A Local Resource To Area Businesses
Goal Statement from the Chamber Business Plan:
- Leverage members’ combined experience and knowledge to advance diversity and inclusion programs and practices throughout professions.
- Provide business members with access to information, individuals and ideas that will help them build more economically and socially inclusive organizations.
- Become a forum to discuss new diversity and inclusion ideas and initiatives.
Staff Liaison: Kaylynn Stahlbusch, Workforce and Program Director
Diversity, Equity & Inclusion: Chamber Partners on national Initiative to address inequality of opportunity
"Recent events around the country reinforce what we know: Inequality and violence tears apart communities and we must do better," notes the Chamber in a statement released today and signed by President & CEO Dave Minor.
"The Eau Claire Area Chamber values diversity and practices inclusion within our membership. For the continued advancement of these efforts, we champion equal access and equity of opportunity through the intentional inclusion of all. Further, we encourage and provide leadership and resources to our membership of chamber professionals and the community. However, it will take leadership at every level – national, state, local, community, and citizen – to move forward in an inclusive and productive way."
Click here to read the full statement
In announcing the national effort, US Chamber President Suzanne Clark said her organization “believes that the moral case for greater diversity, equity, and inclusion in the workplace is indisputable, and there’s overwhelming evidence that greater diversity benefits the American economy, businesses, communities and employees."
"We know what a job means to a family and to a community," Clark continued. "We will leverage our expertise and relationships to help develop solutions that will enhance diversity, equity and inclusion in our economic system." she said. “We are proud to partner with the Eau Claire Chamber on this initiative and help develop a robust plan of action.”
The national initiative gives the Chamber an opportunity to enhance and extend the efforts of its Diversity & Inclusion Task Force, which was formed in 2016 and is chaired by Wes Escondo of Big Brothers Big Sisters of Northwest Wisconsin. Its goal is to share information and learn best practices about diversity, inclusion and minority business development to improve our workforce. It works to leverage members’ combined experience and knowledge to advance equity, diversity, and inclusion programs and practices throughout professions; provide business members with access to information, individuals and ideas that will help them build more economically and socially inclusive organizations; and to become a forum to discuss new diversity and inclusion ideas and initiatives.
June 25 National Town Hall: The Eau Claire Chamber will join the U.S. Chamber’s national townhall event on June 25 where business and community leaders will discuss concrete actions that can be taken by government and the private sector to address inequality through education, employment, entrepreneurship, and criminal justice reform. We'll share details when they become available.
A message to the business community and those we serve (Eau Claire Area Chamber of Commerce)
U.S. Chamber Launches National Initiative to Address Inequality of Opportunity (US Chamber of Commerce)
MRA, The Management Association - New and updated resources in light of current events
When Community unrest spills over to the workplace - five actions leaders can take
When Violence hits close to home
When turmoil is present in our communities, it is undeniable that employees will be affected. Stress, anxiety, frustration, and other emotions will find their way into the workplace as employees bring their whole selves to work.
Here are five critical actions employers can take to support their employees and strengthen their organizations during this time:
When violence happens in our communities and workplaces, we are shocked and saddened. It makes us aware that it can occur at any time, anywhere. Awareness and prevention should be part of an employer’s proactive strategy and recent tragic events bring this issue sharply into focus.
Here are a number of suggestions for employers to help promote an overall safe and respectful work environment:
Difficult conversations - Strategies for success
Let's face it—difficult conversations are going to happen. Sometimes they are planned in advance, and other times they happen when we least expect. Difficult conversations can take many shapes and forms. We may need to correct an employee’s behavior, work with an upset colleague, tell a boss that a deadline won’t be met, inform an employee that he or she is being terminated, or address a troubling remark from a co-worker.
What makes difficult conversations, well, so difficult? For the answer, let’s look at a definition:
Preparing for a crisis situation checklist
This checklist is intended to assist in proactively preparing HR professionals for a crisis or any situation resulting in physical injury to and emotional distress of employees, damage or loss of company property, or death of an employee.
Recorded Webinar: Engaging in Diversity and Inclusion
Explore the benefits of a diverse and inclusive workplace and how diversity will impact your company.
This FREE one-hour webinar includes information on:
- Learning how to get your D&I initiative started.
- Finding out how building and maintaining a diverse and inclusive workplace will positively impact the growth of your business.
- Understanding how diversity outreach is both good business and good for our communities
Toward One Wisconsin
This conference will bring together individuals and organizations from multiple sectors across Wisconsin to address the most persistent barriers to inclusion, what is working, and what is promising on the horizon.
