Angela Johnson

VP, Global Diversity, Inclusion & Belonging
Oxy

Leadership Insights to Action: An ongoing series – presented by Diversity First with contributor Jennifer Walker – spotlighting innovative leaders who are making meaningful, impactful, and sustainable change to elevate diversity, equity and belonging for the betterment of their organizations and beyond. Do you know such a leader who should be featured? Tell us!

What is an idea, practice, or innovation that you have led to accelerate diversity, equity & belonging at your organization or more broadly for industry? What was an unexpected challenge or opportunity that you encountered, and what did you learn?

One of the first initiatives, after assuming the DEI role, was a DEI Awareness Campaign. The objective was to ensure that our employees understood the “what” and the “why” for Oxy’s Diversity Inclusion & Belonging (DIB) Program. It was and is still critical for employees to not only understand what DIB is but, more importantly, ensuring that employees understand why DIB is important to Oxy and why it is important for them to be engaged, both as someone who may have felt marginalized or as an ally. We also wanted to challenge our leaders to have the courage to demonstrate the behavior that we are expecting to see from our employees. We need all these dimensions working collaboratively in order for the program to be effective and have sustainability. As a result of this campaign, we have encouraged our leaders to incorporate “DIB” Moments into every employee meeting. DIB moments are multi-dimensional. They can be just talking about a DIB related topic, inserting an interactive DIB activity, or briefly discussing an article, news story, or more. It can also be identifying everyday DIB situations that an employee may have experienced or observed, as well as sharing the impact or the lesson learned from that experience.

How have you put this philosophy into practice?

This is an interesting question. The challenge has been getting leaders actively engaged. This is not because they do not want to be engaged; rather, most do not know how. DEI topics can oftentimes be uncomfortable and because of that, the default is to do nothing. The lesson learned is meeting our leaders where they are and providing them with the runway to jump start their DIB leadership journey from their place of comfort, without judgement.

We then provide them with the tools and support they need to grow from there. Forward progress is necessary, but speed is a choice. We need to allow them room to move at their own pace, while continuing to make progress.

What is something that you wished that you would have known in your twenties?

I wish that someone had told me: “Do not worry about what other people think of you." Early in my career, conforming to other’s expectations seemed critical to my professional and personal success. I have learned the best and happiest version of me is being authentically who I am and not who/what others think I should be. I cannot control what others think of me, but I can control what I think of myself. I wish that someone had just told me to “Just be you and your gifts will make room for you.”

What are you currently reading/listening to?

A book that I am currently reading and that is challenging my conversations daily is, Watch Your Mouth by Dr. Tony Evans. This book is teaching me that my words have power. Power to heal and power to hurt. Words matter far more than most people realize. I am also reading and listening to all things DEIB. Since I have only been in this role for a few years, I am still learning. To be the best at my job, I am actively pursuing activities and opportunities to develop my DEI skills and knowledge.

What do you see as the greatest opportunity ahead?

Opportunity can be everywhere - in the most unexpected places, in uncertain and difficult spaces and situations. With that said, I am always seeking out opportunities to make a difference in the world around me. However, I view the greatest opportunity, in this season of my life, as the platform that I have been given in my current role. I have the opportunity to help facilitate the transformation of our company culture, which ultimately can transform our communities and yes, even our country.

What will be your legacy?

I have often thought about this question. I hope that my life's work will be viewed as far more than a hire and retirement date or my birth and death dates. I hope that the dash in between those dates is what matters most.

I want my legacy to be that I genuinely cared about others. I demonstrated empathy. I dared to do and say what others would not. I want my legacy to be that I gave voice to the voiceless, help to the helpless and hope to those who had given up. In the words of Maya Angelou, I want my legacy to be every life that I have touched. I want it to be how I showed up for others. I want it to be who I have loved, mentored, and taught. I want it to be those who have been encouraged by what I have modeled and my journey. I want my legacy to be more about my impact than my intent.