In 2020, companies across corporate America finally started treating diversity, equity, and inclusion (DE&I) as an important cause. Leaders made bold public proclamations about fixing representation—but many have struggled to make good on these promises. That’s because DE&I isn’t a cause. The words “diversity, equity, and inclusion” describe a system, and systems can’t be fixed with press releases or one-off initiatives. Real change demands a long-term investment in policies, processes, and capabilities. To make your organization an engine of equity, look to the part of your workforce that’s already diverse: the frontline. Creating education and upskilling programs that meet the needs of these employees can improve representation across the business and create economic mobility for your workforce. Get started by exploring these resources:

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How do education and upskilling fit into your DE&I strategy?

The right program can increase diverse representation and create equity for all.

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The Hidden Ways Your Education Benefits Policy is Creating Inequity

Traditional tuition reimbursement programs are unintentionally discriminatory. Read the guide to learn how traditional education programs are inequitable by design, specifically when it comes to payment policy and eligibility, and why an intentionally designed program can drive better outcomes.

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How to Leverage Education and Upskilling as an Equity Driver for All Employees

Learn why and how businesses should think about investing in employee education as a in important lever for DE&I efforts. When education and upskilling programs are structured through the lens of equity and inclusion, then businesses can enable lasting equity for their workforce.

Do you know if your DE&I efforts are working? Use this checklist to find out

Tracking and reporting employee demographics and diversity data is not comprehensive enough to evaluate DE&I efforts. Run through this checklist to assess how your organization examines other key components of DE&I like inclusion, retention, and mobility.

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Talk to one of our experts to learn how Guild can help you drive DE&I outcomes with equitable education and upskilling.

Equitable education boosts representation

A financial services company was looking to design an inclusive education program and create opportunities for frontline employees. When they removed barriers to entry, they tripled participation, increased representation, boosted promotion rates, and saw an ROI of $2.72 for every dollar spent.

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Why you can’t just hire your way to a diverse corporate workforce

Beyond increased competition, some traditional recruiting practices have unintentional but structural bias built in. There’s a better way to attract, retain, and develop diverse talent.

We can’t forget about cognitive diversity

While not mentioned as frequently as its diversity counterparts, cognitive diversity in the workplace has impacts on team performance that should not be overlooked.

The ROI of DE&I

Organizations can measure the ROI and outcomes from diversity, equity, and inclusion efforts with a closer look at inclusion, retention, performance, and profitability.

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Black employee enrollment

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How to Leverage Education and Upskilling as an Equity Driver for All Employees

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Equitable education boosts representation

A financial services company partnered with Guild to design an inclusive education program that would boost both their ROI and DE&I.

Why you can’t just hire your way to a diverse corporate workforce

Beyond increased competition, some traditional recruiting practices have unintentional but structural bias built in.

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Debt-free education elevates diverse talent at Chipotle

Watch Marissa Andrada, Chief Diversity, Inclusion, and People Officer at Chipotle, talk about how their company's innovative education and upskilling partnership with Guild has helped them promote diverse talent.

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