Diversity Inclusion

MPG helps companies progress in their equity, diversity and inclusion initiatives by adopting systemic, business-led approaches. Elevating equity is critical because it takes a comprehensive effort and continued investment to attrack, hire, develop and retain a diverse workforce while building an inclusive culture.

CORPORATIONS

DIVERSITY INCLUSION SUPPLIERS

CORPORATE DIVERSITY INCLUSION PARTICIPATION GOALS

MPG has helped corporations reach their diversity goals by working with small businesses and minority owned businesses that has the capabilities to complete projects and delivery products and services on time.
MPG platforms offers businesses project funding, working capital, payroll, technical support, administrative support, employee training and development and so much more…..
MPG requires its Suppliers to comply with the standards of conduct set forth in the MPG Policy and Guidelines for Suppliers, Contractors and Consultants and ensure that their employees and suppliers comply with such standards.

A mature woman process new product from boxes in the back of her store, taking inventory of supplies using a digital touchscreen tablet. An employee helps with the work. Preparation for stocking shelves with new supplies.

Smiling engineer shaking hands at construction site with happy architect. Handshake between cheerful african construction manager with businessman at bulding site. Team of workers with architects and CONTRACT conclude an agreement with safety uniform.

An African-American man in his 30s, standing next to a truck loaded with construction material. He is the truck driver delivering the supplies.

Businessman in wheelchair holds business conference in office. Small and medium business development concept

MPG 5 KEY POINTS TO HELP COMPANIES COMPETE AND WIN!

Labor Quality
Marketing
Funding
Buying Power
Administration Support

Diversity Inclusion

MPG conducts an extensive assessment that involves:

Leadership Buy-In

Leadership support is critical to ensure equity, diversity and inclusion efforts are encouraged and valued by the entire organization. Leaders provide daily examples for employees by exhibiting inclusive behaviors, managing their own bias and supporting employees’ best work. They establish and drive the diversity and inclusion by ensuring every employee understands the vision and its importance and their role in it.

Revise recruiting practices

MPG reviews your recruiting content, how/where you source candidates, job descriptions, resume review, interviews, candidate selection, and performance reviews to remove any unconscious gender biases and replace with behaviors, words, and speech of inclusion and diversity. We benchmark strategies to those used by best-in-class organizations in your industry.

Define Diversity & Inclusion

Diversity in the workplace should not have one definition. Rather than solely referring to a multicultural workforce, diversity reflects all of our many differences. Gender, race, age, sexuality, disability, education, class; your company has to consider each and every factor that makes up diversity. In turn, those distinctive perspectives will determine the character of your business.

Create Diversity & Inclusion benchmarks

The best diversity programs are tied to a company’s business strategy, are aligned with company values and have achievable goals. The initial diversity analysis should include requests to employees to voluntarily share their demographic information so that we can compare data on the current employee population to benchmarks that you believe you should meet. MPG’s comprehensive Diversity Equity Inclusion (DEI) guide, shares the kinds of questions that are needed to ask to create a credible baseline and monitor progress, and spells out a framework to help organizations achieve DEI goals.

Commit to a diverse and inclusive workforce

MPG looks at the diversity among your overall employee population first, then analyze it by all the steps in the employee lifecycle, including the candidate pool, hiring, employee performance reviews, promotions, compensation and turnover. We examine diversity measures by department and management level will help pinpoint necessary areas for training and help determine where to set more aggressive recruiting goals.

Assign a diversity advocate

Most large organizations have a head of diversity or other individual who is accountable for the DEI program. This individual may or may not be from a minority group. The best person for the job has relevant experience and a deep interest in improving the organization’s success through fostering a diverse and inclusive workforce. A successful diversity advocate is skilled at building relationships throughout an organization and ensuring accountability on diversity goals.

There is no single solution that can create equity, diversity, and inclusion in the workplace, so MPG offers a variety of solutions for your organization’s specific needs, context, and culture.

A GLOBAL LEADING PROJECT PAIRING PLATFORM

A GLOBAL LEADING PROJECT PAIRING PLATFORM