i4cp's Diversity & Inclusion Exchange provides a secure venue for a wide range of peer practitioners to engage in thought-provoking and innovative discussions focused on best and next practices.

Co-facilitated by i4cp Member Leaders Cheryl Kern, Global Diversity & Inclusion, Lockheed Martin and Mary Fairchild, Global Director, Diversity & Inclusion, F5 Networks, the group will support D&I leaders to be a voice to executives, educate HRBPs to be allies and advocates, and develop supporting tools and playbooks to scale next practices.

Thank you to everyone who attended the September Diversity & Inclusion Exchange meeting. Notes from the meeting are below. For more information (upcoming meetings, previous meeting information, member contact information, etc.) please visit the Diversity & Inclusion Exchange webpages: https://www.i4cp.com/groups/diversity-inclusion-exchange

Sept. 25, 2020 D&I Exchange Meeting Notes


  • Cheryl Kern, Lockheed Martin
  • Mary Fairchild, F5
  • Lorrie Lykins, i4cp
  • Deb Joseph, i4cp

Discussion highlights

A lot has transpired in the weeks since we met last month (the passing of Supreme Court Justice Ruth Bader Ginsburg, and the grand jury decision regarding the shooting death of Breonna Taylor, in addition to the massive wildfires on the west coast, and other  natural disasters?

Some are concerned about the President's recent Executive Order for federal contractors to discontinue D&I training.

Amal Berry: On behalf of all of us, including 13,000 colleagues in the area, Ford Motor Company issued a statement last night on the failure of our legal system in regards to the Breonna Taylor Decision and developments in Louisville:

"Ford is committed to racial equity and social justice in our organization and the communities where we operate. We are a family company made up of extraordinary people of every race, religion and background, all deserving of the same dignity and opportunities. We have a large and diverse workforce in Louisville and our hearts go out to the family of Breonna Taylor. Ford remains committed to leading from the front in helping to create a fair, just and inclusive culture for all."

We discussed last Friday’ s virtual gathering of the members of all of i4cp’s boards and the panel discussion on addressing racial equity. Shared that some functions seem to bear greater accountability for dancing D&I enterprise wide. Some of the difficulty is that many CDOs sit within HR, resulting in the D&I work feeling like it is HR-only focused. How do we make that shift, without necessarily re-structuring the DE&I office?

Trina Rappoport:  I'm part of the Talent Management team at Smartsheet. We've seen a big push throughout the business to take on individual DEI motivated actions and it's been really exciting to see. It comes down to the people and having some change agents who are motivated to see how they can promote initiatives so we're seeing a combination of grassroots efforts as well as at the senior leadership/HR level.

Mary Fairchild: If you have a practice to share with us related to capturing belonging and inclusion during the exit process, please feel free to email me (M.Fairchild@f5.com), Cheryl, or any of our i4cp members can help get you connected for our next meeting!

CEO of the ROI Institute (and head of i4cp’s People Analytics Board), Dr. Patti Phillips highlighted the inherent tensions between leadership accountability and authenticity.  As ISO standards continue to pressure the need for corporate transparency of the diversity (and overall health) of its workforce, we anticipate that there will be increased focus and debate on how best to hold leaders accountable for creating and nurturing not only diverse, but inclusive, cultures – that derive from their hearts and not their personal goals or remuneration.

In response to a question that was raised about possible inequalities occurring during performance and development conversations (i.e., expressed hesitancy by white supervisor to deliver feedback to black or brown employees), several members shared that they are implementing just-in-time anti-bias nudges / training for middle and upper managers (e.g., how to interrupt a micro-aggression during regular check-in / feedback conversations).

Trina Rappoport:  At Smartsheet, we are evaluating across the business where there are opportunities to remove unintended biased language / labels (e.g., removing “white” and “black” listing from IT specifications).

Dana Rixter: The importance and power of ongoing story telling cannot be overemphasized. In fact, in the case of BAE, these story telling sessions and town halls generated seven unique “vision teams” that will help design principles and processes for sustainable organization-wide change.

Exchange Co-Leader, Mary Fairchild, shared an enterprise-wide initiative focused on finding “ change influencers” these folks self-nominate to be a part of the movement to make a difference (it’s important to note that these are not HR, DE&I or allies – they are line staff.

Reminder that our next meeting is Friday, October 23.

Resources Mentioned on the Call (Plus a Few Others)

Video: The Power of Empathy
Dr Brené Brown on empathy vs sympathy (2013)

Using Radical Listening to Move Towards Racial Equity
Mary Fairchild mentioned that F5 has been doing some work with Dr. Ralina Joseph, UW Center for Communication, Difference and Equity at the University of Washington on this topic. Dr. Washington is also writing a book about this right now, so stay tuned. In the meantime, here’s a recent interview she did with a local news outlet.

Radical Listening:
Being anti-racist doesn’t always require immediate action, says Professor Ralina Joseph. First, listen without judgment.

Cisco has made public its 12 proposed actions, which represent Cisco's commitment to the Black community. You can download the pdf here:

i4cp’s Bias Audit Checklists

Talent Acquisition:

Succession Management:


Corinne Abramson, Sr. Director, Organizational Development & Inclusion Choice Hotels International
Vanessa Appiah, Manager, Field Talent & Organizational Performance, Dick's Sporting Goods
Amal Berry, Sr. Mgr, Global Diversity & Inclusion,  Ford Motor Company
Becca Cox, Associate Director Clinical Talent Acquisition, Humana
Amanda Eshelman, Global Talent Office, Zimmer Biomet
Tess Falkenberg, D&I Lead, BAE Systems, Inc.
Javier Feliciano, Executive Vice President & Chief Human Resources Officer, Meritage Homes
Alex Foster, Senior Director, People Strategy, Kelly Services
Karissa George, VP, Human Resources, Meritage Homes
Laurie Harris, Sr Director People Team, Zymeworks Inc.
Jessica Howard, Global Culture, Diversity & Inclusion Lead, Getty Images
Julie Johnson, Head of Talent Acquisition, Irvine Company
Rachel Joyce, Director of Diversity & Inclusion, Asurion LLC
Kim Kimmie, Total Rewards Specialist, Meritage Homes
Patti Phillips, CEO, ROI Institute and chair of the i4cp People Analytics Board
Sarah Linn Stout, Manager of Talent Acquisition,  Schwan's Home Delivery
Ashley Malone, Recruiter, Talent Acquisition, Dine Brands Global, Inc.
Kim Marino, Manager-Learning and Organizational Development, Independent Health
Dorlisa Marshall, Sr. Principal Human Resources Consultant, Discover Financial Services
Yvan Mau, Sr. Director Learning &Org Development, Irvine Company
Trina Rappoport, Learning & Development Trainer, Smartsheet, Inc.
Dana Rixter, Director, D&I, BAE Systems, Inc.
Alice Thompson, Director of Diversity, Equity and Inclusion, Smartsheet, Inc.
Maurice Ward, Diversity & Inclusion Manager, Pemco Corporation