Developing a DE&I Plan

This meeting featured i4cp members Philomena Satre, Director of Diversity & Inclusion - Strategic External Partnerships Human Resources Leadership, and Phenecia Lindsey, Senior Diversity & Inclusion Specialist, from Land O Lakes to share their journey to develop a DE&I strategy and execution plan.

Meeting Take-aways:

• Philomena Satre and Phenecia Lindsey from Land O’ Lakes overviewed their journey to develop a DEI Action Strategy centered on their commitment and designed around four DEI Strategic Pillars (Workforce, Marketplace Workplace, Community)
• Land of Lakes, like many other companies, is dealing with the Great Resignation. ERGs are helping them to understand the needs of those leaving the workforce, and bringing awareness to how underrepresented groups in particular are affected.
• Land O’Lakes hosts 11 Employee Resource Groups, with an Executive Sponsor for each group. Newest ERG groups that have built in the past 18 months are the Asian Affinity Connection Group and Parents & Caregivers Group.
• Land O’Lakes shared their favorite video to teach inclusive, anti-racist, and adaptive practices: Frozen by Fear video
• We discussed how ERG budgets are allocated. Land O’ Lakes shared that ERGs are mostly supported from the dedicated DE&I budget, which gives an equal sum to each group. Those groups can also combine budgets or bring in funding from other sources (like comms or marketing) to help pay for larger combined events or speaker fees
• To learn more about ERGs from i4cp Research, explore The Untapped Power of Employee Resource Groups

i4cp's Diversity, Equity, and Inclusion Exchange provides a secure venue for a wide range of peer practitioners to engage in thought-provoking and innovative discussions focused on best and next practices.

Co-facilitated by i4cp Member Leaders Mary Fairchild, Global Director, Diversity & Inclusion, F5 Networks, and Julie Curtin, Director, Organizational Effectiveness, Borg Warner, the group will support D&I leaders to be a voice to executives, educate HRBPs to be allies and advocates, and develop supporting tools and playbooks to scale next practices.