Questioning Success at NCRW's Corporate Leadership Summit
By Jacqueline Mumbey*
Last week, NCRW held a two-day corporate leadership summit (April 27-28) at Time Warner. It was an inspiring series of roundtables and explorations of the challenges and opportunities for retaining and advancing women of color in the corporate sector.
- Vishakha N. Desai of Asia Society drew into the discussion the importance of cultural sensitivity when engaging with women of color. In many cases, the lack of familiarity with other cultures within a corporate setting creates conflict and hinders the career advancement of women of color.
- Linda A. Hill of Harvard Business School pointed out that star employees are embedded in the right place. Essentially, a formula for success lies in choosing a context that is the right “fit” and in tune with one’s personal values.
- Audrey J. Murrell of University of Pittsburg called for the introduction of intelligent mentoring – an approach that would ensure sensitivity towards social, economic, cultural, and individual differences.
- Ancella Livers of Institute for Leadership Development and Research felt that the quality of the relationship between CEOs and black women executives is greatly impacted by a mutual mistrust. This often translates into miscommunication and poor career prospects.
- Rachel C. Cheeks-Givan of PepsiCo outlined a program at PepsiCo known as “Power Pairs” that partners women of color with typically white male managers to discuss their job performance. By strengthening mentor-mentee relationships the program enhances career prospects for women of color.
- LaMae Allen deJongh of Accenture said that with more than 177, 000 employees worldwide, diversity defines its corporate culture. Placing value on diversity is felt at the topmost leadership levels, but what was even more impressive was her company’s emphasis on equipping its women with practical sets of skills aimed at furthering their careers.
- Jerri DeVard of DeVard Marketing Group challenged everyone in the audience to think about a certain lack of accountability in corporations and urged everyone to recognize that they each had the power to effect change.
- Kerrie Peraino of American Express recommended segmentation targeting specific sub-groups coupled with sustainable solutions that last beyond very limited project dates.
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What We Do
NCRW is a network of leading university and community based research, policy, and advocacy centers with a growing global reach dedicated to advancing rights and opportunities for women and girls. We also have a Corporate Circle comprised of senior diversity professionals from leading U.S. and global member companies and a Presidents Circle of college and university leaders who share our commitment. NCRW harnesses the collective power of its network to provide knowledge, analysis, and thought leadership on issues ranging from reducing women’s poverty to building a critical mass of women’s leadership across sectors.