8-CODE-CoC-1020.qxp_FINAL-CoC-CODE 11/10/20 3:59 PM Page 11
DIVERSITY AND EQUITY
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• mmagazine
greater omaha chamber
ceos for code
what makes a company strong.” Bringing in a third-party facilitator to talk about DEI kept his company leadership on the same side of the “If the CEO-level is not supporting DEI “What we’re recognizing now is that process as everyone else in the organizations are no longer saying this organization, Maass said. “I would initiatives in a formal, measurable, is optional or this is extracurricular— recommend it to others. It was a accountable way, then it typically this is an imperative part of how we do positive introduction.” doesn’t catch on and start moving business,” Harley said. “Once you forward in your organization,” he explained, adding that it’s not enough know better, you do better.” The company has promoted from to simply say the company strives for within a chief diversity officer. In Signer Paul Maass, CEO of The DEI; accountability is key. “That addition, it has formed a voluntary doesn’t happen without leadership at Scoular Company, said change isn’t diversity and inclusion council made simple—or easy—for large the top saying this is going to be up of 10 employees across the company organizations. important enough to measure it… plus the diversity officer and executive CEOs for CODE has become a sponsors. remarkable group that wants to come “We have to intentionally focus to make together and learn from best practices sure our company culture makes it a and how they can lead that initiative in great place to work for everybody,” he “They have different experiences, are very passionate about it, and see the said. “If we’re not inclusive, we won’t their companies.” opportunity—and I’d say they are grow over time…Diversity can show really respected,” Maass said. “They itself in many, many different ways. CEOs for CODE employers pledge have a more powerful voice than I do.” Race, ethnicity and gender are often three basic actions: creating a more visible forms of diversity, and so comprehensive DEI strategy, hiring we certainly focus there, but we believe Not everyone embraces diversity someone to lead the work, and within a company, however. Some participating in an assessment. Brown embracing a broader definition of eventually come around, but others diversity including differences in and Harley said they’re seeing backgrounds and lived experiences is never do, he said. movement. Signing the CEOs for CODE statement “We had a goal of 100 CEOs over five is a good way to launch or invigorate a years signing the pledge. We are nearing 90,” Brown said. company initiative, Brown said.
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The University of Nebraska was founded on principles of access and opportunity, and we will not reach our full potential unless all voices are welcomed and heard. The same goes for the State of Nebraska. If we want to achieve our goals for growth, if we want to meet the urgent needs of our workforce and economy, we need to make sure everyone has an equitable opportunity to succeed, especially those who have been historically excluded or underrepresented. We have work ahead, but the results will be worthwhile.
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All of our campuses are working hard to improve diversity among our student body and faculty ranks, and we are taking meaningful steps to open the doors of higher education to students from all backgrounds. For example, our new Nebraska Promise program, which covers full tuition for low- and middle-income Nebraskans, has exceeded our initial projections and is driving significant growth among first-generation students attending the University. We also plan regular training and system-wide surveys so that we’re in a mindset of continual assessment and improvement. We owe our 51,000 students nothing less.
~ TED CARTER, PRESIDENT, UNIVERSITY OF NEBRASKA SYSTEM
the right thing to do
CODE: COMMITMENT TO OPPORTUNITY, DIVERSITY AND EQUITY