Personalizing Support to Create an Inclusive Culture
BY Sybil Fitzpatrick July 11, 2023Early in her career, Elena Gambon missed out on a promotion due to an oversight. “They turned me down the first time because I neglected to let them know that I speak Spanish,” she said. Not accepting an automatic rejection for something she was qualified for, Elena, the chief growth officer and chief strategy officer for First Stop Health, took a proactive approach to secure the role. This experience not only shaped her commitment to creating an inclusive workplace but also influenced her approach to patient care.“It was a really formative moment in my career and helped me shape not only how I think about creating an inclusive workplace for my employees, but also how I think about crafting a patient care engine that's clinically competent and focused on the needs of the individual,” said Gambon.Elena Gambon and a panel of other leaders spoke in a From Day One Dallas panel session titled “Personalizing Support to Create an Inclusive Culture” moderated by D CEO Magazine’s editor, Christine Perez. The session covered the transformative power of inclusion and support in both personal and professional growth. The leaders shared narratives about moments that could have gone very differently without the use of inclusive hiring practices, mentorship, advocacy, or sponsorship.Dr. Harpreet Nagra, the senior director of clinical oversight at Supportiv, was the first in her family to go to graduate school. A doctorate degree felt daunting enough and being a first-generation person of color made everything feel even more overwhelming. “I was not sure exactly what the academic path looked like, if I was going to become a doctor or not.” At a crossroads, she shared her concerns with her professor who was also a person of color. Understanding what she was feeling, he guided her to find her passion and to go for it one step at a time. Dr. Nagra was encouraged to aim higher and believe in her potential. This moment between a student and professor instilled a confidence that motivated her to pursue her ambitions.Shenece Johns, the head of inclusion and diversity at JCPenney was once denied a mid-level promotion due to the hiring team’s lack of familiarity with her work. She was advised to wait a year and try again after working at the company for more time.Behind the scenes and unbeknownst to Johns, a colleague believed in Johns so much that he was willing to go out on a limb for her because he knew her work ethic and performance. “The partner went into the room [and said,] ‘Shenece deserves a promotion; I think she should get promoted. And here's why’” “It’s an important point for women and people of color, particularly black women, to have someone, a white man, to go in the room and say she deserved this promotion, I'm going to take a risk on her,” said Johns.The panelists shared personal examples of the power of feeling supported during the Dallas panel session (photo by Steve Bither for From Day One)Rudy Rodriguez the executive vice president and chief legal and human resources officer for CEC Entertainment credits the trajectory of his career to the long-standing mentorship of a respected peer. This mentor encouraged him to step way outside of his comfort zone and apply for a significant position at American Airlines. He felt that the position was a stretch and doubted himself.With the support of his mentor, Rudy applied and the experience shaped his professional path going forward. “Laura told me I could do the job before I knew I could do the job. And that gave me the confidence to apply and to feel confident in suggesting that I should be taken on for that position. It really turned my life around when I had somebody who believed in me like that,” he said.During the winter of 2022, Southwest Airlines experienced an unprecedented number of grounded flights due to a freeze affecting much of the Southeast and East coasts. Juan Suarez, Southwest’s vice president of diversity, equity & inclusion, was featured on a national news channel story, being personally blamed for all that was happening. The attitude of many was that sometimes that is just the job.Over the weekend, people reached out to Suarez offering empathy and support. “I did have some colleagues reach out to me on the weekend. Just to say, ‘Hey, how are you? Are you okay? What can I do for you?’” Juan said. Small gestures add up to big support. “I’ve not been in this situation before, but exhibiting empathy, just in that little moment gives me a feeling of inclusion, which is so very important when we're talking about this topic. And so, it's a little thing. And I think it's important because sometimes the little things really do matter” he said.The panelists agreed that these stand-out moments helped drive the work they do today. Each of these moments shaped their perspectives and fueled their commitment to creating inclusive environments. These leaders have embraced the transformative power of inclusion and support, and they now strive to empower others, whether through inclusive hiring practices, mentorship, advocacy, or sponsorship.Sybil Fitzpatrick is a Dallas-based freelance writer, passionate about storytelling, evangelizing products and ideas, and leadership principles.
