At Rogers, we respect and value the diversity reflected in our various backgrounds, identities, experiences and ideas. Our statement in our Code of Business Ethics on Promoting Equal Opportunity and Appropriate Workplace Behavior not only outlines our position on preventing discrimination, but also promotes the value of a diverse workforce. Together, we strive to provide each other with an inclusive work environment that fosters respect for all our employees and those with whom we do business.
We are proud to demonstrate Rogers’ commitment to improving our Diversity and Inclusion (D&I) practices through the creation of our D&I Council. The council follows standards set by the Centre for Global Inclusion, also known as Global Diversity and Inclusion Benchmarks (GDIB). Using the assessment tools from GDIB and input from internal subject matter experts, the council has assessed the baseline maturity levels of our enterprise-wide D&I practices across the GDIB’s fourteen categories. Our CEO is the executive owner of the council and in 2021 we will implement actions in the following areas:
In addition, the council plans to open program participation to employees who would like to be part of the change. We will use our Employee Resource Groups (ERGs) to increase D&I awareness at Rogers. The ERGs will aim to foster a diverse, inclusive workplace for employees who share a characteristic whether it be gender, ethnicity, religious affiliation, lifestyle or interest. Rogers employees are encouraged to lead and participate in these spaces.
As part of our commitment to D&I practices, Rogers has identified the US Equal Employment Opportunity (EEO) Commission's EEO-1 Job Classification as material to those efforts. With that, Rogers has disclosed our workforce’s gender and racial/ethnic group representation consistent with the EEO-1 Job Classification Guide and SASB standards (TC-HW-330a.1). All employee data reported has been compiled from our internal Human Resources records.