"Faith in Christ Jesus is what makes each of you equal with each other, whether you are a Jew or a Greek, a slave or a free person, a man or a woman." Galatians 3:28, CEV

CEO Message:

Royal Heirs, Inc. is striving to create an inclusive environment where everyone feels valued and respected because of their difference – a place where every employee can be themselves so they can reach their potential and help us achieve our business goals.

We want our business to be innovative and productive so we can deliver the best products and services to our customers and we need diversity to help us achieve this. The more we collaborate and value difference the closer we get to living in a truly inclusive community.

This diversity and inclusion strategy provides us with a road map to create an inclusive workplace. To help us achieve this, we need the commitment of every employee to understand what we are trying to achieve, to work together, and be open to change. This strategy is everyone’s responsibility and I encourage you to get involved.

Vision:

To have a respectful and supportive environment that enables us to attract and retain a diverse workforce that represents our customers and community.

Purpose:

This strategy is a two-year plan to help us achieve our business and people goals. It provides a shared direction and commitment for the organization so we can work together to respect and value our diverse workforce and build a more inclusive workplace.

It comprises three key goals and identifies the priorities and actions we will take over the next two years. It outlines the key roles and responsibilities and how we will track progress and measure success.

Goals:

1. Diversity – recruit from a diverse, qualified group of candidates to increase the diversity of thinking and perspective

2. Inclusion – foster a culture that encourages collaboration, flexibility, and fairness to enable all employees to contribute to their potential and increase retention

3. Sustainability and accountability – identify and breakdown systemic barriers to full inclusion by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results