A Servant Leader of Diversity

As a young girl, Kim Drumgo was always looking out for her brother Jahmon. Although he was older, she designated herself as his faithful protector. As a young, gay male, Jahmon encountered his fair share of abuse and bullying. Drumgo, at 10 years old, didn’t quite understand, but she knew who he was and that ...

By Tai Wright

A Servant Leader of Diversity

As a young girl, Kim Drumgo was always looking out for her brother Jahmon. Although he was older, she designated herself as his faithful protector. As a young, gay male, Jahmon encountered his fair share of abuse and bullying. Drumgo, at 10 years old, didn’t quite understand, but she knew who he was and that it was something not a lot of people understood. So, when other kids teased him, young Kim was there to step in and defend him against the bullies. It was an assignment that she would continue long after they’d both reached adulthood and he’d become sick from the complications related to HIV/AIDS.

“From a very early age, I had a strong sense to protect others in ways they could not protect themselves. All I knew was that he needed my protection from schoolyard bullies and even adults who didn’t want to come to terms with who he was. Until his last day, I was always willing and ready to take on the emotional or even physical bruises aimed at him,” Drumgo said.

A SERVANT- LEADER

Those strong qualities of empathy and awareness in Drumgo are two of the 10 defining characteristics of a servant-leader that Robert K. Greenleaf, founder of the modern servant leadership movement, espoused in his classic 1970 essay, The Servant as Leader. Greenleaf maintains that the “servant-leader is servant first,” meaning that identifying and meeting the needs of colleagues, customers and communities is a fundamental characteristic of a servant-leader.

Based on her career positions, first as director, chief diversity official at Blue Cross Blue Shield of North Carolina (BCBSNC) and now as director of diversity and inclusion for the Association of International Certified Professional Accountants (AICPA), as well as her commitment to lift and help others in her personal life, Drumgo is the embodiment of those characteristics Greenleaf describes.

About Us

Diversity Professional (DP) is an interactive national publication complemented with strategic offline engagements that focus on business, career and lifestyle. We deliver essential information for entrepreneurs and professionals related to business strategies, career development, education, economics and social trends.This is a test DP is the magazine for achievers, the voice of modern executives and the ...

Diversity Professional

About Us

Diversity Professional (DP) is an interactive national publication complemented with strategic offline engagements that focus on business, career and lifestyle. We deliver essential information for entrepreneurs and professionals related to business strategies, career development, education, economics and social trends.This is a test

DP is the magazine for achievers, the voice of modern executives and the playbook for business owners, millennials and seasoned professionals. Serving as an ongoing resource throughout one’s professional career, DP understands the value of long-term relationships and what it takes to guide our readers to success. We connect people, possibilities and partners that build businesses and drive the economy.  DP is dedicated to creating positive change in diversity and inclusion initiatives. By raising awareness and sharing expertise across multiple industries.


Mission Statement

Diversity Professional mission is to advance economic inclusion for underrepresented groups by focusing on issues that impact employment, entrepreneurship and business.  We engage, inspire, celebrate, educate and connect diverse professionals and entrepreneurs to opportunities that elevate their careers and businesses.

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By Madison Gunter III

Disrupt or be Discarded: Rethinking your Business Strategy

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You are probably thinking, “Oh, no! We’re screwed! What do we do?” But, after a few tantrums, your thinking turns into active, problem-solving mode. You say to your leadership team, “We need something that truly differentiates us from our competitors, fills in the gap of this business loss, and positions us to be successful in the future. Our strategy needs to be a disruptive transition.”

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By LaSonya Berry

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The media and workplace have been flooded with allegations of sexual harassment. The Equal Employment Opportunity Commission (EEOC) states that sexual harassment can include unwelcome sexual advances, requests for sexual favors and other verbal or physical acts of intimidation or coercion. However, it doesn’t have to be of a sexual nature. Sexual harassment can also include offensive remarks about a person’s gender. The harassment claims have not been initiated only by women, as men also experience unwarranted sexual advances. Often, many argue about which party is responsible.

Are the women dressing inappropriately? Is it okay for a company leader or manager to have consensual sex with a subordinate? Who’s at fault when sexual advances are made at a work party in a hotel suite? Is it the host’s?

The majority of corporations and organizations offer their employee’s compliance training that includes sexual harassment education. This is now required as a result of two Supreme Court cases. It was determined that for a company to avoid liability in a sexual harassment case, it had to prove that it had trained employees on its anti-harassment policies. Often, training is provided, largely, to check a box for EEOC purposes. It can be argued that the training is not effective, as some individuals are only required to sit or click-through a video or complete online training. Is the training inadequate? Or is training really the issue?

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Money is the currency of exchange and symbol of success in today’s world and society. So much stress, thoughts and discussions revolve around money. I assure you that it might not bring happiness, but it definitely secures a peace of mind—well, to some extent. But how much is enough?

Student loan payoffs seem to begin the first day of work. All of a sudden it’s important to save to buy a house, pay for daycare, save for healthcare, in case of emergencies, save for your kids’ college fund, as well as start building up retirement funds. When does it stop? It doesn’t. No matter how much money you make, there will always be the fear of not having enough. And, for those who make enough to live comfortably, there is a fear of losing it.

Fear and anxiety about the future eats you up from inside. In either case, fear of not having enough or fear of losing it all, the issue is centered around our inability to control the unplanned events that trigger how much money will be needed on any given day. So, instead of asking ourselves, “How much do I need?” the real question is what tools do we have to manage a situation where more money is required?

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By Bernard J. Milano

Leadership and Diversity: It starts in the classroom

Leadership in business starts in the classroom, long before it is exercised in the boardroom. But when it comes to diversity, our nation’s higher education faces a leadership gap, similar to that in the boardroom, and both must be closed. The college classroom is where tomorrow’s leaders—today’s students—are inspired, motivated, educated and prepared for careers.

Hiring managers at most major companies will tell you, unfortunately, that the young talent pool coming out of colleges, today, is not as diverse as they would like it to be. Across all business disciplines, and in academia, there is a collective agreement: our country needs more African-Americans, Latinos and Native-Americans to study business and similar professions. With today’s global marketplace, and our increasingly multicultural domestic footprint, there are lucrative career opportunities awaiting business graduates. Companies know that a diverse workforce produces a diversity of ideas and a level of innovation that will outpace its competitors.

Wassel Lewis Champions Diversity at Aflac and Beyond

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Wassel Lewis Champions Diversity at Aflac and Beyond

Wassel Lewis believes that since we live in a country that is extremely diverse, it makes sense to have a workforce and supplier base that reflects that diversity. As director of Strategic Sourcing and Procurement at Aflac, his vision is to instill that notion and make it part of the company’s overall business plan and culture going forward.

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