In my last article of this series, I discussed workplace diversity with Jesse Tyson of The National Black MBA Association. In this article, we continue the theme, inviting another leader in the space to join the conversation.
Thomas Savino is CEO of Prospanica, formerly known as NSHMBA (National Society of Hispanic MBAs). According to Prospanica's website, it's "a nationally recognized and premier nonprofit dedicated to developing Hispanic talent and growing the number of Hispanic professionals represented in industries of America to perpetuate economic growth and corporate competitiveness."
With leadership skills from major consulting and finance firms in New York City, Savino has created a sound platform for Prospanica's 300-plus chapter leaders and officers by providing extensive training and strategic direction. Prospanica is experiencing a steady increase in membership as it engages Hispanic leaders to serve as organizational mentors.
The conversation about diversity and how it will mold the new face of Corporate America remains at the forefront of any conversation examining the future of the American workplace. What key role will organizations play as they cater to growing populations of different backgrounds in the United States?
Here's what Savino had to say:
Red Question: We receive a constant stream of information from all areas and sectors of Corporate America reporting unsuccessful efforts to increase workplace diversity numbers. Why is this still an issue?
"Just as the country continues to explore the meaning of freedom, Corporate America is still learning about diversity. First, this started with the notion that diversity is a powerful driver of performance. Then companies learned they weren’t necessarily attractive to diverse talent. When they figured that out and were successfully recruiting, they realized they couldn’t retain those employees. Then, inclusiveness was added to the initiative. Interestingly, we are starting to see other words and titles, like "Head of Global Diversity, Inclusion and Belonging."
White Question: Why are some companies successful with their diversity strategy? Is there a defining moment that triggers a company to walk the talk and move past their diversity strategy just being a concept on the website?
"You hit the nail on the head with 'walk the talk.' It starts at the top. Some leaders know how to lead on the subject and show by example the value of diversity. But much of the challenge today comes from mid-management not understanding or fearing diversity. Mid-management is where much of the learning about diversity has to take place."
Black Question: For the company that reaches the benchmark, what can it do to ensure that it continues to attract and retain diverse talent moving forward?
"Do not stop the D&I efforts! Companies must keep challenging and learning. Social forces and generations are guaranteed to change and have an impact on attracting and retaining diverse talent."
As we all attempt to find our way through hidden agendas, glass ceilings, racism, ageism, sexism and many other "-isms" that tilt the playing field in favor of one group or another, I encourage you to get involved in the conversation with a mindset of change. In its barest form, progress comes down to a willingness to change. To paraphrase Savino, the answer is in the numbers, community engagement and strategic business partnerships. The solution doesn't need to be extremely complex, but it needs to be addressed through a commitment to diversity and a strategy for success coming from the top of the organizational chart and the doors of the boardroom.
I clearly see the table adding more seats and moving together with a vision of unity and progress. It's a microcosm of what the Diversity: In Red, White and Black discussion is all about: progressing together through meaningful conversation and fair strategic actions. Are you willing to do your part?
