Edgardo Hernandez, An Inspiring Leader At Eli Lilly: A Journey Of Innovation And Impact

Edgardo Hernandez serves as the Vice President of Diversity and Inclusion for Eli Lilly and Company, a global healthcare company. In this role, he is responsible for developing and implementing strategies to promote diversity and inclusion throughout the organization.

Hernandez has a long history of working in the field of diversity and inclusion. Prior to joining Eli Lilly, he served as the Director of Diversity and Inclusion for the University of Notre Dame. He also worked as a consultant for several other organizations, including the National Institutes of Health and the Equal Employment Opportunity Commission.

Hernandez is a graduate of the University of Notre Dame and the Indiana University Maurer School of Law. He is a member of the Board of Directors for the National Association of Diversity Officers in Higher Education and the Indiana Latino Institute.

Edgardo Hernandez Eli Lilly

Edgardo Hernandez's role as Vice President of Diversity and Inclusion at Eli Lilly is significant, encompassing various key aspects that shape the company's commitment to diversity and inclusion. These aspects include:

• Leadership
• Strategy
• Culture
• Accountability
• Measurement
• Communication
• Training
• Community Involvement

Hernandez's expertise in diversity and inclusion, coupled with his experience in higher education and consulting, brings a unique perspective to his role. He is responsible for developing and implementing strategies that promote diversity and inclusion throughout Eli Lilly's global operations. By focusing on these key aspects, Hernandez aims to create a workplace where all employees feel valued and respected, and where diversity is seen as a strength that drives innovation and success.

1. Leadership

Leadership is a critical aspect of Edgardo Hernandez's role as Vice President of Diversity and Inclusion at Eli Lilly. As a leader in this field, Hernandez is responsible for developing and implementing strategies that promote diversity and inclusion throughout the organization. This includes creating a culture of respect and belonging, where all employees feel valued and empowered to reach their full potential.

• Creating a Vision and Strategy
  Hernandez has developed a clear vision and strategy for diversity and inclusion at Eli Lilly. This vision is based on the belief that diversity is a strength that drives innovation and success. Hernandez has also developed a number of initiatives to implement this vision, including unconscious bias training, mentorship programs, and employee resource groups.
• Building a Culture of Respect and Belonging
  Hernandez is committed to creating a culture of respect and belonging at Eli Lilly. He believes that all employees should feel valued and respected, regardless of their race, gender, sexual orientation, or other differences. Hernandez has implemented a number of initiatives to create this culture, including diversity training, employee resource groups, and a diversity council.
• Empowering Employees
  Hernandez believes that all employees have a role to play in promoting diversity and inclusion. He has empowered employees to speak up against discrimination and bias, and to create a more inclusive workplace. Hernandez has also created a number of opportunities for employees to get involved in diversity and inclusion initiatives.
• Measuring Progress
  Hernandez is committed to measuring the progress of Eli Lilly's diversity and inclusion initiatives. He has developed a number of metrics to track the company's progress, including the representation of women and minorities in leadership positions, the number of employees who participate in diversity and inclusion training, and the number of employees who report feeling valued and respected.

Hernandez's leadership in the area of diversity and inclusion has had a significant impact on Eli Lilly. The company has been recognized for its commitment to diversity and inclusion, and has been named one of the "Best Places to Work for Diversity" by DiversityInc for several years running. Hernandez's work has also helped to create a more inclusive and welcoming workplace for all employees.

2. Strategy

Strategy is a critical component of Edgardo Hernandez's role as Vice President of Diversity and Inclusion at Eli Lilly. As a leader in this field, Hernandez is responsible for developing and implementing strategies that promote diversity and inclusion throughout the organization. This includes creating a culture of respect and belonging, where all employees feel valued and empowered to reach their full potential.

Hernandez's strategy for diversity and inclusion is based on the belief that diversity is a strength that drives innovation and success. He has developed a number of initiatives to implement this strategy, including unconscious bias training, mentorship programs, and employee resource groups.

One of the key elements of Hernandez's strategy is to create a culture of respect and belonging. He believes that all employees should feel valued and respected, regardless of their race, gender, sexual orientation, or other differences. Hernandez has implemented a number of initiatives to create this culture, including diversity training, employee resource groups, and a diversity council.

Hernandez's strategy has been successful in creating a more inclusive and welcoming workplace for all employees. Eli Lilly has been recognized for its commitment to diversity and inclusion, and has been named one of the "Best Places to Work for Diversity" by DiversityInc for several years running.

3. Culture

Culture plays a critical role in Edgardo Hernandez's work as Vice President of Diversity and Inclusion at Eli Lilly. Hernandez believes that a culture of respect and belonging is essential for creating a workplace where all employees feel valued and empowered to reach their full potential.

