Love One Another

The Great Reemergence

When I was named President and CEO two years ago, no one could’ve imagined the forthcoming culture shift that would come. It is still hard to fathom that one month before my tenure began, the Chicago United office was already working remotely adhering to safety mandates due to the COVID-19 pandemic.
As the COVID crisis scorched our country and the world, bringing so many underlying issues to the surface, we could not ignore the unfiltered views of social inequities and injustices we still needed to conquer. 

In this New Reality, the pandemic’s wrath only exacerbated the disproportionate effects of issues that already existed within communities with people of color.

Out of the most challenging of times I have ever experienced in my professional life, I am truly proud to say the Chicago United team adapted, maintained—often surpassed—our standards of excellence and productivity over these past two years as we kept a laser focus on our work of driving inclusion within corporate America.  
 
Now like most of the country, as we return to work in-person, the Chicago United team has initiated a hybrid return to the office and this return to work, this re-emergence, has given me and the team even more resolve… with a laser focused view on the task at hand. There is much work to do.

We’ve Come A Long Way Baby … But We Still Have A Long Way To Go!

This is personal for me. As I watched the first African American woman’s nomination to the Supreme Court and the subsequent hearings, I could relate to what Judge Ketanji Brown Jackson was going through. Nearly every woman, person of color or other that wants to be represented at the proverbial “table” can understand her experience, feel her experience, as she sat at that table being judged about whether she “belongs” there. Judge Brown was experiencing what we are all too familiar with—her skills and education questioned, her abilities and experience suspected.

But she still persevered... As we all have been trained to do...

As a woman and a person of color, I know the glass can be half full of opportunity and half empty with others’ biases and fears. Only when we shine a light and meet those biases and fears head-on, have allies that call them out as unacceptable and demand we have a seat at the table, will we see true change. When this becomes the norm, someone watching a similar moment like Judge Brown’s will be comfortable knowing they can be seated without question, and it won’t have to be labeled “Historic.”

This month let’s elevate awareness of the talent, creativity, and business acumen of women and reemphasize our dedication to equitable representation. Thank you, March, for bringing not only the first sights of Spring but Women’s History Month because honors are consistently due to all women and allies who, as I intonate, “Work in Excellence!” 

Minority Women-owned Businesses 

Devika Singh, Chicago United’s Research & Evaluation Fellow, has assessed the economic contributions of minority women-owned businesses in the United States. Her findings reveal the power of these businesses and the work remaining to achieve a more equitable landscape:

• The average size of loans received by businesswomen in the U.S. is $5,000 lower than the average loan size received by businessmen. These numbers are substantially lower for businesses owned by women of color.
• Of the 11.6 million women-owned firms, ~64% were started by women of color in 2019. 
• 5.4 million firms are majority-owned by women of color in the U.S. 
• These firms employ 2.1 million people and generate $361 billion in revenues annually.

Black History Month Moving Forward

Welcome to February, Black History Month! Throughout the month, we celebrate the rich heritage of African Americans and pay tribute to those who struggled through injustices and adversity to implement change in this country and ultimately, the world. 

While we rightfully honor these ancestors and their achievements, we should also use this moment to pause to consider where we are today and where we want to be tomorrow. Chicago United and our members are doing just that through honest evaluation of the common challenges business leaders of color face today. I talk a lot about coalitions and armed with this knowledge, we are building coalitions with all allies and stakeholders and working together to implement programs that build the foundation for tomorrow’s inclusive business ecosystem. 

This insight lends to our continuing theme, “A Movement, Not a Moment,” which we will reemphasize throughout the year. Like Black History Month, Chicago United’s work is not the solitary work of a month, it’s partners united in a steadfast movement toward an advanced, diverse business environment that will ultimately be a norm rather than a first.

Dr. Martin Luther King, Jr. and the Restorative Power of Movement

January is a month of many meanings for me. It is a new year, and my resolve to refresh and engage in Chicago United’s many initiatives is important to me. It is also a time of cooling weather, reflection, rejuvenation after the holidays, and finding new strength and continued resolve in the face of sometimes-difficult headlines. However, January also brings me a great reminder of hope. January is the birth month of Dr. Martin Luther King, Jr., a man who stood for justice, peace, and higher moral ground. 

