Lifestyle

From Social Justice to Diversity & Inclusion: A Journey of Courage and Purpose

Tujuanna Williams, the Vice President and Chief Diversity and Inclusion Officer of Fannie Mae, has a story that resonates with the power of purpose and the importance of fearlessness. Her journey, from witnessing her mother’s entrepreneurial spirit to becoming a diversity leader, is a testament to the impact of courageous conversations and the pursuit of social justice.

The Power of Purpose and Positive Psychology

Williams’ career path has been significantly influenced by her knack for helping others discover their purpose. She is a firm believer in positive psychology, which focuses on identifying and leveraging one’s strengths to become the best version of oneself. This approach has been instrumental in her work, particularly when she took a hiatus from corporate life to establish her own executive coaching firm.

The Importance of Fearlessness

According to Williams, fearlessness is a crucial component of success. It enables individuals to have courageous conversations and take risks, both of which are essential for driving strategic initiatives within an organization. Her background in HR and the airline industry has equipped her with the skills to advocate for social justice and create opportunities for others, further emphasizing the importance of fearlessness in promoting diversity and inclusion.

Promoting Diversity and Inclusion at Fannie Mae

At Fannie Mae, Williams has implemented a strategy centered around cultural competencies, utilizing a tool called the Intercultural Development Inventory. This tool assesses individuals on a five-part continuum: denial, polarization, minimization, acceptance, and adaptation. The goal is to move the organization from minimization, where differences are overlooked, to acceptance, where differences are acknowledged and respected.

Achievements and Goals

Williams is proud of the progress made at Fannie Mae, where every officer and critical director has undergone the cultural competency assessment. The results have shown that most individuals fall under minimization, which, while not negative, is an area where growth and learning can occur. Williams’ ultimate goal is to foster an environment where differences are not just accepted but adapted to, leading to a harmonious and innovative workplace.

Looking ahead, Williams aims to increase the representation of people of color and women in the C-suite. Currently, 33% of senior leaders are women, and 35% are people of color. While these numbers are commendable, Williams believes there is always room for improvement.

For more insights on diversity and inclusion, you can visit Diversity Woman, a platform dedicated to empowering women in the workplace.