Episode 42 : Abolitionist or Ally - Which Are You?
April 15, 2021
In the space of Diversity, Equity, Inclusion, and Belonging, what risks are you willing to take to make a change in corporate America?
Michele:
Welcome, everybody to another episode of dear corner office. I am so happy to have our special guest for today. Who is Ebony Travis, and your life Michele? Why she special y'all you don't even understand I love connecting with people. And and if you ever listening to my podcasts or live streams, you know, I'm all about really connecting with people. But let me just give you a snippet of just how dope Ebony is. She has been with Boston Scientific since 1997, where she's had a long career working primarily with the organization's promotional site for the past 23 years. To three some y'all like I haven't been with a company for three years. 23 years. You know, you gotta love who you working for right? Ebony's held many roles, and most recently served as a senior manager, diversity, equity inclusion for the past four years. But guess what? She's recently was promoted to a newly created role, the director of global human resources and equal equal employment opportunity policy programs and audit in legal, y'all. I don't know about you. But aren't you excited to have her on the show today? Aren't you excited to learn about her and what she's doing over at Boston Scientific. So evany Welcome to the show today. Oh,
Ebony:
Michelle, thank you so much for having me. You're so kind. I really appreciate it. You're very, very welcome.
Michelle, thank you so much for having me. You're so kind. I really appreciate it. You're very, very welcome.
Michele:
Let me ask you a question. Because I always want to know, how did you get started? It was, well, 23 years ago, it wasn't technically D and I or DEI, D, E, it I. But where did you start when you started with Boston Scientific? And like, how did you end up in da, di the last few years?
Let me ask you a question. Because I always want to know, how did you get started? It was, well, 23 years ago, it wasn't technically D and I or DEI, D, E, it I. But where did you start when you started with Boston Scientific? And like, how did you end up in da, di the last few years?
Ebony:
Oh, gosh. So yeah, you know, like you said, I started in 1997. And what a lot of people don't know is I started as an administrative assistant. Back then they used to call it secretary, but it was an administrative assistant. And, you know, I had the opportunity to work with some phenomenal individuals, and current leaders that are still with my organization or organization that still work for us. And, you know, one happens to be our chief diversity officer and VP of HR. And then of course, one is the president of our IC sales organization, where we together, co founded one of our employee resource groups that was geared more towards our black employees. So I really started working in the Diversity, Equity and Inclusion space. Back when I was an admin, and we really didn't talk about diversity, equity and inclusion, you never really talked about there being this diversity initiatives or programs, it was really just a way for us to start something that would help us help our black employees. So I really was always a part of diversity, equity and inclusion, but in various ways throughout other parts of the job that I was doing from administrative assistant to manager of sales operations to, you know, manager of global communications and training for compliance. And then I became a manager for diversity, equity and inclusion. And I did that for almost four years before moving into this new role that I met.
Michele:
Wow. So I love that love how you were doing the work, you didn't have a name for the work, but you knew the work was so relevant and needed in the organization. So let's let's talk about back then, what did it look like before it was Diversity, Equity and Inclusion? Like what was what were some of those programs, or activities that even partners that you had back in the, you know, early 2000s or late 90s? Whenever you started?
Ebony:
You know, so back then we focused, we created how Gosh, I you know, that I feel like that's a big question, which was an easy answer. But we did things like a Women's Network, you know, women's programming, leadership opportunities, we focused a lot on the women, because there wasn't a lot of women in the sales industry. So we tried to create a space for women, to help develop them, nurture them, mentor them, be their sponsors, you know, really do programs that would help them and again, you know, we go back to bridge where we created this network, you know, bridging creating a network for black employees where we can, you know, bridge the gap, right, be able to introduce them and so they could see others like themselves throughout the organization in the sales organization. And that was a way for us to meet mentor and help each other as well. So back then it was really about the networking the connection points. Again, there wasn't really this diversity inclusion program, right? Not into the later on in the early 2000s.
