Working Across Cultural Boundaries: My Experience of The Many Faces of Diversity, Equity, and Inclusion
Photo by Clay Banks on Unsplash
Disclaimer: The views presented in the following text are independent and not reflective of views presented by the University of Tennessee and Haslam College of Business.
“I refuse to accept the view that mankind is so tragically bound to the starless midnight of racism and war that the bright daybreak of peace and brotherhood can never become reality” Dr. Martin Luther King, Jr.
Diversity initiatives are not one size-fits all and placed in a monolithic setting draws concern of the true understanding of its definition and impact on our social influences. Understanding the unique dimensions of economic, racial, and social injustices provides a glimpse into the many aspects of diversity to be addressed. Over several years, I have been afforded an opportunity to work in various industries. My shared experiences across the financial industry, local government, and academia bring forth a different viewpoint of the impact of diversity within our social constraints. Culture can be defined in various ways, where identities are established and supported by cultural differences. I believe that culture is reflected in many aspects of our personal, professional, and social identities. In reference to personal aspects of culture, the influencers are reflective of one’s socioeconomic status and family upbringing. It is easy to compare human experiences based on differences stemming from economic factors. For example, households that surpass the middle-class income bracket are exposed to different life experiences, compared to families who fall below the middle-class income level. Therefore, I begin by addressing cultural boundaries that emerge from the different financial interactions between race and socioeconomic status.
Financial Industry – Being Counted through Better Banking Practices
Previously, I had the honor of serving as the Director of Diversity and Inclusion for U.S. Bancorp. I was assigned with creating and managing diversity initiatives for the East Tennessee Region. Comparatively, race and demographics in East Tennessee does not correspond with more diverse regions of the State of Tennessee. Compared to other minorities from throughout the East Tennessee region, I discovered that rural families suffered most from financial hardships . In most cases, poverty and lower income are associated in communities with large minority populations. The dynamic of poverty and significant minority populations is reflected in underserved communities of the East Tennessee region . While serving as Director of Diversity and Inclusion, I was tasked with developing a framework that would recruit, retain, and educate underrepresented populations within the region. We conducted a series of financial literacy workshops and diversity education sessions. John Hope Bryant1, the author and Chief Executive Officer of Operation Hope, recently described the “Silver Rights” movement, in efforts to explain the next phase of civil rights. This next phase is marked by the equal empowerment of American minority and majority populations. My experience of working within the financial industry exposed the connections between the economic power and diversity, which strongly relates to habits and financial decisions made within communities. Conversations regarding financial health, literacy, and money management are less prevalent in marginalized communities. Throughout my experience in this setting, I was informed by individuals from diverse backgrounds and of different ages that conversations about finance and money management were not a common practice. Therefore, in order to improve their financial condition, we placed a significant focus on listening to individual voices and engaging in dialog with communities around their own financial training and awareness .
I believe that conversations related to credit management and financial stability should be at the foundation of diversity, equity, and inclusion initiatives. As initiatives have been created and led by civil rights and community leaders, the call for equality in access to financial resources have long been recognized as being of paramount importance. For instance, Dr. Martin Luther King, Jr. established the “Poor People’s Campaign”2, for which he planned a march on Washington, D.C. together with disenfranchised and marginalized populations from southern United States and northern cities. His call to action was directed toward fair wages and jobs. The ongoing civil rights and human rights movement is centered on lessening the wealth gap between minority and majority populations. However, I believe that a movement to begin educating children and young adults about financial wellness is imperative. Therefore, I have conducted a workshop series titled, “Keys to Financial Freedom”, seeking to empower our young adults to become knowledgeable regarding best practices of obtaining financial stability.
