Adrianne Slash: The importance of diversity in leadership

Over the last few years, change has been happening in our city—the inevitable change in leadership of many of Indy’s most prominent not-for-profits due to looming retirements, a city becoming more diverse and more globally minded, and, most recently, a more diverse pool of candidates for a number of elected offices. As we look to turn over our not-for-profits, elected seats and adapt to a changing community mindset, it’s time to do what’s best for the future of our community: look beyond what we know and go for what we need.

We are fortunate to have effective programs here that work to grow leaders in some areas. United Way of Central Indiana’s Leadership United program has done a phenomenal job teaching not-for-profit governance and responsibility. Leadership Indianapolis has done an outstanding job exposing civic leaders to the issues surrounding our great city. IUPUI’s School of Public and Environmental Affairs and the Lilly Family School of Philanthropy have produced great graduates. And initiatives such as The Exchange at the Indianapolis Urban League and the new Axis, the mayor’s Latino young professionals group, are working to bring young professionals of color into the community.

But who is leading the effort to backfill or generate a pipeline of prepared, diverse candidates to run small or large uniquely nuanced not-for-profits? Who trains the hiring and selection committee volunteers on how to remove their biases in their searches for employees, candidates and volunteers?

As our city becomes more diverse and residents also become more globally minded, it’s important that those same views be held by its leadership. In a recent conversation with a peer, we shared common ground in the need to understand what it would take for a young person of color to qualify for an executive role. And, what experience would it take for him or her to be seen as someone with executive experience? As a 40-year-old black male that has held the title of executive director twice, my friend still gets questioned on his ability to exhibit executive presence and demonstrate leadership capabilities.

As the leader of The Exchange, I have the pleasure of advocating on behalf of young and early-career professionals daily and help potential employers understand their applicable skillsets—even if not traditionally acquired. That’s the kicker. For marginalized people, skillsets are not always traditionally acquired. Getting past common litmus tests for ability proves extremely problematic for diversifying spaces.

Last week, a common meme in my newsfeed featured the words, “Behind every broke millennial is a Baby Boomer who makes six figures but can’t open a PDF.” This was shared by more than 15 of my social media peers. This is the marginalized generation that is looming in the wings. They’re ready for growth and opportunity. Who will give it to them? Being digital natives only gives young and early-career professionals one hand up. The next hand comes from a leader that gives them opportunities to grow. The same can be said for boards of directors, strategic planners and hiring committees alike.

When we launched The Exchange in 2014, we knew there was a diversity problem with Indy’s civic-leadership pipeline and professional pipeline. By creating a place to develop in both spaces, as well as to allow “iron to sharpen iron,” the goal was addressing a portion of this issue. We are glad other communities of color are coming along in the same regard. The troubling part for all of us all is: Will there be a place for our leaders to lead?•

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Slash is a diversity and inclusion consultant in the health care industry and is president of The Exchange at the Indianapolis Urban League.Send comments to ibjedit@ibj.com.