2021 - Implementation Coach Upstream USA Employee Review

Thank you for your feedback. We are incredibly proud of the benefits we offer and the passionate trailblazers support our mission. We appreciate your feedback about our Equity, Diversity and Inclusion (EDI) efforts. Having feedback mechanisms to help the organization improve is essential, and we’ve implemented several channels for team members to have their voices heard. First, we have established an EDI Portal on our Intranet to promote transparency on EDI commitments, which includes our EDI Strategic Roadmap from January 2023 through July 2024. The EDI Portal includes MyVoice, which is an inclusion channel for Upstreamers to submit their questions, recommendations, positive affirmations, complaints, and constructive feedback to the organization on EDI topics, in addition to general ideas and broader feedback they may have for Upstream. We believe in promoting psychological safety and are genuine in leveraging feedback in order to spark action and enhance the Upstreamer experience. Accordingly, through MyVoice, we also provide the ability to provide feedback both anonymously and non-anonymously. This includes reporting complaints both anonymously and non-anonymously on equal employment opportunity, conflict of interest, confidential or proprietary information, accounting controls and procedures, violations of code of conduct and ethics, discrimination and harassment. Upstream has also launched the Culture Council in 2022, and the council will be entering its second round with a refreshed cohort in 2023. The Culture Council has collaborated with organizational functions and consultants in order to craft the EDI Strategic Roadmap we are currently implementing in addition to the OneUpstream Philosophy Awards, Risk Mitigation, and Operating Principle Initiative projects. The Council will assist Upstream in 2023 to review and establish organizational meeting reduction efforts, support recognition opportunities, enable operating principles and core values, and operationalize supports for the EDI Strategic Roadmap. We also periodically tap into our council to allow Upstreamer perspectives across career stages, departments, and identities to weigh in on policies and processes as we craft and fine-tune them. The Council works to represent the Upstream workforce and elevate their perspective to improve the workplace culture in our organization. In the second half of 2023, we will also convene communities of belonging or affinity groups, which will serve to promote greater transparency and accountability, in addition to promoting a culture of feedback and psychological safety as we accelerate towards belonging in the coming years.