create the tools to bridge the disconnect. For many diversity officers, there has been a gap between theory and execution, and the recommendations haven't worked.
This book was written to help diversity professionals, corporations, small businesses, large institutions, and associations cross the bridge from theory to execution. The message from the Ivory Tower is clear: We need bridges. But the high-level theory is less clear about where or how to build the bridges your organization needs. There are a lot of books and articles on the importance of DE&I and how it can make your organization more successful, yet companies have struggled to create diverse, equitable, and inclusive workspaces. They have not found the bridge.
Instead of theory, this book will give you time-tested tools and tried-and-true techniques to help you overcome the challenges of running DE&I programs. My coaching, advice, and techniques come from thousands of hours working with the US Olympic and Paralympic Committee, major sports organizations, large corporations, tech companies, universities, and countless DE&I professionals on what is needed to build successful DE&I programs. Throughout the book, you will also find Jason-isms. Jason-isms are things that people have pointed out that I say often to illustrate a point or concept.
I recently received a copy of a book on DE&I, and after reading it, I realized everything was theory. Nothing was practical. I then looked at the author's work experience and saw that the author had never actually ever worked as a DE&I professional in any capacity. Everything in the book was summarizing other articles, but there were no actual practical examples. Like most books and articles in this space, it explained the goal but not how to get there. The resources were good, but they lacked a practical application. As a result, I have gotten regular calls from seasoned professionals, as well as individuals new to working in the DE&I space, asking me for advice and recommendations.
That is why I decided to write this book. I have taken what I learned over 25 years of working in the DE&I space in four different industries to create practical tools and offer tips for creating DE&I programs. For example, it has been well documented that DE&I programs need CEO commitment, but what does that look like? What does the CEO do to show commitment? When does this happen? How can you measure it? I will give you practical advice and tips in this book to answer questions like this and many others that are about the day-to-day tasks that DE&I leaders need to execute to be successful.
My experience and approach have evolved to become a process I call CAPE. Each letter stands for a step you need to build a DE&I program:
C – Collect: Collect the necessary data.
A – Analyze: Review the data to identify the problem.
P – Plan: Create a plan to address the problem.
E – Execute: Progress toward meeting your goals and execute on your vision.
CAPE was specifically developed for solving DE&I problems, and it allows you to build the bridge to the right programs and measure the return on investment (ROI).
How the CAPE Process Works
In 2016 the Diversity Scorecard I developed for the US Olympic team was recognized as the number-one innovation in diversity by the Profiles in Diversity Journal.1 With a budget of less than $60,000, I beat out companies like HP Inc., Cisco, Electronic Arts, and KPMG. I also received the Diversity Champion Award from the Colorado chapter of the Society for Human Resource Management (COSHRM), and I was twice named a Diversity Leader by Profiles in Diversity Journal.2 I have been quoted in the New York Times,3 the Washington Post,4 the Guardian,5 USA Today,6 FOX News,7 and CNN.8
Even before I had recognized it as a formalized process, I was using the CAPE principles to design award-winning DE&I programs. Now that the CAPE process is fully developed, this book will guide you through best practices and techniques that are very important but rarely explained. An article in Fortune titled “Chief Diversity Officers Are Set Up to Fail”9 identified four major issues facing chief diversity officers:
1 They are new to the role.
2 They don't have the power they need to make a difference.
3 They don't have the data they need to make a difference.
4 Other leaders aren't on board.
In this book, you will learn first how to use the CAPE process to overcome these four challenges as well as others I have identified through my work with a range of organizations. Then, you'll learn more specific recommendations based on practical DE&I experiences that I've had with clients. To show you how DE&I looks in practice, I provide examples and solutions. For example, I will teach you how to set appropriate expectations for a DE&I program with the CEO and the executive leadership team. Unrealistic expectations are one of the biggest challenges for DE&I programs and chief diversity officers. You will benefit from my failures and successes.
Let's begin this journey together, and let me help you build your own bridges for DE&I.
Notes
1 1. On December 22, 2016, Profiles in Diversity Journal ran a headline naming the US Olympic Committee (USOC) and its D&I Scorecard as the number one innovation in diversity. Now an annual feature of the journal, the scorecard innovation was the brainchild of Jason Thompson who was the director of diversity and inclusion for the USOC. Accessed on April 5, 2021 at https://diversityjournal.com/16620-u-s-olympic-committee-di-scorecard-program/.
2 2. On March 8, 2018, Jason Thompson was given the Diversity Leader Award by the Profiles in Diversity Journal for over a decade's work and a series of accomplishments with the USOC including the QUAD hiring program, and the FLAME pipeline development program. Accessed on April 5, 2021 at https://diversityjournal.com/17083-jason-thompson-united-states-olympic-committee-2/.
3 3. On February 12, 2018, Jason Thompson was interviewed by and quoted in a New York Times article about diversity at the Winter Olympic Games in Pyeongchang, South Korea. Read the article: Talya Minsberg, “A diverse Winter Olympics: but on the ground?” New York Times, February 12, 2018. Accessed on April 5, 2021 at https://www.nytimes.com/2018/02/12/sports/olympics/olympics-diversity-Maame-Biney-Fenlator-Victorian-Adigun.html.
4 4. Jason Thompson was interviewed by and quoted in a Washington Post article about diversity on the US Olympic Team going to the Winter Games in PyeongChang, South Korea. Read the article: Rick Maese, “Trying to make team USA look more like America,”. Washington Post, February 4, 2018. Accessed on April 5, 2021 at https://www.washingtonpost.com/sports/olympics/trying-to-make-team-usa-look-more-like-america/2018/02/02/422ca13a-04fe-11e8–8777–2a059f168dd2_story.html.