IMCS Group conducts annual audits of our workforce and our Supplier base to insure that working conditions are environmentally safe, and the workplace is inclusive  and respectful. Our contingent workers receive training in Sexual Harassment, Diversity, Equity & Inclusion and are made aware of the proper notification  rocedure should they encounter harassment in the workplace. We monitor our suppliers for violations of child labor, human rights and forced labor laws as we have policies for the below:(Under age, health and safety, non discrimination sexual harrasment, workplace violance.

Does your organization have a policy to facilitate and protect diversity, equity and inclusion (e.g. pay equity) in its workforce?

IMCS Group defines “Diversity includes the entire spectrum of primary dimensions of an individual, including Race, Ethnicity, Gender, Age, Religion, Disability, and  Sexual orientation (referred to by the Diversity Task Force as “REGARDS”). Diversity Plan: We focus on creating a diverse pool of candidates for our clients by  promoting quality candidates regardless of age, gender, race, religion, disability, or sexual orientation.
IMCS Group’s efforts to increase the utilization of diverse business:
As a company, we continuously invest in diversity, supporting women and minority groups in our candidate pool. With this focus and spending allocation, we have created a candidate base that is at least 65% diverse.

Our local account team utilizes a wide array of resources to attract various talents within their markets. These may include:

• Veteran Hiring
• Hiring Disabled Workers
• Regional and National Minority Development Councils
• Promote people coming back into the workforce through our Career Re-launch Program
• Women in Tech and Women Back to Work
• Community outreach
• Social and Professional Organizations
• Culturally focused websites
• HBCU and HIS recruitment
• Career fairs targeted to diverse groups
• Sponsorships and participation in community activities
• Department of Labor, Department of Veteran Affairs and other governmental agencies Referrals from diversity hire candidates

Underrepresented employees are those who have been marginalized in society and include people of color, indigenous people, LGBTQ+ employees, and women. Historically, oppressed individuals face many challenges in the workplace. These are the barriers that they’re forced to overcome:

IMCS Group’s strategy/plan that identifies areas of underrepresentation of diverse employees

• Educational gaps because of the lack of access to higher education.
• Lack of representation in corporate leadership: just 6.6% of Fortune 500 CEOs are women.
• Unconscious bias: bias among the leadership prevents underrepresented groups from achieving their best. Because of their history of discrimination, an unconscious bias also exists among underrepresented demographic groups that leads them to view their teams negatively. They internalize negative expectations, and this affects performance.
• Lack of access for disabled employees: this is critical because underrepresented people are more likely to face physical or mental challenges. Systemic inequalities create a health burden and impact performance.

We Train Leaders:

Leaders advocate for the marginalized, we engage diverse groups to increase the understanding of different backgrounds. Managing cultures in the workplace is a  science that needs to be mastered which leads teams to work together effectively.

Mentorship and Sponsorship:

Mentorship is an interesting way to engage underrepresented employees. It creates a community and even becomes an opportunity to learn and grow. Mentorship programs help foster meaningful relationships among co-workers. we are able to recruit diverse leaders as mentors so you can drive diversity and inclusion at all levels.
Lack of development opportunities keeps many underrepresented employees from growing. With mentorship programs, one can provide mentors and sponsors with the tools and resources that are needed to identify development gaps. Sponsors who advocate on their behalf and become true allies dramatically increase an employee’s chances of growth.

Redesign Talent Processes:

IMCS Group works on a grassroots level to achieve diversity at its best.
To embed inclusion in our hiring and performance management process, challenge managers to accommodate diverse talent. We also have Flexible working hours in workplaces to assist women transitioning back to the workforce.

We have integrated Diversity, Equity & Inclusion into our company culture

We have access to education:

Workforce education programs will help diverse employees by providing free access to over 350 training programs in technical and workplace skills. When we close the educational gap, employees can compete on merit alone. Education is an equalizer, and it can level the playing field. For the underrepresented population, it leads to professional success, stacks the odds in their favor, and leads to equity in the workplace.
We focus on creating a diverse pool of candidates for all our clients by promoting quality candidates regardless of age, gender, race, religion, disability, or sexual  orientation. By allocating a huge spend towards diversity, we are able to focus on supporting women and minority groups in our candidate pool. With this focus and spend allocation, we have been able to create a candidate base that is 65% diverse. More than 50% of our employees are women, 15-20% are from different minority backgrounds, 10-15% are Hispanic, 10-15% are from the LGBT community, and 10-15% are disabled and veterans. We focus on getting at least 1 in 3 candidates to be from underrepresented backgrounds and a woman.

Incorporate diversity into company policies and practices: Develop or amend workplace policies to be more inclusive and diversity-friendly, from hiring practices to performance reviews, promotions, and benefits. This helps to increase our clients’ morale, higher efficiency & effectiveness, and boost employee productivity.

Leveraging on diverse job boards:

Clients will get leverage from our diverse job portals for their requirements as we post openings on job boards that specialize in diversity. Examples of these include Diversity Working, one of the largest online diversity job boards; Recruit Disability, which helps locate potential employees with disabilities; and HBCU, a network of students and alumni from historically black colleges and universities.

Highlight diversity on the career page of our website:

IMCS Group makes sure the diversity statement and any current initiatives are obvious on our career page and we reference them in every job description that is being offered.
Providing targeted internships and scholarships: We provide valuable internships and scholarships to employees from under-represented groups in order to enable them to rise more swiftly in critical jobs within the business, which helps to encourage and retain employees.

Offer diverse mentorships program:

Mentorship programs serve to ensure that everyone has the opportunity to succeed while also fostering stronger employee relations. Creating an inclusive mentorship program can aid in the promotion of diversity.
Engage with Minority-Owned and Diverse Organizations - We are proud to be a minority-owned organization and we work to engage our long-standing  subcontracting approved partners that belong to various minorities 6 ways of Effective Internal Mentorship Programs

• One-on-One Mentoring
• Situational Mentoring
• Developmental and Career Mentoring
• Reverse Mentoring
• Group-Based Mentoring
• Peer-Based Mentoring

Recruiter Training on Eliminating Unconscious Biases

Our recruiters are trained on unconscious bias to enable them to work towards inclusion by becoming more aware of hidden biases and taking steps to reduce the effects of biases on others.

Create an inclusion council:

We have assembled a council of 10–12 influential people who are dedicated to inclusiveness. These individuals belong to different diverse groups. The council then has regular meetings to develop strategies to foster diversity.

Conduct diversity training:

The executive team and other leaders acquire diversity training at various levels, which will most likely surprise them by highlighting their deficiencies. This helps  them utilize the newfound understanding to implement significant culture and sensitivity training across the firm.

Celebrate employee differences:

We encourage staff members to share and celebrate the histories, customs, religious and cultural beliefs, and traditions of our employees. For instance, we have supported its GD&I Experience Month, a whole month devoted to promoting diversity and inclusiveness across all of our global sites, for the fifth consecutive year.