We’re always looking — and listening — for ways to do better.
We offered a range of COVID-19 testing and vaccine solutions, including offering on-site vaccinations for thousands of employees, along with informational sessions with a medical expert, to reduce barriers to care.
In recognition of the nation’s ongoing social-justice concerns, we have held a series of company conversations that supported racial justice and equity and that helped to move us toward greater awareness, education, and consequential activities. In 2021, we held an employee town hall to discuss the progress made since the first town hall, held in 2020.
In 2021, we permanently added a new personal holiday, which employees can use in a way that is most meaningful to them, including observing Juneteenth.
As part of our Annual Incentive Plan, we encouraged individual contributors to attend leader-led conversations about inclusion and respect in the workplace. We also required leaders to attend training on how to be an ally.
We raised the bar for spending with diverse suppliers by far exceeding our goals, spending $1 billion in 2021.
As part of our HBCU PromiseSM, we contributed $5.3 million out of a six-year, $25-million commitment. We continued a series of conversationsopens in a new window with leaders at historically black colleges and universities, covering topics such as the wealth gap, the state of race relations a year after widespread protests in support of social justice, and the role of diversity in innovation.
We expanded family care benefits, adding subsidized back-up child and elder care; a milk shipping service so nursing mothers who travel for work can ship breast milk home; and “bump boxes” that provide expecting or adopting parents with helpful support items such as a parenting book, clothing, and toiletries.
We added messages about heritage months to our enterprise-wide company communications highlighting diverse employees and diverse partners.
We joined the National Hispanic Corporate Council, laid the groundwork for a new partnership with the Hispanic Association of Colleges and Universities, and expanded our partnership with the Society of Hispanic Professional Engineers (SHPE) by joining its Industry Partnership Council and increasing the posting of company job openings on the SHPE career site.
We added the ability to include faith-based holidays, observances, and heritage months that are culturally inclusive on employee Microsoft Outlook calendars. We symbolically lit up our downtown Richmond, Virginia, Thomas F. Farrell II Building for cultural observances, including Pride month, the Fourth of July, Christmas, Hannukah, Memorial Day, Veterans Day, and Earth Day.
We updated our policy regarding accessibility and disability accommodation to ensure that all candidate and employee needs are met.
The Diversity Council for our Services operating segment rolled out “DE Perspectives,” a podcast about DE&I. Each episode explored a variety of topics to help employees gain insight and awareness of the lives and careers of other employees and DE&I efforts companywide.