Regional DIAC Playbook

Regional DIAC Playbook

TABLE OF CONTENTS

I. Overview ........................................................................................................................................... 2

Welcome

Vision and Mission Statement

II. Diversity and Inclusion Regional DIACs ......................................................................................... 4

Purpose

Key Focus Areas

Goals & Objectives

Meetings

Business Partners

III. Leadership Structure ........................................................................................................................ 7

Steering Committee

Roles & Responsibilites

What to Expect as a Regional DIAC Leader

Tenure

Co-Chair Selection/Appointment

Steering Committee and RDIAC Selection/Appointment

General Regional DIAC Members

IV. Glossary ........................................................................................................................................... 12

1

OVERVIEW

WELCOME

TouchPoint is committed to Compass Group’s overall mission of promoting an inclusive

environment that appreciates the differences of every associate. Our goal is to embrace the

strength that we bring through diversity to benefit the lives of those we encounter. One of the

ways that we strive to accomplish this vision is through establishing Regional Diversity and Inclusion

Action Councils. Our Regional DIACs are comprised of compassionate individuals who are

absolutely dedicated to the Diversity and Inclusion mission. By promoting and maintaining an

inclusive environment, we can accomplish a wide variety of goals that truly focus on our

associates. We value the wonderful contributions that our Regional DIACs provide and are very

proud of their ability to be key change agents within our businesses. Congratulations on your

selection to the Regional DIAC! We hope that you use this as an opportunity to assist in shaping

our workplace for the better — one in which associates are not only celebrated for being their true,

authentic selves, but also are encouraged to use their unique differences to promote change

within the organization.

We designed this playbook to provide the framework and structure for our Regional DIACs. It is

intended to be a resource for each council member to grow and enhance our Diversity and

Inclusion efforts at the local levels.

2

VISION & MISSION STATEMENT

The TouchPoint Diversity and Inclusion Action Council (DIAC)has established the following Vision

and Mission statements as the foundations for which it will operate. These statements will also

apply to the Regional Diversity and Inclusion Action Councils (RDIACs).

VISION Our vision is to embrace the strength that we bring through diversity to benefit the lives of those we encounter.

MISSION We put inclusion to work. Our mission is to shape our workplaces to be where associate are celebrated for being their positive authentic selves and use their differences to spark change within our organizations.

TAGLINE

Diversity is what you have. Inclusion is what you do.

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DIVERSITY & INCLUSION REGIONAL DIACS

PURPOSE

Regional DIACs help drive the overall vision and mission of the TouchPoint DIAC by utilizing their

market and ministry presence. They play an important part in relaying messages/communications

from the Sector DIAC team and the leadership team to our frontline associates. Since these teams

have a pulse on issues affecting local communities, they can develop high-impact diversity and

inclusion (D&I) initiatives that are relevant to associates within the respective region.

KEY FOCUS AREAS

Each Regional DIAC will seek to align strategies and activities with the following key areas:

People

Our people are our most valuable asset. Therefore, when identifying areas to influence and

spearhead change, focusing on our people is paramount. Examples of strategies and activities

with a “ people ” focus could include:

• Ensuring that every person who becomes a TouchPoint associate has an equitable

experience – employment opportunities, fairness and treatment

• Providing opportunities for skill building

• Seeking ways to leverage and manage talent

Culture

Our culture is important because it reflects TouchPoint ’s shared values and principles. Our culture

should create an atmosphere in which every employee can come to work feeling comfortable,

accepted and positioned for success. The result? An environment that is noticeable to our clients,

our customers, and potential employees. Examples of strategies and activities with a focus on

culture could include:

• Cultural competency – k nowing and understanding the “Live Your Purpose” tenets

• Appreciating and promoting differences to create a premiere workplace

• Cultivating a work environment in which all associates feel that they belong

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Community

The communities surrounding our ministries are important. Our goal is to collaborate and engage

with areas that are closest to where our associates live and serve. Examples of strategies and

activities with a focus on community could include:

• Engaging with local schools and/or universities (e.g., HBCUs, etc.)

• Participating in community events that raise awareness about our people and culture

• Leveraging (D&I Corporate approved) the organization to reinforce sector goals for

positively impacting specific demographics (e.g., Hiring Our Heroes, Best Buddies, etc.)

