Five Years In, CSC’s Diversity Program Going Strong

Shana Hilliard, leader of the D&B Program since its inception, describes the program as part of the company’s business strategy and culture. “But even beyond that, it’s just part of how we do things,” she says. At its core, the D&B Program is about enabling colleagues to bring their whole, authentic selves to work—regardless of role, location, background, or experience. That includes a strong focus on education and awareness, representation and visibility, and building advocacy and allyship across the organization.

That philosophy reflects the broader culture at CSC, where people from different backgrounds, perspectives, and experiences are welcomed—and where belonging is a shared responsibility. “There’s a strong sense of community, no matter where colleagues are located,” Shana explains. “People are genuinely trying to make sure those around them feel like they belong. That foundation matters.”

Since 2020, the D&B Program has evolved significantly. Early efforts focused on awareness—helping colleagues understand what diversity and belonging meant and how they could get involved. Today, the program supports nine colleague resource groups (CRGs) and offers education and awareness sessions, covering topics such as unconscious bias, microaggressions, and stereotypes. As CSC has grown to more than 8,500 colleagues worldwide, the program has expanded its focus and strengthened cross-cultural learning.

When asked what she’s most proud of, Shana points to three standout accomplishments. One is the growing engagement in Diversity and Belonging education and awareness. In 2025, more than 400 colleagues voluntarily chose to attend learning sessions, an important shift from participation driven by requirement to participation driven by curiosity, relevance, and personal commitment. “That tells us folks aren’t just showing up because they have to,” she explains. “They’re choosing to engage, ask questions, and build understanding. It shows that people feel connected enough to want to learn and understand each other more.”

She also highlights CSC’s annual Diwali celebrations. What began years ago as a small, informal gathering has grown into a global celebration, bringing hundreds of colleagues together each year. “It’s a powerful example of how inclusion shows up in real, shared experiences,” she says. Shana also points to the program’s eNPS score of 58 as a strong signal that colleagues see value in the work and feel positively about the direction of the program.

Leading the program has also come with important lessons. One of the biggest, Shana says, is understanding that everyone is on a different point in their journey. “It’s not about forcing change,” she explains. “It’s about meeting people where they are and moving forward together.” She also emphasizes the importance of allyship—particularly through CRGs, where colleagues can learn from each other and build understanding across communities.

CSC’s 2022 acquisition of Intertrust Group further shaped the program’s direction, requiring greater attention to regional context, language, and local perspectives. Looking ahead, Shana is focusing on increasing engagement within CRGs, strengthening leadership involvement, and continuing to invest in education and awareness.

Five years in, the work is far from finished—but the progress is real. As Shana puts it, “Diversity and belonging isn’t just a strategy or a priority. It’s about how we show up every day—for each other and for our communities.”