Diversity Woman Magazine

SUM 2019

Leadership and Executive Development for women of all races, cultures and backgrounds

Issue link: https://diversitywoman.epubxp.com/i/1130254

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Page 10 of 51

Upfront > d i v e r s i t y w o m a n . c o m S u m m e r 2 0 1 9 D I V E R S I T Y W O M A N 9 W hile a psychol- ogy student at Kansas State Uni- versity, Dr. Andrea Hendricks learned about the importance of diversity through partici- pating in student groups and working in the university's D&I office. From those ex- periences, "I knew I wanted diversity as part of my plan," she says. Today Hendricks is the senior executive director of diversity and inclusion strategy for Cerner Corp., a health-care technology com- pany based in North Kansas City, Missouri. She shares her insights on the power of D&I in her new book, e BIG Journey: Bold Inclusion for Greatness. Hendricks spoke with Diversity Woman about what lies ahead for D&I. Diversity Woman: How has your background in psychol- ogy influenced your work in D&I? Andrea Hendricks: It has allowed me to see through an empathetic, sympathetic, engaging, innovative, and creative mind-set what the value of true diversity should look like in organizations and communities. DW: What types of initiatives has Cerner put in place to in- crease the number of women in STEM? AH: We have entry-level academy programs offer- ing pipelines from college to career. We have a robust internship program. We also have various associate groups that include women, where the associates can get together and support each other. We support other pro- grams related to women such as Girls Who Code events. We have also done Girl Scout programming and work- shops, not only in English but also in Spanish. DW: Cerner was named to Forbes's list of Best Employers for Diversity in 2019. Why? AH: We've made an effort to address diversity comprehen- sively: women, military, veter- ans, race, culture, generations, LGBTQ, and disability. Since 1979, we've had something each and every year that has addressed those areas. DW: What are some of the challenges facing D&I? AH: ere's a difference between diversity, inclusion, and engagement. Diversity is about the relationships that you have with others who are different from you. Inclusion is when you invite everyone to the table to have vision, voice, and visibility. Engage- ment is about accountability and ownership efforts for di- versity. e whole organiza- tion has to have the engage- ment, the accountability, and the ownership. at's where we fall short. DW: What trends should we expect to see in diversity in the next five years? AH: One is intersectional- ity—valuing and allowing people to bring their whole selves to work. A second is cultural intel- ligence. A lot of individuals do not have the cultural intelligence to work across borders, across communities, and across industries. Another trend is look- ing at diversity through the secondary dimensions. Primary dimensions are gender, ethnicity, race, cul- ture, sexual orientation, and disability. Secondary dimen- sions deal with innovation, different perspectives, and diverse thoughts. How are we allowing people to bring their diverse thoughts and perspectives to work so we can have a greater result? 5 Minutes with Dr. Andrea Hendricks Upfront written by Tamara E. Holmes Stepping into the Future of D&I

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