Inclusive Sponsorship by Jhaymee Tynan

Author:Jhaymee Tynan
Language: eng
Format: epub
Publisher: Rowman & Littlefield Publishers
Published: 2022-08-15T00:00:00+00:00

SUMMARY

Power, specifically who holds power, is a dynamic in sponsorship that must be addressed to advance diversity. It’s the accountability of the sponsor that holds the power to use this power for good. Sponsors should be asking themselves constantly, “What diverse professionals are you bringing forward for advancement?” “Who is next and ready for leadership roles that I can assist with getting over the finish line?” This is how you build talent in an organization. One thing organizations should be careful of is tying sponsorship to pay. It is one thing to give employees that are role modeling sponsorship in the right way an appreciation bonus or a spot award for doing so. However, if you incorporate sponsorship as an expected part of pay, leaders could exhibit bad behavior. Leaders could be incentivized to game the system and sponsor or advocate for protégés only as much as needed to get extra compensation, and not because it is truly right for the business. Selective acknowledgment and reinforcement are key, especially if the outcome results in improved diversity and inclusion within leadership positions. Finally, as leaders, don’t be afraid of going to your most influential and powerful executives and asking the critical questions about who’s next. Expect regular reports to senior leadership going three levels down in the organization on whether the pipeline for talent represents the diversity of your communities. Holding power requires accountability and responsibility for those that wield it.

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