Common use of Diversity, Inclusion, and Equity Clause in Contracts

Diversity, Inclusion, and Equity. A. The parties share a commitment to diversity, inclusion, and equity. In furtherance of this commitment, the parties shall create a Bargaining Unit DLG Subcommittee, as a division of the Diversity Leadership Group (“DLG”). The Bargaining Unit DLG Subcommittee shall consist of up to five (5) Company representatives and five (5) representatives appointed by the bargaining unit, who must also serve on the DLG. The Bargaining Unit Subcommittee of the DLG shall meet quarterly, or more often as needed if requested by bargaining unit representatives, and convene its first meeting at the first DLG following ratification of this Agreement. The Bargaining Unit DLG Subcommittee shall discuss issues relevant to the promotion of a diverse workforce including, but not limited to, recruitment, retention, advancement, mentorship, the composition of the current bargaining unit, internal promotions, and compensation issues. In the event that the DLG is dissolved and not replaced by a similar Company wide initiative with a substantially identical objective, the Bargaining Unit Subcommittee shall continue and all of the terms and conditions of this Article shall remain in full effect. B. The Company shall provide a quarterly report to the Bargaining Unit DLG Subcommittee with the following information: a list of open bargaining unit positions at the Company, and a list of places where Recruiting has posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups) open bargaining unit positions. The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists “NABJ”). The Company shall allocate an annual budget of $50,000 to the Bargaining Unit DLG Subcommittee.

Diversity, Inclusion, and Equity. A. Diversity Equity Committee. a. The parties share a commitment to diversity, inclusion, and equity. In furtherance of this commitment, the parties shall create a Bargaining Unit DLG Subcommittee, as a division of the Diversity Leadership Group Equity Committee (“DLGDEC”). The Bargaining Unit DLG Subcommittee DEC shall consist of up to five ten (510) Company representatives and five ten (510) representatives appointed by the bargaining unit, who must also serve on the DLG. The Bargaining Unit Subcommittee of the DLG DEC shall meet quarterly, or more often as needed if requested by bargaining unit representatives, and convene its first meeting at the first DLG following ratification of this Agreement. The Bargaining Unit DLG Subcommittee DEC shall discuss issues relevant to the promotion of a diverse workforce including, but not limited to, recruitment, retention, advancement, mentorship, the composition of the current bargaining unit, internal promotions, and compensation issues. In the event that the DLG is dissolved and not replaced by a similar Company wide initiative with a substantially identical objectivereconfigures or dissolves management-level Diversity committee(s) or initiatives, the Bargaining Unit Subcommittee DEC shall continue and all of the terms and conditions of this Article shall remain in full effect. B. b. The Company shall provide a quarterly report to the Bargaining Unit DLG Subcommittee DEC with the following information: a list of open bargaining unit positions at the Company, Company and a list of places where Recruiting has posted, circulated circulated, or otherwise disseminated (e.g., websites, listservs, social media groups) open bargaining unit positions. The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists “NABJ”). The report shall include a list of all bargaining unit employees who have been promoted in the prior quarter either to a classification in the bargaining unit or to positions outside the bargaining unit, their old job classification, the classification or out of unit role to which they’ve been promoted, the date of the promotion, the pay rate when promoted, the pay rate of the promotion if in the unit, and their vertical. Twice per year following the Company’s typical promotion cycle, the Company will provide a presentation at the following DEC meeting, provided in advance of that DEC meeting, on the aggregate gender and aggregate BIPOC breakdown of all promotions of bargaining unit employees that have occurred in the past six months, sufficiently aggregated to protect individual employee information. If the number of promotions is insufficient to aggregate and protect individual employee information, such presentation shall be skipped. c. The Company shall provide a quarterly report to the DEC about initiatives from the DEI+ team as well as actions taken by the Diversity Accountability Group (DAG). Such quarterly report will include a list of the members of the DAG, any key initiatives of the DAG focused on bargaining unit employees, and any DEI+ strategy undertaken by the DAG focused on bargaining unit employees. d. In addition to the four quarterly meetings, the DEC shall meet once per calendar year to discuss the Company’s application and hiring procedures and offer suggestions to the Company on those procedures. The Company will make good faith efforts to consider these suggestions. e. In addition to the four quarterly meetings, the DEC shall meet once per calendar year to discuss the current Company trainings on diversity and inclusion, and offer suggestions on those and potential future trainings. The union representatives on the DEC may make recommendations for trainers and the Company will consider such recommendations. f. Each quarter, the Company shall provide a report to the DEC on the current aggregate demographics of the bargaining unit based on the Company's Human Resources records, with available relevant demographic statistics, if self-disclosed by employees, including, but not limited to race, ethnicity, sexual orientation, gender, age, disability, caregiver status, and geographical location. g. The company shall continue to engage in existing recruiting and retention initiatives, which may include mentorship programs, an internal job board, tracking of employee-initiated promotion requests, and use of candidate profiles. Upon request, the DEC shall be entitled to receive non-privileged, non-confidential information relevant to such recruiting and retention initiatives implemented by the Company which are focused on the bargaining unit, including any metrics that have been set by the company to determine the success of these initiatives and whether the metrics have been met. h. The Company shall allocate an annual budget of $50,000 to the Bargaining Unit DLG SubcommitteeDEC. In addition, the Company will allocate a minimum of $10,000 per year to fund a Company presence at conferences focused on groups underrepresented in journalism (e.g., NABJ annual conference, NAHJ annual conference, etc.). ih. In addition to the $50,000 budget allocated for the DEC and the $10,000 allocated for conferences, the DEC shall discuss programs aimed at addressing specifically identified problems in retaining employees from underrepresented backgrounds (e.g. BIPOC, those identifying as LGBTQ+, employees with disabilities, military veterans). The Union may provide survey data to the DEC to substantiate such problems. The DEC may seek additional funding from the Company for such programs for up to $50,000 per calendar year. The Company shall not unreasonably deny funding for proposals submitted to it by the DEC. The DEC may discuss whether to use such funding to compensate an employee(s) who run such programming. ji. At least twice per year, the DEC shall review bargaining unit attrition. At such meeting, the Company shall provide information related to attrition rates for BIPOC employees, employees with disabilities, employees identifying as LGBTQ+, and military veterans. Before the meetings at which this will be discussed, the Company shall provide the DEC with a summary report on the attrition data, including aggregate demographic data. If there are two consecutive quarters of unusually high attrition among bargaining unit employees underrepresented at Vox Media, the Company and the Union will share information at the DEC meeting on the unusually high attrition, and discuss ideas to address such attrition and, if such attrition is addressable, discuss a meaningful plan to address it.

