As Indiana’s largest public transportation provider, IndyGo is committed to creating a more inclusive and equitable workplace. Leveraging Business Equity for Indy’s (BEI) Workforce Pilot, IndyGo has executed a new diversity, equity, and inclusion (DEI) strategy designed to foster a culture of belonging for its employees. This initiative, named IndyGo DRIVE, was spearheaded by Lloyd Daley-Graham, IndyGo’s Culture and Inclusion Manager.
“When I joined IndyGo as the Diversity and Inclusion and Workforce Development Manager in May 2021, I focused on understanding how we could build a stronger sense of belonging within our workforce,” Daley-Graham recalls. “IndyGo had already been engaging in several commendable DEI initiatives, but there wasn’t a unified strategy to assess progress or create a cohesive plan tailored to our specific needs. This is where IndyGo DRIVE came into play, a strategy that was developed through employee engagement, focus groups, and data from a climate survey.”
IndyGo’s involvement with the BEI Workforce Pilot allowed the organization to integrate best practices from peer companies and local experts, refining their approach to ensure DEI efforts were not only robust but sustainable. IndyGo DRIVE’s mission revolves around three strategic pillars:
Education and Development: IndyGo leverages the insights gained from the Workforce Pilot to equip employees with DEI knowledge, professional development opportunities, and skills that promote a sense of belonging within the organization and the broader Indianapolis community.
Recruitment, Hiring, and Retention: With guidance from the Workforce Pilot, IndyGo has implemented equitable recruitment and employee-centered retention practices, aiming to create a more diverse and fulfilled workforce. Intentional recruitment strategies now focus on historically underrepresented groups, aligning with the broader objectives of the BEI Workforce Pilot to increase workplace diversity in the Indianapolis region.
Access, Advocacy, and Assessment: IndyGo DRIVE emphasizes accessibility and continuous evaluation, ensuring that the organization remains adaptable to evolving DEI needs. Through the Pilot, IndyGo gained access to data-driven tools to better assess progress toward creating a more inclusive environment.
By participating in the BEI Workforce Pilot, IndyGo has positioned itself as a model for how organizations can systematically build a culture of inclusion. The ten-person steering committee and the three pillar committees, each composed of cross-departmental IndyGo employees, work collaboratively to address 57 actionable goals over three years. This ambitious plan demonstrates IndyGo’s commitment to creating a workplace where every employee feels supported and valued.
The impact of this initiative is significant. According to Daley-Graham, future benefits of IndyGo DRIVE range from improved employee wellness and mental health to tangible DEI advancements like mentorship programs, policy audits, and the establishment of employee resource groups. These programs are designed to promote a more equitable workplace, reduce turnover, and improve employee satisfaction and productivity—key goals of the BEI Workforce Pilot.
“DRIVE strives to create a fulfilled workforce that is better equipped to serve the Indianapolis community,” says Daley-Graham. “When you foster a sense of belonging within an organization, the positive effects are undeniable.”
IndyGo’s partnership with the BEI Workforce Pilot has proven instrumental in the development of a strategic DEI framework that aligns with both the company’s mission and the broader needs of the Indianapolis workforce. Corporate leaders looking to drive meaningful DEI progress can look to IndyGo’s success as an example of how intentional, data-driven strategies can create lasting change and build a stronger, more inclusive workforce.
