The following post was written by Jennifer Anderson, New Profit's Chief Talent Officer.
Last week I had an opportunity, along with my colleague Alena Guerra, to attend MLT’s Partner Symposium in NYC hosted by Deloitte. MLT partners include more than 100 leading corporations, non-profits, foundations, and graduate business schools.
As MLT shares on its website, despite representing 30% of the U.S. population, Black, Hispanic, and Native Americans hold just 6% of the top entry-level business jobs, represent 8% of students enrolled at top-50 MBA programs, and hold just 3% of all senior executive positions at corporations, non-profits and entrepreneurial ventures. Our collective failure to harness the leadership potential of a growing portion of our society will hold us all back.
MLT’s mission is to build the premier career development institution to equip high-potential monitories with the key ingredients to unlock their career potential, and their partners are an essential element of their strategy. All partners commit to helping MLT Rising Leaders succeed on their paths to senior leadership, while building more diverse leadership pipelines within their organizations so they can meet their goals and remain competitive globally. New Profit is proud to be an MLT partner and to have hosted MLT Career Prep Fellows as summer interns on our team.
More than 50 partners attended this year’s symposium – it was a tremendous opportunity for the New Profit Talent Team to connect with top leaders in the diversity and inclusion (D&I) field from The Clorox Company, Citi, Chanel, The Annie E. Casey Foundation, Deloitte, Bridgespan, Facebook, Hallmark, Wellington Management and others. We spent the day learning from and in dialogue with D&I leaders on topics such as shattering misconceptions about recruiting and retaining diverse talent, driving honest conversations about diversity and inclusion, and changing the cycle of executive hiring and promotion decisions. While New Profit operates at a much smaller scale than many of these companies, the lessons were nevertheless relevant and applicable for our scale.
Here at New Profit we recently asked our staff to nominate themselves or a colleague to join an internal D&I working group, which will meet across the summer. The group’s mandate is to inform and recommend how New Profit can deepen its commitment to diversity and inclusion in our portfolio investments, in our recruiting, onboarding, performance management and organizational culture, at our convenings, and beyond. I look forward to sharing more on this blog about this effort in the coming months.