Diversity, Inclusion, and Equity. A. The parties share a commitment to diversity, inclusion, and equity. In furtherance of this commitment, the parties shall create a Bargaining Unit DLG Diversity Subcommittee, as a division of the Diversity Leadership Group (“DLG”)Labor Management Committee. The Bargaining Unit DLG Diversity Subcommittee shall consist of up to five three (53) Company representatives and five three (53) representatives appointed by the bargaining unit, who must also serve on the DLGLabor Management Committee. The Bargaining Unit Diversity Subcommittee of the DLG Labor Management Committee shall meet quarterlyquarterly after the scheduled Labor Management Committee meeting, or more often as needed if requested by bargaining unit representatives, representatives and convene its first meeting at the first DLG Labor Management Committee meeting following ratification of this Agreement. The Bargaining Unit DLG Diversity Subcommittee shall discuss issues relevant to the promotion of a diverse workforce including, but not limited to, recruitment, retention, advancement, mentorship, the composition of the current bargaining unit, internal promotions, and compensation issues. In the event that the DLG is dissolved and not replaced by a similar Company wide initiative with a substantially identical objective, the Bargaining Unit Subcommittee shall continue and all of the terms and conditions of this Article shall remain in full effect. B. The Company shall provide a quarterly report to the Bargaining Unit DLG Diversity Subcommittee with the following information: a list of open bargaining unit positions at the Company, Company and a list of places where Recruiting Human Resources has posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups) open bargaining unit positions. The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists “NABJ”). The Company will consider qualified applicants referred by the bargaining unit. The Company shall allocate an annual budget of $50,000 88,000 to the Bargaining Unit DLG Diversity Subcommittee.

Diversity, Inclusion, and Equity. A. The parties share a commitment to diversity, inclusion, and equity. In furtherance of this commitment, the parties shall create a Bargaining Unit DLG Diversity Subcommittee, as a division of the Diversity Leadership Group (“DLG”)Labor Management Committee. The Bargaining Unit DLG Diversity Subcommittee shall consist of up to five three (53) Company representatives and five three (53) representatives appointed by the bargaining unit, who must also serve on the DLGLabor Management Committee. The Bargaining Unit Diversity Subcommittee of the DLG Labor Management Committee shall meet quarterlyquarterly after the scheduled Labor Management Committee meeting, or more often as needed if requested by bargaining unit representatives, representatives and convene its first meeting at the first DLG Labor Management Committee meeting following ratification of this Agreement. The Bargaining Unit DLG Diversity Subcommittee shall discuss issues relevant to the promotion of a diverse workforce including, but not limited to, recruitment, retention, advancement, mentorship, the composition of the current bargaining unit, internal promotions, and compensation issues. In the event that the DLG is dissolved and not replaced by a similar Company wide initiative with a substantially identical objective, the Bargaining Unit Subcommittee shall continue and all of the terms and conditions of this Article shall remain in full effect. B. The Company shall provide a quarterly report to the Bargaining Unit DLG Diversity Subcommittee with the following information: a list of open bargaining unit positions at the Company, Company and a list of places where Recruiting Human Resources has posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups) open bargaining unit positions. The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists “NABJ”). The Company will consider qualified applicants referred by the bargaining unit. The Company shall allocate an annual budget of $50,000 88,000 to the Bargaining Unit DLG Diversity Subcommittee. The Parties shall make good faith efforts to respond to proposed uses of the budget Initiatives within ten (10) business days of receiving such proposals. Should either Party object to a proposed use of the budget, it shall provide its rationale with the aforementioned response.