Denise Davis-Cotton Delivers Emotional Presentation to SHRA

You could have heard a pin drop as Dr. Denise Davis-Cotton from the USF Sarasota-Manatee campus spoke (and sang) about the importance of diversity, equity and inclusion at a recent gathering of professionals from the Sarasota-Manatee Human Resources Association (SHRA).

Davis-Cotton, who serves as the director of the Florida Center for Partnerships in Arts Integrated Education based at the Sarasota-Manatee campus, better known as PAInT, co-presented “The Art of Building Bridges in Businesses” along with social entrepreneur and speaker Shannon Rohrer-Phillips. The event was held at the Grove Restaurant as part of the Lakewood Ranch Business Alliance’s luncheon series.

Davis-Cotton shared stories of her personal and professional journey. An esteemed educator and author, she talked about growing up in Montgomery, Ala. and experiencing key moments in the civil rights movement as a young person, and her role as the founder and principal of the Detroit School of the Arts so that students could have access to the arts.

“All students should have access to an equal education,” she said. “Education is a civil right.”

She then shared a story that was perhaps the most compelling part of her presentation, reflecting on a chance encounter with USF Sarasota-Manatee Regional Chancellor Karen Holbrook.

Davis-Cotton said that Dr. Holbrook stopped her one day when she was walking across campus and said, “I want to know who you are, let’s have lunch. I know what you do, but I want to know more about who you are. That was the moment I knew that I was not hired to be a checkbox for diversity, I knew that the University of South Florida was a place where I belonged. And, there is a difference. She stepped out of her space in senior leadership, and she and I became equal partners in promoting the mission of the University. And I just want to say thank you.”

Davis-Cotton went on to say, “I stand here today as the embodiment of all that you are studying. My life’s journey started with segregation, it moved to integration and now, sadly, we’re in an era of polarization. Do not let that happen in your places of business. It’s time to make a change and identify the inequities of minoritized groups. Diversity isn’t a noun, it’s an action word. You have to act beyond the numbers. You have to act toward belonging, equity and inclusion.”

Davis-Cotton quoted Davisha Amonte Jackson, who said, “People don’t fear change, they fear loss,” and gave a great analogy by comparing diversity to a party.

“Diversity means you have been asked to the party. You got the invitation; you’re there. Belonging means that you feel welcomed and comfortable going to the party…”

She then trailed off and told a story about an encounter with a man in Sarasota when she was speaking. A white man came up to her and said, “You are black and a woman in Sarasota, and you have to be very careful where you walk up to a mic and speak.” She said she knew at that time – despite the denigration and an aggressive insult – that her work had to be getting to the last stage of inclusion, which means you have been asked to plan the party, like today, when I have been asked to help you on your course to plan your diversity, equity and inclusion initiatives.”

She explained that, “equity refines what the party entails and who has the power to plan the party. This incorporates all structures of power. It incorporates all structures of privilege and privileges. It eliminates the disparities of historically underrepresented groups from the boardroom to the workrooms. ”

She encouraged managers to talk and listen to the voices of their employees because they bring value and vision.

Martin Luther King , who said, “Ultimately a genuine leader is not a searcher for consensus, but a molder of consensus.” She built upon that by saying,

“A cowardice asks the question ‘is it safe?’ Expediency asks the question, ‘is it political?’ And vanity comes along and asks the question, ‘is it popular?’ But, conscience asks the question, ‘is it right?’ This is our challenge, not only to do the right thing, but to do the right thing, right. It’s hard work.”

She asked the audience of HR professionals if they are recruiting for belonging and inclusion, and how they define diversity and inclusion, a question that they should be prepared to answer during interviews with potential employees. She said that, “People don’t leave jobs, they leave leaders. It’s not about race, it’s not about gender, it’s about belonging, it’s about inclusion, it’s about seeing people, hearing their voices. It’s a lot of deep, deep listening.”

She concluded her presentation by asking how we can build bridges. “How will you reflect the cultural landscape of our society, community and of your workforce? Change. Transformation. As I said earlier, people do not fear change, they fear loss… They wonder if their supervisor still values them. Nobody likes change but a wet baby.”

“So how can we build the bridge?” asked Davis-Cotton. She said many people start with diversity, but it needs to start with access. “If you start with access and move to belonging and inclusion, you will build diversity and inclusion,” she said. “It starts with your level of comfort and cultural competency. Let’s look at the different levels, where do you begin as a person, from your individual level, to interpersonal communications that drive the institution and make it structural. It’s the valuing of inclusive excellence.”

“Diversity is a mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the group and to the organization. Go and learn about different cultures. Learn about what it means for groups, groups of difference, who may face assimilation pressures or pressures to conform to a dominant culture. Inclusion is an equity of practices, equity in voice. Businesses are most affected adversely by the socio-economic and social complexities of the challenges rooted in inequity.

“Support individuality. Make appropriate adjustments. Examine your departmental configurations; they are connectors for success. Believe that all employees can succeed and progress. Do you consider race, ethnicity, heritage, religious beliefs for members to sit on your search committees?

“So where do we go from here? Businesses are a microcosm of society. Businesses are an inclusion of all voices and vision. The diversity of people and perspectives, equity and policies and practices. To help make this a wonderful world hire across all variables, avoid stereotypes. Eliminate aggression. Leaders are key influencers. How decisions-makers perceive the employees acknowledges the inclusion of vision, voice, diversity, perspective, equity in policies, practice and procedures … do your part to make it a wonderful world.”

Davis-Cotton then sang a stirring rendition of Louis Armstrong’s “What a Wonderful World,” leaving those in attendance speechless and many in tears.