This year, Constellation’s Diversity, Equity, and Inclusion (DEI) team and the Inclusion Council partnered to execute our inaugural Global Inclusion Summit. The week-long event featured global Constellation Brands team members and DEI experts who came together and provided the awareness, education, and tools needed to champion the diversity in background and thought that reflects our diverse workforce and the consumers we serve.

During the first day of the event, we provided our team members with an overview of our DEI journey, shared a global video that highlighted how our team members throughout the globe are executing our DEI strategy, and unveiled Constellation Brand’s global DEI strategy. The day concluded with the announcement of our Global DEI Award, which will be presented later next year, and team members were encouraged to activate everyday inclusion through their participation in the week-long event.

The events continued throughout the week by hosting DEI experts LaTonya Wilkins and Dr. Arin Reeves who explored the skill sets involved in creating a culture of belonging and cultivating psychologically safe spaces to drive team performance through individual expression, excellence, and well-being.

To make the events of the Summit truly inclusive, we leveraged newly available technology to provide closed captioning in multiple languages. While all content was presented in English, participants connected virtually and were able to select their preferred language to view live translations.

We connected with Lori Jung, Director, Human Resources; Maggie Romanovich, Director of Learning and Enablement, Wine & Spirits; and Misael Trujillo, Internal Communications Manager, for their key takeaways and plans to activate everyday inclusion.

What was your biggest takeaway from the Global Inclusion Summit? Did any event stand out to you?

Lori: Knowing this was our very first Global Inclusion Summit, I’m extremely appreciative of the efforts of our DE&I Team and Inclusion Committee to bring this to life for our organization. The biggest takeaway for me is that there isn’t one team or committee that is responsible for activating everyday inclusion. We all have the ability and responsibility to act on this in the way we treat others, in the opportunity of seeking to understand, and in how we show up for one another in our roles and in the communities, we serve and represent. When LaTonya Wilkins presented her work, she gave us the tools to rethink what it means to create a sense of belonging and that at the end of the day, being able to thrive comes from the ability to allow all to be visible, feel included, heard, and considered.

Maggie: My key takeaway from the Global Inclusion Summit is the importance of activating everyday inclusion. The organization is setting us up to be successful through its DEI efforts, but it's up to all of us to take action and do the work. The sessions that we set up are designed to give us the tools to take that first step. So, let's do it!

Misael: All the programming was eye-opening in a clear and straightforward way. As I recently moved to a new role, the concept of belonging resounded with me. It’s a powerful and seemingly simple concept, and I have thought deeply on its meaning and how I felt rooted - or not - in past stages of work and life.

Why do you think it’s important to foster a diverse and inclusive workplace environment?

Lori: It’s important to foster a diverse and inclusive workplace environment because when employees feel that their thoughts and perspectives are seen, heard, and valued, it unlocks greater engagement and an opportunity to allow innovation to thrive because of diverse ideas. Ultimately, it’s how we retain the greatest asset we have, which is our people.

Maggie: When people bring their full selves to work, they contribute not just to their job, but to our culture. It creates this virtuous cycle that inspires greater authenticity and more contribution. If we can feel safe and bring up issues, or talk about difficult things, it frees up space for us to get creative, take high-reward, well-calculated risks, and meet and exceed our business goals.

Misael: Each one of us contributes individually to the overall performance and culture of the workplace. When we don’t bring the best of ourselves to work, the company is missing so much, and so are we by not performing at our fullest. Being ourselves fully equals well-being at work and beyond.

How do you feel you can make a difference in everyday inclusion within CBI and your community?

Lori: Everyday inclusion can start anywhere. For example, our team came together to have a watch party for Day 2 of the Global Inclusion Summit, so that we could be present together and have an active discussion on key takeaways and overall reactions to the content presented. At the end of the day, inclusion is about being cognizant and mindful that the contributions, perspectives, and presence of those around us are truly valued. I feel like I can make a difference within CBI and my community through greater empathy, more curiosity, and actively creating a safe space for colleagues to share their most authentic selves.

Maggie: I feel like I can contribute to everyday inclusion by making a space where people can be themselves: talk about what they care about, ask them questions, find out what drives them, and how they pursue their passions. I always say there are no strangers, just friends you haven't met yet. If I can be a welcoming person for new employees or employees who are already here, connect them, and help them bring new ideas to the business – I think that's a win-win.

Misael: I can contribute each day by actively listening to other employees and neighbors. Truly listening and caring for others builds a strong community where everybody can thrive.