400;\">of 2020, <\/span><a href=\"https:\/\/www.forbes.com\/sites\/vickyvalet\/2020\/09\/16\/meet-americas-best-employers-for-new-graduates-in-2020\/?sh=20f1c0447545\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Forbes<\/span><\/i> <i><span style=\"font-weight: 400;\">Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\"> ranked Whole Foods number one overall on its list of \u201cBest Employers for New College Graduates.\u201d <\/span><i><span style=\"font-weight: 400;\">Forbes <\/span><\/i><span style=\"font-weight: 400;\">included opportunities for career advancement and the effectiveness of diversity and inclusion efforts as part of the methodology when ranking companies for the list. It has also charted on <\/span><i><span style=\"font-weight: 400;\">Forbes<\/span><\/i><span style=\"font-weight: 400;\">\u2019 list of the \u201cBest Employers for Diversity\u201d in each of the three years that a list has been produced.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Whole Foods <\/span><a href=\"https:\/\/www.wholefoodsmarket.com\/mission-values\/declaration-interdependence\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Declaration of Interdependence<\/span><\/a><span style=\"font-weight: 400;\"> is the predominant document that lays out the mission and values of Whole Foods. In its section dealing with team member growth and happiness, the Declaration states:\u00a0 \u201cWe design and provide safe and empowering environments where highly-motivated people can flourish and reach their highest potential. We strive to build positive and healthy relationships. \u2018Us versus them\u2019 thinking has no place in our company. We earn trust through transparent communication, open door policies and <\/span><i><span style=\"font-weight: 400;\">inclusive people practices<\/span><\/i><span style=\"font-weight: 400;\">. We appreciate and recognize the good work that our fellow Team Members do every day.\u201d<\/span><b><\/b><\/p>\n<p><img decoding=\"async\" class=\"alignleft size-medium wp-image-2461 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-University_of_Texas_at_Austin_logo.svg_-300x86.png\" alt=\"University of Texas logo\" width=\"300\" height=\"86\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-University_of_Texas_at_Austin_logo.svg_-300x86.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-University_of_Texas_at_Austin_logo.svg_-600x172.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-University_of_Texas_at_Austin_logo.svg_-1024x293.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-University_of_Texas_at_Austin_logo.svg_-768x220.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/1280px-University_of_Texas_at_Austin_logo.svg_.png 1280w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/86;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>University of Texas<\/b><b><\/b><\/h3>\n<h4><b>Jay Hartzell, President<\/b><\/h4>\n<h4><b>Leonard Moore, Vice President of Diversity and Community Engagement<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">The<\/span> <a href=\"https:\/\/diversity.utexas.edu\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Diversity page<\/span><\/a> <span style=\"font-weight: 400;\">of The University of Texas website states that the university \u201c&#8230; embraces diversity in many forms. The university is dedicated to attracting highly-qualified students, faculty and staff with a wide range of backgrounds, ideas and viewpoints. This includes those from all races and ethnicities; first-generation college students; women; and others who have been historically underrepresented on campus.\u201d On the page, the University of Texas declares itself to be a university \u201cwith a past history of denying equitable access to qualified students\u201d and further states that the university now recognizes the benefits of creating an inclusive environment for its students.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.collegefactual.com\/colleges\/the-university-of-texas-at-austin\/student-life\/diversity\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">College Factual<\/span><\/a><span style=\"font-weight: 400;\"> website presently ranks the diversity level at the University of Texas to be superior to the U.S. national average in several categories, including ethnicity, gender, and the geographic origins of its students.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In June of 2018, Leonard Moore was <\/span><a href=\"https:\/\/diversity.utexas.edu\/office-of-the-vice-president\/#:~:text=Leonard%20N.,University%20of%20Texas%20at%20Austin\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">permanently hired<\/span><\/a><span style=\"font-weight: 400;\"> as the university\u2019s vice president for diversity and community engagement after serving in the role on an interim basis for 13 months. He also serves as an American history professor at The University of Texas.