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(This message was added in version 6.7.0.) in /home/mother99/jacksonholdingcompany.com/wp-includes/functions.php on line 6114A company isn\u2019t crowned \u201cbest place to work in the U.S.\u201d for a third year in a row<\/a> by chance. It takes intentionality, awareness, and commitment. From publicly dedicating \u00a0$300-million-dollars<\/a> to supp\u2026 Read more on Cisco Blogs<\/a><\/p>\n \u200b<\/p>\n A company isn\u2019t crowned \u201cbest place to work in the U.S.\u201d for a third year in a row<\/a> by chance. It takes intentionality, awareness, and commitment. From publicly dedicating \u00a0$300-million-dollars<\/a> to support social justice, to internally holding leaders accountable for sponsoring the next generation of diverse talent through The Multiplier Effect (TME)<\/a>\u2013Cisco\u2019s dedication is always bold. And the accountability is always there.<\/p>\n To build on its purpose of Powering an Inclusive Future for All<\/a>, Cisco offers nearly 20 diversity, equity, and inclusion (DEI) programs and events. Last fiscal year, more than 2,500 Cisconians accumulated almost 34,000 hours of structured DEI learning. Nakia Stringfield was one of them.<\/p>\n Nakia Stringfield, a director on Cisco\u2019s Customer Experience team<\/p>\n Nakia is a director on Cisco\u2019s Customer Experience team and has been a proud Cisconian for 23 years. However, there was a time earlier in her career where she contemplated resigning. This all changed when she attended a life-changing conference in 2008.<\/p>\n \u201cThe Simmons Women Leadership Conference<\/a> was my first time going to a large professional event targeted at women, helping to empower and develop leaders,\u201d Nakia says. She saw women of different backgrounds including some who looked like her, proudly speaking as their true selves. And this meant a lot. As a Black woman who grew up in the rural southern United States, Nakia went from sometimes being the only woman and\/or person of color in the room, to being in a room filled with women of different backgrounds who were current or aspiring leaders. It was powerful.<\/p>\n \u201cI got a booster shot of confidence and encouragement. It was empowering to see people who have been on the same journey as me and have navigated challenges. I realized I needed to stay in those spaces every so often to be inspired to keep going. If those women at Simmons can go from engineers, to leaders, to CEOs\u2013why can\u2019t I?\u201d<\/p>\n Roughly half of Cisco\u2019s DEI programs are available through strategic partnerships and conferences like Simmons. And Nakia has worked her way to attending many. In the years since Simmons, she\u2019s also participated in the Executive Leadership Council<\/a>, Information Technology Senior Management Forum<\/a>, and Management Leadership for Tomorrow<\/a>\u2013programs all dedicated to developing leaders.<\/p>\n Through Cisco\u2019s own learning and development solutions, Nakia has attended Next Generation Leaders, where managers and employees develop trust as a foundation for connecting across difference. She\u2019s also been a sponsee and currently sponsors four people of different backgrounds through The Multiplier Effect (TME)<\/a>.<\/p>\n And, as a member of Connected Black Professional (CBP), Nakia participates in reverse mentoring which partners staff with senior executives to bridge gaps in differences and understanding. CBP is one of Cisco\u2019s 28 Inclusive Communities<\/a> where more than 30,000 employees can connect, develop leadership skills, and serve as change agents.<\/p>\n \u201cThese programs taught me more about showing up, networking strategically, and advocating for myself and others,\u201d reflects Nakia. \u201cThey\u2019re not the only reason I was promoted, but I know<\/em> they were key factors in how I showed up as a leader in the organization and marketplace. They were transformational.\u201d<\/p>\n For years, companies treated DEI like leg day at the gym. They knew they should do it, skipped it anyway, and hoped it\u2019d go unnoticed.<\/p>\n But jobseekers and current employees are more aware than ever. Today, DEI is a critical building block for a successful business, and the numbers back this up:<\/p>\n 86% of job candidates globally say DEI in the workplace is important to them. [1]<\/a> Creating spaces for DEI learning is a vital part of Cisco\u2019s DNA. Leadership recognizes the need to foster a diverse and inclusive workforce to create a workplace where employees feel valued, respected, and empowered to reach their full potential. This also helps Cisco attract and retain the best talent possible\u2013like Nakia\u2013and is one reason why almost half of its workforce has been with the company for more than five years [4]<\/a>\u00a0despite the Great Resignation<\/a>.<\/p>\n Nakia invested in herself by taking full ownership of her career journey through Cisco\u2019s DEI programs. And these programs continue to provide a learning environment for her growth at every turn. It\u2019s why she\u2019s still here and plans to be for years to come.