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May 8, 2019 Fact Book 2018

HMEA Inc.

Putting Diversity Initiatives Into Action

 

How did you get involved in diversity, equity and inclusion initiatives? As a light-skinned woman of color from a brown family who immigrated from the Cape Verde Islands, my family, the Cape Verdean community and society in general has taught me many lessons on the topic of diversity/racialization, etc.  But my interest in Diversity encompasses a broad spectrum of differences among people. I have an innate interest in trying to understand what makes people tick and learning from others’ experiences. I truly believe that diversity fuels innovation. 

 

How do you foster an environment where people from different backgrounds know you value their ideas? I came to HMEA 31 years ago. About 10 years into my tenure I could see a shift in our workforce to include a broad spectrum of diverse people regarding ethnicity, sexual orientation, varied generations, languages, religions, and many international employees, etc.  It was both exciting and clear that we needed to begin an internal dialogue regarding workforce diversity to facilitate understanding and appreciation between employees and the people we support.  So over 20 years ago we created a Diversity and Inclusion Council, started employee diversity training, created a diversity calendar, changed polices and internal systems to support the varied issues of our employees. We conduct an annual staff survey, which incorporates questions about diversity and include diversity topics at staff meetings throughout the organization. Targeted attention and open conversation on topics of diversity have been well received by staff.

 

What do you see as the biggest obstacles to Diversity and Inclusion in today’s workplace? One of the biggest obstacles is that many international employees have college degrees from other countries and professional experience in those countries that are not recognized here. I think it is imperative that all employers have strategic goals to create opportunities for these employees to utilize their education and skills here. How do we help current hiring managers understand their implicit biases in hiring and promoting practices?  Inclusion doesn’t happen on its own, it must be intentional and focused.

 

Do you see differences with acceptance of diversity initiatives from different demographics of your workforce? I am happy to say that I have seen improvement over the years. In general, I think staff, regardless of background, is more open to asking each other questions about their differences.    

 

Why do you think it’s important to have meaningful discussions focused on civility in the workplace? The success of any organization lies with its employees. If staff does not feel respected or safe while at work that affects their ability to perform. We have incorporated into our Diversity initiative that we are a “NO Place for Hate” organization and we abide by a “Resolution of Respect.”  We discuss and promote these principles on an on-going basis throughout our organization.  I believe these efforts create a culture of trust where everyone can thrive.

HMEA Inc.

Address: 8 Forge Park East, Franklin, MA 02038

Phone: 508-298-1100

Website: www.hmea.org

Year founded: 1961