Michele:
I love it. And what I like when you started the ER g group, the ER G's back then what were you calling them? Because we always have this discussion I do with other people like back then it was x, y, z, what did you call it internal to your organization?
I love it. And what I like when you started the ER g group, the ER G's back then what were you calling them? Because we always have this discussion I do with other people like back then it was x, y, z, what did you call it internal to your organization?
Ebony:
So they were network groups, right? They weren't they were network groups that they were focused on creating a network, right, creating a network of people that could meet again, and learn and grow from each other Connect.
So they were network groups, right? They weren't they were network groups that they were focused on creating a network, right, creating a network of people that could meet again, and learn and grow from each other Connect.
Michele:
So you pointed out some things that we're still finding relevant, even now in 2021, which is sponsorship, gender, and race still are huge drivers for diversity in an inclusion in the workplace. What else has Have you seen change in the last few years? When it comes to diversity, equity inclusion in the workplace besides race and gender?
So you pointed out some things that we're still finding relevant, even now in 2021, which is sponsorship, gender, and race still are huge drivers for diversity in an inclusion in the workplace. What else has Have you seen change in the last few years? When it comes to diversity, equity inclusion in the workplace besides race and gender?
Ebony:
Well, you know, we think about it, you know, it's part of the organization I work for, which is Boston Scientific, we really think about it as much as as innovation or growing our organization, you know, now, we don't only, you know, just talk about diversity, but Equity and Inclusion go hand in hand with that, because we want a culture that values that diverse perspectives that drive everyone to be better and think differently. And for us, as an organization, we know that's how we can solve, you know, our healthcare toughest problems, because we are a healthcare, medical device company, we save lives from the top down. And, you know, this comes from our CEO and all our leaders at Boston Scientific.
Well, you know, we think about it, you know, it's part of the organization I work for, which is Boston Scientific, we really think about it as much as as innovation or growing our organization, you know, now, we don't only, you know, just talk about diversity, but Equity and Inclusion go hand in hand with that, because we want a culture that values that diverse perspectives that drive everyone to be better and think differently. And for us, as an organization, we know that's how we can solve, you know, our healthcare toughest problems, because we are a healthcare, medical device company, we save lives from the top down. And, you know, this comes from our CEO and all our leaders at Boston Scientific.
Michele:
I love it. Yes, that the expansion to add an equity and inclusion. I think we've we've seen at least you have the last 23 years being in corporate but evolution and the growth within the dei space. Because Wait, let's go a little bit different because I know right now you're not in the Ei. And and you do have work that you do with equal employment opportunity. Can you tell people because there's this huge discussion on how dei diversity, equity inclusion is not equal employment opportunity, and is not human resources, either. And if you agree or disagree, let's let's have a dialogue about that word, what is your perspective? Or how do each of those three play a part in organization?
I love it. Yes, that the expansion to add an equity and inclusion. I think we've we've seen at least you have the last 23 years being in corporate but evolution and the growth within the dei space. Because Wait, let's go a little bit different because I know right now you're not in the Ei. And and you do have work that you do with equal employment opportunity. Can you tell people because there's this huge discussion on how dei diversity, equity inclusion is not equal employment opportunity, and is not human resources, either. And if you agree or disagree, let's let's have a dialogue about that word, what is your perspective? Or how do each of those three play a part in organization?