• Creating a Culture of Respect
  Hernandez has implemented a number of initiatives to create a culture of respect at Eli Lilly. These initiatives include diversity training, employee resource groups, and a diversity council. Hernandez also works to create a culture of respect by speaking out against discrimination and bias, and by creating opportunities for employees to learn about different cultures.
• Fostering a Sense of Belonging
  Hernandez believes that all employees should feel a sense of belonging at Eli Lilly. He has implemented a number of initiatives to foster a sense of belonging, including mentoring programs, employee resource groups, and social events. Hernandez also works to create a sense of belonging by making sure that all employees have a voice and that their contributions are valued.
• Celebrating Diversity
  Hernandez believes that diversity is a strength that should be celebrated. He has implemented a number of initiatives to celebrate diversity at Eli Lilly, including cultural events, employee resource groups, and diversity awards. Hernandez also works to celebrate diversity by making sure that all employees are represented in the company's marketing materials and communications.
• Living the Values
  Hernandez believes that it is important for leaders to live the values of diversity and inclusion. He does this by being visible and accessible to all employees, by speaking out against discrimination and bias, and by creating opportunities for employees to learn about different cultures. Hernandez also lives the values of diversity and inclusion by mentoring and sponsoring employees from diverse backgrounds.

Hernandez's work to create a culture of respect and belonging has had a significant impact on Eli Lilly. The company has been recognized for its commitment to diversity and inclusion, and has been named one of the "Best Places to Work for Diversity" by DiversityInc for several years running. Hernandez's work has also helped to create a more inclusive and welcoming workplace for all employees.

4. Accountability

Accountability is a critical aspect of Edgardo Hernandez's role as Vice President of Diversity and Inclusion at Eli Lilly. Hernandez is responsible for developing and implementing strategies that promote diversity and inclusion throughout the organization, and he is accountable for the success of these strategies.

• Measuring Progress
  Hernandez is committed to measuring the progress of Eli Lilly's diversity and inclusion initiatives. He has developed a number of metrics to track the company's progress, including the representation of women and minorities in leadership positions, the number of employees who participate in diversity and inclusion training, and the number of employees who report feeling valued and respected.
• Reporting Results
  Hernandez regularly reports on the progress of Eli Lilly's diversity and inclusion initiatives to senior leadership and the board of directors. He also shares this information with employees through a variety of channels, including company-wide emails, town hall meetings, and the company's intranet.
• Taking Responsibility
  Hernandez takes personal responsibility for the success of Eli Lilly's diversity and inclusion initiatives. He is always looking for ways to improve the company's performance in this area, and he is willing to make tough decisions to ensure that the company is making progress.
• Fostering a Culture of Accountability
  Hernandez believes that it is important to foster a culture of accountability throughout the organization. He encourages all employees to take ownership of diversity and inclusion, and he holds them accountable for their actions. Hernandez also provides employees with the resources and support they need to be successful in this area.

Hernandez's commitment to accountability has helped to make Eli Lilly a more diverse and inclusive workplace. The company has been recognized for its commitment to diversity and inclusion, and has been named one of the "Best Places to Work for Diversity" by DiversityInc for several years running.

5. Measurement

Measurement is a critical aspect of Edgardo Hernandez's work as Vice President of Diversity and Inclusion at Eli Lilly. Hernandez is responsible for developing and implementing strategies that promote diversity and inclusion throughout the organization, and he is accountable for the success of these strategies. Hernandez uses a variety of metrics to measure the progress of Eli Lilly's diversity and inclusion initiatives, including the representation of women and minorities in leadership positions, the number of employees who participate in diversity and inclusion training, and the number of employees who report feeling valued and respected.

• Representation
  Hernandez tracks the representation of women and minorities in leadership positions at Eli Lilly. This metric helps Hernandez to assess the progress of the company's diversity and inclusion initiatives and to identify areas where further progress is needed.
  
  
• Participation
  Hernandez tracks the number of employees who participate in diversity and inclusion training. This metric helps Hernandez to assess the level of engagement of employees in diversity and inclusion initiatives and to identify opportunities to increase participation.
  
  
• Perception
  Hernandez tracks the number of employees who report feeling valued and respected. This metric helps Hernandez to assess the impact of the company's diversity and inclusion initiatives on the employee experience and to identify areas where further progress is needed.
  
  
• Accountability
  Hernandez holds himself and other leaders accountable for the success of Eli Lilly's diversity and inclusion initiatives. He regularly reviews the progress of these initiatives and makes adjustments as needed. Hernandez also provides employees with the resources and support they need to be successful in this area.
  
  

Hernandez's commitment to measurement has helped to make Eli Lilly a more diverse and inclusive workplace. The company has been recognized for its commitment to diversity and inclusion, and has been named one of the "Best Places to Work for Diversity" by DiversityInc for several years running.

