Kesha Carter is the Chief Diversity Officer at CCSI, where she leads the organizational strategy on diversity, equity, inclusion (DEI), and antiracism. She has facilitated DEI workshops, conversations, and trainings both locally and nationally. Kesha has received national honors for her work promoting a diverse workforce and enhancing employee engagement. She is a Certified Diversity Executive (CDE) and holds a Six Sigma Green Belt and a Professional Human Resources (PHR) certification. Additionally, she serves on the boards of Rochester RHIO, The Women’s Council, Mission Fulfilled, and Willow Domestic Violence Center, and is a member of Zeta Phi Beta Sorority, Incorporated.
Recently, in an exclusive interview with CXO Outlook Magazine, Kesha shared her professional trajectory, insights on the key strategies required to create a safe and inclusive workplace, the secret mantra behind her success, personal productivity tip, future plans, pearls of wisdom, and much more. The following excerpts are taken from the interview.
Hi Kesha. Please tell us about your background and areas of expertise.
I have over 16 years of experience as a national thought leader in Diversity, Equity, and Inclusion (DEI). Throughout my career, I’ve advanced organizational missions with measurable results by driving internal progress and implementing DEI initiatives consistently across various organizations. My expertise includes strategic initiatives, relationship building, effective communication, leadership, and coaching. I’ve held significant roles such as Chief Diversity Officer at Coordinated Care Services Inc., where I’ve developed strategic DEI plans, enhanced diversity in hiring practices, and led the internal Diversity Workgroup.
What do you love the most about your current role?
What I love most about my current role is the ability to make a tangible impact on organizational culture and practices. Leading DEI initiatives allows me to foster an inclusive environment where everyone feels valued and respected. The opportunity to develop and implement strategies that promote equity and inclusivity across all levels of the organization is incredibly fulfilling.
What does it take to create a safe and inclusive workplace and normalize the organizational experience for all constituents of your workforce?
Creating a safe and inclusive workplace requires a multifaceted approach. It starts with leadership commitment to DEI principles and fostering a culture of openness and respect. Key actions include implementing comprehensive DEI training, developing equitable policies and practices, and creating platforms for employees to voice their concerns and suggestions. Regularly reviewing and updating these practices ensures they remain effective and relevant.
In your opinion, how do D&I efforts relate to mental health and wellness initiatives?
DEI efforts and mental health and wellness initiatives are deeply interconnected. An inclusive workplace promotes psychological safety, where employees feel valued and supported, which is crucial for mental well-being. DEI initiatives that address issues such as microaggressions and implicit bias can reduce stress and anxiety among employees, leading to a healthier and more productive workforce.
Can you describe a time when you faced resistance while implementing DEI initiatives, and how did you overcome it?
I encountered resistance when introducing an internal Anti-Racism Code of Practice. Some employees were hesitant to engage with the new policies. To overcome this, I facilitated open dialogues and workshops to educate staff on the importance of anti-racism and how it benefits the organization. By creating a safe space for discussion and providing continuous support, I was able to gain buy-in and successfully implement the initiative.
You were recently recognized as one of the Top 50 Women Chief Diversity Officers of 2024. Our readers would love to know the secret mantra behind your success.
The key to my success is a relentless commitment to fostering inclusivity and equity, coupled with continuous learning and adaptation. I believe there is no such thing as failure, only a million ways to learn how NOT to do something. I believe that there is a lesson in everything if we take the time to reflect, be vulnerable, and take in that lesson. I also believe in the power of collaboration and building strong relationships with stakeholders at all levels. Staying informed about the latest DEI trends and best practices enables me to implement innovative solutions that drive meaningful change.
How do you measure the success of your DEI initiatives?
Success of DEI initiatives are measured through various metrics such as employee engagement surveys, diversity hiring statistics, retention rates, and feedback from DEI training sessions. Regularly reviewing these metrics helps in assessing the impact of the initiatives and identifying areas for improvement. Additionally, receiving external recognition, such as awards for outstanding organizational culture, serves as a testament to the success of the DEI efforts under my direction.
In what ways do you ensure that your DEI initiatives are sustainable?
To ensure sustainability, DEI initiatives must be embedded into the organization’s core values and practices. This involves continuous education and training, regular review and adaptation of policies, and maintaining open lines of communication for feedback. It’s also crucial to align DEI goals with business objectives to demonstrate their value and impact on overall organizational success.
What’s a productivity tip you swear by?
One productivity tip I swear by is using a booking app for meetings. This significantly reduces the time spent on emailing back and forth to find a suitable meeting time. Additionally, I prioritize tasks based on their impact and urgency. By assessing the importance and deadlines of each task, I ensure that critical activities are addressed first. This approach not only enhances productivity but also ensures that key objectives are met efficiently.
Where do you see yourself in the next 5 years?
In the next five years, I see myself taking my DEI expertise to the leadership level of an organization as an Executive Director. I believe this is a natural progression that makes sense, given my extensive experience in DEI and the knowledge I will gain from completing my Ed.D. My goal is to leverage this combination of practical experience and academic knowledge to lead transformative DEI initiatives on a larger scale, ensuring that inclusivity and equity are embedded in every aspect of the organization. Leading at this level will allow me to expand my impact, helping more organizations create inclusive and equitable environments, and drive meaningful change at a systemic level.
What advice do you have for professionals who are just starting out?
For professionals starting out, my advice is to be proactive in seeking learning opportunities and building relationships. Stay curious, ask questions, and be open to feedback. Developing a strong foundation in DEI principles and staying updated with the latest trends will set you apart. It’s essential to understand DEI as a profession, not just from lived experience based on identity. Be aware that when leaders ask you to take on DEI work based solely on your lived experience, they may be setting you up for challenges. Advocate for your own education and ensure that the organization supports your learning. This way, both you and the organization can achieve successful outcomes. Always lead with empathy and a genuine commitment to fostering inclusivity and equity.