Chicago United’s history traces back to the tragic death of Dr. King. His mission of equality is what drives our commitment to diversity, equity, and inclusion. His leadership, vision, and commitment continue to inspire me, and everything I do as a CEO and President at Chicago United. He is a hero, a leader, and the grand exemplar of the American Civil Rights movement, and Dr. King is why we continue to focus on Chicago United’s movement. Our future will forever be a testament to his life. Join us in our ongoing journey to live up to his ideals, in boardrooms, corporate suites, and minority business development.

Dr. King is why Chicago United will continue to focus on this important notion of movements in 2022. The idea that people can achieve great things when they come together.  We begin the year with strategic planning that will be our north star for the future. 

Join us in reflecting on the grandeur and greatness of Dr. King, this year, and every year. 

Moving Forward to 2022

Like many of you, I await 2022 eager to see what is next. At Chicago United, we have so much to look forward to with new and expanded programming, in-person events, and speaking engagements!

I can’t help but look back at 2021, and take stock in everything we’ve accomplished in the past year.

With a new team and strategic plan in place, Chicago United unveiled five strategic priorities at our Annual Meeting early in 2021. There, we outlined our goals to be advocates for access and opportunity, accelerate inclusive leadership, cultivate a thriving minority and business community, be thought leaders, and continue to build our brand. I am pleased to say, we got straight to work. Here are a few highlights:

Our CEO Roundtable and Diversity Officer Series and Business Leaders of Color Author Series flourished with speakers from Advocate Aurora Health, Nicor Gas, United Airlines, Mesirow Financial, Greeley and Hansen and other companies leading the push for increased diversity, equity, and inclusion (DE&I). We enrolled new corporate members, including Amazon, CDW, Delta Dental of Illinois, LDK Advisory Services, Caroline and Ora Smith Foundation, and other businesses. We continued to build our Minority Business Partnerships program, and we held the Employee Resource Group Symposium in July. I also had the honor of introducing my first cohort of Business Leaders of Color, 50 board-ready executives we honored at this year’s in-person Bridge Awards gala. There, we also recognized Ariel Investments with the Bridge Award. I was beyond humbled to see nearly 600 people gather for the gala, which shows Chicago’s passion and readiness for positive change in business.

And, I’m proud to share that this year, the Corporate Inclusion Institute’s (CII) fourth Inclusion Cluster saw over four dozen graduates—bright new voices, ready to drive their businesses to more inclusive and prosperous futures. Cohort V begins in February, and enrollment is still open!

Still, this is only a fraction of what we were able to achieve in 2021. Add highlights in Crain’s Chicago Business, awards and recognition for our staff’s efforts, over 2,400 new followers on social media, and so much more to the list! Be on the lookout for our Year in Review. In the New Year, follow our website, and our social media feeds, for all the exciting work, advocacy and recognition of DE&I leaders you’ve come to expect from Chicago United.

We couldn't have done this without you, members and partners in this movement. We are grateful for your continued commitment and support. Best wishes for a safe and happy holiday season!

• Satisfaction with the program is high with CII faculty, content, and applicability, averaging a 4.5 rating on a 5-point scale;
• Coaching relationships averaged a 4.7 rating on a 5-point scale and deemed extremely valuable; and,
• Approximately 70% of Corporate Guides and Fellows who graduated from the program, showed significant improvement in their cultural competency scores from the Intercultural Development Inventory.

• 45% of participants who responded to CII surveys have been promoted within their companies.

• CII Program Brochure
• Curriculum at a Glance
• Corporate Guide & Fellow Curriculum
• Executive Sponsor & Direct Manager Curriculum

“Thankful”  

As Chicago United puts a stamp on another Bridge Awards Celebration, and in the spirit of the season, I just wanted to take a moment to say ‘thank you.’

Thank you to the nearly 600 guests who attended this year’s Bridge Awards Celebration in person at Hilton Chicago, where we recognized change-makers like Bridge Award winner Ariel investments, and our 50 amazing Business Leaders of Color. I was honored to see Chicago United’s many members and friends come together, not just to celebrate the BLCs and Ariel, but to show their support of CU’s mission. 

We would not have been able to reach our $900k stretch goal without our event sponsors such as Presenting Sponsor BMO Harris Bank, our Chairman’s Circle Sponsors, BlueCross BlueShield of Illinois and Greeley and Hansen, our incredible Board of Directors, and so many of our member companies and individuals that contributed to Bridge. THANK YOU!