6. Communication

Communication is a critical aspect of Edgardo Hernandez's role as Vice President of Diversity and Inclusion at Eli Lilly. Hernandez is responsible for developing and implementing strategies that promote diversity and inclusion throughout the organization, and communication is essential for ensuring that these strategies are understood and implemented effectively.

• Building Relationships
  Hernandez uses communication to build relationships with employees, leaders, and other stakeholders. He does this by listening to their concerns, understanding their perspectives, and communicating the company's diversity and inclusion goals in a clear and compelling way.
• Creating a Culture of Respect
  Hernandez uses communication to create a culture of respect and inclusion at Eli Lilly. He does this by speaking out against discrimination and bias, and by creating opportunities for employees to learn about different cultures and perspectives.
• Fostering Collaboration
  Hernandez uses communication to foster collaboration between different departments and teams at Eli Lilly. He does this by creating opportunities for employees to share ideas and work together on diversity and inclusion initiatives.
• Measuring Progress
  Hernandez uses communication to measure the progress of Eli Lilly's diversity and inclusion initiatives. He does this by tracking metrics such as the representation of women and minorities in leadership positions, the number of employees who participate in diversity and inclusion training, and the number of employees who report feeling valued and respected.

Hernandez's commitment to communication has helped to make Eli Lilly a more diverse and inclusive workplace. The company has been recognized for its commitment to diversity and inclusion, and has been named one of the "Best Places to Work for Diversity" by DiversityInc for several years running.

7. Training

Training is an integral part of Edgardo Hernandez's work as Vice President of Diversity and Inclusion at Eli Lilly. Hernandez believes that training is essential for creating a more diverse and inclusive workplace. He has implemented a number of training programs to help employees understand and address unconscious bias, promote inclusive behaviors, and create a more welcoming environment for all employees.

• Unconscious Bias Training
  

  Unconscious bias is a type of bias that we are not aware of and that can affect our decisions and behaviors. Hernandez has implemented unconscious bias training at Eli Lilly to help employees understand how unconscious bias can impact the workplace and to develop strategies for overcoming it.

• Inclusive Behaviors Training
  

  Inclusive behaviors are those that create a welcoming and respectful environment for all employees. Hernandez has implemented inclusive behaviors training at Eli Lilly to help employees learn how to create a more inclusive workplace. This training covers topics such as how to be an ally, how to communicate respectfully, and how to create a more inclusive environment for people with different backgrounds and experiences.

• Creating a Welcoming Environment Training
  

  A welcoming environment is one in which all employees feel valued and respected. Hernandez has implemented creating a welcoming environment training at Eli Lilly to help employees learn how to create a more welcoming environment for all employees. This training covers topics such as how to make everyone feel welcome, how to create a more inclusive workplace, and how to address bias and discrimination.

• Diversity and Inclusion Training
  

  Diversity and inclusion training is a type of training that helps employees understand the importance of diversity and inclusion in the workplace. Hernandez has implemented diversity and inclusion training at Eli Lilly to help employees learn about the benefits of diversity and inclusion, how to create a more inclusive workplace, and how to be an ally for diversity and inclusion.

Hernandez's commitment to training has helped to make Eli Lilly a more diverse and inclusive workplace. The company has been recognized for its commitment to diversity and inclusion, and has been named one of the "Best Places to Work for Diversity" by DiversityInc for several years running.

8. Community Involvement

Edgardo Hernandez, Vice President of Diversity and Inclusion at Eli Lilly, recognizes the importance of community involvement in fostering a diverse and inclusive workplace. Hernandez believes that businesses have a responsibility to give back to the communities in which they operate, and he encourages employees to get involved in volunteerism and other community outreach activities.

• Mentoring and Education
  

  Hernandez encourages employees to mentor students from underrepresented groups and to volunteer in schools and other educational institutions. These activities help to create a more diverse and inclusive pipeline of future talent for the company.

• Diversity and Inclusion Initiatives
  

  Hernandez works with community organizations to promote diversity and inclusion in the workplace. He also speaks out against discrimination and bias, and he advocates for policies that promote equality and opportunity for all.

• Health and Wellness
  

  Hernandez supports community outreach programs that promote health and wellness. He also encourages employees to volunteer in their local communities, such as at food banks and homeless shelters.

• Environmental Sustainability
  

  Hernandez believes that businesses have a responsibility to protect the environment. He encourages employees to volunteer for environmental cleanup projects and to reduce their carbon footprint.

Hernandez's commitment to community involvement has helped to make Eli Lilly a more diverse and inclusive workplace. The company has been recognized for its commitment to diversity and inclusion, and has been named one of the "Best Places to Work for Diversity" by DiversityInc for several years running.

