Leaders Dedicated to Implementing Change

The Lincoln Chamber of Commerce believes there is no room for discrimination of any kind in the workplace. As a community builder, we are dedicated to making intentional, actionable strides to ensure our diverse city is one of increased equity and inclusion.

We challenge you – Lincoln business leaders – to join us in our pledge of responsibility and accountability. Now is the time to use our influential voices to foster workplace environments that demand fair treatment, resources, opportunities and advancement for all.

THE PLEDGE

As business leaders dedicated to implementing change, we pledge to be:
LEADERS responsible for ensuring there are no barriers based on economic position, gender, race, creed, age, sexual orientation, gender identity, national origin, disability or any other characteristic.
LISTENERS who recognize in order to create workplaces representative of the diversity in our community, we need to actively identify opportunities for meaningful, honest conversations to take place.
EDUCATORS committed to providing permanent policies, resources and education for our employees and ourselves on unconscious bias, equity, discrimination and diversity.
ADVOCATES who will use our positions and voices to address issues of racism, oppression and bias in both our community and place of business.
CHANGE-MAKERS united in this pledge to hold ourselves accountable as we take action to remove the systemic barriers that prevent all employees from feeling equally respected, supported and valued.
I pledge to be part of the solution; to implement practices and policies reflective of the changes we seek. We can and will do better – as business leaders, individuals and as a united community.

Sign the Pledge

ACTIONABLE OPPORTUNITIES TO IMPLEMENT CHANGE

 

EVALUATE YOUR OPERATIONS & CREATE A PLAN

Review your policies, procedures and practices to ensure they provide opportunities for all employees, free of systemic barriers.
Evaluate the diversity of your board of directors, with the goal of establishing a board representative of the Lincoln community.
Revise your mission statement to include guiding principles specific to equity and inclusion.
Engage with those who have embraced leadership roles in local inclusion efforts to share best practices.
Create an internal committee or task force with a focus on inclusion.

ASK BETTER QUESTIONS & USE YOUR VOICE

Create a list of thoughtful questions to identify barriers to success and uncover opportunities to remove them.
Encourage your leadership team to initiate and document difficult/transparent conversations and amplify underrepresented voices.
Share feedback and career goals of underrepresented employees with key decision-makers.

INVEST IN DIVERSITY STRATEGIES AND PROGRAMS

Create permanent committees for inclusion within your business, open to all employees and set specific, trackable goals with a focus on accountability.
Engrain permanent trainings and policies into your ongoing policy and workplace culture to see long-term change.
Engage your stakeholders by including a diverse range of input in your inclusion strategies.
Invest in educators to lead educational inclusion programming for you and your employees.

EDUCATE YOUR TEAM

Coordinate educational opportunities and resources for employees regarding action plans for racial equity.
Report the findings of your policy and diversity reviews to your employees and stakeholders.
Organize group listening sessions or forums to educate, build trust and identify on initiatives for change.
Share research, literature and data analysis on racial disparities with employees, seeking recommendations on how to foster a more inclusive workplace.

CREATE OPPORTUNITIES TO BUILD INCLUSION

Offer pathways to participation, providing all employees a clearly defined outline of the advancement and involvement opportunities within your organization.
Create a program to actively promote, mentor, sponsor and support underrepresented members of your teams.
Champion opportunities for employees to serve as change agents through personal research and discovery, as well as participation in committees to utilize their voices for change.

TAKE RESPONSIBILITY & DEMAND ACCOUNTABILITY

Schedule regular meetings with your inclusion committees to continue moving goals from intent to impact.
Seek continuous feedback from your employees and stakeholders for ongoing accountability and improvement.
Initiate partnerships with local racial equity advocates and organizations to build relationships that further your inclusion efforts and stand in solidarity.