chief diversity officer at Ally Financial

Reggie Willis

With over 28 years of experience in various fields such as operational and enterprise risk management, strategy development, sales production, sales performance, marketing, and leadership development, Reggie Willis is a skilled executive. Currently, he holds the position of chief diversity officer at Ally Financial. In this role, he is responsible for all diversity and inclusion efforts including enhancing and implementing DE&I framework, partnering with stakeholders internally and in the community, ensuring that the organization has a diverse and inclusive workforce, and fostering a positive, human-centric culture within the company.

Please tell our readers about the recent trends and challenges that you have observed in the industry.

Working in this field for several years, I see challenges as part of a larger journey.  This work is a journey, and we were in it long before the events of the last two years. However, the murder of George Floyd, the pandemic, and social issues in America have created an imperative around diversity, equity, and inclusion. Fortunately, we had a strong foundation and practices in place to create opportunities for difficult conversations and space for vulnerability and differing views. By doing so, we've been able to create muscle memory and overcome challenges.

"An organization can grow by bringing in diverse perspectives beyond just race, gender, age, and ethnicity, but also considering factors like disability or being part of the LGBTQ+ community. "

An organization can grow by bringing in diverse perspectives beyond just race, gender, age, and ethnicity, but also considering factors like disability, veteran status, or being part of the LGBTQ+ community. Solving these issues won't happen overnight, and consistency and intentionality are key.

How can employers create an environment for diverse growth and learning among individuals with unique strengths and skills, including exposure to different cultures, working styles, and perspectives?

Creating an environment for diverse growth is a journey that requires effort and time. It starts with seeking out diversity in recruiting and hiring practices and ensuring that new hires are not asked to conform to the existing culture but are given space to bring their diverse experiences, perspectives, and cultures to the table. The key is to work within a set of core values and create opportunities for all employees to engage, innovate, and be a valued part of the team. In doing so, it is important to assume positive intent, listen more than you speak, and give access to opportunities that allow employees to contribute to the organization's success. By doing this, employers can create a diverse and inclusive work environment that not only benefits the organization but also serves its customers and the communities in which it operates.

What will be your advice to your fellow peers and colleagues in the industry?

My advice to my fellow peers and colleagues in the industry would be to meet people where they are on their individual journeys. Everyone's journey is different, and some may have taken more steps than others. It's essential to take a systemic approach to solving issues and not assume that they will happen overnight. To start, take an assessment of where you are, whether that's as an individual or a corporation. Understand the data points that will help you identify where you are today and build a process around it. Be thoughtful about how you can make it a part of your cultural identity. Once you have that understanding, take the first step on the journey.