CSAA IG 2023 Impact Report 0424 Rev1 - Flipbook - Page 22
People
Our Impact
2023
From Our Interim CEO
Systems thinking
By embedding systems thinking into
our organization, we’re gaining a
deeper understanding of the complex
issues at play and developing more
effective strategies for creating an
equitable and inclusive workplace.
In 2023, we sent an initial set of
19 team members from departments
across the enterprise through
systems-thinking training. They
completed 18 hours of training and
met monthly to discuss how to
apply this process to CSAA’s current
business questions. These trainings
are already establishing a common
language and comprehension of
systems-thinking tools, processes
and methodologies for tackling
organizational needs concerning
inclusion and belonging.
In Q4 2023, we initiated the first project
where we applied our learnings—
a systems-thinking review of our
interview and selection process. What
we learned will help us redesign our
process and tools so we can deliver
a better candidate experience overall.
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Planet
People
Practice
Three CSAA employees completed
a yearlong process to earn an
advanced facilitator credential
in systems thinking. These newly
credentialed employees will
serve as a resource and guide for
institutionalizing systems thinking
within CSAA.
AAA Northeast, and AAA Club
Alliance—we jointly hosted the annual
Days of Understanding program,
an annual event that encourages
open and honest conversations
about diversity and inclusion in the
workplace. This year's event centered
around the dynamics and value of
having a multigenerational workforce.
Supporting inclusion and belonging
As part of our efforts to promote
equity and inclusion at CSAA, we
offered our people leaders facilitated
training sessions that focused on
our eight inclusion behaviors and the
significance of systemic inclusion.
Our goal was to provide our leaders
with the necessary tools and skills to
integrate inclusion into all processes
and decision-making mechanisms,
resulting in more equitable outcomes.
By prioritizing these initiatives, we
are actively working toward creating
a more inclusive and equitable
environment at CSAA.
In 2023, CSAA continued to build an
inclusive and welcoming culture where
employees across the organization
can feel a sense of belonging.
The Inclusion Collective, which we
launched in 2022, continued to help
connect our diversity, equity and
inclusion activities into a broader
business-driven, results-oriented
strategy. It has also helped ensure
proactive, effective and consistent
communications and messaging.
We’ve worked across the AAA
federation to show up as one AAA in
the inclusion and belonging space. In
collaboration with fellow signatories
of the AAA CEO Action for Diversity
and Inclusion—AAA Life, AAA Inc.,
Further, CSAA’s executive leadership
team committed to a yearlong
inclusion and belonging learning series
that included a six-month Intercultural
Development Inventory (IDI)-based
coaching experience as well as
workshops and trainings on leading
with an equity lens, systems thinking
and intercultural conflict styles.
Using CSAA employees’ chosen
names and pronouns demonstrates
respect and is an important part of
affirming their identity and creating
an environment that values inclusivity.
An employee suggested updating the
language in our Workday personal
profiles. We saw this as an opportunity
to collaborate with employees from
our PRIDE employee resource group.
Together, we evaluated our current
descriptors and made changes that
best reflect our company culture and
values. Now, all employees can list
their pronouns in a designated box
under their name in Teams.
A third cohort also successfully
completed our Accelerators program,
which is focused on bringing diverse
non-executive-level employee voices
to the table. The program has created
opportunities for participants, such as
attending CSAA’s annual Leadership
