Laserfiche WebLink
2. Understanding and approach <br /> <br />City of Hugo, Minnesota Page | 9 <br />Throughout the firm, you will find our DIBS philosophy and practices embedded into everything <br />we do. We hire people who bring new perspectives and experiences. We embrace our <br />differences and believe a more open, connected world serves everyone better. DIBS is <br />the lens that helps us see things more broadly and lights the path for us to follow. This <br />benefits our people, our clients and our communities. <br />DIBS steering committee <br />Baker Tilly’s national DIBS steering committee is designed to <br />strengthen our firm’s culture of diversity, inclusion and belonging. <br />Theresa Nickels, partner and chief legal counsel, chairs this <br />committee. A cross-section of leaders across the firm oversee our <br />strategy – from inclusion-related communications to accountability measures for our key <br />diversity goals and coordination of our signature initiatives described below. <br />Growth and Retention of Women (GROW) <br />Through our GROW initiative, Baker Tilly provides women <br />valuable opportunities to network, share their stories, acquire <br />skills, strengthen professional relationships and advance in their <br />careers. Our commitment to GROW increases the number of <br />women in management positions, enhances the retention of <br />women at all firm levels, creates an environment where women feel empowered and <br />supports our advocacy of advancing women in business. It also helps us share <br />knowledge gained with clients and creates a workforce that reflects our client base. <br />Supporting Opportunity, Advancement and Retention for all (SOAR) <br />SOAR focuses on improving inclusion and increasing retention of <br />team members of color to create a more inclusive, innovative and <br />productive workforce. Diversity makes each of our professionals <br />unique; inclusion is how that unique team collaborates to achieve <br />common goals. Our SOAR strategy rests on four key pillars: talent <br />acquisition, advancement, education and awareness and recognition. <br />NexGen: joining workforce generations <br />Today, four generations coexist in the workplace – baby <br />boomers, Gen X, millennials and Gen Z – and each brings <br />unique viewpoints influenced by events and experiences <br />in their lifetime. With NexGen, we aim to empower the <br />next generation of team members to collaboratively engage in the firm’s progress while <br />promoting an overall investment in our future. Key components of NexGen’s vision involve <br />discovering how different generations can build rewarding professional relationships that <br />are mutually beneficial. NexGen amplifies the voices of our firm’s next generation of <br />professionals – providing leadership and growth opportunities along the way. <br />PRIDE team member network <br />Our PRIDE team member network exists to support the LGBTQ+ <br />community and their allies within Baker Tilly. We strive to create an <br />open environment centered on LGBTQ+ issues and topics relevant <br />to the workplace. We also acknowledge this effort includes the <br />involvement, support, understanding and acceptance from <br />colleagues across the firm.