Diversity, Equity, and Inclusion

The Crohn’s & Colitis Foundation is dedicated to creating a workforce

that is inclusive of individuals from diverse backgrounds.

To accomplish this, in 2021 we launched the Pathway Project, our Diversity, Equity, and Inclusion (DEI) strategy, to become a more equitable and inclusive organization—and in turn, better serve and reflect the needs of our employees and prospective talent.

Through the Pathway Project, we aspire to create strategic pathways for underrepresented demographics to join the Crohn’s & Colitis Foundation as staff, volunteers, patients, caregivers, healthcare professionals, and more. Everyone will be celebrated, have equal access to opportunities and resources, and be able to fully contribute to their and our organization’s success.

We seek to achieve the following objectives through our DEI initiatives:

Inclusion and belonging: We seek to advance our company culture through education and awareness, so all employees feel welcomed, respected, and valued.
Talent acquisition and development: We are dedicated to increasing the hiring, development, and promotion of underrepresented demographics.
Affinity groups: We know that our employees have unique lived experiences and needs. That’s why we welcome the creation of Employee Resource Groups (ERG) to support the diverse backgrounds of our staff and ensure we provide an inclusive work environment and opportunities for all to become allies.
Supplier diversity: We are dedicated to expanding our DEI work not just among our staff and within the IBD community but also with the companies that we do business with. We are focused on expanding the work we do with woman and minority-owned businesses that provide relevant services that meet our needs.
Metrics: To assess our success in the DEI space, we seek to determine our demographic breakdown and utilize relevant metrics to discern if our DEI initiatives are making an impact, both internally and externally.

Below, we've detailed the strides we've made—along with the crucial work that's yet to be done. You can also learn more about the Foundation's efforts to cultivate diversity and inclusion among our patient, caregiver, and healthcare communities.

What we are doing

In striving to become a more inclusive organization, we've implemented several initiatives since 2021. You can read more about each one in the list below.

Emtrain

We launched the use of Emtrain, a computer-based training platform, in 2021 to provide education to employees about various DEI topics, including how to be an ally, using proper pronouns, and inclusion in the workplace. We release new microlessons through Emtrain to staff every two months.

Pay Equity Audit

We believe that employee compensation should be based on what you do, not who you are. Therefore, we design our compensation to be fair and equitable from the outset; however, because these are human processes, it’s important to double-check them regularly. Therefore, we conduct a pay equity audit on an annualized basis and adjust salaries as needed to ensure equity across the organization.

Employee Resource Groups (ERG)

ERGs are voluntary, employee-led groups comprised of employees who come together based on similar interests or experiences. Our ERGs are dedicated to cultivating an inclusive culture that not only advances our mission but also helps every employee feel a sense of belonging. We currently have three ERGs:

Inclusion, Diversity, Equity, and Allies (IDEA) ERG
disABILITIES ERG
ERG for M.E. (Mental Health & Emotional Well-Being)

Any member of staff can request to start a new ERG provided they have support from an executive sponsor, typically a member of the Foundation’s Senior Leadership Team. In the next year, we aim to launch an additional four ERGs.

Conversation Corners

Each month, our ERGs organize one-hour safe space conversations that share the different backgrounds and experiences of Foundation staff and volunteers. Past Conversation Corners covered Juneteenth, Women’s History Month, Hispanic Heritage Month, and World Mental Health Day, just to name a few.

McKinsey Connected Leaders Academy

In the spring of 2022, we entered a partnership with McKinsey to provide Foundation employees who identify as Asian, Black/African American, and Hispanic/Latino the opportunity to participate in the McKinsey Connected Leaders Academy. We currently have 12 employees participating in the program, which is designed for early-to-mid career and executive leaders and aims to further develop diverse internal talent.

Recruitment Partnerships

To help the Foundation further diversify its employees, we have identified six Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSAs) to partner with to expand our reach within diverse communities. We have also identified several professional organizations (ex. The National Black MBA Association) to work with to increase the number of diverse candidates in our talent pool.

Ready to make an impact on the lives of the millions of Americans affected by Crohn’s disease and ulcerative colitis? Check out our current job openings by clicking here. You can learn more about our organization and culture here.