Behind the scenes, the night of The Bridge Awards was the sum of many hard-working people coming together to make it happen and be the joyous event it was. So to our event management team, PJH & Associates, designer Greg Smith, writer David Rudd, our emcee Aurora Austriaco, and the Hilton Chicago’s marvelous staff, we could not have made the amazing night happen without you!  And of course, I owe a deep thanks to the Chicago United staff. They are a small team, but they work day in and day out in support of our enormous mission.

I am so thankful for ALL of you! Nothing is impossible to accomplish when you have a coalition of like-minded people working together to achieve great things and ignite a meaningful movement for change. I am grateful we could all gather and truly be united. It makes me proud and thankful to be CEO and President of Chicago United.
 

• More than 72% of Corporate Guides and Fellows who graduated from the program, showed significant improvement in their cultural competency scores from the Intercultural Development Inventory.
• 45% of participants who responded to CII surveys have been promoted within their companies.

• CII Program Brochure
• Curriculum at a Glance
• Corporate Guide & Fellow Curriculum
• Executive Sponsor & Direct Manager Curriculum

ERGs are built-in growth engines  

I regularly talk about the important role that coalitions play in advancing diversity, equity and inclusion (DE&I). While champions and allies of racial equity have impact outside the walls of an institution, holding leaders accountable for progress, they also have the power and influence as employees inside the organization. These coalitions oftentimes take shape and deliver impact as affinity groups, commonly known as Employee Resource Groups (ERGs), Business Resource Groups (BRGs) or Impact Resource Groups (IRGs). 

The last year and a half showed that companies are at various stages on their DE&I journey. For example, some are in the early days of empowering ERGs, while others are implementing more advanced strategies for ERGs to have a demonstrable impact on the business. In a four-part symposium that member company Astellas hosted for Chicago United members, we discussed the power that ERGs have to drive DE&I. If they’re leveraged well, these groups can influence company performance.

At Astellas, 81% of all present and past leaders of the company’s “Employee Impact Groups” were promoted over the last four years. It’s critical that employees who dedicate time with ERGs, on top of their daily job responsibilities, see the groups as drivers of career development and advancement.  

Robert Rodriguez, PhD., a 2017 Business Leader of Color, is president of DRR Advisors, LLC, and an expert on ERGs. Through his 4C ERG Assessment Model of Career, Culture, Commerce and Community, he offers many examples of ways the groups help with business imperatives. For example, ERGs have helped advance medical clinical trials among underrepresented groups; they’ve helped encourage colleagues to increase their participation in wealth-building Employee Stock Ownership Programs; and, they’ve helped identify minority- and women-owned companies needed by procurement departments.

In ERGs, a company will find employees who, by their very involvement in these groups, have stepped forward to help the company compete better and maintain an inclusive workplace. High-performing companies recognize that. They intentionally enable ERGs to reach their full potential as powerful, internal coalitions. 

Introducing our newest change agents  

Extraordinary people who are ready to lead. That’s a fitting description for our Business Leaders of Color, and the newest group of 50 executives are no exception. Chicago United is proud to announce our 10th cohort of individuals who are ready to serve as dynamic, exceptionally qualified corporate board directors. 

Each has walked into the hallowed halls of the corporate world as one of a few like them to do so. Despite being members of under-represented groups, each has overcome their own obstacles to contribute to business performance and become a role model. Their careers have blazed trails, and their potential to have impact is tremendous.

I can think of none better than these Business Leaders of Color to help companies take on the challenge of transforming the corporate culture to be more inclusive at the board, C-suite and executive levels. These leaders uniquely possess the tenacity, curiosity, self-motivation, empathy and courage that’s required to navigate a business’ growth and to increase its innovation and shareholder value.

Please join me in applauding the inspirational and transformational individuals we present as our 2021 Business Leaders of Color. You will also be able to join us at the Bridge Gala Celebration on November 18, 2021, as we officially honor these 50 incredible leaders. I hope to see you there!

Are You Complicit? 

Members of our CEO Roundtable recently heard from Zain Raj, Chairman and Chief Executive Officer of Shapiro+Raj, a market research and insights company, as we discussed the issues and challenges critical to implementing sustainable, inclusive cultures in corporate America. 

He described two of the requirements of a successful journey towards DE&I leadership—humility and vulnerability.

“It's okay to not have all the answers,” Zain said. “It's also okay to ask people to help you find the answers.”

He’s absolutely right. In working to disrupt bias and upend inequitable systems, you have to be willing to make mistakes, embrace uncertainty and ask for advice. As Zain says, it is “easy on the sidelines,” where systemic inequities aren’t questioned and too many comply with the status quo. 

