Michele:

So next up, we have faith Eatman. Yes, I’m really excited about having faith to join us, because faith has done some phenomenal work. And what is even more fantastic about what faith has done is oh, how do I say? Had it not had this happen? I don’t know, pre 2020 It would have been a whole other story. You’re even shaking your head. How are you today?

 Faith:

I’m good. Are you doing Michelle?

Michele:

Absolutely fantastic. I’m excited about you being here. Because this is something that so many of us have, have have wanted to know, we wanted to know what the DEI data in the workplace, but I want you first to tell people a bit about yourself. Career wise when you do and then we’ll get into your your, your work NTI in an employer.

Faith: 

So hi, everybody, I’m thinking evening. And by day, I mean cultural transformation for our IT department at a large academic medical center on the south side of Chicago. And then by night i Capehart for advancing black women in the workplace. So to do this, I leverage honest conversations, my process improvement experience and expertise and my lived experience to bring creative di solutions in business. So I want to talk specifically about one of those solutions that I’m most proud of. And that is leveraging our employee resource group, focused on helping women of color advanced to leadership positions, to create a formal sponsorship program for black women. And so in June of this year, our Employee Resource Group, which is named notice, launched its first cohort for formal sponsorship program to increase the representation of black women at the senior leadership level. So the program is very focused on creating excess visibility and psychological safety for black women. As I just want to, before we go into our conversation, Michelle just do a little bit of level setting on sponsorship and sponsorship programs. And so sponsorship programs are designed to foster meaningful one on one relationships among executive leaders and junior level leaders, which we’ve caught protegees as a part of our programs. And so when you talk about sponsorship, it’s been called the great career accelerator, because sponsors are personally invested in their protege success. They leverage their own influence to advocate for their product, raise promotion, and ensure they’re visible to key decision makers. So when you talk to many executives, they may not call it sponsorship, they might not refer to a sponsorship, but you ask them, like how did they get to where they are today, many of them will quickly identify one or several individuals at some point in their career, that took a chance on them that vouch for them to get a leadership opportunity, or to get access to senior level conversations and things like that, they took a chance on them and vouch for them. And that set them firmly on the path to executive leadership. And so really, like when you hear black women asking about and talking about wanting to advance to leadership, like that’s what we want, we want to be recognized for the value that we bring to the organization, we want to be noticed. And so formal sponsorship program is one way to get black women the recognition and the access and visibility that they need in order to access these executive leadership positions.

Sharing that what I want to go into next is rework we’re pro post, deploy. And I am getting feedback. Hold on one second, let me see if I have something turned on. I don’t see anything. So okay, wait a stop. Okay. So we’re post George Floyd. And you want to bring this page into your organization? What are your What what are you thinking? What do you think? Or what do you know and have seen an organization that really needed to be bought to an executive levels attention? Yeah,

I mean, so I’ll just speak from like, my own experience. And you you hit it on the head, right. So I think many of us in the wake of George Floyd, we were sitting thinking like, okay, what can we do, right, like, I know, I need to do something. What can I do in And that was kind of my, I had the same response. And so when I started thinking about what I could do I know that like, protesting, like, that wasn’t the thing that resonated with me. But I thought, like, let me leverage my strengths, right? So my background is in change management and process improvement. And I’m really good at understanding how systems work, I didn’t find barriers and no other tools, right to break them down into improve culture. And so, you know, I wanted to take the tools that I use to impact a problem that impacted me personally, right. And that was my experience as a black woman in, in the workplace and in corporate like spaces. And so, you know, I read books, like Minda hearts book, right. And I started stalking people on LinkedIn that were talking about their experience in the workplace. And I’m like, Oh, my like, that’s like my experience, too. And that’s when I started to notice like, this is a system, this is something systemic, this is something that is happening in many different organizations, it didn’t just happen to me like it’s happening to other people. And this is something that we need to seriously address, a part of the work experience and experience that black women are having is due to a lack of representation at the leadership level. And so to me like that is something very important that I wanted to bring forward to my leadership to say that we need to improve the number of black women that are represented at the senior and executive leadership level, because it impacts the care that we provide to our patients as well as our community. So we know like, along this time with George floor, like, we’re getting information related to different outcomes for COVID. based on race, right, it was a lot of data about black women, that were three times more likely to die from pregnancy related, causing. And so you know, those are things that resonate deeply with me as a black woman. And I feel that in this space of healthcare, one thing that we can do to help improve that to increase the number of black women leadership positions.

