"It is not fair to ask others to do what you are unwilling to do."
Do not go where the path may lead, go instead where there is no path and leave a trail.
-Ralph Waldo Emerson
“Sooner or later in life, we will all take our own turn being in the position we once had someone else in.”
― Ashly Lorenzana
Cal-CRIS operates on a merit based competitive platform; the emphasis is not placed on what you are but on what you do. Cal-CRIS operates much like a credit Fair Isaac Corporation (FICO) score. The better the company’s performance, the higher the Cal-CRIS rating.
In order to ensure the full participation of diverse groups, CalCRIS would be given the responsibility of development, verifying applicant information and monitoring the Database Management System.
The task of inputting the data is the responsibility of the applicant and operates on the honor system. All client data is reviewed by Cal-CRIS using basic verification systems. However, every year, 33% of the DBMS will be subject to random auditing. False or misleading data inputted by the client will result in heavy point reductions leading to negative ratings for a minimum of 3 years.
The technology is currently available and has the potential of creating a world class system. However, the proper criteria is needed to develop a solid omnichannel foundation for D&I and B2B & B2C.
E&I value scores, input and update, progress, and other tools will provide transparent, actionable, and measurable results.
This website and mobile app analyze data provided by the most recent Data survey submitted by each of the qualifying insurers. The analysis provides supporting documentation for determining the efforts and methodology of the survey participants.
The target area of effort and methodology—which is the basis for the website and mobile app— is based upon the answers to the 8 primary criteria questions of the survey. A Cal-CAL-CRIS score is a numerical expression based on a level analysis of an insurers own survey, that provides the measurable effort and methodology of the company.
For example, a base Cal-CRIS score is primarily solely on the 2018 survey report information. Additional points may be obtained through a Cal CRIS Environmental, Health and Safety supplement that addresses the needs and concerns of ALL Californians.
Points are Given for the following values:
-Mentoring Programs -Women Business Enterprise
-Minorities Business -LGBQT
-Employee Health & Safety -Disability
-Youth Programs -Climate Change
-Go Green Efforts -Reducing Greenhouse Emissions
-Age Diversity -Religious Diversity
-Re-Entry Outreach -Scholarships
The goal of Cal-CRIS is to leave no Californian behind.
Sometimes insurance companies or consumers simply don’t understand what equity leaders are trying to accomplish. What Cal-CRIS hopes to do is to broaden the inclusion pool. This is done to relieve such concerns; our supplemental main objective is to show inclusion efforts isn’t really to single out particular groups but to leverage all the talent and potential within today’s culture.
Equity is evolving. Most of us have been down the path of those early workshops and seminars dealing with bias, but Cal-CRIS is going much deeper now. We now have credible data that consumer and business people can evaluate and that will be the key that unlocks the door.
Are your customers raving about you on social media? Share their great stories to help turn potential customers into loyal ones.
Why equity? Why not equality?
Equity is fair treatment; equality is equal treatment. If you start from a place of disadvantage and are then treated equally as a person with advantage, you perpetuate and ultimately grow the gap between the two of you.
You need equitable measures first to close that gap and get everyone to a level playing field.
If you are a woman in business, odds are you have been and/or are subject to micro-aggressions and maybe even overt discrimination that has negatively impacted your career in some way. Whether it's overly protective paternal treatment or more systemic discrimination, it has an impact.
If, then, the tides suddenly turn and you are given an opportunity to compete equally for something, you are still operating from a baseline that has been disadvantaged.
This is why it is so critical to infuse equitable measures all along the way to strip out bias from women’s career experiences. It is the only way to ensure we can compete fairly.
The financial aspect of equity goes hand-in-hand with this. Women are often expected or asked to take on the uncompensated or under-compensated tasks in the workplace - admin work, event planning, meeting organizing, volunteer efforts, etc.
This does not do us any favors; it just makes us busier while already having to work harder to get to even.
On top of this, research has shown time and time again that women on average are paid less than men for the same work, particularly women of color.
We are reliant on our male allies and female leaders to advocate for us and make sure our responsibilities and compensation are equal to our male counterparts. We need you to keep pushing for this until we can turn the tide and get it to standard practice.
The real strengths of equity are in ownership, power, a seat at the table, and a voice and vote that matter. A recent study led by #Angels and conducted by Carta about female founders revealed that “women make up 33% of the combined founder and employee workforce but hold just 9% of the equity value.
The other 91% belongs to men…The average female founder owns just 39¢ in equity for every $1 that the average male founder owns.”
This shows that even as founders, CEOs, and innovation leaders, women are valued as “less than,” taken advantage of more often, or both. Even when we are bringing to market new, highly-demanded services and products that yield significant profit for our employees and shareholders.
We have to continue the keep the discussion top-of-mind with CEOs, leaders, and investors - to push back, to negotiate, and to seek out support for equitable treatment, opportunities, and compensation for women as a standard.
Without their partnership in driving change, we are only talking to ourselves, and we will not get to a place where equal treatment benefits everyone.
Throughout her twenty-five-year career, Michelle Bogan has mentored colleagues and clients, founded and led women's groups, and helped promote many women and men to leadership positions. In 2018, she founded Equity for Women to advance the mission of empowering women at work.