Presented by Symba, #OpenUpTheWorkforce interviews feature executives advancing inclusion, diversity, and equity for the future of work. In these short audio-only episodes, host Ahva Sadeghi speaks with top leaders about what it takes to develop and implement inclusive processes.
In this episode of #OpenUpTheWorkforce, Donnebra McClendon, the Global Head of Diversity Equity and Inclusion at Ceridian, shares her career journey and how Ceridian is investing in employee development and increasing diverse representation within its workforce. Donnebra sums up DEI efforts with one word–intention. Company and talent leaders need to be proactive about creating inclusive environments for people to feel they belong. You can listen to the whole episode here.
Donnebra’s Career Journey
Donnebra joined Ceridian 19 years ago, working in the benefit services department. However, her love for the company goes way back. Growing up in St. Petersburg, Florida, Donnebra vividly recalls Ceridian's reputation as a beacon in the community. It was only a matter of time before she could work there. While she has worked hard to reach her career heights, Donnebra emphasizes the importance of transferable skills, authentic relationships, and sponsorships. Sponsors and supporters who believe in you are crucial to breaking barriers that stand in the way of your career progress.
Here are the key takeaways from Ahva’s interview with Donnebra:
How Ceridian Cultivates Authentic Relationships that Promote Inclusion
“Inclusion is a verb, as it requires you to do something to make people feel like they belong and to feel like they are included.” —Donnebra McClendon
To build inclusive workplaces, Donnebra says what is required is intentionality and humility. Intention to go beyond empty statements, and humility to set aside ego and learn from one another, regardless of power or status. Donnebra states the importance of aligning intentions with actions and their impact, pointing out that it’s this alignment that sets Ceridian apart as a leader in fostering inclusion. She decries that many organizations in the past have made statements about workplace inclusion, but often failed to take meaningful action to create inclusive environments. Inclusion, she explains, necessitates proactive efforts to make individuals feel like they belong.
Ceridian’s Achieving Corporate Equity Program and How it Empowers High Potential Talent from Underrepresented and Underserved Communities
The Achieving Corporate Equity (ACE) program by Ceridian is a 16-week leadership development program that focuses on removing systemic challenges underrepresented minorities face. The program includes a series of leadership lectures covering a range of topics, such as:
- Building your brand
- Virtual optics
- Executive presence
- Networking and negotiations
Participants also complete a capstone project and have the opportunity to earn executive sponsorship.
What sets ACE apart is its focus on differentiated leadership and its partnership with licensed psychologists to address challenges faced by underrepresented minorities, within and outside the workplace. By addressing both workplace and personal challenges, it recognizes that individuals bring their whole selves to work, and their experiences outside the workplace can significantly impact their professional lives. The program also extends its inclusivity efforts to encompass all dimensions of diversity, including those that may not be immediately visible, such as ability and socioeconomic status.
How Ceridian Measures ROI of the Program
Ahva invited Donnebra to shed light on how the key metrics Ceridian tracks are used to measure the ACE program’s success. In her response, Donnebra states that the most important benchmark involves measuring the program against employees’ set goals, like promotions or stretch assignments. When the program participants achieve these milestones, the company knows that the program is on the right track.
Additionally, the program collaborates with psychologists to measure stress levels and assess employees' psychological safety. This guages how comfortable employees feel being their authentic selves at work. The company also tracks retention rates.
How Ceridian has Achieved Nearly 50 Percent Representation of Women in their Workforce
Achieving close to 50% representation of women in your workforce is a laudable feat by any standards. Donnebra shares the secret sauce to this achievement. She first states the importance of taking intentional and actionable steps to achieve gender parity. She talks about the Ceridian’s commitment to talent sourcing with intention. Donnebra asserts that there is a wealth of qualified women in the workforce, and all organizations need to do is engage in proactive sourcing. Gaining executive leadership buy-in to create strategic plans and follow through with actions also helps. At Ceridian, the CEO is a strong advocate for women in leadership roles.
