diversity and inclusion Archives - Diversity & Flexibility Alliance

Getting to Know Our Conference Speakers –
Stacia Jones

We’re just one week away!

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2018 Annual Conference Diversity + Flexibility = Embracing Change next Thursday, September 27.  We have been introducing these dynamic and engaging speakers during the past few months and sharing their diversity and flexibility insights here on our blog. We asked our speakers to answer a few questions about themselves, their approach to their career, and their lives. This week’s “Getting To Know Our Conference Speakers” post highlights Stacia Marie Jones, Esq., Associate General Counsel & Chief Diversity & Inclusion Officer at
Abercrombie & Fitch.

Diversity & Flexibility Alliance: What’s the most important message you hope attendees will learn from your panel?

Stacia Jones: The most important message is that to effectively and meaningfully push the needle on diversity in law firms, in-house legal teams must first decide that diversity is important and to then work with law firms that share those same values.

DFA: When the next generation learns about the #MeToo movement what do you hope has changed? 

SJ: That there is no longer a need for the movement because this behavior will not be tolerated.

DFA: What was the most meaningful piece of leadership advice you received? 

SJ: Lead with passion and compassion, in a caring manner that does not alienate or disenfranchise others.

DFA: Who has had the most influence on your career?

SJ: I don’t know that I can name one person, as many individuals have had significant, lasting influences on my career.

DFA: How do you recharge? 

SJ: Spending time with my family and getting in some alone time.

DFA: Where and when are you most content?  

SJ: At home and at church.

DFA: What do you know now that you wish you knew then?  

SJ: Most things work out and that overthinking matters causes undue anxiety and stress that usually does not make matters better. 

DFA: How do you pay it forward? 

SJ: Having a positive influence over colleagues on my team and on those who aspire professionally to have a similar career path.  Working with teenagers at church on professional development.

DFA: What can we be doing to create more inclusive organizations?  

SJ: Ensuring that everyone understands the importance of diversity and the positive impact that inclusivity has on employees. By cultivating an inclusive environment, it encourages everyone to be their whole selves.

It’s not too late to register for next week!

Join us next Thursday, September 27th to hear Stacia’s panel “Making Change Happen from the Outside-In: The Power of Client Persuasion.” Stacia will join other leading in-house counsel to discuss the importance of diverse teams and inclusive cultures, both internally and externally, and the role they are playing to make change happen from the outside-in with their law firms and other vendors.

Getting to Know Our Conference Speakers –
Traci Schweikert

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2018 Annual Conference Diversity + Flexibility = Embracing Change on Thursday, September 27.  We’ll be introducing these dynamic and engaging speakers throughout the summer and sharing their diversity and flexibility insights here on our blog. We’ve asked our speakers to answer a few questions about themselves, their approach to their career, and their lives. This week’s “Getting To Know Our Conference Speakers” post highlights Traci Schweikert, Vice President of Human Resources at Politico.

Diversity & Flexibility Alliance: What’s the most important message you hope attendees will learn from your panel?

Traci Schweikert: Flexibility is a crucial part of creating a more inclusive workplace. If we continue to lean on policies, programs and benefits that were in place when we first entered the workforce years ago, we aren’t moving forward to create a more welcoming environment.

DFA: When the next generation learns about the #MeToo movement what do you hope has changed?

TS: That women and men will insist on the workplace culture we all deserve.  No one should ever suffer thinking that they have to ‘pay their dues’ by accepting uncivil or inappropriate behavior from co-workers or leaders.

DFA: What was the most meaningful piece of leadership advice you received? Who has had the most influence on your career?

TS: I have had the benefit of working for and with many excellent leaders who offered me opportunities to stretch.  Once the Global CFO of an organization I was working for told me to never apologize for the choices I needed to make as a working mom.  She explained that those choices needed to be a normal part of the workday, not the exceptions of a few.

DFA: How do you recharge? Where and when are you most content?

TS: Time to read feels like a luxury.  I am most content sitting on the couch reading while my boys sit close reading as well.

DFA: What do you know now that you wish you knew then?

TS: I spent too many years trying to create true work-life balance.  What I know now is we all find our rhythm. We pick important moments at work and at home and let the smaller moments go.  I have also learned to lean on my many support systems to help maintain that rhythm.

DFA: How do you pay it forward?

TS: As an executive, my job is to remove obstacles that prevent my team’s good ideas from sprouting.  I pay it forward by magnifying their voices and negotiating for the resources and organizational support they need to make those ideas real.

DFA: What can we be doing to create more inclusive organizations?

TS: Inclusion happens when each of us steps outside our familiar and commits to one truly new conversation or experience.  We can’t wait for someone else to provide us with an opportunity for diversity or inclusion.  We need to seek it out.

 

Join us for our Annual Conference on Thursday, September 27th and learn how Traci and her fellow panelists are transforming their organizations’ cultures through diversity and flexibility. Their panel, Making Change Happen from the Inside-Out: Industry Leaders Shaping the Organizational Culture, will run from 2:00 – 3:00 pm.

Action Step –
The Building Blocks for a Successful D&I Initiative

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility.  Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

A successful diversity and inclusion program requires clear focus, strong implementation of activities to meet delineated goals, and responsibility assigned to key players to effectively lead and engage in these activities. Whether your organization is looking to start a new D & I program or reenergize/resolve an existing one, the Alliance’s building blocks provide guidance for a successful initiative. By following each step in this path – ASSESS, ARTICULATE, ALIGN, and ACTIVATE – your organization can achieve a strong D & I program with specific objectives, focused activities, and measurable outcomes.

ASSESS State: The first critical step is to assess the current state of your organization’s D & I needs with respect to attracting, retaining, and advancing top talent. Organizations often look to see new programs and policies their peers are implementing, but you want to make sure those programs and policies meet the specific needs of your organization. To truly understand your organization’s unique D & I needs, start by analyzing various data points. For example, assess the demographic breakdown at each level of the organization to gain insights into any glass ceiling effects, review exit interviews to see if there is a disproportionate turnover rate with women and/or underrepresented demographic groups, analyze employee opinion surveys to see if there are any D & I issues raised, and review your organization’s check-in meetings with new hires to recognize challenges with recruiting top diverse talent. In addition, you should further investigate any red flags through focus groups and one-on-one interviews in order to gain essential first-person perspectives…

 

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