The 2021 Toward One Wisconsin Conference will be held in Eau Claire, WI!
Radisson Hotel and Conference Center
2040 Airport Drive
Green Bay, WI 54313
Training for your business
Valuing Diversity & Inclusion – Company Insights - MRA, The Management Association
MRA hosts an annual D&I Leadership conference to bring together thought leaders, community leaders, and D&I leaders to explore initiatives, share best practices, and engage in critical conversations.
As a result of the recent 2019 D&I conference, organizations that are in the Valuing stage of their D&I journey — where a vision is outlined but more needs to be done to make D&I part of the everyday culture — shared their insights on how they are incorporating D&I into policies and values, cultivating an attitude of respect and dignity, and providing education and awareness.
Here’s what they shared:
- Performance Evaluations
- Hiring & Recruiting
Project Search Interns in search of permanent employment
Please contact or forward any business contacts to Mike so he can begin the employer development process. Thank you in advance for any and all contacts.
Publications To Educate And Broaden Knowledge In Areas Of Diversity & Inclusion
Local protests continue to be peaceful; City Manager, Police Chief write open letter to the community
Local reaction included a rally and march that drew more than 1,000 people.
The letter from Peters and Rokus included the following: "We stand as a partner against police brutality, as a partner against violence and are committed to strengthening trust within our community. Trust is built through our individual and institutional actions. Trust is displayed by honoring our community values of integrity, compassion, commitment and transparency. Trust is furthered by making certain we hire police officers who reflect our community, have the right ethical qualities and care about others. Trust is strengthened by properly training our officers, ensuring accountability and listening to and responding to community concerns. Trust is realized when we work together as a community to solve problems, ensure safety and security, and make Eau Claire a better place for all, regardless of our differences."
Eau Claire Police Chief, City Manager Write Open Letter to the Community (Volume One)
Thousands march downtown, rally in Phoenix Park (Leader-Telegram$)
Thousands gather Friday for Black Lives Matter rally and protest (WEAU 13 News)
'Against Everything I Stand For': Police Chiefs Decry Violence Against George Floyd (WPR)
Protesters have demanded police departments be 'defunded.' Tony Evers says that goes too far. (Marshfield News-Herald)
Healing Our Nation Starts at the Community Level (Quint Studer, Strong Towns)
Note on article links: A subscription is required for those marked with "$"
When Volume One’s “Turn of the Decade” feature was posted in January with videos and quotes of community members discussing the 10 years ahead of us, nobody knew just how bad the start to this decade would become. But threaded throughout those thoughts were actionable ideas about what we can do as individuals, and what we can do as a community, to foster more ethnic and racial diversity and actively seek equity for all people. For more from this project, visit http://VolumeOne.org/decade
Office of Minority and Women Inclusion - Annual Report to Congress
Despite the absence of mandated contracting goals for other than small businesses, Treasury Departmental Offices’ commitment to minority-owned and women-owned business (MWOB) utilization has remained strong. In FY 2019, Treasury Departmental Offices’ total procurement contracts for goods and services represented $329 million in obligations (with 1,754 contract actions), with over one-third (34 percent) of contract dollars totaling $112 million going to either minority-owned or women-owned businesses. A total of $82 million, or 25 percent of total contract obligations, was awarded to minority-owned businesses. A total of $76 million, or 23 percent of total contract obligations, was awarded to women-owned businesses of all sizes. Among the small business categories, contract obligations to small disadvantaged businesses represented 6 percent of all Departmental Offices contracts; and contract obligations to women owned small businesses represented 17 percent – both above the 5 percent statutory goal.
Since OMWI first began tracking MWOB contracting in 2011, there has been an almost steady upward trajectory in MWOB utilization. The percentage and dollar amounts of minority-owned business and women-owned business contract obligations by Treasury Departmental Offices were among the highest ever in FY19. These achievements were accomplished without mandated goals as incentives for other than specific small business categories. With such strong performance in the utilization of minorityowned and women-owned businesses in FY 2019, it is difficult to propose or predict challenges.
However, with the implementation of category management strategies as a recent directive for the government-wide acquisition community, there remains the potential for a negative impact on contracting with minority-owned and women-owned businesses as an unintended consequence, particularly in specific industries where such businesses are not abundantly present. Therefore, even though no particular challenge in this regard was noted in FY 2019 for the second consecutive, this is an area where continued monitoring will be important