So you have this fantastic goal that you want to reach. What did you do next? You’re like, Okay, this, this has to change. What do you what did you sit down and and figure out you needed? Or did you sit down and do a strategy? And what was included in that?
Yeah, I mean, so, again, like this, from my background, from change management and process improvement, I understand, like, how the process for problem solving. And so you know, where I wanted to start with with defining the problem. And so I’ll just talk to you a little bit about that, like, this is what the problem is, there’s a lack of black women represented at the senior leadership level. And this is a problem why, right? And this is why we need to do something now. And then once I do that, right, I’m I want to investigate, right? So I want to go to black women, and hear their experience. Like I need to understand if this is just something I’ve experienced, right? Or is it as I stated, like something that is systemic, so going to the people who are closest to the problem to understand like, what their experience has been. And then I’m starting to ask why. And I think Marissa talked about this to like, really thinking about, let’s not just address symptoms, right, but what is the root cause? And when we look at the root cause to the systemic issues, part of it is racism. And so then we need to think about, like, how does racism show up in our workplaces? So racism can show up in our workplaces by a lack of access, right? So black people, historically marginalized folks not having access the same amount of access to opportunities or to leadership, and also visibility, right, they don’t have the same visibility to get to these opportunities. And they get these opportunities, as well as a lack of psychological safety. And so by focusing on those things, and kind of pinpointing some of those root causes, then the question was, okay, so how do we solve for this? And so in my research, and just as, you know, again, just talking to different people researching, you can quickly Google like how to help black women into leadership and you will see, sponsorship will come up as a solution. And so that was from conversations that I even had with white male executives to say like how did you get to where you are, what has been instrumental in you getting to where you are sponsorship was something that kept coming up over and over again. And so that was the solution that I landed on to say, hey, we can try this right. Let’s try this and see what happens.

Okay, so, once you you had those steps in place. How did data play a part in, in getting this initiative moving?

Yeah, I mean, so I work at an academic medical center. Again, like I’ve led meeting process improvement initiatives, I understand like, we have to have data, in order to get that buy in, especially at the executive leadership level, I’m very fortunate to be a part of an organization where they were not only making Black Lives Matter statements, right, they put forward entire equity strategy. And they have been very transparent with our data, including leadership parodied by race. So that word, that data had been communicated through the organization. And so like, I knew that we had the data. And I knew that the organization was committed to increasing our representation by our representation at the senior leadership level. And so I felt confident being able to go to our diversity equity inclusion department, and ask for the data, right, like to get intersectional, we can say, Okay, I know we have the data by race, but can we have the data by race and gender? Right? So we want to see, like, I know what people are saying, I know what I feel, but like, Let’s actually create a picture, right, let’s see a picture of what it actually looks like. And so that’s where I started. And I think the other thing we really wanted to see is just like where are where do black women sit in the organization. So by staff level, also creating that picture and telling a story.

Like, you went back and say, intersectionality, again, and, and because that’s important that the more points we put in there, it’s important when you’re looking at equity, and who has been left behind, because as soon as you can solve it for black women, okay, now you go to black women who are mothers, now you go to black women who are lesbians, right? And, and still are going to have these marginalized employee, that you still haven’t put equity to a new workplace. And so I love how you say, Hey, you did about gender race, this crosses over? Because it’s truly important to look at that data through that lens to understand if, if, is there some work to be done? And maybe you’re not, maybe you’ve done a great job, and there isn’t additional work to do
right. Now, I mean, we’ve moved that we know how we feel, but Right. And like I always say this to anybody who was saying like, hey, we need to fix something? Well, okay, you know, let’s look at the data first. So let’s see, like, if it’s a problem, how big of a problem is it? Right? Is it the problem we need to focus on so the data can help you with all?

So you have this sponsorship program? How does it work? And maybe you’re seeing some sudden changes through it as it grows. But how did how did that launch? And where are you right now, in that sponsorship program?

Yeah. So. So we started the program in June. And the program is focused on pairing men, black women who are a mid level manager, so manager and director level with, we targeted white male executives for our first cohort. So at the VP level and above, and what we do like we took a very innovative approach to sponsorship, so there to do research you can find frameworks for and best practices for formal sponsorship programs, right that are focused on what I talked about bridging the visibility and access gap. But for our program, we also wanted to make sure that we were addressing some of those systemic barriers that I mentioned. And the way that we did that was we engage the equity strategist, who engaged in four facilitated sessions with the sponsors and the protegees together as a group. And we focus on sharing the black experience of black women in the organization. So we not only shared our stories of how we’ve experienced the organization, we were able to share some of our experiences as patients in health care, which is very important. But we also were able to hear from our sponsors, how they want to show up as allies for black women, and then think about how we can partner together to create the organization that we desire to have for our patients in our community. And so, we engaged in those four sessions, four monthly sessions, and then beginning in October, we have six months of group coaching that’s focused on allyship. So to increase inclusive leadership capability for our sponsor, and also have some executive coaching for the black women, to help us to think about how we lead in a way that’s authentic to our lived experience, and leverage that in service of the organization, and then add to going on concurrently throughout this time, each protege is having a monthly one on one with there’s individual sponsors.

