Jennifer Hunter

"And as we started to have more conversation about diversity and inclusion at work, I realized being just Jennifer wasn't enough. I really needed to do more to lean into being black, to lean into being a woman, really understanding different black experiences at the corporation and being more of an ally and an advocate in order to help make progress."

"We really began to have a series of courageous conversations led by our inclusion and diversity colleagues, as well as our employee resource groups."

"I think every company is rightly focused on diversity in the boardroom, diversity in the C suite, diversity in the pipeline, making sure you're hiring diverse talent from diverse locations and holding ourselves accountable for progress."

"…we had just introduced a set of new inclusion and diversity aiming points. And those aiming points really focused on having gender parity, having at least 30% ethnic diversity across our most senior levels in the organization."

"We have just begun a conversation, so I put the ESG frame on it. We had just begun to do a materiality assessment to identify the next set of corporate responsibility focus areas that we'll have through 2025."