Angela Dixon


 

Berkshire Bank selects Angela Dixon as Chief Diversity Officer

March 1, 2021

 


 

Diversity Recruiters™ is pleased to announce that Berkshire Bank has selected Angela Dixon, a 30-year veteran in the Human Resources and the Diversity, Equity, Inclusion space. Angela has joined the Company as Chief Diversity Officer, reporting to EVP, Chief Human Resources and Culture Officer Jackie Courtwright.

 

Dixon brings a range of experience working with public and private sector organizations on workforce and strategic management issues, including strategic planning and leadership development.

 

As Chief Diversity Officer, Dixon will be responsible for driving the Company’s Diversity, Equity and Inclusion strategy in collaboration with executive management and each of Berkshire’s business lines. She will also work to enhance the impact of Berkshire’s existing diversity initiatives and programs.

 

‘I could not be more excited to begin this role at Berkshire Bank.’ Said Dixon. ‘Berkshire Bank has made significant strides in developing an inclusive and diverse workforce and applies their core values across the business to impact the customers they serve.

Before joining Berkshire Bank, Dixon owned and operated Dixon Consulting II, LLC, a management consulting firm focused on Diversity, Equity and Inclusion (DEI), and Talent Management. Her company helped organizations create and cultivate DEI initiatives that align with business strategy, expand opportunities for diverse communities, and produce sustainable, measurable impact. Previously, Dixon served as Vice President for Talent & Inclusion with the Capital Region Chamber of Commerce in Albany, NY, and served as Deputy Comptroller for Human Resources and Administration at the New York State Comptroller’s Office.

 

‘Angela will fill a very crucial role for our organization,’ stated Sean Gray, President and COO of Berkshire Bank. ‘Her talents and experience are well aligned with the core values that Berkshire Bank holds in the Diversity, Equity, Inclusion space.’

 

Ms. Dixon has a BA in Political Science and MBA from the University at Albany. She is also a Senior Certified Human Resources Professional through the Society for Human Resource Management (SHRM-SCP).

 

In 2018, she was named to the US Chamber of Commerce Foundation’s inaugural Business Leads Fellowship Program – an initiative focused on strengthening the role of business leaders in education and workforce development.

 

About Berkshire Bank

 

Berkshire Bank is a 21st-century community bank committed to purpose-driven performance based on its Be FIRST corporate responsibility culture.

 

Berkshire Bank provides business and consumer banking, mortgage, wealth management, investment, and insurance services. The Bank has approximately $12.8 billion in assets and operates 127 branch offices primarily in New England and New York, with an agreement to sell its eight Mid-Atlantic branches. Headquartered in Boston, Berkshire Hills Bancorp (NYSE: BHLB) is the parent of Berkshire Bank and is a member of the Bloomberg Gender-Equality Index. To learn more, call 800-773-5601 or follow us on Facebook, Twitter, Instagram, and LinkedIn.


 

Measuring Diversity

Measuring Diversity: The Metrics That Matter

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McKinsey & Company’s 2018 “Delivering through Diversity” report stated companies in the top quartile for ethnic/cultural diversity on executive teams were 33 percent more likely to have industry-leading profitability. Additionally, companies in the top quartile for gender diversity on executive teams were 21 percent more likely to outperform on profitability and 27% more likely to have superior value creation. These facts are proof that efforts to elevate your D&I initiatives can have a bottom-line impact on your organization.

 

Moreover, research has proven that, without inclusion, diversity is unsustainable.

 

Additionally, the idea of “belonging” is becoming increasingly important to a strong D&I strategy. Belonging is the sense that all employees can be their authentic selves, and as such, are essential to their team’s success. However, to continue effectively driving your D&I initiatives in the right direction, you need to know what is working and how well.

 

The metrics that measure the success of any people initiative are the same for D&I. Performance indicators, especially financial performance (specifically profit margin), should be paired with softer metrics for a complete picture. Correlate financial performance with measurements of employee engagement, employee retention, talent attraction, customer orientation, employee satisfaction and employee participation in decision-making.

 

In addition to these, there are a couple of specific initiatives you should implement to focus on measuring D&I:

 

Diversity Reports:

 

From a broad view, your company may appear to be diverse, but consider segmenting the company several ways to ensure it is representative of all levels and functions. Completing a quarterly or biannual report that shows the following (compiled from Project Include) will lend insight into your initiatives’ success:

 

  1. Employees overall, by function, seniority and tenure (cut by demographics)
  2. Employment status (i.e., full-time, part-time, contractor) (cut by demographics)
  3. Management and leadership (cut by demographics)
  4. Salary (cut by demographics) – Raises and bonuses (cut by demographics)
  5. Board of directors (cut by demographics)
  6. Candidate pools and hiring funnels, by role (cut by demographics)
  7. Voluntary and involuntary attrition rates (cut by demographics)
  8. Promotion rates (cut by demographics)
  9. Formal and informal complaints (cut by demographics) – Complaint resolution status (cut by demographics)

 

As an executive placement firm specializing in workplace diversity, we ensure that our clients have a keen understanding of what it will take to create the best culture to create a sense of belonging for all cultures. We aren’t just an executive headhunter. We are committed to being the best D&I search partner that we can be. Give us a call if you’re interested in finding out more.