We at Production Solutions, a Moore company, are of many different faiths, backgrounds, and core truths. Yet we all believe a life of purpose and service to one another provides deep satisfaction. We live this in our work, where we respect our common humanity and our diverse experiences which make us stronger together. We all benefit when varied voices speak, lead, and are valued. When we value diverse viewpoints and people we earn the best talent, imagine the best innovations, and deliver the best results to everyone.
Our employees will experience dignity, fairness, and respect from each other. They will also express that same dignity, fairness, and respect for other employees at all times.
We will fuel our clients’ growth with a continually more diverse, equitable, and inclusive organization and ecosystem.
Our passion for our clients’ success means we will enlist diverse supporters in the service of their missions. We will also present their stories equitably.
We will engage our partners to advance diversity, equity, and inclusion through necessary conversations around mutually beneficial policies and practices. We ask them to do likewise with us.
We work to raise the bar for our industry through our quality and innovation; so too will we work to lead our industry for diversity, equity, and inclusion.
The Diversity Competencies Subcommittee will develop a list of diversity competencies to be used in the formal performance management process within Production Solutions to evaluate diversity performance, as demonstrated by the ability to present the list of diversity competencies to each department for implementation.
The Compensation and Benefits Policies Subcommittee will facilitate a review and evaluation of compensation, benefits, and leave/vacation policies and practices with an emphasis on ensuring equality across racial and gender differences. We will continue to evaluate these metrics on an ongoing basis.
The Diversity Education Subcommittee will implement a diversity education series (e.g., unconscious bias, conflict resolution). This is designed to increase employees’ ability to communicate, resolve conflict, solve problems, reduce bias, and perform at the highest levels in culturally diverse settings. We will also implement SMART-based Individual Action Plans to facilitate the transfer of training to the workplace.
The Mentoring Program Subcommittee will roll out a formal mentoring program. The program will provide specific guidelines and procedures, the development of a mentor/protégé training process, implementation and evaluation of a Pilot Mentoring Program, communication of the mentoring program to all staff, and the initiation of program activities.
The Diversity Recruitment and Retention Subcommittee will complete diversity recruitment and retention training for select managers, supervisors, and employees. It will feature a comprehensive educational program and the development of recruitment plans for each functional area.
The Production Solutions’ Supplier Diversity Committee developed a supplier diversity survey form and process. The purpose of the survey is to collect information from current and potential vendors to efficiently evaluate whether their business practices satisfy specific social and/or environmental criteria that are significant to Production Solutions.
The Diversity Metrics Subcommittee identified business-specific measures/metrics that will be used to evaluate the effectiveness of the overall diversity initiative. This is demonstrated by the ability to incorporate those measures/metrics into PS/CDR’s standard data generation practices. These metrics will continue to be measured quarterly and annually.
The Production Solutions’ Supplier Diversity Committee developed a supplier diversity policy statement that describes what the supplier diversity program is, who it includes, the program goals, and how PS will go about achieving those goals, as demonstrated by publishing the policy on the Production Solutions website.
Our DEI Working Group developed a diversity plan for 2021-2023, which outlines SMART goals, action steps, key participants, and the connection to the company’s strategic objectives, as demonstrated by the ability to present the plan to organizational shareholders (including employees) for review and discussion, and to publish it on our website. The policy will be reviewed every other year and updated as needed.