EKMH Innovators Interview Series
An interview series spotlighting global tech influencers, disruptors, visionaries, and of course, innovators.
As the pandemic continues, the Innovators series will continue to spotlight global trailblazers who foment and inspire much-needed change toward equality. Although many changes thankfully occur rapidly, systemic improvement unfortunately takes longer and evolves over months, years and decades. We know what happens to a dream deferred. Let’s not make these mistakes yet again.
Each of us can choose to make a positive societal difference, whether by simply voting, volunteering or supporting pro-equality initiatives, but many individuals may not be sure exactly where to begin or how to lead their companies in equitable ways. Dialogue, empathy and decisive action is essential to enacting change. We can no longer just sit and do nothing — if people have no other choice but to sit, please read, observe, turn off Fox “news” and listen more to your community’s needs and do something. Resources continue to abound, but how we choose to utilize this information makes the difference.
Why not fight for equality?? Whether it’s reading tomes of history, participating in protests or watching the continuing horrific displays of latent and full-on racism by both individuals and the current corrupt, Pecksniffian US administration, EKMH Innovators will remain determined to create new connections and spotlight people who are making the difference in their global villages. Need counsel or direction on Diversity, Equality and Inclusion? Continue reading.
ExecMommyGroup Founder / CEO Joelle Murchison assists individuals and organizations who seek to enact change in order to achieve growth, inclusion, workforce development and engagement, recruitment and retention, and process improvement goals by leveraging diversity and inclusion. Known and respected as a skilled communicator, team player, and strategic solution provider, Murchison was recently elected to join the Brown University Board of Trustees.
As the principal and Founder of ExecMommyGroup, Murchison drives her platform’s mission toward fomenting personal and organizational growth as well as creating opportunities to advance diversity and inclusion dialogue through strategic consulting, coaching and collaboration.
Her career decisions remain true to this impactful mission. Murchison previously served as associate VP and CDO (Chief Diversity Officer) at the University of Connecticut and as VP of enterprise diversity and inclusion at Travelers Insurance. Currently an adjunct Professor at the UCONN School of Business, she holds an Ed.M. from Harvard Graduate School of Education and an M.S. from Syracuse University’s Newhouse School of Public Communications.
At Brown, Murchison serves as inclusion officer of the Class of 1995 and was also a member of the Women’s Leadership Council and Pembroke Center Associates. She is also a founding member of the Inman Page Black Alumni Council and was previously a member of the Brown Alumni Association Board of Governors. A member of Delta Sigma Theta Sorority Incorporated, Murchison also serves as Chair of the Board of RE-Center Race and Equity in Education, a Trustee of the Amistad Center for Art and Culture and a Board member of College Possible.
When our paths overlapped this past year while serving on our class reunion committee, I asked Joelle to share her views on a variety of topics including diversity and inclusion consulting, work/life balance, virtual communication tips, community building, Board membership and entrepreneurship. Our interview follows.
EKMH: As the Founder of ExecMommyGroup, how do you effectively initiate and lead ongoing discussions about Diversity and Inclusion?
Joelle Murchison: I have been very fortunate to have developed a reputation over time that embraces the opportunity to engage with individuals on challenging topics. Diversity and Inclusion is one of them. I use personal stories and sometimes humor to help people feel more comfortable navigating through discomfort. It is not easy for people to be willing to think outside of a way that they’ve always known, but knowledge is powerful – and, when used for good, can transform the world!
EKMH: Where do you see the most pushback in your Diversity and Inclusion consulting? Which key issues must people address to spotlight unconscious bias and entitlement, privilege and/or ignorance in order to establish both meaningful short-term and imperative lasting change -- a much needed cultural intelligence reboot-- in and out of the workplace?
Joelle Murchison: In most instances, I think that resistance comes from fear: the notion that by embracing inclusion, somehow you will lose something. I can’t fault people for that resistance because that is what we have been taught – it is human nature. In our polarization, we have become paralyzed, unable to acknowledge a middle ground.
This conversation does not have to be all or nothing, but rather an acknowledgement that our experiences are universally different. Different is ok, it’s just that - different. And the sooner we are willing to embrace the fact that our country was built on a premise that our differences made some of us ‘wrong’ instead of ‘simply different,’ the sooner we can shift our thinking.
Each of us individually must take stock of our behavior and the ways that our unconscious biases influence our decision making. But as long as we fear losing power or prestige as a result of viewing those who are different as our equal, I truly believe we will not fully realize our purpose on this Earth.
EKMH: Why is voting not enough? How do you encourage others to become more involved in their own communities, to move from statements to action?
Joelle Murchison: Well, first is it is important to say that voting is critically important. Our votes do matter – our current political climate is proof of that.