The extensive data collected by the U.S. Census Bureau every decade impacts access to funding and services for community members. The statistical indicators dictate certain federal grant programs and appropriation of funds. In parallel, the banking industry sets a priority on affluent sections of cities across the country. At one point in my career, was given an opportunity to work in several capacities as a banker. We were assigned to place a significant focus on building relationships with identified upper middle-class areas within our territories. The census, with voter registration, allows marginalized groups to be counted –amplifying their voices and reflecting the resources needed to help communities thrive. In most areas, the location of such resources overlaps with the placement of banks, in the affluent portions of a city. The bank client demographic that supports maintaining stability and longevity is based on household income and purchasing power and it is heavily sought after. The dividing line between diverse client populations is credit score and one’s ability to obtain funding opportunities. Importantly, an individual’s financial standing and credit worthiness shapes their opportunities to invest into their own community. Therefore, I believe that the census and its documentation of diverse and affluent populations, which correlates with financial industry client indicators, can help inform our efforts to support marginalized communities
Local Government – Being Counted through Civilian Oversight
Beyond the impact of financial awareness, I contemplate the overall cost of actions and decisions that are made by law enforcement officers and community members, which can lead to a person’s bodily harm or potential death. After serving as Director for Diversity and Inclusion at U.S. Bancorp, I was given the opportunity to serve as Executive Director of the City of Knoxville’s Police Advisory and Review Committee. The Police Advisory and Review Committee, PARC3, was established in the City of Knoxville on September 22, 1998. In most cases, civilian oversight bodies are created after tragedies. A series of tragic incidents occurred in the City of Knoxville that involved the Knoxville Police Department and the African American community. Parallels can be identified across our country, wherein incidents involving violent and fatal interactions between law enforcement and communities of color continue to occur in cities and towns . Information documented by ABC News4 showed that, although claims against police were down in certain cities with large police forces, the cost to taxpayers was still over $300 million for the 2019 fiscal year. As mentioned, the financial component of diversity initiatives remains at the forefront.
As the Executive Director, I was assigned with providing training and educational sessions for our law enforcement officers. A significant focus was placed on cultural competency, understanding bias, and diversity awareness. The conversation surrounding diversity, with an audience of law enforcement officers, is quite different from an audience of bankers or college students. Therefore, the approach and delivery of information on best practices must vary based on the audience. A primary focus became placing more emphasis on factual data and real-life experiences, which allowed for law enforcement officers to identify with actual occurrences. At the foundation of training and workshops conducted was an emphasis on relationship management and interpersonal skills. I was able to manage conversations regarding effective ways to communicate and establish relationships with diverse community groups.
The culture in law enforcement is a quite different from that of the financial industry. As previously mentioned, culture reflects underlying values and traditional beliefs of a group or organization. I view the culture of law enforcement as being set in a commitment to protect and serve its citizenship. Their commitment is derived from a culture that places an emphasis on beneficial interactions and encounters with community members. The optimal goal is to have positive and reflective communication, yet there are circumstances that cause such interactions to have a negative outlook or conclusion. Diversity, equity, and inclusion are key areas of focus for many municipal governments and law enforcement agencies, where efforts towards improving diversity initiatives influence officer training and development. However, I believe that the introduction to diversity initiatives should be interwoven into the onboarding and interview process for new hires. The implementation of an initiative related to setting metrics and goals related to cultural competency, bias awareness, and sensitivity training can serve as a useful tool in the professional development of law enforcement officers. With a focus placed on dependability, accountability, and service, I believe that having diversity initiatives included in performance evaluations would also provide more awareness and commitment to improve provided services.
There are many law enforcement agencies that champion their objectives to appear open, transparent, and welcoming. The inclusion of best practices surrounding cultural competency and diversity awareness is shared throughout national organizations and groups where law enforcement and community members share concerns and discuss paths towards progress. An organization that works towards improving law enforcement and community engagement is the National Association for Civilian Oversight of Law Enforcement5 . While serving as the Executive Director of civilian oversight in the City of Knoxville, I was elected to serve on the board of directors of that organization. It welcomes community members, law enforcement officers, and elected officials to work alongside one another in support of fair and professional law enforcement that is responsive to the communities served.
Educational Institutions – Success in the Diverse Student Population
Being counted is important in the collegiate setting, where a fundamental purpose and responsibility of colleges and universities is to foster a welcoming and engaging learning environment. Diversity, equity, and inclusion initiatives should align with the college’s mission, vision, and purpose. With an emphasis placed on cultural awareness and competency, students can be endowed with a set of tools, resources, and interpersonal skills that aid in leadership development. I am a proud graduate of Florida Agricultural and Mechanical University. I place a lot of credit for providing me with resources that have enhanced my personal and professional development. Florida A&M University6 is a Historically Black University, which strives to provide an educational experience that allows students to compete in the global economy. The vision, mission, and purpose of many higher educational institutions remain very similar. An optimal goal centers on student preparedness, resource allocation, and job placement. I have the honor of serving as the Director of Diversity and Community Relations for the University of Tennessee’s Haslam College of Business. There, I am assigned with leading our efforts in the recruitment, retention, education, and placement of our underserved and underrepresented student populations. The importance of having an established and committed focus on diversity initiatives within a collegiate environment is imperative. A comparison of student success rates reveals they vary based on ethnic background.
