Diversity & Inclusion

At Cincinnati Incorporated, diversity and inclusion are part of our foundation. Together, we can continue to build an inclusive culture that encourages, supports, and celebrates the diverse voices of our employees. It fuels our innovation and connects us closer to our customers and the communities we serve.

Our Foundation For Innovation

Diversity is a central part of our culture and how we do work at CI. It’s key to our mission to helping power the recruiting engine.

We recognize that differences in age, race, gender, nationality, sexual orientation, physical ability, thinking style and background bring richness to our work environments and the results we show for our clients. Such differences help us connect better with the needs of people in communities everywhere. We believe that attracting, developing, and retaining a base of employees that reflects the diversity of our customers is essential to our success. We also believe success hinges on relationships with diverse partners, professional organizations, and suppliers.”

As an organization, we are genuinely committed to diversity and inclusion or ‘D&I”’ and understand that the presence of visible diversity does not equate to being diverse and inclusive alone. We believe that a meaningful commitment to D&I requires a dual and concurrent focus on individual behaviors and organizational systems.

Openness to alternative ways of approaching a task or an issue, a problem-solving approach, revisions to work processes, and flexibility in scheduling are all hallmarks of a diverse and inclusive organization.

 

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Vision

To leverage a diverse and inclusive workforce to achieve superior business results.

Our goal is to attract, develop and retain the best and brightest from all backgrounds. This requires an organization to have a culture of inclusion where all individuals feel respected, are treated fairly, provided work-life balance, and an opportunity to excel in their chosen careers.

 

 

Mission

To build and leverage a diverse and inclusive workforce and workplace by building leadership capability and organizational capacity.

This requires all employees to do their part. Leaders must possess diversity and inclusion competencies to lead and manage an engaged workforce. Others must treat their colleagues with respect by listening to different viewpoints, opinions, thoughts, and ideas and embracing a culture of inclusion.

 

 

Strategic Objectives

  • Diversity
    Improve the representation of women and minorities at all levels of the organization and integrate people with disabilities and veterans by driving talent acquisition and management practices to achieve results.

  • Inclusion
    Create an inclusive work environment that fosters creativity and innovation and promotes colleague engagement through awareness and inclusive leadership skills training, promoting Work-Life Flexibility, and supporting both employee and personal needs and uniqueness.

  • Communications
    Ensure that Diversity & Inclusion initiatives, actions, and results are transparent to all key stakeholders

  • External Relations
    Engage various external stakeholder groups that support and serve Proactive Talent’s values and interests including our diverse suppliers.

  • Accountability
    Hold leadership accountable for Diversity & Inclusion goals and objectives.