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What is Club Car's Policy on Diversity and Inclusion?

At Club Car, we strive to create an inclusive culture that values all our employees and provides them with opportunities to grow and thrive in their career at Club Car. As a result, we have created several diversity and inclusion initiatives that are designed to improve the experience of our diverse workforce members.

Our Diversity & Inclusion Committee (D&I) meets regularly and is responsible for ensuring that Club Car Ohio has an effective DEI strategy in place. This committee also works closely with the Corporate Social Responsibility and Communications Teams to ensure that diversity and inclusion is integrated into all aspects of our business.

The purpose of the D&I Committee is to foster a positive and safe work environment where all people are treated fairly and with dignity, regardless of their race, gender, sexual orientation, disability, age, religion or ethnicity. All employees are required to comply with the Company’s policy on diversity and inclusion, including attending training and participating in all D&I-related events that occur within or outside of the workplace.

A strong commitment to diversity is a must for any company looking to be successful in today’s business climate. The recent events highlighting racial bias and social injustice have prompted organizations to take action.

However, companies must go beyond just talking about diversity to make real change in the workplace. The influx of external data on the benefits of diversity and inclusion has reaffirmed the importance of these strategies for organizational success.

To achieve this, leaders must communicate the value of diversity in tangible terms and take accountability for a diverse candidate pool. They should be willing to take a broader view of talent and search for candidates outside their default comfort zone.

They should also take advantage of their network to find the best candidates and mentor them. In this way, they can help people from underrepresented backgrounds move up the ladder and increase their chances of advancing to leadership positions in the future.

Creating tangible goals around hiring and promotion is a great way to help people focus their attention on addressing discrimination. They can also signal the business’s need for a diverse talent pool, which is critical to an organization’s long-term success.

It is also important for managers to have open conversations about their own biases, and how they impact them. These conversations can be uncomfortable, but they can also lead to insights and understanding of how people can be treated differently.

Managers who are open to these types of discussions will be better equipped to lead in a more inclusive manner. For example, they may ask their colleagues about their experiences and how they have overcome discrimination in the past.

A key part of achieving these goals is developing leaders who are not only aware of their own biases, but who also take personal responsibility for changing them. In this way, they can rewire their own mindsets and be more tolerant of different viewpoints.