There are many times in the past year and a half that I have talked to leaders as we’ve all looked for answers to the best way to address the issues of race in business, within their own companies and ecosystems. Time after time, I’ve said there isn’t a magic bullet to this work. You have to be comfortable with being uncomfortable.  These systemic issues didn’t happen overnight and they will not be solved overnight.

But it starts at the top, with great leaders who are intentional. They lead by setting the example, they aren’t complicit with mindsets and practices that allow unfair treatment and exclusionary tactics, and they inspire their organizations to leverage diversity, equity and inclusion.  

We can implement solutions that build an inclusive culture in which everyone feels supported and contributes to better performance. Chicago United regularly talks about and supports these solutions in our programming.  

So, again, I ask… are you complicit, or are you a leader who inspires those you influence to truly advocate for inclusion?  I am hopeful because we are seeing more leaders, like Zain, rise to the top.

Our new 2021 Business Leaders of Color: Ready for the Opportunity

Talented. Innovative. Strategic. 

Chicago United is once again proud to present diverse leaders who embody these characteristics and are highly qualified to serve in board rooms and C-suites. Our 50, new 2021 Business Leaders of Color (BLC) are decision-makers who can help lead organizations to higher profits and increase shareholder value.

They join the ranks of past Chicago United Business Leaders of Color, 420 diverse executives who dispel the myth that there aren’t enough qualified and talented executives of color who can meet the challenge of the corporate board directorship. Indeed, since BLC was launched in 2003, these men and women have held more than 300 corporate board seats.

It is no secret that high-performing boards are comprised of a diverse group of leaders with naturally different perspectives. The Business Leaders of Color, one of our key programs, continues to provide solutions to institutions that are serious about DE&I accountability in corporate governance.

Most likely, you know at least one person among our new selection of Business Leaders of Color. 

Please congratulate them and give them encouragement as they prepare for the next level of contribution to the corporate sector.

At Mid-Year: Progress and Potential

At Chicago United, we are in the midst of completing a mid-year temperature check on our progress towards our organizational goals. We are pleased to report positive momentum, which we’ve maintained as we return to an in-person environment.

Our progress this year includes a significant increase in participation in our programs that include the CEO and Diversity Officer Roundtable Series, Employee Resource Group Symposiums and our Business Leaders of Color Author Series; new member recruitment; and the addition of amazing new staff and board members who help guide our efforts. Additionally, we are finalizing our three-year strategic plan, and we continue to raise awareness of our thought leadership and expertise in diversity, equity and inclusion (DE&I) as seen in news coverage and social media.  

Our member companies and their leaders are taking important steps in being transparent about their representation numbers, intentional about filling their corporate governance and middle-management pipelines with diverse candidates, and equitable in their relationships with diverse business partners. This progress is encouraging, but we have a long way to go to achieve better representation and inclusion in business, locally and nationally.

For the rest of the year, companies must continue to demonstrate that diversity, equity and inclusion aren’t just concepts that received urgent, but short-lived discussion in the aftermath of 2020’s racial unrest.  We have to make sure we maintain the momentum, for this is not just a moment, it is a movement.

Chicago United’s members are in the company of those who are serious about progress and accountability. We will keep our foot on the gas to strengthen our commitment to our members and their incredible work in transforming Chicago into the most inclusive business ecosystem in the nation. 
Are you doing your part?

George Floyd And The Business Imperative

Priorities For Our Future

Never Forget…

Black history calls for courageous actions moving forward

Reflections and Renewed Determination

Welcoming new faces & elevating our people

The Chicago United Board of Directors is pleased to welcome two new members. Joining from Wintrust is Timothy S. Crane, the company’s President and Treasurer. And, Sam Pambah comes to Chicago United from KPMG LLP, where he is a Principal/Partner within the Economic & Valuation Services (EVS) practice, serving as co-leader for Markets as well as Major Market Leader for the Chicago Metropolitan business unit. 

Also, our staff is pleased to introduce our new Vice President of Membership and Development, Melanie Sillas. Prior to joining Chicago United, Melanie served as Vice President of Development for World Business Chicago. She brings extensive experience across the nonprofit, higher education and government sectors, most recently in nonprofit fundraising.

And, our own Gail Arrigo has been promoted to Senior Vice President of Strategy and Operations, and Luz Maria Vargas has been promoted to Senior Program Manager. Congratulations, Gail and Luz Maria, and thank you for your dedication to Chicago United!