Diversifying Tech Leadership
By: Sandy Martinez
Last year’s racial and social injustices shed a bright light on the immediate need for diversity initiatives for organizations and various fields. On October 28, 2021, I attended the World's Best Connectors Diversifying Tech Leadership Conference sponsored by Arizona State University (ASU) whose goal was to assemble tech CEOs and business owners at SkySong, The ASU Scottsdale Innovation Center to learn and understand the ongoing barriers to inclusion at management levels and to discuss potential solutions to apply now in their workplaces.
I had the honor of giving welcoming remarks on behalf of ASU. Drawing from my higher education background, experience as past president of the ASU Chicano Latino Faculty and Staff Association (CLFSA), a first-generation college student, immigrant, former ASU College of Health Solutions (CHS) diversity initiatives council member, Sun Devil mom, and now director of the ASU Center for Gender Equity in Science and Technology (CGEST), I shared unique insights and strategies for leaders to become strong JEDI or Justice, Equity, Diversity, and Inclusion advocates in their workplace while opening the doors for women of color in the technology field.
I shared the valuable work CGEST does with its programs like CompuGirls, and I dived in for some real talk about my experience as an ASU Latinx leader. I was very proud that at ASU, President Michael Crow, College Deans, and other university leadership made a commitment in fall 2020 to contribute to a national agenda for equity, diversity, and inclusion, and accelerate meaningful change throughout the ASU community. This resulted in over 25 actions to support the Black community and other communities of color.
I shared how these times have not been easy as leaders. I personally had a hard time with all the racial and social injustices, which was in addition to an already challenging time we were facing due to the COVID-19 pandemic. The week after George Floyd’s murder, I had to process what was happening on my own with my sons, and think of how I would best lead. I thought about how I would move forward being the president of CLFSA, how I would talk to my staff who were very diverse, how I would talk to my peers of color to uplift them, and how I could best serve our students because if this was heavy for me, imagine how others and my Black brothers and sisters were feeling. The first thing I did was create safe spaces for my staff, my peers, and my ASU community because it was hard when you heard them cry, share their stories of how racism has been part of their daily lives, or when one of their family members had experienced it, or when they were the first person of color having a seat at the table, but with no voice or how they faced micro-aggressions. I learned quickly that if we were going to make it through this, we needed to be there for each other.
For leaders to move forward in diversifying organizations, it is important to keep in mind a few things and recognize that to be agents of change in addressing diversity issues we must be intentional in our approach for our organizations to thrive internally and externally. Based on my experience through this pandemic and all the racial and social injustices, I shared three things that are crucial in diversifying organizations.
1) Change starts with you!
Being present in conversations like the ones at this conference says a lot about an individual. We have to take it a step further. You must also be willing to learn and unlearn things. Educate yourself, be prepared. Be vulnerable. Authenticity is the strongest quality of leadership. We need leaders who are honest, vulnerable and care about us. As leaders, we can use our wisdom, education and experience, and voice to cultivate a sense of belonging, so they can feel supported which results in success. For me, I listened often, too. I made sure that I took into consideration my staff's well-being while working remotely. I created safe spaces for my staff and organizations of color to connect after hearing their stories. I was intentional with our guest speakers at CHS staff forums and had to pivot to keep staff engaged through the pandemic, so my approach had to be different. I would tell my staff it was okay to walk away to do yoga or take a walk if things got heavy, or it was too stressful. Now, there is a lot of work to be done and I know personally that diversity work is not easy and can be very complex, so starting with you is one of the most important steps.
2) Create a diversity council
During my time with CHS, I was part of our diversity council leading efforts for our college’s diversity strategic plan with our lead faculty and vice dean. In building your council and your strategic plan, keep in mind these key aspects. Have representation from all areas of your organization. Invest in your employees and your organization's culture by creating safe spaces. Empower employees to have staff organizations they may join and lead. Analyze salaries to reduce wage gaps and be transparent about salaries. Include diversity training or activities that honor different cultures, and learning opportunities like book clubs. Consider mentoring programs and succession plans that foster growth and increase representation in your leadership. Create a leadership position to oversee your strategic plans and grant them the authority they need to implement the changes and hold people accountable. I am a true testament that creating a sense of belonging is crucial for us to thrive and not walk away when challenges and injustices arise. I wouldn't be where I am today if it wasn't for ASU having organizations like CLFSA, my ASU familiar, and the Commission on the Status of Women and offering training and workshops like the one Dr. Neal Lester did on privilege at CHS, which was so powerful.
3) Be a true JEDI
Write your Justice, Equity, Diversity, and Inclusion Statement. You may see my LinkedIn bio for an example. It goes a long way when the people you work with and the communities you serve know where you stand on things. Support programs and build intentional partnerships dedicated to building a pipeline for the technology industry. This includes supporting students of color and underrepresented groups from elementary through college. Lastly, stay committed. Diversity is complex and it takes courage to be a voice for others. As I said earlier it starts with you, which includes being an advocate and strong ally.
Although I had a lot more to say, I hoped that these few words shed some insights on some of the things that we go through as people of color and what are some things that you may consider to be an amazing JEDI. I also shared that I’m more than happy to connect with anyone on potential opportunities with CGEST or other programs at ASU. I ended with a quote from our CGEST Founder and Executive Director, Dr. Kimberly Scott, “It is more than simply filling the STEM pipeline with more girls and women of color. It’s creating an environment in which that happens naturally.”
I’m thankful for Denise Meredith, CEO of the World's Best Connectors, and her team for allowing me the opportunity to help contribute to the conversation of diversification of tech organizations. I was even more honored as October 28th was proclaimed Diversity in Tech Day in Phoenix by Mayor Kate Gallego!
Written By: Sandy Martinez
Sandy Martinez is a self-motivated professional who brings over 20 years of professional experience in any setting. Sandy’s background and experience includes higher education human resources, finance and budgeting, experience production, strategic planning, student services, loss prevention, building personal brands, and career coaching.
As a proud Sun Devil, Sandy has worked for Arizona State University (ASU) for 16 years. Sandy’s ASU journey has included working at Student Business Services Office, the School of Transborder Studies, and the College of Health Solutions Dean's Office. Sandy now has the honor to serve as Director for the Center for Gender Equity in Science and Technology to contribute to making a difference through outstanding collaborations and partnerships that support culturally STEM programs for people of color while leading the center's daily operations and fiscal affairs.
Connect with Sandy at https://www.linkedin.com/in/sandymartinezasu