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/news.utexas.edu\/2018\/06\/13\/leonard-moore-to-lead-diversity-and-community-engagement\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">news report<\/span><\/a><span style=\"font-weight: 400;\"> announcing Moore\u2019s hiring was accompanied by a reminder of the university\u2019s selection as a \u201cDiversity Champion\u201d by <\/span><a href=\"https:\/\/www.insightintodiversity.com\/insight-into-diversity-magazine-announces-recipients-of-its-2016-higher-education-excellence-in-diversity-award\/\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">INSIGHT Into Diversity Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\"> in 2016. The university <\/span><a href=\"https:\/\/www.insightintodiversity.com\/about-the-heed-award\/2017-recipients\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">repeated the feat<\/span><\/a><span style=\"font-weight: 400;\"> in 2017, and has retained its ranking as one of <\/span><i><span style=\"font-weight: 400;\">INSIGHT<\/span><\/i><span style=\"font-weight: 400;\">\u2019s Top Colleges for Diversity every year since.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In July of 2020, University of Texas president Jay Hartzell <\/span><a href=\"https:\/\/president.utexas.edu\/messages-speeches-2020\/a-more-diverse-and-welcoming-campus\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">penned a letter<\/span><\/a><span style=\"font-weight: 400;\"> to the university\u2019s community declaring several initiatives that would be underway in order to turn the University of Texas into a more diverse and welcoming institution. Among <\/span><a href=\"https:\/\/www.kvue.com\/article\/news\/education\/university-of-texas\/ut-austin-changes-race-inclusion-diversity-name-changes-the-eyes-of-texas-history\/269-5c947429-9921-4d5f-8bfc-3ab11b72ab8c\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">the changes<\/span><\/a><span style=\"font-weight: 400;\"> proposed by Hartzell were the renaming of a buildin<\/span><span style=\"font-weight: 400;\">g that had previously been named to honor a segregationist faculty member, the renaming of an athletic field to honor a pair of the university\u2019s famous Black athletes, the allocation of $1 million to expand the recruitment of underrepresented students in key Texas communities, and the creation of a new website to track the progress of Hartzell\u2019s promised changes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The changes were proposed, in part, because talented Texas students who were qualified to attend the University of Texas were choosing to attend other schools.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cObviously, these talented students had many college options and made choices for a variety of reasons,\u201d said Hartzell. \u201cEqually obvious to me is that many of those talented students do not believe our campus will be a welcoming home to them, and that we have not provided enough resources to ensure they will get all that is possible out of a UT education. I have heard this from current and former students, from faculty members, and from staff members. It is clear from these conversations and from the data I\u2019ve reviewed that we can do better. So, together with the support of other members of university leadership, I am announcing a series of initiatives today to change that.\u201d<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignleft size-medium wp-image-2462 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/dell-png-logo-0-300x300.png\" alt=\"Dell logo\" width=\"300\" height=\"300\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/dell-png-logo-0-300x300.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/dell-png-logo-0-100x100.png 100w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/dell-png-logo-0-150x150.png 150w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/12\/dell-png-logo-0.png 501w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/300;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Dell Technologies<\/b><b><\/b><\/h3>\n<h4><b>Michael Dell, CEO<\/b><\/h4>\n<h4><b>Brian Reaves, Chief Diversity and Inclusion Officer<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Dell Technologies has been <\/span><a href=\"http:\/\/www1.euro.dell.com\/content\/topics\/global.aspx\/corp\/diversity\/en\/recognition?c=eu&amp;l=en\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">earning awards<\/span><\/a><span style=\"font-weight: 400;\"> for diversity and inclusion since the early 2000s, and has most recently been honored with yet another appointment to<\/span> <a href=\"https:\/\/www.forbes.com\/companies\/dell-technologies\/?list=best-employers-diversity\/&amp;sh=60f23ac494f2\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Forbes Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019s 2020 list of \u201cAmerica\u2019s Best Employers for Diversity.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Dell presently maintains 13 Employee Resource Groups, including Asians in Action, the Black Networking Alliance, Family Balance, Interfaith, Pride, True Ability, Veterans &amp; Supporters, and Women in Action. According to the company\u2019s <\/span><a href=\"https:\/\/corporate.delltechnologies.com\/en-us\/social-impact\/reporting\/diversity-and-inclusion-report.htm#overlay=\/content\/dam\/delltechnologies\/assets\/corporate\/pdf\/progress-made-real-reports\/delltechnologies-2020-diversity-inclusion-report.pdf\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Diversity &amp; Inclusion Report<\/span><\/a><span style=\"font-weight: 400;\">, one third of all Dell employees participate in at least one of the 13 ERGs, which amounts to 86,000 total ERG memberships.