b'5)Develop core D&I competencies that managers are expected to have that are outlined in the performance evaluation.3b.Training Resources: Dedicate resources to grow and sustain an inclusive professional development model.1) Increase the Diversity budget. 2)Develop a Train the Trainer model so members of the Diversity Committee can provide trainings to teams in their divisions.3) Develop a training calendar that includes D&I workshops throughout the year.GOAL 4: EMPLOYEE ENGAGEMENT Ensure an engaged workforce across all divisions witha focus on meeting the specific needs of all as appropriate. Building a high-performing workforce requires a qualitative and quantitative understanding of the relationship between the organization and its employees. Intentional effort to hear from employees demonstrates a proactive approach to establishing an inclusive culture. 4a.Transformation Tables: Offer safe-space sessions for all employees to engage in open, non-judgmental dialogue related to diversity and inclusion struggles.1)Develop and promote a forum for dialogue to ensure clarity of changes and impacts. 4b. Diversity Committee and Employee Resource Groups: Launch voluntary,employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, best practices, and objectives. 4c. Cultural Competency Survey: Conduct diversity and inclusion survey1) Administer survey to all staff to assess the current state of the organization and address any identified opportunities. 2) Leverage data from 2019 Survey for comparative outcomes.4d. Leadership Coaching: Provide competency-based leadership coaching focused on clarity of opportunity for improved cultural competency and employee engagement. 16'