Leaders discuss the advantages of diversity in workplace & community

At its 158th All Member Meeting in September, the MMAC introduced the Region of Choice Pledge – a commitment by leading employers to address significant racial disparities by increasing the overall number of African American and Hispanic/Latino employees in Metro Milwaukee by 15 percent, and management-level employees by 25 percent, by 2025.

Using key metrics of prosperity to rank Milwaukee against 20 other peer metro areas, MMAC research found that while Milwaukee’s white population ranks 6th in overall prosperity, our African-American and Hispanic/Latino populations both rank at the bottom. Metro Milwaukee also has the widest gap in prosperity between its white population and African-American and Hispanic populations.

MMAC surveyed diverse managers at 32 companies and organizations in Metro Milwaukee, receiving more than 1,000 responses. An additional 400 respondents volunteered to participate in subsequent focus groups. The MMAC and its consultants also solicited feedback from 16 Metro Milwaukee company CEOs.

The main takeaways from this research include:

• 60% believe that diversity and inclusion efforts at their company are focused on meeting compliance goals, not on improving company culture.

• 62% of African-American managers feel they have limited exposure to opportunities.

• 56% of Hispanic/Latino managers feel they are overlooked or ignored.

• 43% of diverse managers felt discrimination or bias in their workplace.

• Outside of their workplace, 64% felt discrimination in the community.

To address these results, MMAC hosted a discussion with the following panelists:

• Blake Moret Chairman/CEO, Rockwell Automation

• Erickajoy Daniels Sr. VP/Chief Diversity & Inclusion Officer, Advocate Aurora Health

• Austin Ramirez President/CEO, Husco International

• Steven Brown Global Inclusion & Diversity Leader, GE Healthcare

• Genyne Edwards (Moderator) Partner, P3 Development Group

Highlights of that conversation included the following:

Genyne: What are your initial reactions to the survey?

Austin: Unfortunately, the data wasn’t shocking. But I felt no less embarrassed and ashamed to see the data and hear those quotes. So I guess my first reaction was emotional. After I reflect, it does give me hope. I think companies are taking this issue much more seriously. It helps in some ways with employment at 2.7% because there’s a real strategic mandate for companies to take on this issue of diversity and inclusion. Our history doesn’t have to be our destiny, and I’m glad to see the MMAC taking this on.

Erickajoy: The data is reflective of the truth in our community. The individuals who engaged in the experience were courageous. Sometimes people have a lived experience that they’re not comfortable or confident to share. If we want to be a region for all, then it’s going to require some bold activity and some energy. It’s going to cause our community to be uncomfortable talking about this. But it will really enable us to build capacity and capability to take an honest look and then take some intentional steps.

“The data doesn’t lie. It hit some people pretty harshly today. And I say if it hit you harshly, do something about it.”

- Steven Brown GE Healthcare

Steven: We talked about how well things are going in Milwaukee, and yet we recognize that there is a huge population of black and brown (people) who are not benefitting. So it feels like living in two worlds. I’m a native of Milwaukee, I chose to live here and I’ve done fairly well. And yet there’s a population of people who just aren’t connected and they are here but they don’t feel like they’re part of the community. And we own that. Businesses own that. Those of us who are here, no matter what your race or background is, we own a piece of that. I’m just trying to figure out how we bridge how well Milwaukee is doing with, frankly, a huge population that is not receiving those benefits.

Blake: This is something that is going to take a complete community to be able to address. Employees want to know that the work that they’re doing is important. They want to know that they’re going to have the tools and the support to be able to do a good job, and they want to know that they’re going to have a chance to get ahead. This report really unpacked that, in sometimes searing terms, about the gaps that exist today.

Genyne:What steps can we take to ensure that diversity and inclusion is integrated into the culture, and not just a tool for compliance?

Erickajoy: There has to be a really true intention. John Kotter has a quote that talks about that the greatest transformations happen when the people who can move the needle, who are the most influential, actually connect together and make a difference and I think that’s absolutely key.

“Diverse teams make better decisions. Period.”

- Blake Moret Rockwell Automation

Steven: Hiring is important, but it’s just one thing. People have to feel like they belong. And I think we kind of forget that. So it has to be part of who you are -- more than just who I hired, but who you are. And the community talks. People know who the companies are that are real about that commitment. People know within your company what managers you want to work for. And it has to be more than just a slogan. It has to be how you act. Because talented people have choices.

Genyne: So, why this goal of making this a region of choice? Why is this important for your company, and why is this important for the region?

Blake: I’ll start with the business reasons – it’s because diverse teams make better decisions. Period. And so it creates a stronger company. It allows us to attract and retain the broadest and best talent pool. But beyond that, we think about the broader purpose that we have. It's to our employees, to be able to provide them an environment that they expect. It’s all those things working together that creates a word that used often - an ecosystem. But it’s something where people want to be a part of it and that’s why we do it.

Erickajoy: We believe that every person who has a voice is a person who should have a chance. We’re the largest private employer in the state. With our size comes a responsibility and we should own the responsibility of trying to make a difference.

If we want to be a region for all, then it’s going to require some bold activity and some energy.

- Erickajoy Daniels Advocate Aurora Health

Austin: On the rational side, Husco wants to grow, and we can’t grow as a company or a region unless we harness the talent that we have in Southeastern Wisconsin. We’re not doing that today. And on the emotional side, I just don’t want to live in a community, and I don’t want my kids to grow up in a community, that isn’t thriving and diverse and healthy. We’ve got a lot of work to do in Southeast Wisconsin.

Steven: Because, listen: This is what we’re supposed to do. This is my home. I work here. I grew up here. My family’s here. We have to figure out who we are as a city, as a state. We have to figure out what our brand is, how we recruit people, how we have people stay. The data doesn’t lie. It hit some people pretty harshly today. And I say if it hit you harshly, do something about it.

Learn how your company can get involved: www.mmac.org/diverse-talent.html

Note: Responses edited for clarity and brevity.