As earlier mentioned, the census allows for community members to become involved in seeking funding opportunities, federal grants, and needed resources. Students are similarly counted and assessed by their enrollment, retention and completion rates. In 2017, the National Student Clearinghouse7 research center provided a study on the national completion rate of college students based on race and ethnicity. The study shared that overall completion rates were the highest for Asian and White students, and there was a considerable difference between completion rates of African American students in relation to all student groups. A parallel correlation can be seen in African American communities’ involvement in the census., Many do understand the importance of completing the census. As shared by the Thurgood Marshall Institute8, a primary reason for census involvement of African Americans is on the potential for that data to translate to greater access to educational resources as well as healthcare funding. The importance of continued education beyond adolescence is well known. A key aspect of any diversity action plan or initiative should include efforts made towards pre-collegiate programming. Discussions involving equity and equality must address educational disparities experienced by underrepresented communities. The historical context of segregated schools and educational institutions plays a significant role in the existing student populations in most inner-city schools. Obtaining sufficient access to educational resources relies heavily on community involvement, along with the involvement of local elected officials. As members of the larger community, I believe that it is essential for colleges and universities to allocate resources and direct efforts to enhance pre-collegiate educational activities. The pre-collegiate activities can be outlined through college preparedness, leadership development, and academic support.
With the ongoing impact of COVID-19, civil unrest, and social justice issues, we are placed in a turning point in our nation and the world. Historical evidence shows that through tragedy comes opportunities for change. The human population continues to experience ongoing civil and social disruptions, which represent a call for individual and collective action. The call for action is focused on areas that impact culture, and both private and public sectors. The financial industry, municipal governments, and educational institutions remain apart of the fabric that can aid in identifying ways to enhance community success. As populations become more diverse or increase size, issues related to diversity, equity, and inclusion will play an increasingly significant role. Therefore, the involvement in the U.S Census Bureau count, the 2020 election process, and local government initiatives are crucial. By counting every person through the census, counting every vote, and advocating for diverse communities at the local level, we can ensure that everyone receives access to needed resources. I believe that we can use these opportunities to grow closer as a community
Works Cited
1. John Hope Bryant. The Silver Rights Movement, March 14, 2005
Web Page: John Hope Bryant – An American Entrepreneur
https://johnhopebryant.com/2005/03/the_silver_righ-9.html
2. Stanford University. The Martin Luther King, Jr. Research and Education Institute
Web Page: King Encyclopedia, Poor People’s Campaign
https://kinginstitute.stanford.edu/encyclopedia/poor-peoples-campaign
3. City of Knoxville. Boards & Commissions
Web Page: Police Advisory & Review Committee
4. Millions in lawsuit settlements are another hidden cost of police misconduct, legal experts say, by Christina Carrega, June 14, 2020
Web Page: ABC News
5. National Association for Civilian Oversight of Law Enforcement
Web Page: About Us
https://www.nacole.org/about_us
6. Florida A&M University
Web Page: About FAMU
http://www.famu.edu/index.cfm?AboutFAMU&Mission
7. Completing College – National by Race and Ethnicity – 2017, by NSC Research Center, April 26, 2017, 2017, Completions, National, Postsecondary, Signature Report
Shapiro, D., Dundar, A., Huie, F., Wakhungu, P., Yuan, X., Nathan, A & Hwang, Y., A. (2017, April). Completing College: A National View of Student Attainment Rates by Race and Ethnicity – Fall 2010 Cohort (Signature Report No. 12b). Herndon, VA: National Student Clearinghouse Research Center.
Web Page: National Student Clearinghouse, Research Center
https://nscresearchcenter.org/signaturereport12-supplement-2/
8. Black People and the Census, Undercounted Means Underfunded and Underrepresented
Web Page: Thurgood Marshall Institute
https://tminstituteldf.org/black-people-and-the-census/
Clarence L. Vaughn, III, is the director of the Office of Diversity and Community Relations in the Haslam College of Business, at the University of Tennessee, Knoxville. As diversity and community relations director, Vaughn provides strategic leadership in creating an integrated vision and shared responsibility for facilitating the college’s diversity goals and for fostering and supporting a campus culture that respects and appreciates individual differences. Through collaboration with offices across the college and university, he is assigned with advancing diversity and inclusion in the university’s research and educational missions, creating a welcoming environment for students, faculty and staff. He holds an MBA in organizational management from Syracuse University, a BS in business management from Florida A&M and an AA in business management from Tallahassee Community College.