An Interview With Vanessa Ogle
Collaborate. Consider forging partnerships with local organizations such as schools, businesses, nonprofits and religious groups as a means of fostering inclusion. This can be achieved through various methods including training workshops, speakers, culture fairs, mentorship programs, cross-generational events, and panel discussions. These collaborations can result in the promotion of inclusive practices, policies, trust building and ultimately the creation of a more harmonious and safe community.
In a world where diversity is often acknowledged but not always celebrated, we are taking a step forward to highlight the importance of inclusivity in building strong, vibrant communities. This series aims to explore the various facets of diversity — be it racial, cultural, gender-based, or within the differently-abled community — and understand how embracing these differences strengthens our social fabric. As part of this series, we had the pleasure of interviewing Melanie Miller.
Melanie is a highly experienced professional who deftly combines her vast knowledge of Corporate America with sustainable practices to optimize organizational effectiveness, engagement and productivity. Her unwavering focus on inclusion and belonging has transformed the narrative around these critical topics. Melanie’s exceptional skills have been recognized by prestigious institutions such as Harvard University’s Women’s Leadership Institute, IBM’s Minority Women in Leadership Institute and The Diversity Leadership Academy. She has been featured in several distinguished magazines, blogs, radio shows and podcasts such as NY Times, Bloomberg News and Sirius Radio. Melanie has designed and delivered compelling keynotes and training sessions for many Fortune 100 companies and other top organizations. Her outstanding results are a testament to her professionalism, customer focus, respect for others and integrity. Melanie’s high-energy and engaging style of delivery ensures that her audiences are captivated and inspired, making her a sought-after speaker for the C-Suite and beyond.
Thank you so much for joining us in this interview series. Before we dive into our discussion about celebrating diversity, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
Working in sales and marketing with an advertising firm was an exciting challenge, but it all changed when I found out that the company I worked for was going bankrupt due to embezzlement. Despite the setback, I started wondering how this event was impacting the people I worked with and their families. I started to learn about how others were experiencing job loss and what was important to them in who they worked for.
I did not know this ability to hold empathy for others would connect me to organizations, communities and people in a profound way. I became what used to be called a “diversity consultant” and have been in this space ever since. Through my work, I am committed to creating an inclusive culture that benefits everyone and allows people to thrive.
Can you share an interesting or hopeful story where spending time with someone who did not look like you or who was different from you taught you something that has been useful to you?
Years ago, while having lunch with long-time colleagues the conversation turned to stories about moments of frustration with customer service. I related a recent encounter with the police I had at a red light. I pulled into a turn lane and out of nowhere an officer was standing next to my car yelling at me. It scared me. I had no idea why he was yelling at me. He told me to pull over. I did. Ten minutes later he came over, still yelling, asking for my ID.
My ID and insurance were ready to go. As I handed them to the officer, my voice became elevated — but not yelling like his — and I asked him, “Can you please tell me why in the world you pulled me over?”
As I was recounting my story, my dear friend and colleague, a black man, looked at me and said, “STOP! Did you know that if I asked that same question that same way, I would be outside the car and in handcuffs?” I realized he was probably right. We had a great conversation.
That was the first time the words “white privilege” became very clear to me. That forever changed the way I see the world. I don’t always get it right, but I feel I can be a better ally because of it.
And as a result, my approach to DEI has been rooted in storytelling and emotional connections.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
ALWAYS BE LEARNING Respectful curiosity is a fantastic way to broaden your horizons and learn about others and their unique experiences. The beauty of this concept lies in its ability to offer you a chance to understand and appreciate diverse perspectives, values, beliefs and more. By experiencing these things alongside your own world view, you can expand your knowledge of the world and increase your capacity for empathy and understanding. By way of example, I have attended cultural fairs where I learned about the respectful eating habits of certain cultures. It has proven so helpful as I have advised organizations on how to create “inclusive menu options” for events.
BE OPEN TO RECEIVE It can be uncomfortable to receive feedback at times, but the notion that it is a gift still holds true. When the feedback is critical, it presents an opportunity for improvement, and when it is positive, it allows us to recognize our strengths and continue doing well. We are not infallible and will inevitably make mistakes from time to time. The important thing is how we respond to these errors so that we can view them as opportunities for growth and learning. Will we take responsibility and be accountable? Adopting a mindset that sees feedback as a gift enables us to move forward quickly and experience growth as a result. Years ago I was delivering a speech to about 100 people. There was a hearing-impaired person to my right with two sign interpreters. I move a lot when I speak and I wandered through the group. Afterwards, that attendee came to me and told me that as a hearing-impaired person with the ability to read lips, she could not follow what I was saying when I turned my back to her. I thanked her for that feedback, and going forward, I have always remembered and utilized her feedback.
HAVE INTEGRITY Building a reputation of integrity has been core to my career. The consequences of my integrity have a profound impact on my client relationships and the authenticity of what I do. I feel I must ‘walk the talk’ of inclusion. People can experience your level of integrity as they watch your behaviors and listen to what you say. I remember the old quote, “Leadership happens when you are not in the room,” and I feel that way about integrity and character — it’s how you behave when nobody is watching. I work with several organizations as a subcontractor. I would not have been able to do this work as long as I have with so many if I had not shown integrity.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Can you share a personal story that highlights the impact of diversity and inclusivity in your life or career?
