CASE STUDY: DIVERSITY, EQUITY AND INCLUSION AT GOODWILL®

Angela Adams and Lauren Lawson-Zilai@LaurenLLawson @GoodwillIntl @AmazingGoodwill

Our Reach 156community-based, nonprofit

Goodwill organizations

3,200+stores in the United States and Canada

1+ millionpeople served in person

20+ millionpeople served virtually

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Goodwill works to enhance the dignity and quality of life of individuals and families by

strengthening communities, eliminating barriers to opportunity and helping people in

need reach their full potential through learning and the power of work.

Our Mission

Who We Serve

As the nonprofit leader in workforce development, Goodwill’s role in providing employment assistance services to a variety of demographics, including people of color, is a key priority. Last year, Goodwill organizations collectively provided services to:

• More than 220,216 Black workers (12,346 local)

• More than 92,689 Hispanic workers (5,318 local)

• More than 490,647 women (20,937 local)

• More than 149,338 youth (ages 16–24) (7,890 local)

DEI Toolkit Content

Glossary

DEI Roadmap

Best Practices for DEIPolicy Creation

Tools to Support Equity in Building and Developing Talent

Measurement Best Practices for DEI Work

Community EngagementBest Practices

Marketing andCommunications for DEI

Additional Resources

DEI Roadmap

CONFIDENTIAL

DEI Taskforce

The Diversity Equity and Inclusion (DEI) Taskforce is committed to promoting and facilitating opportunities for education, training, discussion, and action focused on eliminating discrimination in the workplace. We aim to empower all team members to speak against injustice and advocate for DEI. The DEI Taskforce will work closely with the CEO and executive team to craft a DEI action plan and continue to build a culture reflective of core values aligned with Goodwill’s mission.

Building a Foundation of Readiness

The Business and Mission Case• Board of Directors: Governance and Sustainability • CEO: Unwavering champion of strategic integration and learning• CDO: Vision, Strategy and Trusted Advisor• Leadership: Personal Learning Journey• Employees: Networks of support

Set Benchmarks and Goals

• Total number of people of color or other focus area identity employed

• Total number of people of color or other focus area employed in leadership roles

• Total $ spent/percentage of purchases from certified diverse suppliers

• Your overall strategy and goals for the initiative

• The work you are currently doing to advance

this initiative

• Why this initiative is important to your organization

• Key data on populations served and/or other relevantstatistics

Key Messages

Integrated Approach

Resources

Community Management

• Tone

• Intent

Internal Policy• Be mindful of conduct with customers.

• Be conscious of retail items displayed in stores or on ecommerce.

Social Media Management

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• Address official use as well as personal use

• Clearly describe what constitutes a violation and articulate potential consequences

• Inform employees that they represent the organization

• Connect the policy to the organization’s values

• Ensure employees know the policy

“Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.” – SHRM sample policy ruled lawful by the NLRB

Social Media Policies

Sample Policy

“You are responsible for your actions. Anything you post that can potentiallytarnish the company’s image will ultimately be your responsibility. Be conscious when mixing your business and personal lives. Online, your personal and business personas are likely to intersect. The company respects the free speech rights of all of its associates, but you must remember that customers, colleagues and supervisors often have access to the online content you post. Keep this in mind when publishing information online that can be seen by more than friends and family, and know that information originally intended just for friends and family can be forwarded on. Be aware that taking public positions online that are counter to the company’s interests might cause conflict.”

- Coca-Cola

Internal Policies

• Revisit your social media policy to ensure that your organization’s policies against racism, ableism, homophobia, harassment, etc., are specifically spelled out.

• All messaging should reflect that your organization believes in treating others with respect, dignity, fairness and equality, and that any discrimination or profiling is inappropriate and not permitted at the organization.

It is vital that executive leaders leverage their roles to show their support and take action.

• Personal voice

• Organizational messaging

• Specific efforts and goals

Executive Communications

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Executive Communications cont.

• For DEI initiatives to be effective, they must be communicated and committed to at the executive level.

• Any and all messaging regarding DEI must be authentic, personal and honest, and it should be behavioral, not aspirational, whether communicating internally or externally.

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DEI IS BEHAVIORAL, NOT ASPIRATIONAL

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