been well documented that DE&I programs need CEO commitment, but what does that look like? What does the CEO do to show commitment? When does this happen? How can you measure it? I will give you practical advice and tips in this book to answer questions like this and many others that are about the day-to-day tasks that DE&I leaders need to execute to be successful.
My experience and approach have evolved to become a process I call CAPE. Each letter stands for a step you need to build a DE&I program:
C – Collect: Collect the necessary data.
A – Analyze: Review the data to identify the problem.
P – Plan: Create a plan to address the problem.
E – Execute: Progress toward meeting your goals and execute on your vision.
CAPE was specifically developed for solving DE&I problems, and it allows you to build the bridge to the right programs and measure the return on investment (ROI).
How the CAPE Process Works
In 2016 the Diversity Scorecard I developed for the US Olympic team was recognized as the number-one innovation in diversity by the Profiles in Diversity Journal.1 With a budget of less than $60,000, I beat out companies like HP Inc., Cisco, Electronic Arts, and KPMG. I also received the Diversity Champion Award from the Colorado chapter of the Society for Human Resource Management (COSHRM), and I was twice named a Diversity Leader by Profiles in Diversity Journal.2 I have been quoted in the New York Times,3 the Washington Post,4 the Guardian,5 USA Today,6 FOX News,7 and CNN.8
Even before I had recognized it as a formalized process, I was using the CAPE principles to design award-winning DE&I programs. Now that the CAPE process is fully developed, this book will guide you through best practices and techniques that are very important but rarely explained. An article in Fortune titled “Chief Diversity Officers Are Set Up to Fail”9 identified four major issues facing chief diversity officers:
1 They are new to the role.
2 They don't have the power they need to make a difference.
3 They don't have the data they need to make a difference.
4 Other leaders aren't on board.
In this book, you will learn first how to use the CAPE process to overcome these four challenges as well as others I have identified through my work with a range of organizations. Then, you'll learn more specific recommendations based on practical DE&I experiences that I've had with clients. To show you how DE&I looks in practice, I provide examples and solutions. For example, I will teach you how to set appropriate expectations for a DE&I program with the CEO and the executive leadership team. Unrealistic expectations are one of the biggest challenges for DE&I programs and chief diversity officers. You will benefit from my failures and successes.
Let's begin this journey together, and let me help you build your own bridges for DE&I.
Notes
1 1. On December 22, 2016, Profiles in Diversity Journal ran a headline naming the US Olympic Committee (USOC) and its D&I Scorecard as the number one innovation in diversity. Now an annual feature of the journal, the scorecard innovation was the brainchild of Jason Thompson who was the director of diversity and inclusion for the USOC. Accessed on April 5, 2021 at https://diversityjournal.com/16620-u-s-olympic-committee-di-scorecard-program/.
2 2. On March 8, 2018, Jason Thompson was given the Diversity Leader Award by the Profiles in Diversity Journal for over a decade's work and a series of accomplishments with the USOC including the QUAD hiring program, and the FLAME pipeline development program. Accessed on April 5, 2021 at https://diversityjournal.com/17083-jason-thompson-united-states-olympic-committee-2/.
3 3. On February 12, 2018, Jason Thompson was interviewed by and quoted in a New York Times article about diversity at the Winter Olympic Games in Pyeongchang, South Korea. Read the article: Talya Minsberg, “A diverse Winter Olympics: but on the ground?” New York Times, February 12, 2018. Accessed on April 5, 2021 at https://www.nytimes.com/2018/02/12/sports/olympics/olympics-diversity-Maame-Biney-Fenlator-Victorian-Adigun.html.
4 4. Jason Thompson was interviewed by and quoted in a Washington Post article about diversity on the US Olympic Team going to the Winter Games in PyeongChang, South Korea. Read the article: Rick Maese, “Trying to make team USA look more like America,”. Washington Post, February 4, 2018. Accessed on April 5, 2021 at https://www.washingtonpost.com/sports/olympics/trying-to-make-team-usa-look-more-like-america/2018/02/02/422ca13a-04fe-11e8–8777–2a059f168dd2_story.html.
5 5. In February 2018, Jason Thompson was quoted in the Guardian in an article about the diversity in the Winter Olympic Games in PyeongChang, South Korea. Read the article: Benjamin Haas, “Meet the Winter Olympians making big strides for diversity,” The Guardian, February 16, 2018. Accessed on April 5, 2021 at https://www.theguardian.com/sport/2018/feb/17/winter-olympians-diversity-simidele-adeagbo-jazmine-fenlator-victorian.
6 6. USA Today quotes Jason Thompson in its article about diversity on the US Winter Olympics team. Read the article: Martin Rogers, “United States seeing uptick in diversity for Winter Olympics team,” USA Today, February 5, 2018. Accessed on April 5, 2021 at https://www.usatoday.com/story/sports/winter-olympics-2018/2018/02/05/united-states-seeing-uptick-diversity-winter-olympics-team/308775002/.
7 7. A Fox News executive's comments about diversity on the US Olympic Team are called an embarrassment, and Jason Thompson's quotes from the Washington Post interview are explained and clarified.
