The Welcoming Workplaces initiative was first conceptualized by the Confronting Racism Coalition (CRC) and was among the recommendations set forth in the Economic Equity Plan that was established by the CRC and adopted into the strategic plan of the York County Economic Alliance (YCEA).

To develop this, a group of C-suite executives from major employers in York County met under the facilitation of Deborah Vereen of The Vereen Group in order to spotlight, share, develop and expand policies and procedures to build and retain a more diverse workforce, and establish more welcoming workplaces for diverse individuals, and grow the number of organizations and companies committed to the best practices identified by the council.

The initiative, with the input of participating employers, looked to implement a set of strategic actions that will allow for the hard and sensitive work required to ensure that economic growth and development are inclusive of the broader spectrum of York’s residents, businesses, schools, and community stakeholders by leveraging the collaboration, resources, and expertise needed to create and foster a belonging York County environment in which to live, work, learn, and play. This work requires leaders of the corporate and business community as well as stakeholders from the community and non-profit world to move forward together.

The mission of Welcoming Workplaces is to drive opportunities to support the diversity of talent in the workplace and advance shared prosperity based on four strategic focus areas:

Talent Attraction

Investing in a Welcoming Workplace creates opportunities in York County to attract and elevate a diverse talent.

Talent Retention

Investing in a Welcoming Workplace creates opportunities in York County to retain, invest in professional development, and elevate a diverse talent.

Knowledge Sharing

Provide an open resource center for DEI best practices and Welcoming Workplaces mentorship to accelerate the evolution of a more welcoming community.

Policies & Procedures

Policies and procedures outlast people and institutionalize the intent of this initiative to make lasting systemic change.

Become a Welcoming Workplace!

To add your organization’s support and commitment to action, fill out the form below and stay tuned for further information, trainings, and resources.

Completing this interest form will prompt an outreach from a York County Economic Alliance Team Member to conduct a follow-up survey

Participating Employers

Best Practices

The practices below were identified as integral methods to support the themes of Welcoming Workplaces. As more employers join the effort, this list will grow to feature more best practices for other companies to use in their workplace

Talent Attraction

  • Hiring Campaign featuring current staff featured in targeted and strategic locations.
  • ‘“Ban the Box” Initiative to remove “prior criminal history” from the application process.
  • Pay Equity Initiative- question about prior salary information to make job offers to establish fairness in hiring practices.
  • Development of Diversity, Equity and Inclusion positions within leadership teams.
  • Evaluating and using techniques to improve recruitment and increase the flow of minority and female applicants.
  • Enhancing position descriptions to lead with diversity and inclusion statement.
  • Developing a list of local organizations and resources to which position descriptions and volunteer opportunities will be sent.
  • Participating in community events to have a table, talk with community members and discuss job and volunteer opportunities

Knowledge Sharing

  • Cultural Awareness and Inclusion Training Education.
  • Information Sharing with Non-Traditional Participants.
  • Executive Leadership team recently became certified in the tools such as the
  • Intercultural Development Inventory, and can now administer the assessment, and help other organizations learn from the assessment.
  • Developing a list of local organizations and resources to which position descriptions and volunteer opportunities will be sent.
  • Participating in community events to have a table, talk with community members and discuss job and volunteer opportunities.

Talent Retention

  • Commitment to increase Persons of Color representation in leadership teams through promotions, training investments, and mentorship.
  • Establishing Employee Resource groups to support women, African American, Latino/a, Veterans, Asian, LGBTQ+ and Young Professionals in the workplace.
  • Ensuring that all employees are given equal opportunity for promotion.
  • Providing a formal mentorship program with the goal of increasing the number of employees from under-represented groups in leadership and technical roles
  • Providing training to staff with resources such as the Intercultural Development Inventory

Policies & Procedures

  • Equal Employment Opportunity Policy- DEI Statement.
  • Policies to increase supplier diversity with businesses with disabilities, veteran owned and LGBTQ+ businesses.
  • Polices to create Employee Resource Groups in the workplace.
  • Annual DEI training for all employees
  • Engaging consultant support to help with organization and team.
  • Engaged a consultant to provide a multi-phase training and planning process specific to DEIA initiatives. Part of this work includes review of our employee handbook, position descriptions, hiring policies and other procedures to seek better equity and inclusivity.


