How do we encourage employees who push back on DEI initiatives to participate in our strategy?

For us, it’s more about putting the focus and spotlight on those that are doing a really good job with DEI efforts and highlighting them as role models for other managers.

We haven't experienced yet within our organization. Our people strategy is anchored on three key areas: belonging, performing, and rewarding. We share our intentions of creating an inclusive culture where all colleagues can be their authentic selves because we recognize you can’t perform your personal best without it. So, in order for us to be a high performing organization, we need all colleagues to be performing their best.

In regards to ERGs:

Presently, we have two in North America and one in LATAM; WIDEN (Women’s Inclusivity, Diverstiy, Equity Network), Merz Cares (Philanthropic Group) and Diversa (LATAM).  We are in the process of globalizing these regional best practice ERGs to the rest of world and introducing new ones that have emerged as needs post pandemic.