DAVID GROUP Diversity, Equity, and Inclusion (DEI) Policy
Effective Date: May 5, 2021
Policy Owner: Chloe Agten
1. Purpose and Vision
DAVID GROUP is committed to fostering a diverse, equitable, and inclusive work environment that reflects the global community we serve. Our vision is to create a workplace where every employee feels valued, respected, and empowered to contribute to our mission of advancing cybersecurity.
2. Definitions
Diversity: Embraces the variety of characteristics that make individuals unique, including but not limited to race, ethnicity, gender, age, sexual orientation, disability, religion, socio-economic status, and national origin.
Equity: Ensures fair treatment, access, opportunity, and advancement for all individuals, addressing and rectifying disparities to support everyone’s success and growth.
Inclusion: Cultivates an environment where diverse perspectives are welcomed, and every team member feels a sense of belonging and has the opportunity to participate fully in organizational life.
3. Commitment Statement
DAVID GROUP is dedicated to integrating DEI principles into every aspect of our operations. Our commitment involves:
- Leadership Support: Senior management will champion DEI initiatives and integrate these values into strategic planning and decision-making.
- Ongoing Improvement: We will regularly assess our DEI practices and outcomes, striving for continuous improvement.
4. Recruitment and Hiring
- Inclusive Job Descriptions: Ensure that job postings use inclusive language and do not unintentionally deter qualified candidates from applying.
- Diverse Hiring Panels: Utilize diverse hiring panels to minimize unconscious bias in the selection process.
- Equitable Access: Ensure that all candidates, including those with disabilities, have equitable access to interview processes and accommodations.
5. Training and Education
- Mandatory DEI Training: Provide regular, mandatory DEI training for all employees, including topics such as unconscious bias, cultural competence, and anti-discrimination practices.
- Continual Learning: Offer resources and opportunities for ongoing education on DEI topics, both within and outside the organization.
6. Workplace Culture
- Fostering Inclusion: Promote an organizational culture that values diverse viewpoints and experiences. Encourage open dialogue and collaboration across different teams and functions.
- Employee Resource Groups (ERGs): Support the establishment of ERGs to provide community and advocacy for various employee groups.
7. Support and Resources
- Mentorship Programs: Develop mentorship and sponsorship programs aimed at supporting the career growth of underrepresented employees.
- Counseling Services: Provide access to confidential counseling and support services for employees who experience or witness discrimination or harassment.
8. Accountability and Reporting
- Clear Reporting Channels: Create and maintain clear, confidential channels for reporting any incidents of discrimination, harassment, or retaliation.
- Investigation Process: Ensure all reports are investigated promptly and thoroughly, with appropriate corrective actions taken as necessary.
- DEI Metrics: Regularly review and report on DEI metrics to track progress and identify areas for improvement.
9. Accessibility
- Accommodation Policies: Provide reasonable accommodations for employees with disabilities to ensure they can perform their roles effectively.
- Accessible Communication: Ensure all communications, including company materials and digital resources, are accessible to employees with disabilities.
10. Community Engagement
- Partnerships: Build and maintain relationships with diverse organizations and community groups to support broader DEI goals.
- Outreach Initiatives: Engage in outreach initiatives that promote diversity and inclusion within the cybersecurity field and the tech industry at large.
11. Evaluation and Continuous Improvement
- Feedback Mechanisms: Implement tools and processes for gathering employee feedback on DEI initiatives and experiences.
- Policy Review: Regularly review and update this policy to reflect feedback, evolving best practices, and changing organizational needs.
Approval and Acknowledgment
This DEI policy is approved by the DAVID GROUP Executive Team. All employees are required to acknowledge their understanding of and commitment to this policy.
Contact Information:
For questions or concerns related to this policy, please contact the Human Resources Department at hr@davidgroup.co.id.
This policy establishes a framework for DAVID GROUP’s DEI efforts and underscores our commitment to building a workplace where everyone can thrive.
