Part two of two.
In part one we learned more about Mayka Rosales-Peterson, senior manager partner marketing and Ken Peterson, senior director people and CDO. Both were recognized by Channel Futures on the 2022 list of DE&I 101 honorees.
This esteemed list honors the incredible accomplishments of DE&I leaders in the IT channel. Those named on this annual list come from all places — including vendors, distributors, and solution providers whose vision, expertise, and contributions make an impact on the industry every day.
We caught up with Mayka and Ken to learn more about our Diversity Partner Program (“DPP”) and its impact on the channel.
Q: How do you define DE&I success?
Ken: When people feel a sense of belonging, we will have made progress. When women and people of color are well represented and included in the workplace and recognized for the positive impacts they bring; we will have made progress. When opportunities and access to information and development are equitably distributed to all people, then we will have made progress. And when these aspects are applicable beyond workspaces, but in our communities as well, then we will have made progress.
Mayka: The way that I define DE&I success in the industry is to have more representation—women, people of color, people of diverse backgrounds—in this space with an equal playing field. The way that I see success at Intelisys is having a diverse representation of people reflected in all parts of the organization and in leadership positions. We have an established legacy of helping our Partner community build and enhance their business operations. This program is yet another venue for creating business opportunities for them.
Ken: At ScanSource we are making strides to create that sense of belonging. Whether it’s through the creation of our IDPP, which offers assistance and guidance related to the topic areas of financial support, marketing, business operations, business networking and relationship building for agents building their businesses, or other internally focused efforts, we are still in the growing stages of our DEI journey. With the help of our D&I Advisory Council, comprised of more than 20 employees from across North America, or through the support of our senior leadership team to support key initiatives, we have opened the door and plan to expand the topics down the road.
Q: What does success look like at Intelisys?
Mayka: I believe to keep moving forward the culture at Intelisys when it comes to DE&I is to have strong programs with career pathways for marginalized groups and to keep building programs that help our diverse partners succeed. We are the only TSD in our space with a partner program dedicated to diversity. I hope to keep pushing that initiative forward in any way that I can.
Ken: Our current objectives are simple, yet powerful:
- Accelerate the growth of businesses owned by Sales Partners of the BIPOC community.
- Attract more BIPOC Sales Partners to the cloud and technology services ecosystem.
- Provide Suppliers an opportunity to participate in this initiative.
Q: What has surprised you about the DE&I journey at ScanSource Intelisys?
Ken: A pleasant surprise regarding our journey is how it is being received. Some topics related to work in the DEI&I space are difficult. They can challenge people personally, cause them to assess or reassess thoughts and behaviors. It’s a major change effort, no matter the size of an organization nor the industry. The response has been encouraging. And while there is still much work to do in establishing sustainable programs for our people and partners, I’m incredibly pleased with the support of our leaders and team members.
Mayka: Already, a couple of our founding partners in the diversity program have graduated out, having achieved TPC status. That is a testimony to the commitment that we have with helping our partners succeed.
Q: What advice would you give to organizations as they embark on their own DE&I initiatives?
Ken: I recommend beginning with assuming positive intent. Neither people nor organizations are perfect. It is fair to acknowledge improvements to be made, but without knowing the circumstances leading to those challenges, it is unfair to make negative assumptions. Get to know the company and people you are supporting—this can make all the difference as you begin your journey.
Mayka: I want to be that person that helps little girls who look like me rise, and that is the joy that I have while building or working with these DE&I programs, because I’m able to use my seat to help someone else and I will always do that. In other words, feedback and participation are not passive activities. It’s critical that participants understand that they have made a commitment that requires them to be active. With their feedback and participation, we can bring more BIPOC representation to the channel as well as learn firsthand how we can support them and grow their business.
Ken: I’d also add it’s important to remember that DEI efforts take time. The adage of these initiatives being a “marathon and not a sprint” is true. Consider DEI as a change effort. Many don’t like change and, for most of us, change takes time. Exhibit patience but be persistent. Finally, I would ensure there is senior leadership buy-in. I wouldn’t begin any DEI effort without support from the company’s CEO and senior team.
Channel Futures 2022 DE&I 101 list can be found here online HERE.
