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Black Lives Matter: Moving Beyond D&I the Covid-19 BLACK LIVES MATTER: THE COVID-19 SCAPEGOATING MENTAL HEALTH: TAKING MOVING BEYOND D&I OF ASIAN AMERICANS CARE OF OUR TEAMS Creating WINTER 2021 + ISSUE 6 Globally Inclusive & Culturally Competent Workplaces RIOT GAMES GAME ON ANGELA ROSEBORO Leading the Charge on Implementing Inclusive and Equitable Practices in Gaming By putting lives first, we’ve created a legacy that lasts For nearly 130 years, we have tackled some of the world’s biggest health challenges and provided hope in the fight against disease, for both people and animals. Today, we continue our commitment to be the premier research-intensive biopharmaceutical company in pursuit of medical breakthroughs that benefit patients and society for today, tomorrow and generations to come. Copyright © 2020 Merck Sharp & Dohme Corp., a subsidiary of Merck & Co., Inc. All rights reserved. US-NON-04146 02/20 Creating Globally Inclusive & Culturally Contents Competent Workplaces Winter 2021 + Issue 6 Spotlight Q&As 25 Angela Roseboro, Chief Diversity Officer, Riot Games 28 Celeste Warren, Vice President, Global Diversity and Inclusion Center of Excellence, Merck 25 28 31 31 Janice Dupré Little, Executive Vice President, Human Resources, Lowe’s Companies Inc. 34 Michelynn Woodard, Head of Social Impact, Diversity & Culture, Bad Robot Productions 37 Francine Katsoudas, Executive Vice President & Chief People Officer, Cisco 40 Denielle Pemberton- 34 37 40* Heard, Chief Legal Officer of Diversified Search and former CEO of STEMconnector 43 Verna Myers, Vice President, Inclusion Strategy, Netflix 46 Susan MacKenty Brady, CEO, Simmons University Institute for Inclusive Leadership 50 Shannon Schuyler, 43 US Chief Purpose & 46 50 Inclusion Officer, PwC DENIELLE PEMBERTON-HEADR BY LAWRENCE JACKSON INCLUSION sat down with some of the country’s 54 Diversity Woman’s most innovative D&I thought leaders to find out 2020 Game Changer in Tech Award * PHOTO* OF what was on their mind. INCLUSION WINTER 2021 1 Frontlines 22 “I have seen an outpouring of companies saying Black lives matter. I want them to actually make Black lives matter through their policies and their practices.” — Rashad Robinson, Color of Change Best Practices INCLUSION PUBLISHER Dr. Sheila Robinson EDITOR IN CHIEF Jackie Krentzman DESIGN DIRECTOR Cathy Krizik MANAGING EDITOR Kimberly Olson COPY EDITOR Judith Dunham 16 COVID-inflamed hate 20 Antiracism at work PROOFREADER Sharon Silva 5 Creating LGBTQ-friendly workplaces 7 Keeping a focus on D&I during the pandemic Frontlines 8 Why belonging matters FACT CHECKER 9 Mental health help—more crucial than ever Eddie Lee 10 Powerful words for challenging times WRITERS Carolyn M. Brown Point of View Tamara E. Holmes Jackie Krentzman 3 Luiza Dreasher 13 Ruchika Tulshyan 24 Dr. Shelton J. Goode 56 Dr. Sheila Robinson 2 INCLUSION WINTER 2021 Point of View INCLUSION INSIGHTS The Time to Address Racism Is Now By Luiza Dreasher of us don’t even know how to start the process of acquiring the necessary ystemic racism has been such conversations, so saying nothing skills to start those conversations, and around for centuries. While, seems to be our preferred default (4) find ways to advocate for a more at first, religion was used to mode. The death of George Floyd, equitable workplace and society. The Splace cultural groups along a and of the many others we have steps outlined above should get you continuum from high to low, the witnessed, has left many employees started on your personal journey of 19th century introduced the notion walking around with all the pain becoming an ally. that biology (e.g., skin color, hair and trauma associated with these More than ever, we must take a texture) was a senseless tragedies, yet unable to talk strong antiracist stance. Dr. King better way of about them in an open manner. once said, “The cry of Black power is justifying how More than ever, organizations need about a reaction to the reluctance of individuals to create safe spaces so individuals white power to make the changes were treated. can come together to share their necessary to make justice a reality for Social scientists experiences and concerns, discuss the the Negro.” have long events taking place in our society, and Here is my challenge to you: how rejected the learn each other’s perspective. In the are you going to use your power notion that race article “Addressing Race and Racism toward creating a more just and is a biological in the Workplace,” I outline several equitable organization? IN reality. steps individuals can take so they Addressing racial However, lead conversations about race (or any Luiza Dreasher is the president and inequities in our this does not other polarizing topic) in an effective CEO of Mastering Cultural Differences. organizations mean many manner. Among the steps are: She designs and implements customized has long been individuals (1) understanding that the process programs for organizations that want hindered by the aren’t living it. starts with self-awareness, (2) learning team members to understand and work fact that race is The sad reality about