Access recognizes and appreciates the importance of creating an environment in which all employees feel valued, included, and empowered to share their ideas so they can do their best work. We recognize that each employee’s unique experiences, perspectives and viewpoints add value to our collective ability to create and deliver the best possible service and solutions to our clients. We believe that a diverse workforce and inclusive culture are vital to our success.
Diversity, Equity, and Inclusion Company Statement
At Access, our organization is built on the foundation of inclusivity. We foster a culture that promotes diversity and equity, allowing each team member to contribute in a meaningful way. We strive daily to recognize and address unconscious bias and prejudice, and listen to every voice, which creates a collaborative and supportive environment where everyone is valued, and their contributions make a difference for our company, clients, and community.
Diversity, Equity, and Inclusion Steering Committee
Leaders from across the global organization are committed to bringing diversity, equity, and inclusion to the forefront of all of our conversations. These leaders have played a pivotal role in identifying and discussing current barriers and driving change. CEO Ken Davis serves as the Council’s executive sponsor and Doug Hoffer (Chief People Officer) serves as co-sponsor.
Rita Parker, Vice President, Global DEI
Doug Hoffer, Chief People Officer
DEI Engagement
Our approach to building a diverse and inclusive organization at Access started with a focus on implementing employee-driven change. We launched this effort by collecting critical feedback from employees via our annual Diversity, Equity, and Inclusion (DEI) surveys. This direct input has guided our strategy to expand and optimize on our inclusive culture as well as establish a DEI governing body.
To date, we have also formed two Employee Resource Groups: the Access Women Empowered (A.W.E.), and the Black Empowerment Team (B.E.T.). We are forming two additional employee resource groups currently in the early development stages.
Additionally, the Access leadership team has completed formal training to reinforce building and leading diverse and inclusive teams. They are also learning key techniques and leadership actions designed to continually improve our work culture. Inclusive learning and development will continue to be at the core of Access’ strategy throughout our DEI journey.
Our volunteer-led DEI committees focus on key tactics such as improving diverse representation in Access leadership, development, and communicating DEI initiatives, events, and results. We also want to drive the continual education of inclusivity. Access is on a path to DEI maturity. With the guidance of leading global DEI consulting firms, we have charted actionable steps to make improvements today and far into the future.