<\/p>\n Contact the DEI registrations team<\/a> if you\u2019re a Cisconian interested in learning more about how you can own your career through DEI programs and events.<\/p>\n For everyone else, learn more about Cisco\u2019s commitment to DEI work and powering an inclusive future for all by reading the 2022 Purpose Report<\/a> and Cisco\u2019s 12 Social Justice Actions<\/a>.<\/p>\n Bryan Stewart<\/p>\n \u201cNGL was\/is one of the best programs for developing new leadership talent. NGL allowed me and my manager, Christopher Whittaker, to understand how one\u2019s culture plays a major part in development. I was fortunate that my manager, Chris is African American, so we were able to understand our position on a unique level. Being able to communicate with other leaders while having disruptive\/tough conversations was invaluable.\u201d Bryan Stewart, Next Generation Leaders<\/strong><\/p>\n \u201cLesbians Who Tech was the best conference I have been to. The opportunities to learn spanned multiple aspects of technology (to include data) and diverse possibilities on how to continue to evolve as a human being in the workplace. In my view, this is particularly vital for those of us who work in tech, which continues to dramatically shape the world in which we live.\u201d \u2013 Anonymous, Lesbians Who Tech<\/strong><\/p>\n Sol Solorzano<\/p>\n \u201cWhat a great conference! As usual, the HITEC conference is invigorating, and plants seeds for next wave of innovation.\u201d \u2013 Sol Solorzano, Hispanic Information Technology Executive Council<\/strong><\/p>\n [1]<\/a>Diversity and Inclusion in Hiring<\/a> (Hiring.Monster.ca)<\/p>\n [2]<\/a>Diversity wins. How inclusion matters<\/a> (McKinsey & Company \u2013 May 2020 \u2013 PDF)<\/p>\n [3]<\/a>Inclusive Mobility: How Mobilizing a Diverse Workforce Can Drive Business Performance<\/a> (Deloitte \u2013 PDF)<\/p>\n [4]<\/a>Great Place to Work \u2013 Cisco \u2013 Certified Aug 2033 \u2013 Aug 2024 USA<\/a><\/p>\n \u00a0\u00a0Nakia Stringfield has been a proud Cisconian since 2000. Read about how Cisco’s commitment to DEI learning and development enabled her to invest in herself and take ownership of her career.\u00a0\u00a0Read More<\/a>\u00a0Cisco Blogs\u00a0<\/p>","protected":false},"excerpt":{"rendered":" <\/p>\n A company isn\u2019t crowned \u201cbest place to work in the U.S.\u201d for a third year in a row<\/a> by chance. It takes intentionality, awareness, and commitment. From publicly dedicating \u00a0$300-million-dollars<\/a> to supp\u2026 Read more on Cisco Blogs<\/a><\/p>\n \u200b<\/p>\n A company isn\u2019t crowned \u201cbest place to work in the U.S.\u201d for a third year in a row<\/a> by chance. It takes intentionality, awareness, and commitment. From publicly dedicating \u00a0$300-million-dollars<\/a> to support social justice, to internally holding leaders accountable for sponsoring the next generation of diverse talent through The Multiplier Effect (TME)<\/a>\u2013Cisco\u2019s dedication is always bold. And the accountability is always there.<\/p>\n To build on its purpose of Powering an Inclusive Future for All<\/a>, Cisco offers nearly 20 diversity, equity, and inclusion (DEI) programs and events. Last fiscal year, more than 2,500 Cisconians accumulated almost 34,000 hours of structured DEI learning. Nakia Stringfield was one of them.<\/p>\n Nakia Stringfield, a director on Cisco\u2019s Customer Experience team<\/p>\n Nakia is a director on Cisco\u2019s Customer Experience team and has been a proud Cisconian for 23 years. However, there was a time earlier in her career where she contemplated resigning. This all changed when she attended a life-changing conference in 2008.<\/p>\n \u201cThe Simmons Women Leadership Conference<\/a> was my first time going to a large professional event targeted at women, helping to empower and develop leaders,\u201d Nakia says. She saw women of different backgrounds including some who looked like her, proudly speaking as their true selves. And this meant a lot. As a Black woman who grew up in the rural southern United States, Nakia went from sometimes being the only woman and\/or person of color in the room, to being in a room filled with women of different backgrounds who were current or aspiring leaders. It was powerful.<\/p>\n \u201cI got a booster shot of confidence and encouragement. It was empowering to see people who have been on the same journey as me and have navigated challenges. I realized I needed to stay in those spaces every so often to be inspired to keep going. If those women at Simmons can go from engineers, to leaders, to CEOs\u2013why can\u2019t I?\u201d<\/p>\n Roughly half of Cisco\u2019s DEI programs are available through strategic partnerships and conferences like Simmons. And Nakia has worked her way to attending many. In the years since Simmons, she\u2019s also participated in the Executive Leadership Council<\/a>, Information Technology Senior Management Forum<\/a>, and Management Leadership for Tomorrow<\/a>\u2013programs all dedicated to developing leaders.