CSAA IG 2023 Impact Report 0424 Rev1 - Flipbook - Page 23
People
Our Impact
2023
From Our Interim CEO
Conference, where they can connect
with leaders within the organization.
Additionally, each Accelerator has
been assigned an executive sponsor
within the organization. Together,
they are committed to creating new
opportunities and exposure for the
Accelerator through opportunities
such as mentoring or inviting them to
attend meetings to learn more about
the business and provide additional
visibility. Over the past three years,
51% of Accelerators participants have
experienced internal mobility.
We each hold a key role in creating
vibrant, equitable and resilient
communities. In recognition of that,
our biennial Inclusion Week took
place Oct. 16-18, 2023, when more
than 250 people came together
virtually to celebrate inclusion,
connection and growth. The theme
was “Building Bridges Through
Inclusion.” It's a time to recognize
our company’s employee resource
and culture groups with engaging
events, activities and volunteer
opportunities that raise awareness,
foster connections and strengthen
BACK TO TOP
Planet
our sense of community. The week
comprised 10 offerings led by
employee resource groups and
open to all employees, including
presentations from our nonprofit
partners, external guest speakers
and volunteering opportunities.
Representation in our workforce
We believe that diversity and
fostering an inclusive workforce lead
to improved leadership effectiveness,
a more fulfilling employee experience,
and greater customer satisfaction
and performance. To better
understand our workforce and
areas for improvement, we analyze
employee data along racial,
ethnic and gender lines, including
intersectional data (e.g., Black/African
American females versus Black/
African American males).
In 2023, we accomplished a great
milestone: Representation of women at
the supervisor, manager and executive
ranks (combined) achieved parity with
the U.S. labor force. The only level
below parity is at the executive level,
People
Practice
which is at 46% female representation.
We will continue our conscious focus in
this area to maintain this achievement
in the future.
We continue to see progress for
Black/African American and Hispanic/
Latine representation in our leadership ranks, and it remains a focus
area. In 2023, we achieved our milestones for Black/African American
and Hispanic/Latine representation in
leadership, including improved Latine,
Black and female representation in
our executive succession plans.
We are also proud of our Asian
American representation and the
tremendous contributions our Asian
American employees make to CSAA.
As believers in the power of inclusion,
we strive to create a safe, caring environment for them and all employees
who are experiencing intolerance and
racism in the broader society.
Every time we conduct a
retrospective or start planning for
a cyclical talent process, we put on
a human-centered and equity lens.
This involves proactively hosting
conversations with leaders to
look at their function’s talent data,
across all employee lifecycle stages
(attraction, recruitment, onboarding,
performance, development, retention
and separation), using explicit
intersectional information. These
ongoing discussions allow us to
stay in tune with our progress, have
richer conversations about our
gaps and help us explore how our
processes and practices impact
employees across differences.
These conversations have expanded
to include more leaders and are
becoming an expected practice.
In September 2022, we expanded
interview slate requirements from
people leader roles to include entry
professional level roles and above.
This served two purposes: Get hiring
managers exposed to talent with
various backgrounds and build more
diverse internal pipelines over time.
The experience in 2023 has provided
us data to better understand which
functions and roles tend to be more
challenging and to determine action
plans for current and future openings.
