Inside OCC's DEI Strategy

When it comes to hiring underrepresented talent, we’re implementing inclusive practices to help improve representation at OCC.

These include OCC’s Internship Program – in which we recruit interns from our partner organizations, The Greenwood Project and Chicago Scholars — as well as a referral bonus program for OCC employees who refer underrepresented talent. We believe our efforts will improve equitable hiring and expand our talent pipeline to help yield results.

In 2022, we evolved our program to focus on Community Impact, seeking to foster long-term relationships in the communities where we live and work that will increase both access to education and employment opportunities for marginalized and disinvested communities.

OCC’s giving strategy includes making grants to communities in need and matching colleague donations to selected nonprofits 1:1.

Through learning opportunities, such as OCC’s Inclusive Leadership Development Program, we seek to develop colleagues’ understanding of how to be culturally responsive, to mitigate bias in the workplace, and to elevate understanding of how to be an upstander and ally to historically marginalized communities.

OCC is committed to creating connections among colleagues, elevating the ways in which we embrace DEI and nurturing a culture of belonging.

Our culture is always evolving. As it does, we strive to be thoughtful in the ways we nurture connections among colleagues and create an environment in which everyone can thrive.

Our offerings include programs like our Employee Network Groups (ENGs) that help build a sense of belonging, create a space for allyship, and advance efforts to achieve equity.