Program Manager Portfolio

DEI Mosaic Newsletter

Cultivate Program

DEI Speaker Series

DEI Mosaic Newsletter

Project Goal:

  • To raise awareness and understanding of Diversity, Equity, and Inclusion (DEI) initiatives within the company’s global workforce.
  • To foster a sense of belonging and celebrate the diverse experiences of employees across the world.
  • To encourage ongoing engagement with DEI efforts and resources.

Target Audience:

  • All global employees of the company.

Content:

  • Feature Story: Highlight a recent success story demonstrating the positive impact of DEI within the company. This could be an employee resource group initiative, a cultural celebration event, or the launch of a new training program.
  • Data Snapshot: Briefly showcase a key metric related to DEI progress within the company. This could be employee engagement survey results, representation data within leadership teams, or participation in employee resource groups.
  • Employee Spotlight: Feature an employee from a different region or cultural background who embodies the company’s DEI values. This could be a Q&A format or a short video message sharing their perspective.
  • Upcoming Events: Promote upcoming DEI-related events, workshops, or training programs offered to employees globally. Translate titles and descriptions for accessibility across regions.
  • DEI Resources: Provide a clear and easily accessible list of company resources related to DEI. This could include links to employee resource group (ERG) websites, unconscious bias training modules, or information on company DEI policies.
  • Call to Action: Encourage employees to get involved in DEI initiatives by joining an ERG, participating in upcoming events, or sharing their feedback on the company’s DEI efforts.
  • Employee Spotlights: Highlight the accomplishments of Amazon’s diverse workforce and their stories. 

Tone & Style:

  • Inclusive and respectful, acknowledging the diverse backgrounds and experiences of the global workforce.
  • Informative and engaging, using storytelling, visuals, and clear language.
  • Positive and celebratory, highlighting the company’s commitment to DEI and the benefits it brings to the organization.

Delivery:

  • Format: Email newsletter, utilizing FirstUp. Ensure the format is accessible for global employees with varying levels of technical literacy.
  • Frequency: Mohthly.
  • Translation: Translated into 13 languages to support global workforce.

Timeline:

  • Created project timeline to ensure on-time delivery of assets.

Success Measurement:

  • Track open rates, click-throughs, and employee engagement with the newsletter content (e.g., participation in events, registration for resources). 
  • Conduct surveys or focus groups to gauge employee awareness and perception of DEI efforts within the company.
  • Utilized internal “Connections Scores” to determine impact. 
    • Open Rate Target 60%
    • Positive Sentiment Survey goal 80%
    • Connections scores “I feel included” 80%

Results:

  • Open Rate 87%
  • Positive Sentiment Survey goal 82%
  • Connections scores “I feel included” 81%

Additional Notes:

  • Partner with leaders from different regions and departments to contribute content and perspectives.
  • Leverage visuals such as photographs, infographics, and illustrations to enhance the newsletter’s appeal.
  • Encourage employee feedback through surveys or comment sections within the newsletter.

This project brief provides a framework to create a DEI global employee newsletter that fosters a more inclusive and engaged workplace. Remember to tailor the content and format to best suit your company’s specific needs and resources.

Cultivate Program

Project Goal:

  • To develop a high-performing cohort of underrepresented employees (sponsees) into future leaders within the company through a year-long sponsor/sponsee program (Cultivate).

Target Audience:

  • Sponsees: High-potential employees from underrepresented groups (based on race, ethnicity, gender, sexual orientation, ability, etc.) with aspirations for leadership roles.
  • Sponsors: Senior leaders who are committed to DEI initiatives and possess strong leadership development expertise.

Program Structure:

  • Matching: A rigorous matching process will pair sponsees with compatible sponsors based on shared interests, leadership styles, and career goals.
  • Kick-Off & Training: The program will begin with an orientation session for both sponsors and sponsees, followed by workshops on effective sponsorship practices, goal setting, and communication.
  • Monthly Meetings: Scheduled one-on-one meetings between sponsors and sponsees will provide dedicated time for career development discussions, feedback, and goal check-ins.
  • Development Activities: The program will offer a variety of development activities for sponsees, including:
    • Leadership development workshops: Focused on essential leadership skills such as communication, strategic thinking, and coaching.
    • Stretch assignments: Opportunities for sponsees to take on challenging projects outside their usual roles, with guidance and support from their sponsors.
    • Mentorship opportunities: Connecting sponsees with additional mentors outside the sponsorship program who can provide specialized expertise.
    • Networking events: Facilitating connections between sponsees and other senior leaders within the company.
  • Evaluation & Feedback: Regular program evaluations will be conducted to ensure its effectiveness and gather feedback from both sponsors and sponsees.