Creating Pathways for Overlooked Talent in Tech
BY Sybil Fitzpatrick June 12, 2023"It takes a village to invest in the opportunity to help somebody who has the credentials, [who] maybe didn't have the four-year degree or the two-year degree, or the PhD, or the master’s degree to be the gold standard for the culture that your companies are trying to build and represent,” said Jonathan Pride, the executive director of NPower Texas. Pride led a thought leadership spotlight on the opportunities being created for underserved communities and veterans in the tech industry during From Day One’s Dallas conference. NPower’s mission is clear: to create pathways to prosperity for veterans, their spouses, and young adults aged 18 to 26 from underserved backgrounds. The organization achieves this by enrolling individuals in their programs teaching tech fundamentals, cybersecurity, and cloud computing, equipping them with the necessary skills and certifications to thrive in the tech workforce.A military veteran himself, Pride has seen first-hand the need for community. Jonathan left the military for the private sector as his family grew. His skills and degrees translated easily to the general workforce but he later found out that his experience isn’t guaranteed.Pride shared the tale of a soldier named Jessica, who left military service around the same time he did. As part of this elite unit, Jessica left the military with skills that would be easily transferable for a job in tech. However, she didn’t have a college degree. With the skills and experience, but with no formal certification, she didn’t have the credentials that the private sector wanted to see. Among the other hardships of life after the military, she was unable to make the transition into the workforce, and lacking the support to do so, Jessica took her own life. A decade later, the loss of Jonathan’s fellow veteran still serves as a driver behind NPower’s work. “Jessica couldn't see that her experience of military intelligence was more than enough to translate into anything, it was more than enough to be the top employee at a new employer, it was more than enough to live the values of loyalty and duty and respect and honor selfless service and integrity. It was more than enough to be the next future CEO of the organizations that are represented in this room, it was more than enough. But because she didn’t have a degree, she didn’t have an advocate. She didn’t have a proponent. She didn’t have somebody who was pushing her and guiding her.” Jonathan said. In a fast-paced world where people often get caught up in their own agendas, taking a moment to really see others can make a significant difference.NPower aims to be the advocate and proponent for those who may have been overlooked, ensuring they receive the support and guidance needed to succeed.NPower’s impact is best measured through the success stories of their program participants. Jonathan highlighted the astonishing transformation that takes place after individuals complete the program. On average, NPower trainees enter the program with an income of $12,000. However, after completing the program, their average income skyrockets to $72,000. This staggering increase of 500% represents a life-changing opportunity for these individuals and their families.Jonathan Pride, the executive director for NPower at Texas led the thought leadership spotlight (photo by Steve Bither for From Day One)The statistics speak for themselves, but NPower understands that their work goes beyond just providing training and certifications. It takes a village to ensure success. NPower actively seeks partnerships with employers who are willing to offer opportunities to their trainees. By investing in these individuals, employers are not only fostering their own workforce but also paving the way for future CEOs and leaders who may have been overlooked due to traditional credentials.The organization provides up to seven industry-recognized certifications at no cost, and if a trainee doesn’t pass an exam, NPower covers the cost for a second attempt. Their dedication to ensuring success extends beyond technical training to professional development, preparing trainees for the corporate environment from day one. Through mentorship programs and partnerships, NPower aims to nurture the talent and potential of each individual.The support of employers, mentors, and the community at large companies have the power to change lives and create opportunities for those who have been overlooked for far too long, Pride noted. With its dedication to training and representing overlooked candidates, Pride said, NPower is reshaping the narrative and opening doors for individuals from underserved communities to thrive in the tech industry.Please note: The 988 Suicide and Crisis Lifeline is a hotline for individuals in crisis or for those looking to help someone else. To speak with a trained listener, call 988. Visit 988lifeline.org for crisis chat services or for more information. The Crisis Text Line is a texting service for emotional crisis support. To text with a trained helper, text SAVE to 741741. It is free, available 24/7, and confidential.Editor’s note: From Day One thanks our partner, NPower, for sponsoring this thought leadership spotlight.Sybil Fitzpatrick is a Dallas-based freelance writer, passionate about storytelling, evangelizing products and ideas, and leadership principles.
