The month of April was another successful month for the ALPFA Boston chapter and I couldn’t be any more proud of the amazing team we have. Super excited to have partnered up with Diversity IT Network to hold our first ever Hackathon. Congratulations to the winning team MindRank, who created an app that provides mental health support to veterans and won the $5,000 competition. The 2nd place app (Launch) aims to prevent recidivism among recently released ex-prisoners, and 3rd place app (Therapy Dog Network) facilitates easy access to therapy dogs for people struggling with mental health.
Our Coaching and Mentoring program is off to a great start and our mentors and mentees are having a great time connecting with each other.
Our biggest success of the month comes from the 1st Executive Leadership Series event “Breaking the Diversity Code: Unlocking the Impact on the Bottom Line”. Small and intimate conversation among senior leaders across various companies from all industries, shared their thoughts and insights into what is needed to take Diversity to the next level. We learned from speaker Bob Rivers that Diversity is everyone’s job in the company. At Eastern Bank, Bob believes that diversity is everyone’s responsibility and he is constantly sharing this with his management team and entire company. “It is the right thing to do, It is the smart thing to do”, shared Bob with the audience as he reflected on what diversity means to him. Eastern Bank has over 70% women across the bank and 25% women in executive levels. They hold quarterly meetings with their ERG leaders and have a supplier diversity program. Advocacy is ‘key’ to their success and is part of the fabric of the company.
Juan Lopera, from Tufts Health Plan shared his journey in creating their diversity framework. They thought about the community, and how they will provide support to a large and diverse population. Tufts created their Vision 2020 and clearly defined goals for the company: to increase the diversity of their membership by 50%, to improving ways of better serving their communities, diversifying their supplier business, staff development and learning from client experiences, to share a few. They created a Cultural Competence Training program that achieved 95% participation rate.
David Casey, from CVSHealth gave us six questions to go back and ask your organizations. His message was that we need to focus on similarities and manage differences from a company perspective. The biggest challenge is in the definition of the word ‘diversity’, it will mean something totally different to every person. So for starters, you should define diversity within your organization. What are you doing to ensure there is equitable access to growth and development for all employees at all levels? What are you doing in the organization to ensure you have a diverse culture that everyone can bring their 100% to work every day?
The Executive Leadership Series is one of a few we will hold this year. ALPFA’s hope is to be one of the leaders in elevating this conversation and ensuring we are having it with the right people in the room. It started out to be a conversation for a group of about 30 and we ended up with over 50 people in the room! The attendees participated in a roundtable discussion where they answered questions like: How are your organizations structured to deliver on Strategic Diversity Management? How does your organization link diversity data with business outcomes to build a business case? What is your organizations ultimate measure of how your diversity and inclusion efforts are impacting your bottom line?
ALPFA Boston is creating a whitepaper that will be shared next month with the results of the enlightening table discussions. We learned a great deal and encouraged each other to continue the conversation. If you’d like to be included in future ELS events, please email Pavel Payano at firstname.lastname@example.org.
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ALPFA Boston Chapter