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 DroneControl Diversity and Inclusion Program

 Introduction

# Vision Statement

At DroneControl we strive to foster a workplace that is both diverse and inclusive. We believe that diversity of background, perspective, and thought is vital to our success as a company.

# Objectives

1. Increase diversity across all levels of our organization.

2. Create an inclusive work environment where everyone feels valued and included.

3. Promote equal opportunities for all, regardless of race, gender, sexual orientation, disability, or background.

4. Continually educate staff on the importance of diversity and inclusion.

5. Embed diversity and inclusion in all aspects of the business, from hiring to decision-making to promotions.

 Program Components

# Leadership Commitment

1. Executive Sponsorship: A member of the executive leadership team will serve as the Diversity and Inclusion Sponsor.

2. Diversity Council: Form a cross-functional group to guide and implement diversity and inclusion initiatives.

# Recruitment

1. Inclusive Job Descriptions: Utilize inclusive language in job postings.

2. Unbiased Screening: Implement practices to minimize unconscious bias in recruitment.

3. Diverse Candidate Pipelines: Partner with diverse professional organizations and colleges to attract a diverse candidate pool.

# Onboarding

1. Orientation: Introduce new hires to the company’s commitment to diversity and inclusion.

2. Mentorship Program: Pair new hires with mentors who can guide them through their early months at the company.

# Training and Development

 

1. Regular Training: Conduct regular diversity and inclusion training sessions for all employees.

2. Career Development Plans: Ensure equal access to opportunities for advancement.

# Workplace Culture

1. Employee Resource Groups (ERGs): Support ERGs focused on specific demographics or interests.

2. Open Dialogue: Foster an environment where employees feel safe discussing diversity and inclusion.

3. Accessible Facilities: Make sure the workplace is accessible to all employees, including those with disabilities.

# Performance Metrics and Reporting

1. Data Collection: Measure diversity metrics related to recruitment, retention, and promotion.

2. Quarterly Reviews: Share diversity and inclusion progress in quarterly business reviews.

3. Annual Report: Publish an annual diversity and inclusion report accessible to all stakeholders.

# Legal Compliance

1. Policy Review: Ensure all policies are in line with local, state, and federal laws related to diversity and inclusion.

2. Complaint Mechanism: Establish a mechanism for receiving and addressing complaints about discrimination or harassment.

 Conclusion

We are committed to the long-term success of this program and will continue to invest in diversity and inclusion initiatives to build a more equitable workplace for all.

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