Mosser’s Diversity and Inclusion Plan outlines our responsibility to provide leadership and guidance for diversity and inclusion initiatives. The Plan serves as a forum to share best practices, consider new initiatives, monitor progress, leverage resources, and ensure accountability.

Mosser defines diversity in its broadest context to include all that makes us unique. It means respect for and appreciation of differences in age, race, ethnicity, religion, sexual orientation, marital status, national origin, disability, education, gender identity or expression or parental status. We all bring diverse perspectives due to our educational background, socioeconomic status, intellectual perspective, organizational level and more. Mosser also prioritizes inclusion in our company and workplaces. We define inclusion as a state of being valued, respected and supported. It is about focusing on the needs of every individual and ensuring the right conditions are in place for each person to achieve his or her greatest potential. Below are the main strategies of how Mosser actively implements an inclusive and diverse workplace every day:

Strategies:

  • Implement diversity-focused through On-The- Job Training Programs and where budget permits including Co-Op positions.
  • Develop strategic partnerships with organizations, professional associations, and educational institutions focused on groups with low participation rates to perform recruitment outreach
  • Establish hiring goals for groups with underutilization.
  • Increase participation in outreach events targeting demographic groups with low participation rates
  • Develop succession plans addressing barriers to EEO and diversity.
  • Track training and development.