If you have additional questions, please contact our Concierge Desk via email.
77 results found
W.K. Kellogg Foundation's workforce composition and how it has changed over time.
This workplace transformation guide considers the state of racial equity, diversity and inclusion (REDI) for the investment management industry and shares insights, actions, common pitfalls and examples from leading organizations that are part of the Expanding Equity (EE) program network. The guide recommends actions companies can take, organized by the four pillars – or areas of opportunity – of the EE program, where the investment management industry can advance REDI, including a mini-case study from a peer company:Attract – Attracting and hiring professionals of color into the company to increase representation at all levels of the organizationCase study from Värde Partners on creating entry-level pathwaysBelong – Ensuring that all professionals, regardless of racial/ethnic group identity, feel respected and can be successfulCase study from KKR on launching an inclusion network and expanding an Inclusion & Diversity CouncilPromote - Ensuring that professionals of color feel supported and have the same advancement opportunities as White professionalsCase study from BlackRock on implementing a sponsorship program for Black and Latinx managing directors and directorsInfluence – Advancing racial equity through an organization's products, services or relationships in the industries and communities in which it operatesCase study from Vista Equity Partners on launching an external board program to source diverse board candidates for its portfolio companies
PHI's state advocacy toolkit, reframed as a "practical resource guide," was drafted and designed in fall 2022 and released for national dissemination in February 2023. The guide includes 20 concrete strategies, based on lessons learned from the "Essential Jobs, Essential Care" initiative and organized across five dimensions of advocacy: strategizing, designing, persuading, advocating, and evaluating. Each strategy includes specific steps and key resources. Advocates can read the guide a whole, or sample individual strategies based on their needs and interests.
This report shares the results and analysis of this project's survey of manufacturing workers in Mississippi and Alabama. It also breaks down the findings into two broad categories (a) region-wide analysis combining all responses across the two-state region and (b) deep dive into eight case sites where we have sufficient survey results to share findings. Four of the case sites are in Mississippi and four are in Alabama.
This case study is part of the W.K. Kellogg Foundation's Expanding Equity program, which helps workplaces become more racially equitable places of opportunity. The program supports and inspires companies to take action using four pillars: Attract, Belong, Promote and Influence. Each pillar offers unique opportunities for advancing racial equity, diversity and inclusion in companies. This case study lifts up actions from the Attract pillar, which focuses on attracting and hiring professionals of color into a company, in turn increasing representation at all levels of the organization. Steelcase took the following actions:Created a deep data analysis system for hiring practices and listened to employees to understand the current state and to identify opportunitiesResearched best practices for skills-based hiringCreated positions within HR specifically for people who specialize in developing new pipelines and sources for diverse talentRemoved barriers to entry, such as industry experience, whenever possibleRevamped job postings to eliminate biased languageShifted away from a "résumé and pedigree" focus to a skills and competency, evidence-based approachDeveloped a playbook on diverse hiring practices for hiring managers and recruitersTo sustain these efforts, the Steelcase global talent team redesigned its talent acquisition strategy and team structure, identified areas of focus for their recruiting practices, partnered across business units, and engaged current employees to involve them in the hiring process. These efforts resulted in a robust, standardized hiring process that uplifts evidence-based hiring while working to eliminate biases.
This two-page issue brief explains how state lawmakers can use anti-retaliation legislation to better protect workers and the rule of law. The paper includes policy options that strengthen retaliation protections, examples of states that have enacted such policies, and additional resources for state legislators to learn more.
This fact sheet summarizes research on existing models for strengthening small businesses while improving job quality for workers. It draws on an extensive literature review and expert interviews. It was created to frame discussion on potential small business support interventions for the Minneapolis Small Business and Labor Standards Roundtable.
This fact sheet summarizes our research regarding challenges to immigrant and systemically marginalized business owners in raising job quality in Minneapolis. It draws on public data, interviews with small businesses and experts in the field, and data from the Minneapolis Labor Standards Enforcement Division. It was created to frame discussion on potential small business support interventions for the Minneapolis Small Business and Labor Standards Roundtable.
This case study is part of the W.K. Kellogg Foundation's Expanding Equity program, which helps workplaces become more racially equitable places of opportunity. The program supports and inspires companies to take action using four pillars: Attract, Belong, Promote and Influence. Each pillar offers opportunities for advancing racial equity, diversity and inclusion in companies. This case study lifts up actions from the Attract pillar, which focuses on attracting and hiring professionals of color into a company, in turn increasing representation at all levels of the organization. Oshkosh took the following actions:Researched different data points and benchmarks and set one of their racial equity aspirations: to be an organization with the best talent that reflects broader market demographicsTook their research and collaborated with their Total Rewards and Finance teams to link DE&I representation goals to leader compensationEstablished their DE&I representation goals and milestones and tied them to a formal incentive planMobilized their employees to act by using multiple channels (e.g., key leadership meetings, internal DE&I newsletter) to build awareness of these changes
The vast majority of Americans are introduced to the workforce through frontline jobs—whether waiting tables, stocking store shelves, or folding clothes. Approximately 70 percent of the current U.S. workforce is concentrated in frontline jobs, which is also the most diverse part of the workforce. Too often, however, frontline jobs are both a starting point and an end point for workers. This research, a collaboration between McKinsey & Company, the W.K. Kellogg Foundation, PolicyLink and Walmart, found this challenge is especially true for frontline workers of color, who face an array of impediments to moving up the ladder. This report shines a light on the experiences of frontline workers of color, the pathways upwards from the front line, and the skills workers need to advance. It also offers steps companies could take to improve job quality and better support frontline workers of color to develop and progress in their careers.
The Governance and Enforcement Lab (GEL) is a space where organizers and allied policy wonks can think together about how we can more effectively leverage labor policy and enforcement work at the local level to build worker power and organization. This session focuses on how organizers can use protected concerted activities rights under the NLRA to support workers outside of a traditional union organizing context, with a deep dive on protecting immigrant workers.Featured presenters are: Teresa Poor, Assistant Regional Director, NLRB Region 29 Mori Rubin, Regional Director, NLRB Region 31 Rayos Burciaga, Community Organizer, Somos Jessie Hahn, Senior Labor and Employment Policy Attorney, National Immigration Legal Center (NILC)
As many corporate leaders know, inclusion and belonging are vital to company health and success. Creating workplaces where every employee can bring their whole selves to work leads to deeper levels of commitment and higher levels of innovation. A key question is: how can leaders and companies create a culture that embodies a feeling of inclusion and a sense of belonging for all employees? This guidebook, created as part of the W.K. Kellogg Foundation's Expanding Equity program, will support you on that journey through the following sections: 1. What is racial equity? 2. Putting the "I" in DE&I 3. Talking About Race (and Racism) in the Workplace 4. Moving Beyond Allyship to Sponsorship 5. Developing Champions for Racial Equity
Showing 12 of 77 results