GOALS & OBJECTIVES

The goals and objectives for each Regional DIAC should be aligned with the Key Focus Areas

discussed above. Each Regional DIAC will create an action plan that meets these requirements.

In addition to sector specific goals and objectives, the Regional DIAC will accomplish the following

annual goals:

Impact the culture through awareness and by encouraging intentional actions

• Encourage participation for Inclusion Week

• Promote participation in the Inclusion Excellence Award

• Promote submissions for Inclusion 365 award

Build a diverse workforce for the future

• Submit an annual report on regional progress, activities and impact to Sector DIAC Co-

Chairs

• Implement a diversity and inclusion inspired initiative derived from DIAC Best Practices

• Contribute to an annual compilation of Regional DIAC Best Practices repository

• Proactively contribute or create a best practice to address an emerging workplace,

workforce, or marketplace DEI need

5

MEETINGS

The Regional DIACs will host monthly committee meetings that maximize the time and effort of

each participant present, whether live or virtual. Committees may need to meet more frequently

to establish teams and overall objectives. All meetings, whether live or virtual will be scheduled

well in advance. The committees should plan accordingly to ensure that the associated meeting

agenda and related materials are distributed to all members no later than 48 hours prior to the

scheduled meeting.

The Regional DIACs will also commit to attending a minimum of one meeting annually with the

sector DIAC. The steering committee along with Regional DIACs will plan to meet twice a year.

BUSINESS PARTNERS

In addition to the support provided by the sector co-chairs, the following entities will serve as

business partners for the Regional DIACs:

RVP

•

RDO

•

Talent & Development Director

•

Communications Manager

•

Talent Acquisition Manager

•

• Regional Human Resource Business Partner

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LEADERSHIP STRUCTURE

STEERING COMMITTEE

A Steering Committee will lead each Regional DIAC and will have at minimum the following roles:

Executive Sponsors (2)

Co-chairs (2)

Communications Lead

Tactical Lead

Organizational Lead

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ROLES & RESPONSIBILITIES

What to Expect as a Regional DIAC Leader (2 Co-Chairs + 3 Leads)

Regional DIAC members are expected to meet a standard level of professionalism as part of their

role. These are as follows:

Attend regularly scheduled meetings

•

• Depending on the needs of your region, prepare to dedicate 2 – 4 hours per month

• Contribute in all meetings and complete all assigned tasks

• Support the council’s effort to be active and successful in the organization

• Complete Unconscious Bias training within one month of appointment

• Continuously e xamine your inclusive leadership style from the lens of the “7 Acts of Inclusive

Leadership”

Executive Sponsors

The RDO and a Sector DIAC member will join the leadership steering committee as Executive

Sponsors. The purpose of this participation is to provide executive level support for the Regional

DIAC. When available, the Executive Sponsors will attend the DIAC Steering Committee meetings

and may invite additional participants at their discretion. Additionally, the Executive Sponsors will:

• Provide leadership, guidance and support

• Actively participate in the DIAC Steering Committee meetings

• Inform the Regional DIAC about key goals, priorities, opportunities and sector challenges

Co-Chairs

Each Regional DIAC will be led by two Co-Chairs. These roles will have ownership for guiding the

group, execution of annual action plans and adherence to protocol. Additionally, the co-chairs

will:

• Take an active role in leading the Regional DIAC meetings and coordinate attendance of the

Executive Sponsors

• Effectively collaborate with other Regional DIACs and coordinate with the Sector DIAC on

requests for support, resources and items for escalation

• Inspire council members and actively seek involvement of all members

• Provide routine updates to Executive Sponsors on Regional DIAC plans and progress

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Communications Lead

This role will be responsible for all communications, news, updates and announcements related to

the Regional DIAC. Additionally, this role will:

• Maintain a flow of information to all members of the Regional DIAC and external audiences

• Work with Regional DIAC to develop a communication strategy

• Provide outlines of the Regional DIAC steering committee meetings to all participants

• Stay current with communication trends and methods of delivery to ensure information is

disseminated effectively

Organizational Lead

This role will be responsible for providing support to the Steering Committee for strategy alignment

and measuring success of region specific programs and initiatives. Additionally, this role will:

• Work with Co- Chairs to ensure goals are aligned with DIAC’s key areas of focus ( people,

culture, community)

• Work with Co-Chairs to track and report progress on all activities to measure impact and

success (Annual Report)

• Engage DIAC members for feedback towards goal planning

Tactical Lead

This role will be responsible for providing support to the Steering Committee for strategy alignment

and measuring success of corporate and sector DIAC programs and initiatives. Additionally, this

role will:

• Plan and drive participation in Inclusion Week

• Solicit Inclusion 365 nominations (monthly)

• Promote Inclusion Excellence submissions/nominations

Tenure

The Co-Chairs of each Regional DIAC will serve a two-year term upon appointment. The terms of

each co-chair will overlap with their counterpart. To give others a chance at serving, there will be

a review period as the current co-chairs complete their tenure. This will allow candidates to have

the opportunity to step into the position of co-chair, laid out in the Selection/Appointment section

below.

