Mission Statement
The mission of the Inclusion, Diversity, Equity & Accessibility Committee is to ensure equal opportunity and involvement for the MPI-CAC community. Our vision is a welcoming and inclusive atmosphere across race, gender, age, religion, identity, and experience.
MPI-CAC Membership Demographics Survey
The data collected from this member demographics survey will be studied to help shape future MPI-CAC programming to better service our members. This survey is completely voluntary and your participation will be anonymous. Responses will be kept strictly confidential. Completing the questionnaire should take roughly 3 minutes.
Thank you for your participation and for providing your feedback!
Sincerely,
MPI-CAC Board of Directors
Inclusion is the act of creating environments in which any individual or group can be and feel welcomed, respected, supported and valued to fully participate.
Diversity includes all the ways in which people differ, encompassing the different characteristics that make one individual or group different from another.
Equity is the fair treatment, access, opportunity and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation by marginalized groups plagued by an unlevel socioeconomic playing field.
Accessibility is the practice of designing products and services so that they can be used by everyone, regardless of disabilities.
Remember the four key arguments that make the case for IDEA:
The moral or social justice case
The economic case
The market case
The results case
This is now our challenge.
The challenge hospitality leaders are facing now is what can I do now, when the future of what we do is unstable?
Before moving forward with a solution(s), measure the effects on workforce diversity as you make critical business decisions:
Evaluate your decisions and their impact upon your IDEA strategies.
Consider who is in the room when you are making critical decisions.
Organize a task force that includes a cross-section of employees at all levels to advocate for and represent the people you employ.
To establish confidence and proceed authentically, leaders can apply three practices: collect data, take accountability and define a clear measurable strategy.
The Steps to Achieving IDEA
The first step to achieving IDEA I is to identify where you are currently standing.
The second step to achieving IDEA is to be transparent and commit to measurable change.
Data will reveal imperfections and unconscious biases, especially those that have created inequities or barriers to access throughout an organization. That means there are opportunities for growth, and taking accountability sets a stage for authenticity.
And it means that you will be able to create a culture of belonging using benchmarks, from tactical ideas that ensure every member has access to virtual calls to financial strategy such as how socio-economic barriers will impact participation.
It may also involve restructuring leadership teams to have representation of various constituencies involved at the decision-making level. Your clients/staff are the professionals that promote and co-sign the value of an organization, and when things are challenging, knowing who they are establishes relationships, reciprocity and mutual purpose to pursue innovative ideas.
The third step is to define IDEA as it relates to an overall strategic plan.
To implement improved practices, reference and make goals applicable to developing organizational culture, whether that involves presenting receipts, sharing a case study or providing evidence from collected data.
Successfully emerging after a substantial health, economic crisis and social advocacy dilemma will be determined by your emphasis on being innovative.
Resources, whether an allotment of time, commitment to change or financial investment, empower teams which is imperative for effective change that is measurable and sustainable.
The Continued Value of IDEA Is Vital
Concepts for making IDEA a priority now will stand the test of time when we face future challenges. Our willingness to collect data, conduct an assessment, gain deeper insight into those we serve and provide transparency in our report findings are the actionable skills that showcase leadership buy-in now and into the future.
So, how will your organization look in the future? What will be your IDEA success story? Do you want your company to have an ongoing record of demonstrating inclusion, diversity, equity & accessibility for your employees and the communities that you serve.
Further your commitment to achieve economic growth, moral and social justice as a business imperative and competitive edge.
DESHIELDS, Greg, CHE, CDE. June 2020. Citing References. [online]. Available from:
https://www.linkedin.com/pulse/critical-importance-diversity-equity-inclusion-deshields-cho-che/.
Chicago Mayor's Office for People with Disabilities (MOPD)
Americans with Disabilities Act
Laws to Protect Diverse Employees
Guidance on the ADA Accessibility Standards
Guidance on Recreation Facilities
Guidance on the Architectural Barriers Act (ABA) Accessibility Standards
Animations on the ADA and ABA Standards
Guidance on the ADA Accessibility Guidelines for Transportation Vehicles
Planning Accessible Meeting and Events Toolkit
How to Source More Inclusively for Your Next Event
Evaluating the Accessibility of a Meeting Site
Arranging an Accessible Meeting Space
Presenting Meeting Content Accessibly
Providing Auxiliary Aids and Services
ADA Standards for Accessible Design
MPI Planner Member IDEA Resources
Wheelchair Accessible Transportation Resource
Meeting Professional's COVID Guide 2022
Diversity And Inclusion In Events: Paving The Way For A Better Tomorrow
Focusing on Diversity in Meetings
Inclusive Event Design: The Differences That Make a Difference
Cvent’s Perspective: Making Meetings Accessible to All
Paving The Way For Diversity with Kevin Iwamoto
Equity, Diversity, and Inclusion: How does it Relate to Event Catering?
What Every Business Needs to Know About Diversity, Equity & Inclusion in 2022
Diversity and Inclusion: Opening the Door
Creating a Sustainable Inclusion Strategy
Diversity & Inclusion: A New Generation Standing in Solidarity
Diversity & Inclusion: Speaking Your Truth
Diversity & Inclusion in the Meetings and Event Industry
How Long Covid Could Change the Way We Think About Disability
Take 5 Digital Accessibility Challenge
7 Effective Ways to Commit to Diversity in the Workplace
U.S. Department of Labor: Office of Disability Employment Policy
What is a Supplier Diversity Program?
Vendor Diversity Program: Why and How to Implement One
Chicago Minority Supplier Development Council
Minority Business Development Agency
U.S. Chamber of Commerce: A Business Guide to Diversity, Equity & Inclusion