the impact of our biases, well across cultural differences. Her one of those is that, to this (3) recognizing the role that power upcoming book, Mastering Cultural topics that is date, being and privilege play in the conversation, Differences: Strategies for Leading a considered classified as and (4) learning about others and Global Workforce, provides insight into taboo. Black, Asian, or how they experience life. differences impacting today’s culturally Latinx does not For many employees, the sad diverse workplaces and identifies best carry the same reality is that their world is filled practices for increased performance in a benefits as being white. Whiteness with pain, fear, and anxiety, which global economy. has long been a synonym to privilege is compounded by our inability to To request a copy of the article and opportunities, and this system address these feelings in meaningful “Addressing Race and Racism in the of advantages and disadvantages will conversations. This dynamic will most Workplace,” contact the author at continue to be perpetuated if not certainly impact productivity and luiza@masteringculturaldifferences. acknowledged and addressed. engagement, as well as employees’ com. Addressing racial inequities in our well-being. organizations has long been hindered Having conversations about racism by the fact that race is one of those is, indeed, a challenging process. topics that is considered taboo. Many However, change will never come until we: (1) recognize that employees are carrying a lot of hurt with them, (2) gain a deeper understanding of the issues they are facing, (3) go through INCLUSION WINTER 2021 3 Be brilliant. Together. Inclusive cultures can embrace individuality and give voice to a broad range of perspectives. Because nothing outshines authenticity. See what inclusion powers at deloitte.com/us/inclusion. Copyright © 2020 Deloitte Development LLC. All rights reserved. Frontlines Frontlines written by TAMARA E. HOLMES THE DEEP Moving Beyond the June Supreme DIVE It’s About Time Court Ruling in Favor of LGBTQ Rights n June implement new 15, 2020, strategies like Othe US those below Supreme Court to create a issued a landmark more inclusive ruling stating that workforce that discrimination builds upon based on sexual LGBTQ legal orientation and protections. gender identity is Take the focus prohibited under off demographic Title VII of the outcomes. “By Civil Rights Act. the time you This means that take a look at employers in the your midlevel 28 states that did managers and not already have realize there protections in is a gap in place can no longer representation, fire an employee it’s been multiple for identifying as years that have LGBTQ. More work to be done completely may practice led you to that point,” While LGBTQ activists “Leading companies were “covering,” the act of says Novacek. Instead, hailed the ruling, they also already overcompensating minimizing a stigmatized D&I professionals must cautioned that there is still for the lack of protections identity, says Brown. use surveys, focus groups, much work to be done that existed before,” says “I could be LGBTQ and and other methods to get for LGBTQ employees Jennifer Brown, a diversity people know that I have a input in real time about in the workplace to and inclusion consultant partner, but I could literally how comfortable LGBTQ feel included and enjoy and author of How to Be an never talk about it. I could, employees are in bringing equal opportunities for Inclusive Leader. in some groups of people, their full selves to work. advancement. The Corporate Equality change the pronouns about Provide more “The Supreme Court Index of the Human Rights my significant other. I opportunities for ruling is extremely Campaign (HRC) Founda- could leave personal details mentorship. Look for important because it sets a tion highlights some of the out of the picture entirely, opportunities to create one- new bar in terms of safety ways employers have been and that’s covering,” says on-one connection points and security for LGBTQ pushing for inclusion for Brown. between employees and employees,” says Gabrielle years, such as by offering Opportunities for growth senior leaders. Novacek, managing LGBTQ-inclusive benefits That so many people Enhance your corporate director and partner of and creating supplier di- remain closeted in the ombudsman program. Boston Consulting Group. versity programs that give workplace speaks to a When organizations step up “But there’s a difference work to LGBTQ-owned lack of proactive, overt their ombudsman programs between knowing my enterprises. public support for the and give employees a way employer can’t fire me At the same time, a 2018 LGBTQ community, a to express concerns they because I’m gay and report by the HRC Founda- lack of funding for the don’t feel comfortable knowing that I can be tion found that nearly half community’s issues and sharing publicly, the successful and thrive in of LGBTQ workers—46 needs, and a lack of employees feel heard and an organization as a gay percent—remain closeted role models who have the employers know what person.
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