Embrace, Empower, Excel: An Intentional Look at the Importance of Action Oriented Diversity and Inclusion with Josette Riep

Implementing Diversity & Inclusion within any organization is a challenge. How do you turn Diversity & Inclusion from a politically correct statement into something that is both tangible and relevant? Many forward thinking organizations have done their homework, read studies on the importance of diversity in the workforce, completed their climate surveys and assessed their current state.

In many cases, these assessments translate into the important work of fostering awareness through organizational mission statements, educational opportunities and special events. How then does that translate into tangibles such as hiring more women or people of color, ensuring that an employee’s sexual orientation does not adversely impact their opportunity for employment, filling more high level positions for people of varying backgrounds and so on?

Josette Riep stated, “In order for diversity and inclusion to be successful, it must be actionable.” Josette is an Associate Director of IT at the University of Cincinnati and the Chair of the IT Diversity & Inclusion Committee. As part of its inaugural year, this committee is implementing a plan for intentionally increasing the awareness of Diversity & Inclusion and it’s barriers – Privilege & Oppression – throughout their organization. In addition, they have worked tirelessly to create a matrix by which Diversity & Inclusion could be measured in the annual performance reviews. Because of these efforts amongst others, committee members have been sought after to give presentations and most recently, were selected to receive the very prestigious Marian Spencer Diversity Ambassador Award at the University’s 6th Annual Diversity Conference (pictured below). I was honored to speak with Josette about her experience and am even more honored to share our conversation with you now.

“It was a humbling experience and meeting Mary Spencer (civil-rights activist and UC A&S graduate) has been one of the highlights of my experience here at UC.” Josette said in response to winning the award. She said the Diversity & Inclusion Committee did not know they were nominated and that their focus was on creating and implementing key initiatives. Leadership support from Nelson Vincent, CIO, Bleuzette Marshall, CDO and the strategic partnership and expertise of Meghan Clarke have helped drive the success of their initiatives.

“Its intentional awareness versus unintentional exclusion and at the end of the day implementation across an organization requires accountability.” Josette said as she described patterns where people do not feel they are given opportunities, listened to or valued. How do you increase intentional awareness? Josette and the rest of the Committee have a plan, supported by both UCIT and University leadership to create intentional awareness of Diversity & Inclusion by identifying tangible actions and making it part of employee evaluations. For UCIT, the recent organization-wide trainings have opened the door to engaging in difficult discussions, promoting awareness about inclusion, and establishing expectations for all employees including management and directors. The diversity committee believes clearly defined expectations and metrics for assessment provide a means for ensuring accountability.

“We have a motto that we share with everyone who attends our training sessions: Embrace, Empower, Excel” states Josette. “We believe that when people are embraced, realize they are valued and opportunities exist for their professional growth, they feel empowered to learn, try and implement new initiatives. When you feel you are empowered to take on new initiatives and expand your knowledge and expertise not only does the individual excel but the organization excels as well.”