b'GOAL 5: LEADERSHIP ACCOUNTABLILITY Demonstrate full engagement, support, and action forcontinuous commitment to ensuring a diverse and inclusive organization.The leadership team is charged with the responsibility of providing continuous leadership and staff development through self-awareness, educational opportunities, open communication, coaching, competency development, goal setting and ongoing support of D&I goals.5a. Establish Management Practice Standards 1) Respect for the Individual: We recognize and value the contributions of every staff member at Riverside.2) Create a community that celebrates diversity: Events, communication, and acknowledgment of the many dimensions of diversity across Riverside.5b. Required participation in Leadership Development and participation in Learning Programs5c.Identify D&I Management CompetenciesEstablish standards for all managers and leaders5d.Manager/Employee Relations: Set clear expectations for behavior and performance modification for all levels 1) More frequent performance check-ins at all levels aligned to annual reviews2) Identify acceptable/unacceptable behavior in the organization5e.Goal Setting: Formalization of a requirement for division leaders to include diversity and inclusion initiatives as part of the goal setting process and performance review1) A formal mechanism will be developed for division leaders to include diversity and inclusion into the goal setting and performance appraisal process5f.Communication: Expand the communication of diversity initiatives beyond blogs/emails through a formal and comprehensive diversity communications plan, inclusive of a stronger social media presence, videos, recruitment collateral, course descriptions, etc.5g. Annual Diversity Summit for full leadership team17'