<\/p>\n Through Cisco\u2019s own learning and development solutions, Nakia has attended Next Generation Leaders, where managers and employees develop trust as a foundation for connecting across difference. She\u2019s also been a sponsee and currently sponsors four people of different backgrounds through The Multiplier Effect (TME)<\/a>.<\/p>\n And, as a member of Connected Black Professional (CBP), Nakia participates in reverse mentoring which partners staff with senior executives to bridge gaps in differences and understanding. CBP is one of Cisco\u2019s 28 Inclusive Communities<\/a> where more than 30,000 employees can connect, develop leadership skills, and serve as change agents.<\/p>\n \u201cThese programs taught me more about showing up, networking strategically, and advocating for myself and others,\u201d reflects Nakia. \u201cThey\u2019re not the only reason I was promoted, but I know<\/em> they were key factors in how I showed up as a leader in the organization and marketplace. They were transformational.\u201d<\/p>\n For years, companies treated DEI like leg day at the gym. They knew they should do it, skipped it anyway, and hoped it\u2019d go unnoticed.<\/p>\n But jobseekers and current employees are more aware than ever. Today, DEI is a critical building block for a successful business, and the numbers back this up:<\/p>\n 86% of job candidates globally say DEI in the workplace is important to them. [1]<\/a> Creating spaces for DEI learning is a vital part of Cisco\u2019s DNA. Leadership recognizes the need to foster a diverse and inclusive workforce to create a workplace where employees feel valued, respected, and empowered to reach their full potential. This also helps Cisco attract and retain the best talent possible\u2013like Nakia\u2013and is one reason why almost half of its workforce has been with the company for more than five years [4]<\/a>\u00a0despite the Great Resignation<\/a>.<\/p>\n Nakia invested in herself by taking full ownership of her career journey through Cisco\u2019s DEI programs. And these programs continue to provide a learning environment for her growth at every turn. It\u2019s why she\u2019s still here and plans to be for years to come.<\/p>\n Contact the DEI registrations team<\/a> if you\u2019re a Cisconian interested in learning more about how you can own your career through DEI programs and events.<\/p>\n For everyone else, learn more about Cisco\u2019s commitment to DEI work and powering an inclusive future for all by reading the 2022 Purpose Report<\/a> and Cisco\u2019s 12 Social Justice Actions<\/a>.<\/p>\n Bryan Stewart<\/p>\n \u201cNGL was\/is one of the best programs for developing new leadership talent. NGL allowed me and my manager, Christopher Whittaker, to understand how one\u2019s culture plays a major part in development. I was fortunate that my manager, Chris is African American, so we were able to understand our position on a unique level. Being able to communicate with other leaders while having disruptive\/tough conversations was invaluable.\u201d Bryan Stewart, Next Generation Leaders<\/strong><\/p>\n \u201cLesbians Who Tech was the best conference I have been to. The opportunities to learn spanned multiple aspects of technology (to include data) and diverse possibilities on how to continue to evolve as a human being in the workplace. In my view, this is particularly vital for those of us who work in tech, which continues to dramatically shape the world in which we live.\u201d \u2013 Anonymous, Lesbians Who Tech<\/strong><\/p>\n Sol Solorzano<\/p>\n \u201cWhat a great conference! As usual, the HITEC conference is invigorating, and plants seeds for next wave of innovation.\u201d \u2013 Sol Solorzano, Hispanic Information Technology Executive Council<\/strong><\/p>\n [1]<\/a>Diversity and Inclusion in Hiring<\/a> (Hiring.Monster.ca)<\/p>\n [2]<\/a>Diversity wins. How inclusion matters<\/a> (McKinsey & Company \u2013 May 2020 \u2013 PDF)<\/p>\n [3]<\/a>Inclusive Mobility: How Mobilizing a Diverse Workforce Can Drive Business Performance<\/a> (Deloitte \u2013 PDF)<\/p>\n [4]<\/a>Great Place to Work \u2013 Cisco \u2013 Certified Aug 2033 \u2013 Aug 2024 USA<\/a><\/p>\nOwning your career takes initiative<\/strong><\/h2>\n
Owning your career takes opportunity<\/strong><\/h2>\n
Owning your career takes an investment<\/strong><\/h2>\n
\nDiverse companies are 25% more likely to have above-average profitability. [2]<\/a>
\nCompanies with inclusive cultures have 22% lower turnover rates. [3]<\/a><\/p>\nSee what others are saying about DEI learning and development at Cisco!<\/strong><\/h2>\n
Owning your career takes initiative<\/strong><\/h2>\n
Owning your career takes opportunity<\/strong><\/h2>\n
Owning your career takes an investment<\/strong><\/h2>\n
\nDiverse companies are 25% more likely to have above-average profitability. [2]<\/a>
\nCompanies with inclusive cultures have 22% lower turnover rates. [3]<\/a><\/p>\nSee what others are saying about DEI learning and development at Cisco!<\/strong><\/h2>\n