So I want to step back and ask a question about not just support from your executive team. But the financial backing because you talked about bringing in an equity partner or equity consultant, you’ve talked about these coaches coming in executive coaches for the black women, additional training for the sponsors. So did your organization find funding right in the middle of the year? Or how did how to how are you able to press upon them, they had to find funding to bring equity into the workplace.

Yeah. So again, like are, like, I’m fortunate to be a part of an organization that had equity strategy, as well as dollars set aside to focus on different equity initiatives. So they had the money set aside, they just needed to have like, you know, initiatives that they were supporting. And also, so our fiscal year ends, June 30. So you know, we started at the beginning of our fiscal year, July one. So there was some, you know, strategic, like, we had to think about like, when will started, how will fund it type of thing, but the money was there that had been allotted for our equity to whether
it Have you been able to get long term funding like they’ve committed three years, or is it year to year that you will, you’ll have to go back to continued financial? Yeah,

I’ll be quite honest. Like, we haven’t talked about it that far, like we did put the program in place as a pilot. And so we’ll revisit that at the end of the program, which is January fy 23.
Okay, of 23.
So it’s like an 18 month. Okay. Right. Because if we’re thinking about helping people to advance right to the next level, we understand that’s going to take time, right? That’s not something that’s like, after the four months, like, Hey, everybody, there might not be rolling to put people in, right, we have to wait until the opportunity comes up. So it’s an 18 month program.

Catch, okay, so I’m, let’s get this. So is it executive training program, that’s 18 months focus on black women in middle management, helping them get to senior management roles. It has been funded for an 18 month period. The training is not only for the black women, but also their sponsors to understand black woman’s experience in the workplace, black woman’s experience and health care, and really, for them to understand what racism looks like, overall, so So the sponsors are going through the journey?

Absolutely. Yeah. So we are both on a journey together. And I think that’s so important. And it really has, like the experience so far, has really been remarkable. And so I’m really glad that we did set it up that way. Because I think there’s just so much opportunity on both ends for us to to learn and to build trust amongst each other.

So I just want to talk for those of you who were here for Lynn hurdles. Talk. When we kicked off, she was talking about her program on the matter of race where she works with white people, teaching them what racism is and how to become anti racist. And so you just brought up another thing, which was people have often tried to fix us, black people, indigenous people and other people of color. But that’s not the issue. Right? The issue is understanding number one, we’re racism. So that’s for white people to understand how they become anti racist. And so I like your approach in this program is we have to train the sponsors about our black experience black women’s experience more specifically in the world, and in the workplace. And I think that’s, I don’t think there are a lot or many or any other programs that are really doing it on that level. 
And
yeah, you’re exactly right. And I think one thing that I have to say About our executive leadership and, and this is internal and external, as I talked about, just after Joyce, George glory, I started becoming more and more vocal about the experience of black women in the organization publicly, you know, within my organization as well as like via LinkedIn. And one thing was, people would reach out to me and say, like, you know, I really like what you’re saying, I hear what you’re saying, I want to show up as an ally. But I don’t know how right like, I really want to, I don’t know what to do. I don’t know, I’m afraid of saying the wrong thing. And more often than not, it was white male executives, who was who are reaching out to me to say these things. And so I guess what I’m saying is, I think that there may be white male executives and white people out there who wants to show up as outliers, right? They know that something is wrong, they know there’s a problem. But they just they need. I mean, I know there are different candidates on this, right? I understand that. But they may just need someone to say like, here is the program do this. And if you bring it to them, right, like they will be, they will buy into it, but they just don’t know what to do they want to do something, they don’t want to be on the fence, right? They want to be anti racist, but really just need that push to take the next step.

Absolutely not, not even a push, sometimes. They just like, what, I’ll go do the work. Just give me a coppice and after. So, I love that. And I’ve had quite a few people at that time, too, that wanted to know what to do and how to do it. And the number one thing I will tell you, you will say something wrong. But the point is, you have to grow through it. And you have to learn from it. Is it for though I don’t have any kids, I’ve just seen a lot of them with a mom with a daycare. But one thing you learn is from that first kid to the second kid, sometimes just for the first kid for one to two is a whole lot of growth, I Oh, that’s fine, you live in a wall, your thing, you know, the third year, and so you, you start to get better and smarter about this. And so I encourage those who want to do the work, especially in the workplace and bring equity in the workplace. It’s important that you continue to make the mistakes, you grow, and you learn from those. And it’s really important to think that you’re not going to do something wrong. The point is that you look to do it fewer and fewer times.
So that’s the growth mindset and definitely needed related to anti
racism. Absolutely. So how can people connect with you faith,