Ebony:
You know, so first, we'll start with, you know, in my role as a global human resource, and Equal Employment Opportunity, policy programs, an audit individual. My role in my vision in this role, as I put together my strategy is that as an organization, we're going to align our global human resource policies, related programs and training to really strengthen our inclusive and equity culture. And what does that mean? Well, as part of my work, I'm focused on making sure that our global policies truly resonate with our global organization, all of our employees. And that, you know, we also worked on our global Human Rights and Labor Standards policy, as well as for the US. Because you know, in my title, I'm a global director for this. So I have to think about my global audience. But there's one piece of my work that isn't global, it's focused on the US and Puerto Rico, which is the affirmative action program. Now, when we think of E o, which is the Equal Employment Opportunity, what that means is that we want to make sure we're giving every walk of life, an equal opportunity to apply and give their best selves in trying to get the role that they're seeking within, for example, our organization, you know, Equal Employment Opportunity means that we don't discriminate, right? We all leaders, all hiring managers, we do not discriminate against race, gender, disability, gender, identity, military, you know, we make sure that we're giving everyone an opportunity to be able to bring their best selves into the workplace, as well as being able to put their best foot forward and applying for a role that they're interested in applying for, you know, so Equal Employment Opportunity is everyone's response. ability, especially as leaders, and hiring managers, and as, as an organization as a whole.
Michele:
Thank you so much for breaking that down, especially how it relates to Boston Scientific and your role. So, definitely, definitely want to thank you for that. One thing I've noticed about your career, you've also done diversity, recruiting, mentorship, the art of negotiations, and just navigating to one's career, what have you. Among other things, what have you see, when you look at the networking groups that you've created, or er, Jesus, we say, Now, what are some activities that you see that employees continue to need me generation after generation,
Thank you so much for breaking that down, especially how it relates to Boston Scientific and your role. So, definitely, definitely want to thank you for that. One thing I've noticed about your career, you've also done diversity, recruiting, mentorship, the art of negotiations, and just navigating to one's career, what have you. Among other things, what have you see, when you look at the networking groups that you've created, or er, Jesus, we say, Now, what are some activities that you see that employees continue to need me generation after generation,
Ebony:
you don't want that ever, you know, these employee resource groups that our organization has created and put together especially led by our chief diversity officer, is what we're finding is that employees need this opportunity to connect and network with others that are like themselves, you know, we encourage every employee resource group, you know, why we have them focused on for example, veterans, women, black employees, agents, Pacific East Asian disability, young, professional network, our South Asian, you know, we don't, if you don't identify with that group, we still encourage people to be a part of that era. Because that is how we learn from one another, we meet people from different diverse backgrounds. And so what we're seeing that is always needed is that opportunity to build a network learn and grow. You know, if we don't meet people from different backgrounds, we'll never, but I like to say diversify our, our knowledge base, our portfolio. So that's why it's so important that these Employee Resource Groups exist in organizations today, because it creates this opportunity for people to come together from various aspects of walks of life, and be able to connect.
you don't want that ever, you know, these employee resource groups that our organization has created and put together especially led by our chief diversity officer, is what we're finding is that employees need this opportunity to connect and network with others that are like themselves, you know, we encourage every employee resource group, you know, why we have them focused on for example, veterans, women, black employees, agents, Pacific East Asian disability, young, professional network, our South Asian, you know, we don't, if you don't identify with that group, we still encourage people to be a part of that era. Because that is how we learn from one another, we meet people from different diverse backgrounds. And so what we're seeing that is always needed is that opportunity to build a network learn and grow. You know, if we don't meet people from different backgrounds, we'll never, but I like to say diversify our, our knowledge base, our portfolio. So that's why it's so important that these Employee Resource Groups exist in organizations today, because it creates this opportunity for people to come together from various aspects of walks of life, and be able to connect.
Michele:
Absolutely, and, and what I really enjoy about what what you're specifically talking about as well, is having a global or international mindset. And as a leader in the organization, is really important that you have that even if you think oh, I'm in a small town, because you really don't know who you're impacting all the time. And really having a global mindset of how to do business, how to interact with people is truly truly important. So thank you so much for that. Something else I like to talk about is something I think we right now, as we're still in the midst of a pandemic, is being a health and wellness influencer. How do you bring that into the workplace? or How have you been able to continue to do that during the pandemic?
