Meet NCMIC’s DEI Ambassadors

In today’s world, no matter where you go, you’re going to come across someone who’s different from you. Age, gender, ability, race and sexual orientation are just a few ways we might differ or stand out from those around us.

Imagine that you’re starting a new job and those differences draw unwanted attention to you or someone’s comments make you feel unsafe in your office . Where would you go to share your experience?

With the support of the DEI Committee, Shelbie Simmons and Danita Blessing are two of NCMIC’s new DEI Ambassadors. They are the part of a new program aimed at making safe spaces for people to share their experiences. If you’re a new or veteran employee, the DEI Ambassadors will want to hear from YOU regarding issues around diversity, equity and inclusion at NCMIC. Read on to learn more about this pilot program.

The DEI Ambassadors program is a team of folks dedicated to making NCMIC a diverse, equitable and inclusive environment. If you have a question or concern, contact Danita Blessing or Shelbie Simmons.

Where did the idea for the DEI ambassadors come from?

Shelbie: I think for me, years ago I was on the new hire committee and that's kind of where the new hire ambassador idea came from. It’s been just such a good experience for a lot of people. It's not something that's for everyone, but it is one of those things where because we have such a culture of taking care of each other and a culture of including other people, the ambassador program has been so positive and welcoming. It’s been so helpful to me, but also to see how it's impacted other people that it seemed like a good way to translate it into making a meaningful difference on the DEI front, too.

What’s the difference between the new hire ambassadors and the DEI Ambassadors?

Shelbie: The new hire ambassador program is for all new hires and you kind of get one no matter what. The overarching goal is for a new hire to have a buddy or a familiar face at the social events or the different activities we might do, whether it's like Habitat for Humanity builds or just seeing each other outside for the carnival or Thirsty Thursdays. It’s more of a just a reach out to make sure people get well integrated into NCMIC and not feel out of place.

With the DEI Ambassadors program, the intent is to have people available from the DEI Committee, who aren't necessarily going out and contacting people or soliciting certain types of interactions be more of a touch point to the committee that deals with issues around DEI. It could be something about a disability, their race or ethnicity, orientation or gender. Those are the areas that are sensitive to people, or where they tend to feel excluded.

How does the DEI Ambassador program work?

Shelbie: There are a lot of different conversations you hear that make you kind of cringe sometimes, or maybe you just go, “Oh, that made me feel uncomfortable. I hope it didn't make everyone else feel uncomfortable.” An ambassador is someone who is not necessarily HR—we’re not actionable—but it’s someone you can talk to, someone who’s more of a sounding board. “Did something happen that made you feel uncomfortable? Do you want to talk about it? Do you need just need someone to listen? Do you need advice? Do you want someone to go with you so that you can broach that topic with HR or your manager?” It’s kind like a confidence boost or a validation of what someone may experience, because that can be so broad depending on where you’re at and what your experience has been in your life and here at NCMIC. It’s a kind of safe space, more or less.

What made you want to be a DEI Ambassador?

Danita: Probably my experience as a new employee ambassador. I like the connection with people in other departments. I like being someone to turn to if you have questions around the building. I have a good ear. I don't mind listening, and I do pump out some advice every now and then too. I just really enjoy it.

I didn’t have an ambassador when I started. I wish I would have had someone to turn to. You need someone to go to ask questions and to introduce you around. When I get a new hire, I'll check in on them almost daily just to make sure that they're still feeling good, feeling comfortable, help them find a buddy within their team and, just do little things like on their birthday or Easter and whatever. Just somebody that knows that they're here.

How important are the DEI Ambassadors right now?

Shelbie: For me personally, I think we've needed it for a while. We're just kind of getting it out there but I hope that it grows into something that just gives people a little more comfort. I know from my perspective, and I've shared this before at like the Pride lunch and learn, it's such a sensitive experience, especially for people who aren't farther along in their journeys. You're with a whole bunch of new people, and especially where there is a strong sense of culture like NCMIC, I think it can be really intimidating to think you see 200 people that already are very close to each other and enjoy doing activities and giving back to the community together. But if you're someone who might feel a little concerned or worried, I think that it's really important to have that connection so that you don't feel like you're the outsider. You know, someone that can invite you in or if you feel like you're being excluded for any reason, someone you can talk to to just quickly work through that and nip that right away instead of potentially losing someone who could have been a really valuable asset had we offered them, you know, a closer place at the table or really like reassured them that they were welcome in that space.

Danita: The other thing too, is with the new employee or new hire ambassador, it makes you become an automatic buddy for them. If they have questions or want to chat, it's an outlet. I don't know how many people will take advantage of this but it’s another opportunity to feel connected.

If an employee has a question or concern, is it confidential?

Shelbie: Absolutely, because that's kind of the whole concern is having a way to voice safely. If this doesn't feel like an inclusive space, whether it's in your department, your team or the company as a whole, I think we need a way to be able to do that.

Danita: Oh, for sure. I think the number one thing about this is that we're not here to force anyone to take action or to go tell the committee or HR. Anything that you share with us, we're just here to listen.

What would you tell people about the work you’re doing on the committee?

Shelbie: I would say don't be afraid to contact anyone on the committee for suggestions, because for me, I joined the committee and I have no connections. I just want to help, but I don’t have as many tools in my belt yet. And I think if there are people that read this and are thinking, “I know someone who works for this festival or could come and talk about this thing,” send it our way, because that would be incredibly valuable.

Danita: We’re still learning and as much as we're trying to be there for everyone, we need time. If you need something, let us know because we can look at the different things and say, “Okay, this should be of interest or this should be of interest,” but we don't know that we're hitting everybody. And if you feel like you're not being represented, tell us. We’re here for that, too.