The current workplace calls for openness and tolerance to promote diversity. By adopting an open environment where views, sexual orientation and cultural beliefs are accepted, people become more tolerant and respectful to their colleagues, according to Rob Nunnally, the assistant general manager of Capital One Philippines Support Services Corp.
Nunnally would know, as he played a key role in enhancing diversity in Capital One Philippines.
Moreover, he provides valuable support to the general manager in helping the organization and its associates achieve their goals. With extensive experience as human resources director, he has contributed largely to promoting diversity in the workplace.
Nunnally shared with the BusinessMirror in a recent e-mail interview the roots, the gains and the process the company underwent in crafting programs to entice millennials in participating in growing the company.
BUSINESSMIRROR (BM): How did your program on diversity start? Please trace its roots.
ROB NUNNALLY (RN): Diversity and inclusion have been at the heart of Capital One Philippines since we set foot in 2013. We believe that people thrive in a workplace where everyone is valued for their talent regardless of age, gender, race, economic status or sexual orientation and gender identity.
This is what influenced our former Assistant General Manager Julie Trevey to initiate the launch of a women’s Business Resource Group (BRG) in Alabang in 2015, [and which we call] as EmpowHER. Since women make up 60 percent of Capital One Philippines, this made a huge impact. Our female and female-identified associates were empowered to embrace their individuality, achieve their full potential and contribute to diversity. Her [Trevey’s] leadership and example in promoting this advocacy were key to making better decisions for team collaboration.
Coming in as assistant general manager, former human resources director, and an openly gay man, I was inspired to further push the envelope of [our] “Diversity and Inclusion” [philosophy] in Alabang by launching the Philippine chapter of our BRG for members of the LGBTQ+ community, OutFront Philippines.
Our goal is to raise awareness about the issues faced by our LGBTQ+ associates and to encourage open communication with the leadership team. We believe it is important to promote a better understanding of gender identity in the Philippines.
BM: What is the foundation and core of the program?
RN: The concept of malasakit is the core of everything we do in Capital One Philippines. This compassion is what inspires us to continually serve our associates, customers and communities. Our Diversity and Inclusion philosophy, specifically our OutFront Philippines and EmpowHER BRGs, fit perfectly into this commitment.
We believe that our associates, including our LGBTQ+ family, deserve a support system that will inspire them to be their authentic selves at work and help them achieve personal and career growth. In an environment like this, our associates are able to relate with our diverse customers and serve their needs better. The compassion they receive within the company also motivates them to pay it forward and serve our communities.
BM: How did you cascade the program to the staff?
RN: Since we consider Diversity and Inclusion as a philosophy, we promoted it not only through our internal communications platforms but, more important, through a series of activities. We wanted to walk the talk—to show our associates that we are genuinely committed to supporting them.
To launch OutFront and EmpowHER, we had sexual orientation, gender identity and expression, or Sogie, seminars, monthly coffee chats with senior leaders, job-fair participation, HIV [human immunodeficiency virus] awareness sessions, Pride March participation, women empowerment talks and community engagement activities, among others.
We also give our associates different venues to express themselves through interest groups like basketball, volleyball, badminton, football, jiujitsu, table tennis, travel and photography, music, culinary, yoga, indoor gaming, creative arts, and CrossFit [training].
BM: What is the role of senior leadership in promoting workplace diversity?
RN: Diversity and Inclusion is not just a program—it is part of the values we embrace as leaders. I am lucky to be serving side by side with Peter Hayden, our general manager, in making sure that Capital One Philippines is a place where associates can grow and feel a true sense of belonging.
The senior leadership team makes it a point to be involved in our Diversity and Inclusion events and activities. We also find time to get to know all our associates, hear out their concerns, and understand the challenges that they go through so we know how to best support them.
BM: What were the challenges in the implementation of OutFront Philippines?
RN: When we initially had the idea of establishing an LGBTQ+ BRG, we were excited to bring it to life. We were so eager to have it done that it was a challenge to take our time in identifying our key focus areas to make sure that OutFront would really make an impact in the personal and professional lives of our associates. The core team and I really took time to think through the framework, answering the questions: What would it stand for? What do we want to achieve? How do we align it with the goals of the company?
BM: Please cite the gains of the program, especially to the millennial work force?
RN: Our commitment to Diversity and Inclusion has allowed our community of OutFront and EmpowHER self-identified members and allies to grow quickly in number. Our Diversity and Inclusion events have been having a great turnout as well, and we are glad that they feel so empowered.
Overall, we have a highly engaged work force in Alabang, proving that diversity and inclusion is truly valuable to them.
BM: Is it right to say the program was millennial-centric?
RN: While our activities and programs are not specifically developed for a particular age group, we recognize that a large group of associates in our site are millennials. And so we do our best to provide venues and activities that would pique their interest and allow them to be their authentic selves.
Many of these millennials are still young and living with their families. In case they are not comfortable expressing themselves at home, we want them to feel that their workplace is their second home, a safe space where they can be authentic. With this environment, where every voice is heard and every perspective matters, our associates will be able to unleash their full potential, both personally and professionally.
BM: Being a predominantly Catholic and conservative country, did the establishment of OutFront Philippines face challenges and resistance among the stakeholders? How did you overcome these challenges?
RN: The OutFront Philippines business resource group (BRG) was well received by our associates, and there was not any form of resistance or challenge during its launch.
In fact, a significant number of the BRG’s membership are allies—associates who are non-self-identified LGBTQ+ but are staunch advocates, such as our executive sponsor and General Manager Peter Hayden. This shows that gender diversity is celebrated in Capital One Philippines on all fronts.
BM: How do Capital One Philippines’s initiatives on Diversity and Inclusion affect millennials?
RN: As mentioned, our activities and programs are not specifically developed for a particular age group. However, we recognize that a large group of associates in our site are millennials, and we see how it significantly improves their engagement in the company.
These observations can be backed up by the Deloitte University Leadership Center for Inclusion, reporting that 83 percent of millennials are actively engaged when they believe that the organization they are in fosters an inclusive culture.