Advancing inclusivity for all employees

Held in June annually, Pride Month is dedicated to the celebration and commemoration of LGBTQ+ pride and recognition of the issues faced by those in the LGBTQ+ community.

Teleflex continues to put emphasis on the importance of Pride Month and the organization’s ongoing support for Diversity Equity & Inclusion. Through its PRISM Employee Resource Group (ERG), Teleflex reaffirms its commitment to its Core Values which places people at the center of everything and to ensuring employees always have a safe workplace where they can be their true, authentic selves.

In honor of Pride Month, we recently sat down with Amanda Guido, R&D Engineering Lead, Sustaining and co-lead for Teleflex’s PRISM ERG to discuss how Teleflex continues to drive forward its commitment to Diversity Equity & Inclusion.

Teleflex: In your time as a PRISM lead, how has DEI progressed both at an employee level and a company level?

Amanda:  I have been working with the PRISM ERG since 2020 and over the past four years I have seen DEI progress at Teleflex in a number of ways. For starters, ERGs were localized to the Morrisville, NC site. Over the past four years, there has been the creation of a Global DEI council with representatives from various regions. Because of the awareness brought on by the council and the interest generated globally among employees, the  ERGs have grown. They now have a much wider reach, they continue to grow in membership and are fully integrated into the Global DEI Council and their initiatives.  

Teleflex has also invested resources into DEI. There has been a noticeable increase in DEI training sessions and workshops. Employees are more aware of unconscious biases and the importance of an inclusive work environment. These trainings begin at the new hire level and continue through manager level workshops demonstrating a commitment to inclusivity.

At a company level, policies continue to be updated to support a more inclusive environment, to align with the Teleflex code of ethics and there is a strong emphasis on creating a culture of belonging, where diverse perspectives are valued and celebrated. The company has formed partnerships with external organizations to support broader DEI efforts within the industry and community. Engagement in community programs and initiatives that promote diversity and inclusion has increased, reflecting a commitment to DEI beyond the workplace.

Teleflex: What are some of the most impactful projects you have had a chance to work on related to PRISM and DEI?

Amamda: One of the most impactful projects I've had the opportunity to work on as part of the PRISM ERG and our broader DEI initiatives is the creation of inclusive restroom facilities at the Morrisville, NC (USA) location and the compilation of a comprehensive list of inclusive facilities across our US sites. This project was critical in ensuring that all employees, regardless of gender identity, feel comfortable and respected in our workplace. By providing inclusive restrooms, we have created a more welcoming and safe environment for employees of all gender identities.  This is a small but significant change which has a profound impact on daily work experience. Additionally, it shows that we are not only willing to talk about inclusivity but are also taking concrete steps to ensure it in our physical spaces here at Teleflex.

Additionally, the PRISM ERG leads have had the significant opportunity to spearhead the Human Rights Campaign (HRC) Corporate Equality Index (CEI) survey submission for the 2023-2024 year. This project stands out as the most impactful I have worked on in the DEI space. It has empowered us, members of the LGBTQ+ community, to effect meaningful changes that extend beyond improving workplace culture; it has allowed us to embed inclusivity and equity into the very policies that govern our day-to-day operations. This comprehensive project has been a cornerstone of our DEI efforts, providing a unique platform for the PRISM ERG to collaborate extensively with various cross-functional teams within the organization. By striving to align our practices with the high standards set by the HRC CEI, we are creating a more inclusive and supportive environment for all employees.

Teleflex: How do you recommend others get involved in DEI within Teleflex and external to the company to ensure programs continue to progress?

Amanda:  To get involved in DEI at Teleflex, employees can join, or form, Employee Resource Groups, participate in DEI training, advocate for policy changes, engage in DEI committees, and mentor colleagues from underrepresented groups. ERGs can also promote and organize workshops and seminars that provide external training on DEI, helping employees gain broader perspectives and advanced skills. 

Externally, individuals can join professional DEI organizations, volunteer with local community groups, raise awareness about DEI issues, pursue further education on DEI topics, and support legislation that promotes diversity and inclusion. These actions help ensure that DEI programs continue to progress both within the company and in the broader community. By actively participating in these initiatives, individuals contribute to creating inclusive environments where everyone can thrive.