We're committed to developing a diverse and inclusive workforce. To build on and enhance existing programs and to formally support that commitment, we launched our diversity and inclusion (D&I) initiative in 2018.
In 2020, we updated the initiative to include equity, recognizing that inequity is as much a systemic challenge as exclusivity and lack of diversity.
Since 2018, we’ve encouraged employees to form business resource groups (BRGs) around shared characteristics, experiences, interests or goals.
We’ve also continued our own collective self-reflection, challenging our thinking with annual bias-awareness training for everyone at Segal and reviewing our affirmative action policy, as well as developing specific goals and objectives related to recruitment, hiring, promotions and staff development activities.
At Segal, BRGs are formed by employees, for employees. The only thing we ask is that the BRG supports the advancement of diversity and inclusion, has broad appeal, and is related to our work in some way.
Our first BRG, the Women's Leadership Council (WLC) was set up to strengthen the leadership, opportunity and voices of women at Segal to help the company achieve its business goals.
It works to collectively foster a culture that reinforces a commitment to providing professional and personal growth opportunities for women at Segal, providing a forum that welcomes all colleagues interested in supporting our goals to help women achieve career success, develop skills and deliver business results.
Last, it aims to serve as one of the catalysts for attracting and retaining a multicultural workforce that drives consulting innovation and improves our competitiveness as a company.
Pride@Segal aims to create a diverse and inclusive environment at the company, which supports employees’ authentic selves through education, awareness, and action, and establishes Segal as a leader in LGBTQIA+, equality, diversity and inclusion.
Comprising a team of Segal employees committed to raising awareness of diversity and inclusion at Segal, they're working on getting colleagues to expand Pride@Segal membership, in order to create an active, engaged network.
The Segal Caregiver Resources, Engagement and Support (CARES) group was influenced, in part, by the increased responsibilities that working caregivers face during the COVID-19 pandemic.
It aims to:
Despite its origins, the long-term goal of Segal CARES is to connect, support and advocate for all Segal caregivers.
As part of The WIT Network, we’re proud to be part of a global non-profit dedicated to inspiring and empowering women pursuing careers in technology. Some of the benefits our employees enjoy from this membership include:
With 6,000 members across 55 countries, The WIT Network provides our people with the resources to help level the playing field and promote gender equality within Segal.
Read articles by, and about, people at Segal passionate in their commitment to DEI.
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