Dot is committed to nurturing an inclusive and diverse work environment in every location and at every level of our company. We have identified Inclusion & Diversity Hallmarks as an expectation for all employees:
In our journey to create an inclusive and diverse workplace, we are tracking and measuring our progress in many ways, including:
Our company's inclusion and diversity training, designed for all employees, focuses on Dot's Inclusion & Diversity Hallmarks as we work to create an environment that leverages our diversity. Our diversity training emphasizes the value of differences as we encourage an open and supportive workplace for all.
Dot's Diversity Leadership Group (DLG) directs the company's initiatives to support inclusiveness and to increase diversity of our employees. Honoring our differences will lead to continued innovation and strong business results, as well as an environment where all of our employees can flourish. Through training and other events, we sustain our ongoing discussion of inclusion and diversity.
"To retain and develop women, by providing training and leadership experiences with a focus on career development and advancement of women."
The Women's Leadership Group (WLG) was established in 2003 by the Strategic Planning Team, which is composed of senior managers who meet periodically to chart the company's course. The primary goal of the WLG is to increase gender diversity within Dot, which has been shown to strengthen the workforce company wide.
The Diversity Leadership Group also relies on the WLG to study and recommend solutions for strategic initiatives that impact working women, including work life balance and childcare. Although the WLG partners with the DLG to support companywide diversity, it operates independently and is self-governed.
The WLG committee includes members from across Dot departments and locations. Members serve a 3-year term. Within the WLG, there are several subcommittees, each leading key initiatives, such as professional development, communication, event planning, employee engagement, and industry organization partnerships. The subcommittees have measurable objectives that support overall goals of the WLG.