Retention of Women and Getting Women into Leadership Roles
To retain women in the workforce, Donnebra avers, employers must actively embrace equity. Equity involves understanding that individuals have diverse needs and implementing programs to help them achieve their goals. Systemic barriers have pushed women to seek opportunities elsewhere. Initiatives like stretch assignments, professional development, and networking opportunities are crucial in advancement and retention of women. However, this effort must be matched with genuine intention, as mere rhetoric won't lead to organic change, she concludes.
Pay Transparency and Fair Compensation at Ceridian
Donnebra reiterates Ceridian's commitment to employees' well-being, which also entails prioritizing fair wages and equal pay. Creating equitable opportunities for employees is crucial to building a sustainable workforce. This was the broad rationale for increasing the hourly rate to $18 after an internal global and national review. She adds that Ceridian remains committed to regularly reviewing compensation data and making necessary adjustments, all driven by their central focus on employee welfare.
Upskilling and Reskilling of Employees
Upskilling and reskilling are critical components to ensure the workforce stays ahead of the skills demand. In this regard, Ceridian has, in the past two years, introduced Ceridian University, a tuition-free initiative to enable its employees to improve their skill sets. The university comprises the following sections:
- School of Leadership and Development
- School of Functional and Technical Learning
- School of DEI
Employees create personalized development plans with expert support in their chosen fields. For example, new leaders can enhance their coaching and feedback skills, while payroll professionals can access courses on European tax codes.
Ceridian takes pride in this investment, which has had a significant impact on employee engagement and retention. By providing employees with the tools they need to grow within the organization, Ceridian benefits from increased productivity, engagement, and a workforce that drives Ceridian’s competitiveness, innovation, and creativity.
Obtaining Buy-in for Upskilling Programs at Ceridian
To obtain buy-in for reskilling and upskilling programs, Donnebra states the importance of identifying and rallying champions at every level within the organization. While executive leadership support is crucial, it's not enough; a top-down, bottom-up, and middle management approach is necessary. Middle managers, who interact with the most employees, are particularly essential in this effort. The key is to identify and engage with good people at all levels of the organization to help spread the message effectively.
How Ceridian Supports LGBTQ+ and other Marginalized Communities
Donnebra, the executive sponsor for nine employee resource groups at Ceridian, including the LGBTQ pride group, emphasizes the importance of educating, celebrating, and creating inclusive spaces.
She insists on the need to focus on authentic allyship, which requires continuous action and accountability. Authenticity goes beyond superficial gestures like wearing a pin or displaying support during specific events. True allyship involves consistent commitment and the courage to disrupt, where necessary, to promote inclusivity and support marginalized communities.
Donnebra Talks About Giving Back with Ceridian Cares
Ceridian Cares is a charity initiative that allows employees to give back to their communities and support causes they are passionate about. The program enables employees to make charitable donations and support causes in their immediate communities and beyond.
What Do You Believe are the Next Steps Talent Leaders Need to Take to Open Up the Workforce?
To promote workforce inclusivity, Donnebra asserts, leaders must embrace a growth mindset and invest in innovative solutions that address systemic barriers for marginalized groups. This requires moving beyond public statements and creating psychologically safe spaces that value authenticity. To truly open up the workforce, Donnebra reiterates, intentions must align with actions.
Final Thoughts
Donnebra's last take is that there is abundant talent out there. Leaders need to innovate to create equitable opportunities and foster a diverse, talented workforce. She offers three suggestions to achieve this goal:
- Enhance cultural intelligence
- Lead with humility
- Invest in employees
About Donnebra McClendon
Donnebra McClendon is an innovative thought leader and strategic business partner who has dedicated more than 18 years at Ceridian to cultivating consciously unbiased and intentionally inclusive leaders. Donnebra is currently a doctoral student in Strategic Leadership at Liberty University. She also established a non-profit organization, Leaders are Readers, supporting literacy in the Tampa Bay area.
