The finalists for WashingtonExec’s 2023 Pinnacle Awards were announced Sept. 25, and we’ll be highlighting some of them until the event takes place live, in-person Nov. 16.
Next is Dawn-Marie Gray, vice president of diversity, equity, inclusion, and accessibility at The Cadmus Group, and finalist in the DE&I Executive of the Year, Private & Public Companies category. Here, she shares what has made her successful in her current role and career turning points.
What has made you successful in your current role?
My success depends on the commitment and collaboration of colleagues whose growth mindset leads them to pursue continuous learning to actively challenge the discriminatory status quo and disrupt harmful, exclusionary norms.
Cadmus recognizes that practicing Diversity, Equity, Inclusion, and Accessibility is a collective, continuous journey requiring intentional commitment from the C-Suite through early-career staff. One month into my tenure with Cadmus, CEO Ian Kline set the standard for commitment by suggesting that Cadmus join CEO Action for Diversity & Inclusion ⏤ the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. I was excited to make a public declaration so early in the process.
We became a signatory in February 2021 and executed our inaugural Days of Understanding that April, where Ian and I co-facilitated six 90-minute sessions focused on bias and belonging. Ian’s demonstrated commitment to dismantling systems of inequity and redesigning a more inclusive and just environment extends to all corners of the organization and empowers staff to do the same.
The IDEA2 Senior Leadership Council ⏤ a governing body I introduced which meets quarterly to provide strategic guidance on workplace initiatives ⏤ further illustrates the essential role of collaboration at all levels. During its first two years, the council, chaired by our COO and including our CEO, CFO, and CHRO, prioritized formalizing the SMART goal-setting process, creating a leadership capability model, and building a leadership development program. Earlier this year, I assembled a working committee of senior leaders to make the performance review calibration process more efficient and equitable.
What was a turning point or inflection point in your career?
The trajectory of my career shifted when David Casey, former chief diversity officer at CVS Health, suggested I apply for an opening on his team. We developed a relationship when I founded the Black Colleague Resource Group ⏤ an affinity group promoting inclusion, networking, community outreach and mentorship.
I had joined the organization three years prior to launch the retail pharmacy’s Multicultural Marketing business unit. My work experience was rooted in advertising, communications, and event programming.
While I was open to the new role because it meant career advancement, I was uncertain that my background would align with David’s expectations. After some internal reflection and candid discussions, I recognized a common thread of fairness and justice that had always anchored my work.
With this opportunity, I would shift from championing diversity in communications to increasing access and opportunity in the workplace, especially for those from marginalized backgrounds.