Asutosh Padhi’s Post

Advice for Aspiring Future Executives: Commitments to Diversity In 2017 my company sponsored tables at the Watermark Conference for Women, an effort to promote diversity in leadership. “Robert,” a VP on our division’s exec staff, recruited both leading women to attend and VPs to be the leader at each table. I was enthusiastic when asked to be a table exec. Robert also signed up a senior VP “Jack” and VP members of Jack’s staff to join. The Watermark Conference was amazing. Viola Davis gave a moving testimonial about her life and career. Madeline Albright and Condoleezza Rice formed a panel discussing global affairs. I chatted with the leaders at my table about their roles and experiences. However, something curious occurred just before the conference. Jack found he was too busy and decided not to attend. The members of Jack’s staff quickly found they were too busy also. There was no fallout towards the last-minute VP cancelers. Yet their lack of commitment was plainly evident. The takeaway: Stand by your own sense of decency. A few hours away from the office won’t harm your career, but canceling on a group of leaders will cement a poor opinion of you in their minds.

Many companies are struggling with declining leadership support for diversity, equity, and inclusion (DEI) efforts, with leader advocacy dropping by 18% since 2021. Neglecting DEI can harm a company's reputation and bottom line, as well as harming individuals within and outside of the organization. To address this, companies should encourage leadership proactivity and accountability, and prioritize inclusivity in executive hiring. https://lnkd.in/dAEEwsz3

As we close out 2023, a year of backward sliding on DEI, in 2024, I will be looking to company C-suite leaders who role model true commitment to EQUITY. Commitment to any core strategy can not be a trend (trend-based strategies never make impact and exhibit poor ROI). Especially with clear disparities in advancement opportunities across industries for Professionals of Color, we know this disparity is a societally based challenge. No DEI program, in 2-3 years, will make a darn difference on equity for the mid to long term. Engaged, continued, hammering at this hundreds-of-years old mindset and behavior, with Top Leader commitment and transparent accountability are what's required for meaningful impact. We are ALL obliged to keep watch and support leaders to make the commitment toward the right arc of fiduciary responsibility (keeping and promoting the BEST people, not the dominant people). I know we can do this. I've witness too many leaders who care. But with competing priorities on top/bottom line nowadays, Leaders must keep Equity as a non-negotiable priority, that is always part of the core corporate vision and strategy (for real).

A recent McKinsey & Company study written about in The Wall Street Journal has revealed concerning trends in managerial roles for Black professionals. It's a wake-up call. In my latest article, I share why I'm optimistic and actionable steps for positive change. “Many executives are ignoring the signals plainly in front of them, but they do it at their own peril. Your employees, clients and consumers are watching. If you’re a senior business leader pondering your next step, consider this a call to action rather than a setback. Now is the time to recalibrate our diversity-led strategies and reaffirm our commitment to creating workplaces where DEI is celebrated.” Discover how diversity isn't just a checkbox but a strategic necessity. Let's adapt and thrive together! #Leadership #BusinessStrategy #McKinseyStudy Read the full article here:

Do you know what "Covering culture" is or if you cover? I certainly did not until attending what has been an eye-opening lunch and learn a few months ago. It's also very interesting to see how widespread this can be in organizations. If you want to be a better leader, ally or colleague, spend a few minutes on the following link. Cas Kupfer, MBA - thanks for raising my awareness to this important topic!

