As the workplace continues to evolve, and as the workforce continues to change to reflect our diverse population, the need to build an inclusive work culture is imperative. Research shows that more representative workplaces perform better, attract better talent and have happier employees, among many other benefits.
Call9 welcomed thought leaders for “Inclusive Workplaces in a Diverse World,” a conversation surrounding diversity and inclusion in the workplace. Whether in the nursing homes where we care for patients or in our own HQ, Call9 seeks to create an inclusive environment that also reflects the diversity of our world. This is born out by Call9’s CEO, Tim Peck.
“My goal as a business leader is to break down as many barriers to communication as possible,” Peck said in his opening remarks. “To do that, we have to know one another. We have to be able to accept one another and learn from each other. Having a diverse and inclusive workplace allows that.”
Jess Mink, Call9’s VP of Product and Process Design, moderated the discussion, sharing with the audience how she’s always “felt passionate about building an organization where a wide range of people can be successful — which isn’t always the case, especially in tech. That’s what brings me to this work.”
The panelists for the evening included: Edward Hurley-Wales, former VP of Diversity & Inclusion at ADP; Erika Lopez Garcia, Senior Operations Manager at Yieldmo and Founder of The Mosaic Series; Errol Pierre, Vice President and Chief Operating Officer of Empire BlueCross BlueShield; and Linda Tepedino, Founder and Human Resources Consultant at BlackWhiteGray Consulting Group.
Over the course of a successful HR career, Tepedino has learned that helping people feel comfortable sharing their stories is key to developing inclusive cultures. She opened the panel by sharing more of her personal journey, “because our personal journey colors our work experience. A lot of conflict comes from people not knowing our background, our story.”
Pierre’s introduction to diversity and inclusion work was all “accidental. I got a promotion at a job, and I was a really young person of color in charge of 250 people. I didn’t know what to do — but I needed to figure it out.” His focus became creating systems in which employees felt comfortable approaching executives and fostering a culture that supported honesty and openness in speaking up.
Garcia created The Mosaic Series as a place to amplify the voices of those who are underrepresented in tech and to create actionable change.
“A lot of times, there are these diversity and inclusion events where you have a leader who stands up and talks and talks and talks, and you barely hear the voices of those people who are affected by the strategies and whether or not they actually work,” Garcia said. “The Mosaic Series gives a voice to people of diverse backgrounds.”
Hurley-Wales’ career has always focused on diversity and inclusion work, starting in the ’70s when he joined the U.S. Navy. Although he’s worked with many large corporations in developing D&I programs, some of his most fulfilling work has been advising small companies and startups.
“When you look at talent, when you look at building great cultures and great companies, you have to look through the lens of diversity, inclusion and equity,” Hurley-Wales said.
Each panelist shared recommendations and motivation for the audience in advancing D&I initiatives at their own companies.
“Whatever level you’re going to start a D&I initiative at, have a focus on creating the kinds of forums where people can tell their stories and listen to stories,” Tepedino said. “Ask questions that give people the opportunity to talk about their experiences. Those kind of things are easier to implement than you think. There are times when people are resistant to doing the extra work — and it is work — of implementing change. My encouragement to you is, nobody can tell your story better than you can. If you don’t want to contribute to that, or be part of the change you want to see happen, then it’s not going to happen.”
“I think of the place you work as similar to a relationship,” Pierre said. “No company is perfect. You’re never going to get along 100% of the time, but you have to decide to work at it. Have an open dialogue, be vulnerable and have conversations. If you can’t have that at a company, then you have to think hard if that’s the place to be versus a company that is open to change, that wants to hear, that admits it isn’t perfect. A lot of these conversations begin with empathy and awareness of what people are going through.”
“Find, if you can — and if you’re lucky — the people who can provide the space for you to air out what you’re going through,” Garcia said. “Listen, take what they’re saying and act upon that to create change if you’re able to. That person needs to have the agency to be able to advocate for you. It’s wonderful to speak up but you also need people who can really push what you’re trying to do from the ground up.”
“This work is really hard,” Wales said. “We shouldn’t dabble on this topic. Be a student to learn. Commit to it. It’s a journey. I don’t know of anyone who’s an expert.”
To watch the full discussion, visit Call9’s live stream on Facebook. Check out the photo gallery from Pietro Milici.