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The Steering Committee members will agree to serve a two-year term and can opt out of the role

after year two.

Regional DIAC members will agree to serve up to a two-year term and can opt out of the role

after year one.

Co-Chair Selection/Appointment

The selection/appointment process for the Co-Chair designee will begin with input from the

current Co-Chairs. Individuals that have exemplified the qualities of Regional DIAC leaders will be

considered through participation on the Steering Committee or membership participation.

Current members interested in the leadership role may also submit their interest to the Program

Chair for position consideration.

In addition to the process described above, sector leadership may submit nominees.

Preferred Qualities of Regional DIAC Co-Chair Leadership:

• High Potential/High Performer as identified by RDO and RVP

• Demonstrated leadership and understanding of diversity and inclusion

• Ability to effectively influence without direct authority

• Is a champion of diversity and inclusion

• Effectively provide valuable and constructive feedback

Ability to see the “big - picture”

•

The selection/appointment process will begin with the identification of the candidates and be

proceeded by:

• An initial meeting to discuss their vision and passion for diversity and inclusion with review of

the time commitment, roles, responsibilities, and overall purpose of the Regional DIAC

committee

• Panel discussions with Executive Sponsors

Steering Committee and Regional DIAC Selection/Appointment

The selection/appointment process for Steering Committee and Regional DIAC members will

resemble the process for identifying a co-chair. Candidates can still be identified by DIAC and/or

sector leadership or the individual may self-nominate for the preferred position.

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General Regional DIAC Members

When appropriate, DIAC leadership can elect to invite associates to join the Regional DIAC as a

General Member. These individuals will be identified for exceling in their current role and have

demonstrated a genuine passion for diversity and inclusion. These individuals can be nominated

by their leader or by any member of the steering committee.

General DIAC members will:

• Be a champion for diversity and inclusion within their region.

• Assist in the development of Regional DIAC strategies.

• Develop Regional D&I resources and tools in alignment with sector and Corporate D&I

initiatives.

• Utilize unique talents and abilities to support at least one Regional DIAC initiative (i.e.,

Inclusion Day/Week, Inclusion Excellence Award, etc.)

Potential Regional DIAC members would attend a Regional DIAC meeting and have a follow-up

discussion with their leaders for committee participation. Continued participation will be reviewed

by the Steering Committee on an ongoing basis.

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GLOSSARY

Commonly Used Terms

Below is a list of the commonly used terms throughout this Regional DIAC Playbook:

• DIAC – Diversity & Inclusion Action Council

• Regional DIAC [RDIAC] — Region Specific Diversity & Inclusion Action Council

• Steering Committee – A committee that assists in leading the RDIAC with the following leads:

o Executive Sponsors (2) — An RDO and a Sector DIAC member; Responsible for

providing executive level support for the RDIAC

o Co-Chairs (2) – Responsible for guiding the group, execution of annual action plans

and adherence to protocol

o Communications Lead – Responsible for all communications, news, updates, and

announcements related to their respective RDIAC

o Organizational Lead – Responsible for providing support to the Steering Committee for

strategy alignment and measuring success of region-specific programs and initiatives

o Tactical Lead – Responsible providing support to the Steering Committee for strategy

alignment and measuring success of corporate and sector DIAC programs and

initiatives

o General Member – Elected associates that will be champions for diversity and inclusion

and will assist in the RDIAC ’ s short-term and long-term strategies

• 7 Acts of Inclusive Leadership – a framework that will help shape your leadership style in an

effective way

Deepen Your Self-Awareness

o

Foster Social Awareness

o

Reveal Blind Spots

o

Listen to Understand

o

Create Connections

o

Lead with Courageous Vulnerability

o

Invest Resources in Inclusion

o

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