The impact of diversity and inclusion, quite literally, IS my career. I started over 20 years ago and I have seen many changes. At its core, for me, inclusion is what I was made for. Early in my work life I would hear stories from friends of “how I was passed over for the promotion,” “how my male colleagues talk over me (as a female),” “how I feel like I am experiencing reverse discrimination,” “how I can’t be openly gay at work because I could get fired,” or “how I never talk about my religion at work — I just go to the company Christmas party because they expect me to.” I would hear and see the tone of defeat, sadness, despair, exhaustion and frustration wash over them.
I started paying more attention, even when things would happen to me. It was aggravating to know what was happening, but also that surely if a person knew how negatively they were impacting others, others for whom they had expectations of superior results, they would change their behavior. It seemed clear to me: Talk to candidates who didn’t get the promotion and tell them why and what they needed to do to be better next time they wanted to apply for the promotion — Once a person realizes they are talking over you, they would stop, right? — Talk about why someone feels they are being discriminated against and let’s look at the big picture and data of what’s happening — Surely you can talk about a bad blind date in the breakroom, regardless of who you went out with, right? …the answers seemed so easy to me. But I had a lot to learn.
How do you approach and manage the challenges that arise when working towards creating more inclusive communities?
Elmo, the red Muppet from Sesame Street, recently prompted an overwhelming conversation on social media. In a post on X (formerly Twitter), Elmo posed the question, “How is everybody doing?” Little did he know that this innocuous inquiry would elicit an outpouring of emotions from followers, garnering over 175 million views. The responses were candid and vulnerable, offering valuable insight into the mental health challenges faced by both adults and youth. Of particular concern is the issue of despair and loneliness, which has been exacerbated by the pandemic. The U.S. Surgeon General has emphasized the importance of regularly checking in on friends and loved ones, underscoring the need for greater awareness and support. This is a global issue that warrants significant attention. Notably, the UK and Japan have even appointed a “Minister of Loneliness” to address this problem in their countries.
What’s the connection? To approach and manage challenges that arise while trying to create more inclusive communities you have to know what is actually going on in your community. Pay attention to what is happening around you. Use evidence of what is creating exclusion to help support a strategy and framework for inclusion. One plan does not work for all. Once you have clarity on what is happening in your community you can gain clarity on WHY you want to build an inclusive one. Once you know your “why,” when a challenge pops up, you can solution for it because you have a clear line of sight to your “why.”
An example: A once-thriving community wants to bring more skilled talent to their town to support their businesses. They look at the census data and realize that they have gaps of racial diversity so they embark upon a mission “to bring more representation to their town.” They know “what” they want to do — but have they built their “why” framework? Based on numerous stakeholders in the community there are probably many perspectives on this. We have to work together through that and land on a core rationale for “why.” One of the biggest challenges for communities is to be clear on what our definitions are for both diversity and inclusion. Diversity = differences. Inclusion is the feeling you create by your words and deeds…and policies and practices. Do your constituents feel respected, valued, seen, and like they belong? It doesn’t mean that everyone in the community will agree with everyone and everything — but it does mean that we can, through our differences, respect what we are trying to do, why we are doing it and who is doing it.
What innovative strategies or initiatives have you implemented or observed that effectively promote the importance of diversity and inclusivity?
History recounts periods that have proven that inclusive societies can lead to tremendous social advancement. Whether it is the Arabic, Greek and Roman cultures that led to an unparalleled surge in artistic and scientific discovery, the diversity that is attributed to the technological innovations in Silicon Valley, or the Civil Rights Movement, one thing is for sure: inclusion makes a difference. When we get it right and know the importance of inclusion, we can have social development and progress, innovation and creativity, economic growth and stability, social cohesion and resilience, and human rights and justice.
One community instance of making increased representation part of your objective is to allow people to see people like themselves in the community. A great example of this is the Westmoreland Diversity Coalition, in Westmoreland, Pennsylvania. They, in partnership with the Westmoreland Museum of American Art, have taken on the mission of making Westmoreland more inclusive. According to a Bloomberg article, one way they approached this was with a billboard campaign, “Make Our Differences Our Strengths,” which engaged local artists to create 10 billboards for the area with the common theme of diversity. What emerged was a beautiful collection of art with such different interpretations of “difference.” I encourage you to check it out!
Additionally, the museum has been exhibiting more works from Black, African, Native American and LatinX artists, such as the current “African American Art in the 20th Century” exhibit done in collaboration with the Smithsonian.
Carlotta Paige, one of the founding members of the Coalition, has been instrumental in trying to remove the sense of “othering” that is often pervasive in communities. The consequences of “they are not one of us” are far reaching and this community has enacted several ways to combat that.
One last note here: What works well for one community may not work for another.
In your opinion, what are the key elements that make a community truly inclusive, and how can these be fostered on a larger scale?
