After going through diversity training with the management team, Table XI reviewed objectives and ideas with our internal DEI team to create a roadmap of actions we could implement internally to promote and support diversity.

1. Table XI DEIB Roadmap 2020

2. Table of Contents
1. Recommended Timeline
2. Short-Term DEIB Initiatives
3. Mid-Term DEIB Initiatives
4. Long-Term DEIB Initiatives
5. Appendix
2

3. Proposed Roadmap

4. 4
Recommended Timeline
1/6/20 Week of
1/13
February
6th
First/
Second
Week of
February
Last Two
Weeks of
February

5. 5
Recommended Timeline (Cont.)
Late
February
March March -
April
April –
June
April –
June

6. 6
Recommended Timeline (Cont.)
May September October October –
December
June –
December

7. 0-3 Months

8. 8
Add an Inclusion Survey to Culture
Assessment
▪ Timing: 2-4 weeks
▪ Owners: Ethos
▪ Supporters: Kara, Alyssa, Lloyd, Alicia, Ellen, Rolf, and DEIB team
▪ What It Is: The Inclusion Survey will be part of an overall Culture Survey Ethos conducts to ask our people about their
experiences relative to inclusion and belonging at TableXI so that they can inform the initiatives we have planned for this
year.
▪ What It Does: Gives all our people a voice on inclusion and the ability to make suggestions and requests relative to the
initiatives we have mapped out. This will allow us to not only hear from them, but to follow through on their feedback
because we will have able to actionably integrate it into planned initiatives.
▪ Why It Matters to DEIB: Inclusion Surveys create opportunities for everyone to discuss their individual experiences and
engage with DEIB while also providing crucial information about DEIB to the folks who can make tangible changes.
See next slide for “How It Works.”

9. 9
Add an Inclusion Survey to Culture
Assessment (Cont.)
▪ How It Works at TableXI
• Ethos will design an Inclusion Survey component of the Culture Survey with 3-5 questions
- Make sure at least one question asks about what “implicit” information needs to be made explicit
- Offers an anonymous option and allows folks to self-disclose their identity to allow for further communication
• Ethos will share the Inclusion portion questions with the DEIB team for feedback and incorporate their comments
• Launch the Survey to the full company and promise to report out on the results
• Analyze the data and create a summary report for employees
• The DEIB team will incorporate key findings (if applicable) into DEIB Vision Statement

10. 10
Create Transparency in Continuing
Education – Pilot
▪ Timing: 2-4 Weeks (Depending on results of budget assessment)
▪ Owner: Ellen
▪ Supporters: Kelly, Rolf, Alicia, and Claire
▪ What It Is: This is part of a bigger push to “make stuff explicit” by taking an existing system that is opaque – continuing
education/conferences/workshops/classes – and clarifying what employees are eligible for ($XXX per year), how to take
advantage of the benefit, and what TableXI plans to offer them. It is a blueprint for making other processes/benefits explicit
in the future.
▪ What It Does: Gives everyone equal access to opportunity that impacts their growth and advancement through clarity and
transparency and establishes a process for making other processes and practices transparent in the future.
▪ Why It Matters to DEIB: Equity is operationalizing equal access. By offering education opportunities and making it easy for
everyone to engage – not just some who are willing to ask individually – there truly is shared opportunity across the company.
See next slide for “How It Works.”

11. 11
Create Transparency in Continuing
Education – Pilot (Cont.)
How It Works at Table XI
• Review the existing policies in place and make amendments based on budget allocation per person per year
• Update the training request process, lay out steps internally, and discuss both digitally and in person
- Clarify tuition reimbursement process
- Add clear examples of conferences, training requests, tuition reimbursements, books, and any other types of
knowledge acquisition resources TableXI employees can access in order to do their work
- Set up regular reminders to request training on a quarterly basis
• Update the overall training plan and publish on internal platforms/ Slack and make announcements at internal meetings
• Incorporate relevant insights from the Inclusion Survey into the updated process
Evolution Ideas:
▪ Write up process clearly. Note that a sales and marketing effort would be handled separately, and as we evolve the
understanding of influence/thought leadership, there will be more communications. If you apply to conferences early, or
are a presenter, costs will be lower. This is $1,000 per year, use or lose. We may choose to increase year over year if usage
is low the previous year. Include info about Abacus?
▪ Add to onboarding, both to mention and in drip campaign.
▪ Dashboard link out.
▪ Review tuition reimbursement policy currently in the handbook to consider against this. Continuing education should be
added.

12. 3-6 Months

13. 13
Provide Input around
Management/Organization Structure and
Initiatives
▪ Timing: 4-6 Months (May be nearer term depending on development of the Demand + Delivery and Accountability Rocks)
▪ Owner: Rolf
▪ Supporters: Alicia, Ellen, Lloyd, Kara, Alyssa with engagement from other DEIB team members as needed
▪ What It Is: Leadership initiatives and structures will be brought to DEIB team members, using the DEIB Vision Statement as a
guide. This will give DEIB team members the opportunity to be present and actively contribute feedback and ideas that allow
for underrepresented groups/marginalized groups to advance, either in management or through better support from their
own leaders.
▪ What It Does: Ensures that when decisions are made about management and how people grow at TableXI, leaders are held
accountable to thinking about underrepresented groups, especially by changing the composition of who is in the room. The
measure of success of this initiative is that when decisions are made around management/organization structure and
initiatives, DEIB questions are consistently asked.
▪ Why It Matters to DEIB: Tech Leavers are predominantly women and people of color who leave the industry permanently
because they see no opportunities to move and advance.
See next slide for “How It Works.”

