Leadership and Executive Development for women of all races, cultures and backgrounds
Issue link: https://diversitywoman.epubxp.com/i/385684
BROOKE CAMP Senior Talent Acquisition Partner, Coca-Cola North America Group A talent acquisition specialist and career coach, Brooke Camp has helped professionals at all levels launch and grow their careers. She led recruitment efforts for editorial professionals at CNN (TBS, Inc.) and helped develop and lead diversity recruitment strategy at NBC News, before joining the Coca-Cola Company. "In my line of work, diversity is, by nature, a part of the daily conversation," she says. "Our recruitment efforts and the employee population internally should refect the diversity of our brands, along with our con- sumers who come from every walk of life and every corner of the planet. I'm proud to work with such a globally recognized brand that makes products that I love to consume myself." Coca-Cola is actively hiring veterans and diverse MBAs, while also reaching out to the LGBT, African American, Asian, and Hispanic communities and Americans with disabilities, among others. The company has in-house Business Resource Groups that encourage development and collaboration, which help retain employees. "With respect to recruitment, I support our feld oper- ations, which means I have business relationships with leadership teams at the various Coke plants and distri- bution centers across the country," Camp says. "Many are small markets, each with its own set of challenges unique to its market, geography, and demographic. My partnership with them is vital to developing an intimate and effective diversity recruitment strategy that's unique to their own market." Camp and her colleagues must be doing something right. As of late 2013, an impressive 44 percent of the Coca-Cola Company's U.S. workforce was multicultural. ALISON PARK Diversity and Inclusion Consultant, Blink Consulting A lison Park, through her own experience of diversity trainings, noticed that while they were well intended, they didn't seem to effect any substantive, sustained changes. "The same divide persisted between kids who were thriving and kids who were just surviving," she says. So with a BA in African studies from Yale University and two master's degrees from Harvard's Graduate School of Education in hand, she launched Blink Consult- ing, a frm that has partnered with more than 60 schools to rethink diversity initiatives to help students of all identi- ties and cultures learn and thrive in the classroom. "My work is about having professional, practice- focused conversations that are grounded in research about human development and interactions, inclusive of diverse perspectives and experiences," Park says. Blink helps clients address micro-aggressions, stereotype effects, and other forms of explicit and implicit discrimi- nation and inequity. Further, the frm trains educators to model and teach cultural competency, so they can better prepare students to be 21st-century leaders. Park has seen kids and adults make fundamental shifts, from a defensive stance to a leaning into inquiry. "When they feel safe enough to explore, I can see the shift in their physical posture and feel it in the energy they bring to the group," she says. "What I value most about these refram- ing moments is that they indicate the potential of moving through a place of being stuck when it comes to diversity, to empowerment and opportunities for discerning action." And as Park teaches, she also learns. "My most rewarding moments are selfsh: they're my own growth, when I notice my own assumptions and expand my thinking in dialogue with the folks whose professional growth I'm there to facilitate." The Recruiter The Educator (re)Thinking Diversity d i v e r s i t y w o m a n . c o m Fa l l 2 0 1 4 D I V E R S I T Y W O M A N 49