美世 has a longstanding practice of reviewing pay and promotion decisions to identify and mitigate bias. We are committed to expanding this focus to other core business practices and policies.

美世 offers a mix of regional and local mentorship programmes to help elevate BIPOC colleagues through career sponsorship.

We continuously build organisational capability to sustain an inclusive workplace.

Colleagues are required to attend learning sessions and certify that they understand the concepts of unconscious bias, being an ally and respect at work. People managers participate in additional forums to discuss creating and sustaining an inclusive culture.

Business leaders of large organisations have multiyear goals to increase representation of BIPOC colleagues in critical roles. 在美世, leaders create a plan for engaging, retaining and 开发ing BIPOC colleagues.

美世 has instituted practices designed to attract and hire diverse talent. We’re de-biasing job postings and diversifying and training our hiring managers and interview teams.

We’ve created a series of listening sessions and colleague experience surveys with the aim of better informing and driving our actions. We use these tools to increase awareness and understanding of differences across many diversity dimensions.

We’ve established diversity advisory councils at the enterprise and local levels to guide actions with local leaders.