FAQs about Edgardo Hernandez Eli Lilly

Here are some frequently asked questions about Edgardo Hernandez, Vice President of Diversity and Inclusion at Eli Lilly:

Edgardo Hernandez is the Vice President of Diversity and Inclusion at Eli Lilly and Company. In this role, he is responsible for developing and implementing strategies to promote diversity and inclusion throughout the organization.

Hernandez has a long history of working in the field of diversity and inclusion. Prior to joining Eli Lilly, he served as the Director of Diversity and Inclusion for the University of Notre Dame. He also worked as a consultant for several other organizations, including the National Institutes of Health and the Equal Employment Opportunity Commission.

Hernandez's goals for Eli Lilly are to create a more diverse and inclusive workplace where all employees feel valued and respected. He is also committed to fostering a culture of innovation and collaboration.

One of the challenges that Hernandez faces is the lack of diversity in the pharmaceutical industry. He is also committed to addressing the issue of unconscious bias.

Hernandez believes that it is important for leaders to be visible and vocal about their commitment to diversity and inclusion. He also believes that leaders need to create a culture where all employees feel comfortable speaking up about issues of diversity and inclusion.

In conclusion, Edgardo Hernandez is a passionate advocate for diversity and inclusion. He is committed to creating a more diverse and inclusive workplace at Eli Lilly and throughout the pharmaceutical industry.

Transition to the next article section...

Tips from Edgardo Hernandez, Eli Lilly's Vice President of Diversity and Inclusion

Edgardo Hernandez, Eli Lilly's Vice President of Diversity and Inclusion, is a passionate advocate for creating a more diverse and inclusive workplace. He has a wealth of experience in this field, and he has developed a number of tips to help other leaders create more inclusive workplaces.

Tip 1: Create a culture of respect
One of the most important things you can do to create a more inclusive workplace is to create a culture of respect. This means creating an environment where all employees feel valued and respected, regardless of their race, gender, sexual orientation, or other differences. You can create a culture of respect by setting clear expectations, providing training on diversity and inclusion, and holding people accountable for their behavior.

Tip 2: Be an ally
One of the best ways to create a more inclusive workplace is to be an ally to underrepresented groups. This means speaking out against discrimination and bias, and creating opportunities for people from underrepresented groups to succeed. You can be an ally by mentoring people from underrepresented groups, sponsoring them for promotions, and advocating for their ideas.

Tip 3: Get involved in your community
One of the best ways to promote diversity and inclusion is to get involved in your community. This can help you to connect with people from different backgrounds and to learn about their experiences. You can get involved in your community by volunteering, joining a community organization, or attending local events.

Tip 4: Be visible
It is important for leaders to be visible and vocal about their commitment to diversity and inclusion. This sends a message to employees that you are serious about creating a more inclusive workplace. You can be visible by speaking out against discrimination and bias, attending diversity and inclusion events, and mentoring people from underrepresented groups.

Tip 5: Measure your progress
It is important to measure your progress in creating a more diverse and inclusive workplace. This will help you to track your progress and to identify areas where you need to improve. You can measure your progress by tracking the representation of women and minorities in your workforce, the number of employees who participate in diversity and inclusion training, and the number of employees who report feeling valued and respected.

These are just a few tips to help you create a more diverse and inclusive workplace. By following these tips, you can create a workplace where all employees feel welcome and respected.

Summary of key takeaways or benefits:

• Creating a more diverse and inclusive workplace can lead to a number of benefits, including increased innovation, creativity, and productivity.
• There are a number of things that leaders can do to create a more diverse and inclusive workplace, such as creating a culture of respect, being an ally, getting involved in their community, being visible, and measuring their progress.
• By following these tips, leaders can create a workplace where all employees feel welcome and respected.

Transition to the article's conclusion:

Edgardo Hernandez is a passionate advocate for diversity and inclusion. He has developed a number of tips to help other leaders create more inclusive workplaces. By following these tips, leaders can create a workplace where all employees feel welcome and respected.

Conclusion

Edgardo Hernandez's work as Vice President of Diversity and Inclusion at Eli Lilly has had a significant impact on the company. Hernandez has implemented a number of initiatives to promote diversity and inclusion, and his work has helped to create a more welcoming and respectful workplace for all employees. Hernandez's commitment to diversity and inclusion is an example for other leaders to follow. By creating more diverse and inclusive workplaces, we can create a more just and equitable society.

Hernandez's work is also important because it helps to address the lack of diversity in the pharmaceutical industry. The pharmaceutical industry is a major employer, and it is important to ensure that the industry is reflective of the diversity of the communities it serves. Hernandez's work is helping to make the pharmaceutical industry more inclusive, and it is making a difference in the lives of employees and customers alike.