DEI In the New Year

Chief Diversity Officers share their plans for 2021.

Last year affected dramatic shifts in the diversity, equity and inclusion landscape to the extent that organizations have invested in DEI like never witnessed before. Businesses are committed to creating more inclusive work environments, implementing companywide strategies and building on the work done thus far to address upcoming challenges. We asked several Chief Diversity Officers how they, their teams and organizations were planning for 2021 given everything learned in 2020.

CAMILLE CHANG-GILMORE

Global Chief Diversity, Equity and Inclusion Officer, Boston Scientific

With more than 20 years of human resources experience, she enhances and expands programs that recognize and value the unique talents, attributes and contributions of all employees. She is also a member of the Human Resources Leadership Team.

“At Boston Scientific, we’ve made great progress over the years to advance diversity, equity and inclusion. We know we still have much work to do, but the events of the last year have pushed us to deepen our reflection on our own unconscious biases and work harder to tackle racism and social injustice to dismantle barriers to inequity together. We will keep building on our momentum in 2021 to achieve change in our company, global communities and systems of healthcare—from our internal initiatives that foster a culture of inclusion and our 3Up goals to increase the representation of women and multicultural talent within our workforce, to our external anti-racism strategy focused on community engagement, economic empowerment, educational opportunities, healthcare disparities and government/legislative change. To say 2020 was a challenging year is an understatement, but I am filled with hope looking forward. We have a tremendous opportunity to accelerate our progress to change and save more lives.”

LEE JOURDAN

Chief Diversity and Inclusion Officer, Chevron Corporation

A graduate of the United States Military Academy at West Point, he has been in the energy industry for 35 years, mainly in the business development and commercial space. “Our focus for DEI in 2021 will be on three strategic priorities:

1.Reinforcing the business case

2.Enhancing our intentionality on DEI in international regions

3.Accelerating progress through data-driven actions

The “Why” is the single most important driver for change. Once people understand and embrace the reason for change, the heart and mind will follow. Some people see DEI as a “nice to have.” We need to speak the language of “doers” that positions DEI as a “must have” for success.

As a company in 55 countries, we support the notion that diversity is multidimensional. We recognize the role other dimensions of diversity play beyond visible—including relational, occupational, societal, value and cognitive diversity—in creating a high performing workforce.

Lastly, we recognize data alone does not drive change. Change is driven by how people feel about the data. By understanding what the data is telling us, we will build a culture that works for all.”

KEYRA LYNN JOHNSON

Managing Director and Chief Diversity and Inclusion Officer, Delta Air Lines

She is charged with leading the company in modeling a comprehensive diversity and inclusion strategy with supporting programs, initiatives and action plans that have impact on Delta employees, customers and the community.

“A focus on equity is essential to affect change. Our CEO Ed Bastian’s recent commitments focus on measurable goals we’ll hold ourselves accountable to in 2021: closing the gap in representation, reimagining our talent strategy to remove unnecessary barriers, addressing inequity, creating more opportunities for underrepresented groups, stepping up inclusion training and supporting our Black business partners. This includes increasing the percentage of Black leaders to better reflect the total population of our employee base, doubling the percentage of Black officers and directors, and diversifying our supply chain, doubling our spending with Black-owned businesses by 2025. Our Diversity, Equity and Inclusion Council reviews our progress and keeps us accountable toward these goals. Still, we remain focused on seeking diversity and promoting inclusion in the broadest sense. This work is a journey—not a sprint. We are making progress while keeping our focus on the work that lies ahead.”

REGGIE WILLIS

Chief Diversity Officer, Ally Financial

With responsibility for all diversity and inclusion activities at the company, he has held leadership positions in operational risk and third-party supplier management before working on diversity and inclusion.

“In 2021, we plan to build on our progress of creating a sense of belonging and relationship building, giving our employees the opportunity to feel connected even though we are working remotely. We will continue to foster and grow our inclusive, caring culture by creating virtual opportunities for facilitated conversations that enable all people throughout the company to be heard and feel cared for. At every level of the organization, we understand and appreciate the need for everyone to be comfortable expressing themselves and to feel valued. We will also concentrate on supporting our eight employee resource groups, which make significant contributions in creating a welcoming workplace where everyone can be their very best. Most importantly, we also will measure our focused diversity efforts to promote transparency and accountability. We want to be sure that we are really moving the needle to make needed advances that help us all be better.”