Shaping The Future With A Diverse And Inclusive Workforce

Rachel Cheeks-Givan, SVP, Chief Diversity, Equity, and Inclusion Officer, iCapita

transformation, employee engagement, and women’s advancement. Her ability to inspire and engage leaders and employees at all levels through the implementation of a diversity and inclusion strategy sets her apart. In an interview with HR Tech Outlook, Rachel shares strategies for addressing diversity, equity, and inclusion (DEI) challenges in the evolving HR landscape

Could you give us an overview of the roles and responsibilities entrusted to you at iCapital? I am the chief diversity, equity, and inclusion officer at iCapital, and I am responsible for shaping and executing the organization’s DEI agenda. I work collaboratively with various teams within iCapital to ensure our DEI strategies align with the broader organizational goals.

A typical day involves developing and implementing our DEI strategy, engaging with senior leaders and global teams, overseeing philanthropic initiatives like our spirit of giving and global community service programs, and managing our inaugural summer internship program.

What are some of the challenges prevalent in this sector today?

One of the recurring challenges in the industry is ensuring adequate representation of women and minorities, particularly in senior leadership roles. Addressing this challenge involves sourcing diverse talent and providing opportunities for advancement and development, including mentorship and career development programs.

The varying degrees of comfort with remote work have become particularly relevant in recent times. The challenges associated with remote work, like flexibility, are an important aspect when it comes to female employees. Building and promoting our brand to attract top talent is pivotal in a competitive industry. We want to establish ourselves as the preferred employer in alternative investment, and that requires a concerted effort in brand recognition.

How is iCapital working to address and mitigate these issues?

Our approach involves collaboration and data-driven decision-making. Our DEI strategies are created in collaboration with our leaders to ensure it resonates with everyone. We started from scratch, formulating a strategy that tackles specific pain points. Currently, we have identified four key strategic focus areas, and we leverage data to guide our efforts. It’s about being direct and purposeful.

 Additionally, we have initiated a marketing campaign called I Belong around DEI, emphasizing inclusivity for all and ensuring they have a place and their voice is heard. We are focused on advancing in certain areas, particularly with women and minorities. Participating in service opportunities is an excellent way to get to know each other and feel comfortable.

What are some of the technological trends that will shape the industry in the coming years?

Technology plays a vital role in modern HR, enabling us to connect and engage with talent in innovative ways. Working in this space for over 20 years, I find it interesting to see how much technology has become an integral part of our work. Utilizing internal websites, communication tools like Microsoft Teams, and other platforms helps me disseminate messages and carry out my day[1]to-day tasks while staying in collaboration with the communications, branding, and marketing teams. This fosters a sense of community within the organization and promotes our brand externally.

”Our DEI strategies are created in collaboration with our leaders to ensure it resonates with everyone. We started from scratch, formulating a strategy that tackles specific pain points”

We’re also exploring partnerships with tech platforms focused on women and minorities to enhance our visibility. Virtual recruiting events are the future, going beyond traditional platforms like LinkedIn to engage with talent. Building our brand and getting our name out there is critical to attracting top talent.

What would be your advice to the budding professionals in the industry?

First, I encourage HR leaders to actively support their DEI counterparts. Collaboration between HR and DEI leaders is crucial for success. Involve DEI leaders in meetings and work together to embed DEI into the business. Always use data to guide your strategy. It’s easy to get overwhelmed with demands. Focus on data to identify priorities and maintain a clear direction. It is also imperative to tailor your approach to fit your organization’s unique culture and needs. Be flexible and creative enough to really bring forward a plan that makes sense for the organization. Mentor and support the next generation of leaders, especially those from underrepresented groups, to ensure long[1]term progress.

And remember, achieving meaningful change takes time. If you have the opportunity, put together a thoughtful strategy and engage as many people as possible. Be involved and engaged while staying committed to your strategy and celebrating incremental progress.

 

Microsoft