14. 14
Provide Input around
Management/Organization Structure
and Initiatives (Cont.)
▪ How It Works at TableXI
• DEIB team members work with Rolf and Claire (and others as desired/needed) to identify examples and patterns for
when they should be included in these discussions
- Much of this component will develop as more concrete decisions are made with the Demand + Delivery and
Accountability Rocks
• DEIB team members will be invited to participate in monthly meetings to help inform management/organization
structure decisions based on commitment, bandwidth, expertise, and interest
• These members provide feedback on the planning, developing, and execution of management/organization structure
and initiatives, and actively participate as desired/needed
• When the new structures and standards are rolled out, DEIB members informally collect feedback, including their own,
and share with leaders

15. 6-12 Months

16. 16
Improve Recruiting and Retention for
Junior Candidates
▪ Timing: 8-12 months starting in Q3
▪ Co-Owners: Alicia, Ellen, Liz
▪ Supporters: Alyssa, Kara, and Claire
▪ What It Is: This initiative involves developing a clearly defined and documented plan to bring more junior employees into
TableXI – potentially by relaunching the Apprenticeship Program in 2021 – and retain them through refinements to the
onboarding process and their participation in professional development opportunities.
▪ What It Does: Outlines a vision for how junior employees can be integrated into TableXI from the beginning of the hiring
cycle through their onboarding and professional development experiences.
▪ Why It Matters to DEIB: Currently, there are limited opportunities for junior employees to join TableXI because of skills gaps
and client needs, meaning they are less represented. Similarly, the next generation of talent is more diverse, meaning that
improving general representation will happen at the earlier career levels.
See next slide for “How It Works.”

17. 17
Improve Recruiting and Retention for
Junior Candidates (Cont.)
▪ How It Works at TableXI
• Set a recurring meeting for initiative owners to discuss recruiting and retention strategies for junior candidates
- Retool job descriptions to appeal to junior candidates
- Reach out to junior employees for feedback on what would make onboarding and integration into the firm easier
- Clearly determine resources available to develop junior talent
- Discuss and develop process changes to make running the Apprenticeship Program easier
• Prepare to relaunch the Apprenticeship Program in 2021
- Discuss the program through content marketing channels/ engines
- Identify leaders who will commit to supporting apprentices
• Partner with community organizations to source talent for apprenticeship programs
• Bring on new apprentices and junior employees, focusing on this from Q3 2020 onward
• Make refinements to the onboarding process to accommodate their needs based on the recurring meeting discussions

18. 18
Formalize DEIB Education
▪ Timing: 12 Months
▪ Co-Owners: Lloyd and Kara
▪ Supporters: Gilad, DEIB team, Onboarding Team
▪ What It Is: A streamlined and intentional approach to ongoing DEIB education that ensures each employee has the same
access to information and training regardless of tenure, level, or location.
▪ What It Does: The goal is to ensure all employees are speaking the same language and have the same level of DEIB
understanding. This initiative accounts for new employees who didn’t previously have access to the educational opportunities
offered to existing employees by providing them access again and distributed employees who are not physically in the office
and need offerings that accommodate them in remote locations.
▪ Why It Matters to DEIB: Since this initiative would be owned by the DEIB Committee, it not only gives employees the DEIB
tools necessary to practice the skills Table XI is trying to promote, it also gives employees at all levels leadership
opportunity, promoting further advancement (and equity) opportunity.
See next slide for “How It Works.”

19. 19
Formalize DEIB Education (Cont.)
▪ How It Works at TableXI
• DEIB team members will identify partners who can create a curriculum plan for DEIB at TableXI who will be able to:
- Collaborate with DEIB members already working on L&Ls
- Incorporate existing training and materials into the curriculum plan
- Make suggestions for education outside of trainings such as as videos, books, and other resources
- Make suggestions for how to incorporate external community members into learnings
- Design training
- Consistently collaborate with DEIB team members on supporting modules
• DEIB team members will oversee the curriculum development process once choosing a partner and communicate to the
the rest of the company
• DEIB team members will:
- Integrate baseline DEIB training into the onboarding experience
- Conduct regular “refresh” classes employees can sign up for that may have taken place before they started,
when they were out, or that they just want to reconnect with again
- Publish all trainings internally – decks, recordings, and worksheet materials

20. Appendix
Resources from Our Planning Process

21. 21
Visioning and Meeting Materials
▪ DEIB Workshop for Leadership
• Workshop Agenda
• DEIB Initiatives Brainstorm
▪ DEIB Roadmap Planning Meeting #1
• Meeting Agenda
• R2P2 Worksheet
▪ DEIB Roadmap Planning Meeting #2
• Top Voted R2P2 Initiatives (Pre-Meeting)
• Top Voted R2P2 Initiatives Part #1 (End of Meeting)
• Top Voted R2P2 Initiatives Part #2 (End of Meeting)

22. 22
Resources
▪ The Path from Exclusive Club to Inclusive Organization (Champions &
Pioneers Model)
▪ How to Overcome Our Biases? Walk Boldly Towards Them (Video)
▪ Blindspot (Book)