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Dell CEO Michael Dell told <\/span><i><span style=\"font-weight: 400;\">Technology Magazine<\/span><\/i><span style=\"font-weight: 400;\"> that the <\/span><a href=\"https:\/\/www.technologymagazine.com\/cloud-and-cybersecurity\/dell-technologies-driving-diversity-tech\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Employee Resource Groups<\/span><\/a> <span style=\"font-weight: 400;\">were created specifically for employees with common interests or backgrounds to bring their collective voices together to improve business operations.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cOur ERGs are one way we demonstrate our company-wide commitment to creating an inclusive culture, which also gives our team members an opportunity to be involved in driving personal and professional development through mentoring, volunteerism, networking, leadership development and community involvement,\u201d Dell said.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In its <\/span><a href=\"https:\/\/corporate.delltechnologies.com\/en-us\/social-impact\/cultivating-inclusion.htm#overlay=\/content\/dam\/delltechnologies\/assets\/corporate\/pdf\/progress-made-real-reports\/delltechnologies-2030-plan-ci-one-pager.pdf\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Cultivating Inclusion<\/span><\/a><span style=\"font-weight: 400;\"> statement, Dell laid out 22 goals that it hoped to achieve by 2030, and two specifically dealt with the areas of diversity and inclusion. Specifically, the company intends for 50% of its global workforce and 40% of its global managers to be women by 2030, and 25% of its U.S. workforce and 15% of its managers to consist of Black and Latino employees by that same year. The company also declared that <\/span><a href=\"https:\/\/www.technologymagazine.com\/cloud-and-cybersecurity\/dell-technologies-driving-diversity-tech\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">tackling unconscious bias<\/span><\/a><span style=\"font-weight: 400;\"> would be a major area of concentration during the next decade.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During an interview with <\/span><a href=\"https:\/\/www.forbes.com\/sites\/carolinamilanesi\/2020\/02\/25\/how-to-engineer-diversity-and-inclusion-a-conversation-with-dell-technologies-chief-diversity-and-inclusion-officer-brian-reaves\/?sh=4d5a60855478\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Forbes Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\">, Dell\u2019s chief diversity and inclusion officer Brian Reaves described Dell\u2019s MARC program. Standing for \u201cMany Advocating Real Change,\u201d MARC was originally created as a program intended to combat unconscious bias within the management staff, but Dell has hopes that all of its worldwide employees will complete the MARC program within the next two years.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During an interview with <\/span><a href=\"https:\/\/www.yahoo.com\/entertainment\/michael-dell-not-enough-progress-on-diversity-in-the-tech-industry-122022270.html\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Yahoo Finance<\/span><\/a><span style=\"font-weight: 400;\">, Michael Dell lamented that the tech industry had failed to adequately address the lack of diversity in its collective workforce.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe have for a long time embraced diversity inside our company,\u201d said Dell. \u201cNot saying we&#8217;re perfect at it, but I think we&#8217;ve created the conditions for success and in a bit of a silver lining, I think this has opened up the conversation in a new way. Ultimately, I&#8217;ll just say I&#8217;m not real optimistic that government forces are going to drive the change here. I think it&#8217;s going to be up to companies to create the conditions and the opportunities for success for the communities that have not had them. Recent incidents have kind of redoubled our resolve around the goals that we&#8217;ve had. Hopefully that will lead to positive change for communities of color.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For resources to help your company with its diversity and inclusion initiatives, <\/span><a href=\"https:\/\/thediversitymovement.com\/publications\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">check out our insights<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8041 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>For several years, Austin has been in the midst of demographic shifts that have reshaped the way it is viewed throughout the United States. On a recent list produced by15<\/p>\n","protected":false},"author":2,"featured_media":2456,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[58,5],"tags":[],"tdm_type":[92],"class_list":["post-2455","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-trends-industry-insights","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Five Austin Executives Getting Diversity, Equity, and Inclusion Right - The Diversity Movement<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/thediversitymovement.com\/five-austin-executives-diversity-inclusion\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Five Austin Executives Getting Diversity, Equity, and Inclusion Right - The Diversity Movement\" \/>\n<meta property=\"og:description\" content=\"For several years, Austin has been in the midst of demographic shifts that have reshaped the way it is viewed throughout the United States. 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