Absolutely, and, and what I really enjoy about what what you're specifically talking about as well, is having a global or international mindset. And as a leader in the organization, is really important that you have that even if you think oh, I'm in a small town, because you really don't know who you're impacting all the time. And really having a global mindset of how to do business, how to interact with people is truly truly important. So thank you so much for that. Something else I like to talk about is something I think we right now, as we're still in the midst of a pandemic, is being a health and wellness influencer. How do you bring that into the workplace? or How have you been able to continue to do that during the pandemic?
Ebony:
You know, so for me, I'm a social media influencer. So I love getting on social media and really being positive. You know, people will say, what we show there on the outside of social media is not always what's reflected in maybe our private lives, I'm going to be very transparent. What people see on social media about me is exactly what's happening in my home life, I am positive, happy I lead with positive energy, I want to motivate people to be their best selves and to be fit healthy and happy. And even during this, the COVID where we were, you know, shut in, in our homes, then, you know, couldn't really go anywhere. I didn't let that stop me, whether it meant walking in my home all day, whether it meant standing while I work all day, versus sitting all day and taking one call after another. Or finally just getting out there and walking in the park or you know, leveraging a treadmill that I have here in my home and putting a board on it and making it a treadmill desk. You know, I really found ways to share that with the outside world and had people saying, Oh, evany I wanted to do that. How did you do that? Did it cost too much? No, you make these these things in your home. Or you can actually just be fit by leveraging your own self, right? You don't have to go buy expensive equipment to be healthy or to be happy. So for me, and I bring that in the workplace in the sense of I bring who I am, I bring my authentic self wherever I go. So while it's not a job that I get paid for, I do it because I want to help others. And I do it for my colleagues. I do it for my friends and I do it for complete strangers who just follow me on social media and just need a pick me up. So that's pretty much what I do.
You know, so for me, I'm a social media influencer. So I love getting on social media and really being positive. You know, people will say, what we show there on the outside of social media is not always what's reflected in maybe our private lives, I'm going to be very transparent. What people see on social media about me is exactly what's happening in my home life, I am positive, happy I lead with positive energy, I want to motivate people to be their best selves and to be fit healthy and happy. And even during this, the COVID where we were, you know, shut in, in our homes, then, you know, couldn't really go anywhere. I didn't let that stop me, whether it meant walking in my home all day, whether it meant standing while I work all day, versus sitting all day and taking one call after another. Or finally just getting out there and walking in the park or you know, leveraging a treadmill that I have here in my home and putting a board on it and making it a treadmill desk. You know, I really found ways to share that with the outside world and had people saying, Oh, evany I wanted to do that. How did you do that? Did it cost too much? No, you make these these things in your home. Or you can actually just be fit by leveraging your own self, right? You don't have to go buy expensive equipment to be healthy or to be happy. So for me, and I bring that in the workplace in the sense of I bring who I am, I bring my authentic self wherever I go. So while it's not a job that I get paid for, I do it because I want to help others. And I do it for my colleagues. I do it for my friends and I do it for complete strangers who just follow me on social media and just need a pick me up. So that's pretty much what I do.
Michele:
Oh god, it's fabulous. I love the tip about the board on the treadmill like how did I not think of that? I have to do this bike. I have something on the bike, but the treadmill like that's genius. Okay, yeah. So. So now you're gonna have me at Home Depot, Lowe's, looking for the right size board cuz like, that's too big. I'm running through the side of that vessel. Sad. But anyway, I love it. I love it. I love little hacks and tips like that, especially now. So we are in the part where I am going to do rapid fire questions with you. And it's what comes off the top of your head that some really key questions about diversity and inclusion that we want your perspective of. Okay. All right, here we go. What are the diversity and inclusion KPIs your CEO is looking at regularly.