Expected Outcomes:

  • Increased leadership skills and knowledge for sponsees to prepare them for future leadership roles.
  • Enhanced career development opportunities for underrepresented employees.
  • Stronger relationships and networks between senior leaders and underrepresented employees.
  • More diverse leadership pipeline within the company.
  • Improved employee retention by fostering a more inclusive and supportive work environment.

Timeline:

  • Month 1-2: Program development, recruitment, and matching of sponsors and sponsees.
  • Month 3: Kick-off session, training workshops
  • Month 4-12: Monthly sponsor/sponsee meetings, development activities
  • Month 13: Program evaluation and feedback gathering

Success Measurement:

  • Pre- and post-program assessments of sponsor and sponsee leadership skills and knowledge with a goal of 52% increase.
  • Participation rates of 65% in program activities (meetings, workshops, events). 
  • Feedback surveys from sponsors and sponsees regarding their experience with the program targeting 82% positive sentiment.
  • Promotion rates of sponsees by 25% in 12 month within the company after program completion.
  • Retention rates 84% of diverse talent within the company.

Results: 

Leadership skills and knowledge increased by 67.3%

Participation rate of 87.8%

Positive sentiment 92.4%

Retention Rate of diverse talent 82%

 

By establishing the Cultivate program, the company can make significant strides towards fostering a more inclusive leadership pipeline and unlocking the full potential of its diverse workforce.

2023 DEI&B Speaker Series

Project Brief for the DEI&B Speaker Series is below. Please enjoy this video recap of the overall program for 2023 that included speakers from diverse backgrounds. 

Project Goal:

  • To cultivate a more inclusive and understanding workplace by hosting a year-long series of speakers focused on Diversity, Equity, and Inclusion (DEI) topics.

Target Audience:

  • All employees across the organization globally.

Speaker Selection:

  • Invite a diverse range of speakers with expertise in various aspects of DEI, including:
    • Racial equity and unconscious bias.
    • Gender identity and LGBTQ+ inclusion.
    • Disability inclusion and neurodiversity.
    • Generational differences and fostering intergenerational collaboration.
    • The importance of creating a culture of psychological safety.
  • Include a mix of internal and external speakers to offer a variety of perspectives.

Event Format:

  • Sessions: Each session will feature a keynote speaker presentation followed by a moderated Q&A session.
  • Length: Aim for sessions to be 1-1.5 hours long, including time for Q&A.
  • Format options: Consider offering sessions in-person, virtually, or as a hybrid model to cater to a wider audience.
  • Accessibility: Ensure all sessions are accessible by providing captions/transcripts, ASL interpreters (if needed), and recordings for those who cannot attend live.

Promotion and Engagement:

  • Develop a strong communication plan to promote the speaker series across various channels (internal website, email, social media).
  • Encourage employee participation by creating opportunities for pre-event discussions and post-event reflection.
  • Offer incentives for participation, such as completion badges or raffle prizes.

Metrics and Evaluation:

  • Track attendance rates for each session.
  • Collect feedback through surveys and focus groups to gauge employee engagement and the effectiveness of the speaker series.
  • Monitor changes in employee sentiment related to DEI through internal surveys.

Project Timeline:

  • Month 1-2: Secure speaker confirmations, finalize topics and dates, develop marketing materials.
  • Month 3-12: Promote each speaker session, host events, gather feedback.
  • Month 13: Evaluate the speaker series as a whole and plan for future installments.

Project Budget:

  • Speaker honorariums/travel expenses (if applicable).
  • Venue rental and catering costs (if applicable).
  • Marketing and promotional materials.
  • Technology costs for virtual or hybrid events.

Expected Outcomes:

  • Increased awareness and understanding of DEI concepts among employees.
  • Enhanced empathy and respect for diverse perspectives within the company.
  • Stimulated conversations about DEI issues and how to create a more inclusive workplace.
  • Empowered employees to become DEI champions within their teams.
  • Positive impact on company culture by fostering a more inclusive and welcoming environment.

Conclusion:

The Building Bridges Speaker Series provides a valuable platform for learning and dialogue about DEI. By bringing together diverse voices and perspectives, this initiative can help build a stronger and more inclusive company culture for everyone