Ongoing and Upcoming Events and Trainings

2023 Events Coming Soon!

Reading Materials

Introduction to the Human Resources Discipline of Diversity, Equity and Inclusion

The diversity, equity and inclusion (DE&I) function deals with the qualities, experiences and work styles that make individuals unique (e.g., age, race, religion, disabilities, ethnicity) as well as how organizations can leverage those qualities in support of business objectives.

Business Case for Diversity, Equity and Inclusion

Sonia Aranza has dedicated her adult life to delivering one simple but compelling message: Diversity is a leadership competency that provides a competitive business advantage.

Blindspot (book)

These self-perceptions are challenged by leading psychologists Mahzarin R. Banaji and Anthony G. Greenwald as they explore the hidden biases we all carry from a lifetime of exposure to cultural attitudes about age, gender, race, ethnicity, religion, social class, sexuality, disability status, and nationality.

How CEOs Can Advance Racial Equity

The business case for inclusive growth is not novel. Over the past decade, there have been countless reports and think pieces written to make the case plain to private sector leaders and economic developers.

How Inclusion Matters

For business executives the world over, the COVID-19 pandemic is proving to be one of the greatest leadership tests of their careers.

Glossary of Key Terms

This Glossary has been designed as a “living document” tool to assist in creating a common INTERNAL Diversity & Inclusion language to establish and foster an Environment of Inclusion as a DEI Level Setting Resource.

National CEO Commitment for DEI

Building Gender Diversity on Boards

Why Inclusive Leaders Are Good for Organizations, and How to Become One

6 Characteristics of Inclusive Leaders

Inclusive leaders tend to share six signature traits that not only promote diversity on their teams, but also improve their capacity to innovate and deal with uncertainty, according to a study of inclusive leaders from six locations worldwide.

The Key to Inclusive Leadership

Inclusive leadership is emerging as a unique and critical capability helping organizations adapt to diverse customers, markets, ideas and talent. 

Additional Resources


Dedicated to eliminating racism, empowering women, and promoting peace, justice, freedom and dignity for all.

Dr. Monea T. Abdul-Majeed

Dr. Monea T. Abdul-Majeed offers trainings on courageous conversations, racial equity in the workplace, equity training and more.

Developing Equity Statements

SHRM, the Society for Human Resource Management, creates better workplaces where employers and employees thrive together. 

Diversity and Inclusion Professionals of Central PA

Resource Entity that brings regional diversity professionals together to discuss the day-to-day implementation of initiatives at organizations and institutions within Central Pennsylvania. Members share experiences, resources, and generally connecting on a very specific level.

Confronting Racism Coalition 

The Confronting Racism Coalition (CRC) is a group of volunteer York County residents committed to creating a stronger York by promoting unity, inclusion, and opportunity. The CRC includes community members, law enforcement, civic leaders, elected officials, diversity coordinators, educators, faith leaders, philanthropists and citizens—all committed to a shared mission and vision. The CRC has five work groups: Education, Economic Equity, Inclusive Leadership, Racial Bias, and Welcoming Communities. 

Key Learning Consultants 

Mark Rhodes, a diversity educator and strategist, conducts diversity culture audits and needs analyses, devises strategies and action plans, and facilitates diversity, sexual harassment prevention, multicultural customer service, conflict resolution and inter-group communication workshops.


Racial Equity Institute

National alliance of trainers, organizers, and institutional leaders devoted to the work of creating racially equitable organizations and systems.

Racial Equity Tools

Designed to support individuals and groups working to achieve racial equity. It offers tools, research, tips, curricula, and ideas for people who want to increase their understanding and to help those working for racial justice at every level – in systems, organizations, communities, and the culture at large.

PA Diversity Council

PADC serves as the premier resource for diversity best practices and leadership development in the state of Pennsylvania.