Oh god, it's fabulous. I love the tip about the board on the treadmill like how did I not think of that? I have to do this bike. I have something on the bike, but the treadmill like that's genius. Okay, yeah. So. So now you're gonna have me at Home Depot, Lowe's, looking for the right size board cuz like, that's too big. I'm running through the side of that vessel. Sad. But anyway, I love it. I love it. I love little hacks and tips like that, especially now. So we are in the part where I am going to do rapid fire questions with you. And it's what comes off the top of your head that some really key questions about diversity and inclusion that we want your perspective of. Okay. All right, here we go. What are the diversity and inclusion KPIs your CEO is looking at regularly.
Ebony:
That is building our diverse and inclusive culture. That's basically looking at our what you'll see on our website, our three up goals that is looking at our women, our multicultural talent, and looking at our inclusive culture. So that is it.
Michele:
Right? What is your DNI team's biggest challenge right now?
Right? What is your DNI team's biggest challenge right now?
Ebony:
Like any company, it's always finding more diverse talent.
Michele:
That see this is why it's rapid fire. What's your all time DNI book on workplace culture?
Ebony:
full transparency, Jennifer Brown, she has written a few books on inclusion. And I've learned so much from her about how to create an inclusive culture how to lead inclusively.
Michele:
Great, I know her very well. A recent book on DNI you've loved
Ebnoy:
hands down the memo by Minda hearts. What Women of Color need to know to secure a seat at the table.
Michele:
Yes, love manda what DNI or HR podcast delivers the most value to you?
Ebony:
You know, that's a really great question. And at this moment right now, I can't give you an answer off the top of my head. But
You know, that's a really great question. And at this moment right now, I can't give you an answer off the top of my head. But
Michele:
who is the diversity and inclusion influence are your most influenced by?
Ebony:
Mellody Hobson. She is the CO CEO and president of minority run asset management firm, Ariel investments she is absolutely hands down so inspiring from her collar brave to colorblind and so much more.
Michele:
Where do you hear from that influence?
Where do you hear from that influence?
Ebony:
So the most like there are books, podcasts, YouTube,
TED talks and YouTube as well as many articles in Forbes.
TED talks and YouTube as well as many articles in Forbes.
Michele:
What's the most overrated DNI training trend?
Ebony:
This in my in my opinion, this is me unconscious bias.
This in my in my opinion, this is me unconscious bias.
Michele:
What's the most underrated DNI training tactic?
Ebony: cultural sensitivity
Michele: guess what that is all a rapid fire questions have so much in common oh my god in the heart. But I get Jennifer's emails. And I've been I'm kind of connected with her a lot of social media sites.
Ebony:
I love that. I love it. Well, I gotta say, I mean, I really appreciate this, you know, against someone like myself based out of Dallas, Texas, always been based out of here, my whole career here working at BSc and I absolutely love what I do. But really, truly I love this new role I'm in because it still allows me the opportunity to help in the Diversity, Equity and Inclusion space, especially externally with individuals like yourself, we're inspiring, but as well as within our policies within our organization. So I'm really excited about this new chapter in my life right
now.
I love that. I love it. Well, I gotta say, I mean, I really appreciate this, you know, against someone like myself based out of Dallas, Texas, always been based out of here, my whole career here working at BSc and I absolutely love what I do. But really, truly I love this new role I'm in because it still allows me the opportunity to help in the Diversity, Equity and Inclusion space, especially externally with individuals like yourself, we're inspiring, but as well as within our policies within our organization. So I'm really excited about this new chapter in my life right
now.
Michele: I am excited for you. I really, really am. So congratulations on the new role. Thank you. You're very welcome. So everybody, thank you so much for joining us. Be sure that you connect with Ebony where should they find you f&e? Because you love so
all I do,
all I do,
Ebony:
you can find me on LinkedIn on Ebony Travis titchener ti ch n o r or you can find me on Instagram, Ebony Travis or on Facebook. Ebony. Travis. Thank you so much for joining me today.
Michele: Everybody have a great day. All right.
Ebony: Thanks, Michelle.
Bye