so you can connect with me on LinkedIn. So I talk a lot on LinkedIn about advancing black women in the workplace. So please do follow me. I’m always interested in engaging other people’s content as well. And then as a part of witty, more women in technology International, we are a group of us hosts a room on clubhouse on Thursdays, we just called shut them down racism solutions for black women in the workplace in which we talk about solutions. We just solution that that are helping black women to not only survive workplaces, but to thrive in their workplaces. And so please do if you are a black woman, if you are an ally or a person who desires to be anti racist and to show up as an ally for black women. Please join us. We’re there every Thursday night on clubhouse at 7pm. Central. And the room is hosted by witty Women in Technology International.

Absolutely. So if you if you joined the clubhouse app, which is a social media audio platform, you don’t have to get dressed you can be in bed. Yeah. Yeah, and it’s, it’s about conversations. And really listening and growing don’t have to come up to the stage, raise your hand come to state it’ll make sense if you’re not familiar with the app once you join, and you can just listen learn and grow from from those from those, those rooms. They last about two hours. But the important part is showing up to learn. The next important that pivotal part is taking action. So I love the allies, but I’m looking for abolitionists, those who are really going to put things in a line that are really gonna impress
Yeah, I’m here for whatever a word is about.
I love it. I love it. Thank you so much faith for joining us today. This has been absolutely fantastic. I love this work. Go ahead. Go ahead.
No, thank you. Thank you so much for having having me like you are a person who I met via clubhouse right. So we’ve had audio conversations, but not face to face, video. So that’s always great. So I appreciate the opportunity. I’ve enjoyed the conference today. So thank you for the platform and the work that you’re doing to create equitable workplaces.
Thank you so much faith, I really appreciate it. I’ll talk to you on Thursday. All right.
Take care.

Okay. Bye. Whoo. So definitely come join the conversation on clubhouse, if you don’t mind, another social media app. But you can just jump on on Thursday at eight o’clock. Maybe go to YouTube, if you’re like, I don’t know about another social media platform. And I’m not asking these kids, you can go to YouTube, to watch a short video on how to download the app and how to engage on the app, that’s a great way to have conversation, you may not find all the conversations you would love to have, but you can definitely find conversations to have on the app. So I definitely recommend joining WiDi wi ti Women in Technology International, which is a nonprofit, professional organization, for women in technology, International. Alright, so you can I’m in that room quite, quite frequently. Now, if you’re just joining us for the ethical workplace, creating the future work virtual Summit, welcome to the summit, we are actually in the last 90 minutes. But don’t go anyway, go go anywhere, we still have a lot to discuss. We still have phenomenal speakers, who are going to be joining us and sharing with you how they have used data, or how data can be used to create equity in the workplace. Oftentimes, when we talk about the future of work, we’re talking about it in the lens of how technology is going to change and transform the workplace where you can use technology or data to transform the workplace to bring in equity. And as we sit in the midst of the Great resignation, the great retirement, the great, whatever you want to call it, we are now in my opinion, in the future of work, people thought the future was going to come after they retire. Surprise, it has shown up and it is here and now. And it’s really important that you take this opportunity to continue to really build a workplace that is build a workplace wear in your aren’t always the majority of our employees are happy. Have you asked and inquired about who’s unhappy in that workplace? Because that truly makes an impact on if you’re creating equity in your in your employee base in your workplace? And how does that impact your employee engagement? How does it impact career trajectory? How does it impact the health and wellness of your employees? So be sure you stay tuned, we’re going to get into some of that. And actually what metrics employers should be finding. Now if you want to win a copy of giant Graham’s book plantation theory, be sure you head over to equitable workplace positive hire.co. To register there, we will have the replay for this virtual summit share it over there so that you won’t have to scroll through four hours of interviews to find that golden nugget you’re you’re you’re looking for. It’ll be right there broken out in individual sections for you to easily grab a whole to that, and easy for you to watch. So we are excited to have you go over there to engage Plus, it gives us the opportunity to reach out to you and say hey, we have I don’t know maybe Laurel Rutledge with us. And she’s back to do a different live stream on LinkedIn with us. I don’t know, all sorts of crazy stuff. But we’re definitely definitely going to have an opportunity for you to further engage with a lot of our guests here today. Now. We’ve had really great sponsors we talked about we still have one more sponsor we’re going to talk about after our next speaker who is Laura Rutledge. I am going to bring Laurel up not Laura. Not Lori Lori Roll. I’m from South Carolina. So I might have, I might add a letter and drop a bat. Add a constant. Like for instance, I went to Clemson University I see it with a P but I spell it with invisible peak. So just a row with us today because that is what it’s all about. So