We still sadly have to convince individuals of the importance of voting, which blows my mind as the descendant of individuals who lost their lives attempting to obtain what should have been viewed as a universal right.
But beyond voting, we each individually have a role to play in this society. Where we get caught up is making the assertion that there is one path to action – some of us need to march, while others need to write, dance, nurture children, care for our elders, sing, speak, or work within our spheres of influence. We need everyone to show up in their respective lane. We need to stop mandating how we show up but rather make room for folks to show up in whatever way makes sense for them – to truly build community.
EKMH: How have your many interests, including education, inclusion, organizational development, policy, and communications, informed you as a Board member?
Joelle Murchison: I’m grateful to have what I consider to be the best village around. Part of that is because I have worked to maintain relationships with individuals across the many different circles within which I have been nurtured. When I don’t know the answer to something, there is usually someone who I can reach out to ask.
Collectively we are at our best when we collaborate with one another. So when I come to the board table, I bring my village with me, so to speak. I am also very willing to share my perspective and the perspectives of those who often are not at the table with every opportunity that I get. I know that I enjoy privileges because of the spaces that I inhabit and the circles in which I move. At the end of the day, I strive to use my privilege to create access for others. I have always lived by the concept that when I win, my community wins. I bring that spirit with me at all times.
EKMH: Which companies are leading the charge in their Diversity and Inclusion strategy development and are cultivating next-level success? How can other entrepreneurs and leaders establish similar environments and better align teams toward a common mission?
Joelle Murchison: Honestly, naming particular companies proves difficult because it’s the individuals who work with and in companies who can tell you best what their experiences are like day-to-day, and that’s what’s most meaningful. Visibility and resources often determine our view of who is doing Diversity and Inclusion well, but behind the scenes, the experiences of employees may tell a different story.
What I think are the markers of a company that really ‘gets’ diversity, equity and inclusion are shared governance and representation at all levels in the organization of the demographic groups that make up the markets in which they participate. One of the most important steps for organizations who seek to develop or strengthen their D&I strategy is to do the hard work of peeling back the layers to find the root causes of inequity as practiced today. Until an organization can assess that, any programs or initiatives that are identified that are not in alignment with organizational goals will not be successful. And it means being willing to take off blinders AND dismantle processes to do that.
EKMH: As a keynote speaker, please share some advice for addressing virtual or live conference sessions. And for levity, what are some absolute no-nos and/or faux pas?
Joelle Murchison: Interesting question. Navigating our new normal in virtual delivery has definitely been interesting. I am a speaker who particularly loves to feel the energy of the audience as I share my ideas. I have had to be mindful of my energy – as well as where I’m sitting, how I’m sitting, even what I’m wearing – as I deliver content on video conferences.
I am also the mom of four children between the ages of 5 and 17, so finding a space in the house is challenging at times, but I’ve had to make it work. I have found that I enjoy my deck as a presentation location!
It’s important to be mindful of your setting and remove any distractions but also to go with the flow. We never know if the wi-fi will be slow and we start to buffer, or even if children will pop into the call or the neighbors will begin to cut their grass during your presentation (all of these things have happened to me!). We all have had to learn to give ourselves and each other a little grace in this time.
For me, earrings and a statement necklace are a requirement. Oh, and I keep a lipstick in the drawer next to my work area. A little pop of color goes a long way!
EKMH: As an entrepreneur, when do you prefer working solo versus working with a team? What personal qualities have enabled you both to lead and collaborate well?
Joelle Murchison: There are times when it might be easier to work alone when the content that you have developed is uniquely tied to your own experiences. But I absolutely love working in partnership because there’s a sense of support --even when working virtually-- to know that someone else is there to hear or observe the things that I might have missed in facilitating a workshop.
Additionally, from a preparation perspective, it’s great to be able to share new or different ideas to achieve your desired outcome. I actually don’t consider myself very creative, so I love working with people who have an artistic/creative bent. I also really enjoy working with task masters – you know they will keep you in line! Working in partnership with colleagues is really a lot of fun; I love to jump in and help, especially when a challenge presents itself, then more than one head is always a value add.
EKMH: And last but not least, which books, podcasts and/or films are you currently reading, listening to, and watching?
Joelle Murchison: I love and hate this question because time does not afford me the opportunity to read or watch as much as I would like. Because my work’s subject matter can be heavy at times, I often look for lighter things to watch and read when I have time.
Books that are up next on my list are The Color of Law and How to Be an Antiracist. Recent films I have appreciated include Just Mercy and Trolls World Tour (there were actually some good diversity messages in it!). Quarantine Netflix binges have included All American, Becoming, AJ and the Queen, POSE, Sweet Magnolias, Black Earth Rising, and most recently Queen of the South.
*Disclaimer: The views and opinions expressed in this series are those of the interviewees and do not necessarily reflect the views or positions of any entities they represent.
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