![]() ![]() ![]() ![]() We must evolve our office/work culture to offer policies that ensure women continue to thrive in their careers, which is particularly critical for our industry because women comprise the majority of the workforce. As a result, many of those women have been forced out of the workforce. The pandemic has had such a negative impact on working women, especially women of color, whose jobs often require them to be in a workplace without the support of childcare. How would like to see 'office/work culture' evolve? We're at a pivotal moment on the future of the office and how we work. TCEL’s nationally recognized virtual Internship Program is annually tapped by major corporations to staff entry-level employees in STEM, communications, fashion, digital entertainment, finance and more. I am also extremely proud of the work I’m doing focusing on the workforce of the future through The Center for Excellence in Life (TCEL), a 501c3 I founded in 2004 that empowers underrepresented youth and women through life skills development, mentoring, career counseling and social and business etiquette training. As Stanford Health Care's first Chief of Inclusion, Diversity & Health Equity, I curated an Inclusive Leadership Workshop to ensure that diverse employees at all levels of an organization experience culturally appropriate leadership, are treated fairly and have access to the same opportunities as everyone else. I am most proud of what I’ve done to help underserved people gain access to programs that better their lives, such as when I lead Genentech's first Diversity in Clinical Trials Initiative and Comcast NBCU California's Internet Essentials Program to provide digital access to low-income students and senior citizens. What professional accomplishment are you most proud of? The pandemic has made us more innovative by accelerating the use of digital, technology and omnichannel communications and marketing to service our clients. Stutts ensures follow-through by requiring strategic plans are developed at every level.ĭo you think the global pandemic has made the industry more innovative? But there is no accountability or follow through," she says. “If you do a training, people feel like they’ve checked the box and can move on. And while her work with organizations includes the full range of research and analysis, it also results in the creation of a customized action plan to remedy barriers to DE&I - all which Stutts says is a departure from traditional training that leaves participants to their own devices. In 2020, Stutts conducted 10 Inclusive Leadership Workshops for companies focused on helping develop leaders to be individually accountable for creating cultures of inclusive diversity - and she plans to conduct up to three times as many this year. To a large degree, Mary Stutts ties DE&I to accountability. “While most organizations have created diverse workforces, they have been far slower to adopt inclusive cultures that ensure diverse employees are valued and respected, treated fairly and have access to the same career development and leadership opportunities." Mary Stutts Global Chief Inclusion and Health Equity Officer ![]()
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