Providing the Right Support for Diverse Leaders

MARCH 2021 NEWSLETTER

One of the most significant shifts in the workplace, as a result of the global pandemic, is the acknowledgment by many business leaders that a more holistic approach is needed when supporting their teams.   

A whole-person approach is critical for developing diverse leaders. Research shows that women, and especially women of color, fall behind at the first-time manager level - the "broken rung" - coinciding with workplace support dropping off and personal demands growing.   

So what does whole person support look like?  What do business leaders need to offer to help their diverse emerging leaders succeed on their leadership journeys?  If you're looking for ideas, join us later this month to hear from a great panel of experts on this topic.  See below for event registration and more resources to help you find ways to best support your people. 

Best & Healthy Wishes, 

Team Ceresa


Words of Wisdom on Supporting Diverse Leaders

ON-DEMAND WEBINAR

In this conversation, we touched upon several meaningful approaches that leaders can implement immediately in their day-to-day leadership to support the development of their diverse talent.  These leadership mindsets work in-person and in remote settings.  Highlights from our guests: 

“I think inclusion is something that if you are in a marginalized community, it requires an intentional effort on the part of the organization, on the part of leaders to do something about it. If you are a part of the majority, it's really easy to feel included. Know it's also easy to, or easier to feel included if you, as an underrepresented minority, as a black man, have some sort of connection to the people that you are working with.” - Lance Matthiesen, Global Manager, McKinsey Black Network (MBN) Programs at McKinsey & Company

 

"It’s a simple acknowledgment that society demands different things from different people. People come into their workday having had very different mornings from other people in terms of what their responsibilities are and what their mental and emotional load called for. So, a word that comes to mind and that surfaces often in my clinical work is finding the limits of that workplace flexibility." -Dr. Ashley Stafford, Licensed Psychologist

 

“I think the whole point of inclusion is that we're all fundamentally more alike than we're different. We just have to take all the blinders off and actually look for those similarities and points of affinity.” - Jignasha Grooms, CHRO, Epicor Software


The Proven Need for Whole Person Support

CERESA PERSPECTIVE

leadership-philosophy.png

A person's ability to bring their best self to work depends on satisfactorily meeting personal demands and feeling supported in the work setting. 

Our data confirms that diverse emerging leaders, at their mid-career period, are explicitly asking for more holistic support addressing their personal challenges and career. Yet, there’s a significant misalignment between what they need and the topics on which they typically receive feedback.  Read more.





Can we help? 

We'd love to hear more about your development goals for your diverse talent.  Please contact us if we can ever be of service to you and your teams.

2020 Impact Report

The Ceresa community continued to grow our collective impact, despite the challenges of 2020. We hold ourselves accountable for this impact. We're proud to share our Impact Report.


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