How Well-Being Is a Key Ingredient in Healthy Work Lives and Company Success
BY Sybil Fitzpatrick June 08, 2023“It’s a normal part of our company culture to engage with our system of well-being. And that's [the culture] we want to create,” said Dr. Jeff Tzeng, the newly appointed senior vice president of health and well-being at AT&T in a fireside chat conversation at From Day One’s Dallas conference. AT&T is focusing on this culture of well-being because they want to increase productivity and make it a better company, says Dr. Jeff, as his colleagues call him.Interviewed by Shelly Hagan, economic development and government reporter at Bloomberg, Dr. Jeff shed light on their renewed focus on employee well-being and the path to a more holistic individual approach.Like many companies, the COVID-19 pandemic acted as a catalyst for the adoption of mental health strategies. With a growing recognition of the importance of mental health in the workplace, AT&T has made significant strides to enhance its offerings and support systems. Dr. Jeff’s role exemplifies the commitment AT&T has for fostering a positive work environment and prioritizing the overall well-being of its employees.While the emphasis that AT&T places on health and well-being is not new, it represents a dedicated effort to formalize and elevate their employee initiatives. By understanding the needs of their workforce and studying industry trends, AT&T aims to create a comprehensive framework that caters to employees mental, physical, financial, and career well-being.They recognize that supporting employee mental health requires a multi-faceted approach. Dr. Jeff highlighted the importance of both products and policies in this endeavor. From a product perspective, AT&T offers a range of services, including employee assistance programs, therapy, coaching services and self-serve apps. These resources are designed to provide timely, accessible and comprehensive support to employees.Dr. Jeff also emphasizes opportunities for the “sandwich generation,” or workers who are caretakers for both young children and aging adults. “We traditionally think about our employee services for caregiving for children. Right? But you know, many of you are probably in the same age bracket as me…[in which] you're also fortunate to have parents who are still here, maybe they're aging a little bit.” By broadening their perspective on what caretaking is and who it impacts, they offer more beneficial initiatives like caregiver leave, extended parental leave, and reimagined, broader sick leave policies that ensure employees have time dedicated to their well-being.Dr. Jeff Tzeng and Shelly Hagan spoke during the grand-finale session of From Day One's Dallas conference (photo by Steve Bither for From Day One)Dr. Jeff acknowledged that employee utilization of these offerings remains a challenge. Traditionally, employees often underutilize traditional benefits like 401(k) matching and free employee assistance programs. Dr. Jeff is actively seeking solutions to encourage greater participation in employee benefits. He acknowledged that there is persistent stigma surrounding mental health benefits and opportunities for self-care.AT&T recognizes the need to destigmatize mental health concerns and foster an environment where employees feel comfortable seeking assistance. The company is taking a proactive approach by engaging in open conversations that normalize discussions around mental health. The aim is to create an environment where seeking support is viewed as a normal part of self-care while de-emphasizing the pervasive “Hustle Culture”. The journey to destigmatization requires ongoing efforts at all levels, understanding that everyone’s comfort level may vary. Being such a large corporation with multiple generations and viewpoints, change can take time.Investing in employee well-being is not just for the workers but also a strategic business decision. The direct correlation between employee well-being and productivity is easy to see. When employees' physical and mental health needs are addressed, they can fully dedicate themselves to their work. By offering comprehensive well-being benefits, AT&T strives to create an inclusive and thriving work culture. This commitment to employees' well-being enhances the company's brand and ensures a win-win situation where employees are happier, productivity soars and employee retention is high.Sybil Fitzpatrick is a Dallas-based freelance writer, passionate about storytelling, evangelizing products and ideas, and leadership principles.