𝗬𝗼𝘂 𝗕𝗲𝗹𝗼𝗻𝗴 𝗶𝗻 𝗧𝗵𝗶𝘀 𝗥𝗼𝗼𝗺! The upcoming Elevate Her Lead Symposium is not just an event, it’s a promise to every woman who has ever dared to dream of more growth, leadership, connections, and success. With a side of New York and CT swag and sass that is for SURE! Whether you’re just starting or scaling up, step into a space that’s been crafted for inclusivity and empowerment. This symposium offers a rare blend of high-level learning, personalized strategy, and genuine community. 💬 Introducing Our 2024 Visionaries: Mentors, Speakers, and Leaders “At Watson & Young, we understand that the brand you've built is a reflection of your hard work and dedication. That's why we're here to help you protect it.” Zara Watson-Young @watsonandyounglaw “When you’re aligned with your true passions, goals, and values, there’s a deep sense of authenticity and purpose that infuses every moment and everything you do.” Kathy Romero @kathyromero “Having an effective digital product launch is crucial for the success of any business.” Sandra Ocasio @iamsandraocasio “Strategies that work for me is really just getting out of my way so, I've become more fearless about a lot of things. I’ve always been able to really think about ways to offer value and then going for it” Marie Rocha @my.dailyposts “Flowers is a mini-documentary series celebrating overlooked (and sometimes erased) Black Creators who made a significant impact on global culture. It wasn’t the easiest road but absolutely worth every scar. The response from YouTube Creators, Creator fans and entertainment industry leaders has been overwhelming. Man, I am so full.” Nyree Emory @theartofbeinganeffinglady “Behind every successful brand, there's a crew with a few moving parts” Elsi Pacheco @elsimpacheco 𝗜 𝘄𝗮𝗻𝘁 𝘆𝗼𝘂 𝘁𝗼… ✅ Picture a community where innovation isn’t just a buzzword but a daily reality and where every woman’s growth is cheered on by peers who genuinely care about your journey as much as theirs. ✅ Imagine a place where innovation thrives and every woman is uplifted by peers who are just as excited about your success as their own. https://lnkd.in/eEQth4Fq

A new report from The Executive Leadership Council (ELC) surveyed 180 C-Suite and senior-level Black executives to get their perspective on the impact that DEI has—and should have—in business. 73% of executives who responded rated their companies as "high performing" on DEI strategy and implementation and credited their CEO's advocacy and leadership for driving progress.  From the report: "ELC respondents advise companies to treat DEI like every other known business driver; hold as a guiding principle that evident, accountable fairness and opportunity for all should underpin DEI initiatives; and even as attacks on DEI increase, remain steadfast in commitments to and actions that advance performance-based DEI." Read the full report here: https://bit.ly/4b2ZBnQ #inclusiveleadership #DEIandBusiness #diversityandinclusion #DEI

Many companies and organizations are taking meaningful steps toward diversity, equity and inclusion. And those steps sometimes include naming a Black woman as CEO and executive director. When this happens, I’m thrilled for this new leader stepping into a powerful role and rooting for her dynamic brand of leadership.  Here are some steps companies can take to ensure this opportunity leads to success and positive impact. To ensure this happens, make sure your company or organization has done the work necessary to support this leader. Be clear and honest with yourself about whether you are bringing in this leader as a “turnaround specialist.” Do you have management structures that aren’t working well, budget deficits, or a host of issues she’s going to be expected to fix? If so, then make sure she’s got ample time and support to solve those issues. “Black Girl Magic” is real, but she’s likely not going to be able to fix years or decades of problems any faster than another leader. Don’t give up on her after a year if everything in the company or organization isn’t running perfectly from day one. The issues in your company did not start under her tenure. Provide pathways to overcome any challenges she may face particularly because she is stepping into a role as “the first” or “the only”. Black women are often brought into leadership because they excelled and become true experts in their area of work. But this new leader may not have the executive network or understand the org culture yet, because she’s been so busy becoming excellent in her specific craft. She may have had to start her career in a smaller geography in order to be given the chance to lead, so she hasn't been part of circles found in major metropolitan areas. She may not have legacy alumni networks of powerful people. Finally, she may not have managed complex budgets and investment portfolios. Two specific actions I’d recommend for companies or organizations:   Provide access to the networks she’ll need to be successful. Budget and make it part of the work plan to introduce her into powerful networks. If there are management or fiscal areas where she has not worked in the past, budget and plan for that support. These simple things can make a significant difference ensuring the company or organization and this dynamic new leader flourish. What are your best ideas for setting Black women up to succeed in corporate leadership? #deib #Blackwomenleaders #corporateleadership

#Spotlight! Influential business leaders have spoken out! In an open letter to Fortune 500 CEOs, they urge steadfast commitment to diversity initiatives despite opposition from a vocal minority. Highlighting the critical bottom-line benefits of diversity, including innovation and competitiveness, the leaders emphasize its pivotal role in driving stronger corporate performance and economic growth.   #DiversityMatters #BusinessLeadership #Innovation #EconomicGrowth #SupplierDiversity https://lnkd.in/e44AweVi

Companies large and small are embracing corporate diversity and inclusion campaigns amid increased pressure from investors, customers, and employees. After all, bringing diversity to a company’s leadership, its workforce, and its suppliers not only is good for society but also, research has shown, boosts a company’s performance and profitability. Read the full article on the benefits of diversity for middle-market companies here: https://lnkd.in/dPqjCR6W