Whether inside an organization or a societal community, the tenets of inclusion are the same. The elements we are looking for are:
- A feeling of belonging, respect, value and safety for my family (however you define family) and me to be able to thrive. (How? Through different forums, ask your constituents if they feel like they belong, feel respected, valued and safe. If they say no, ask them why not. Then, through community town halls, ask them for solutions.)
- Equity and equality: Equal opportunity for jobs for the most qualified candidates as well as equity of experiences in work, healthcare, education, opportunities, resources, etc., in an effort to eliminate bias and discrimination. (How? Ensure workplaces are creating job descriptions with inclusive language, recruiting with a wide net, hiring the most qualified candidate based on requirements, removing bias from decision-making, engaging and providing support, Inclusive leadership, measuring progress, checking out data, etc.)
- A recognition that differences enrich our lives. I remember my first trip to NYC. When I asked for a recommendation for a good Italian restaurant, I was guided to “Little Italy” — there was also a place for great Chinese food, Greek food, and so much more. There was not one restaurant given to me, but an entire neighborhood! The ability to enjoy each of those was incredibly satisfying and enhanced my trip. (How? Start by making your community aware of your differences and what people can learn from them.)
- A seat at the proverbial table: Engage representation of your stakeholders in decision-making, policy development, procedures, and rules of engagement. (An example: When my male colleague was asked to develop the pregnancy policy for his work. The entire team was male. He was the only one who stood up and said, “Maybe we need some women who have been pregnant on this committee?” It’s hard to know what would impact a group if I never ask them. (How? Think about your councils, committees, boards, etc. Who sits on them? What voices are missing based on why you seek inclusion? Then ask yourself, how you can get that voice in the room where decisions are made?)
- Know your “why”: Because when you know why you are doing something, your what becomes more significant and meaningful. If I know the reason why my community wants to be inclusive is to create more economic prosperity, health and well-being, and more agility so that we can address change more efficiently — and I see progress toward those goals — I feel hope for my future, I feel safe, I feel my children have a chance of success, and ultimately, we create a better world, one community at a time. (How? Share this message as often and in as many spaces as possible. Billboards, community meetings, school board meetings, commercials, fairs, events, etc. Maybe even have a “Kick-Off 5K” or “Kick-Off in the Park” to educate and create excitement for your initiative.)
Based on your experience and research, can you please share “5 Ways We Can Build Inclusive Communities”?
Having an inclusive community is not a zero-sum game. What does it mean to be an inclusive community? Maybe we should start with what it is not — it is not a community where you have to change your personal values or beliefs, it does not mean you have to change your religion, and it doesn’t mean you can’t celebrate your family holiday. Nor does it mean you should be disrespected. An inclusive community is one where all members can not only survive but thrive. Where everyone feels valued and respected. Just like inside an organization, it unites the richness of differences, experiences and backgrounds to drive connection, creativity, innovation and problem-solving. But why should we care? Because we can do better, be better and make better decisions. There are wars and conflicts forcing people to leave the only homes they have known, poverty, mass shootings, food insecurity, climate crisis, religious, racial, and ethnic hate crimes at an all-time high, as well as mental health challenges — we as a society cannot sustain this. Inclusivity is a means for addressing these circumstances and creating harmony and safety.
So how do we move forward?
1 . Understand your current state. As mentioned before, find out what data you have about your community. If you can’t find what you need, get it. What is your current state? Understand not only your current community dynamics, but also, what is the history of the area? Engage your community to help provide perspective on this.
2. Educate. Empower people by clearly defining key terms, outlining your goals, and articulating the reasons behind your initiative. Communication is crucial, and clarity and intentionality are keys to success. Develop an awareness campaign and educational opportunities to support these objectives and ensure that your stakeholders are well informed, aligned with the initiative’s objectives, and committed to its success.
2 . Provide leadership. It is imperative to designate a leader for the initiative. Subsequently, proactively engaging influential leaders within your community will enable you to tap into a valuable resource, offering you priceless perspectives and building trust and buy-in, which are crucial determinants of success.
4 . Collaborate. Consider forging partnerships with local organizations such as schools, businesses, nonprofits and religious groups as a means of fostering inclusion. This can be achieved through various methods including training workshops, speakers, culture fairs, mentorship programs, cross-generational events, and panel discussions. These collaborations can result in the promotion of inclusive practices, policies, trust building and ultimately the creation of a more harmonious and safe community.
5 . Get feedback. This is a dynamic and constantly evolving initiative much like the community it serves. To ensure that all members’ voices are heard and that the community can reach their goals, establishing feedback mechanisms are crucial. Encouraging individuals to share their thoughts, experiences, concerns, suggestions, ideas and fears is an essential aspect of this process. Active listening is key, and utilizing the feedback gathered can help create an inclusive, equitable and accessible infrastructure that promotes understanding and a sense of belonging within the community.
How do you measure the impact and success of diversity and inclusion efforts, and what changes have you seen as a result of these initiatives?
How do we measure the success of our efforts? Measure it against your “why,” your evidence and data, and your goal.
Some examples include:
- Local governments and schools create materials in the multiple languages that serve their community.
- After learning of cultural norms and traditions, a large hospital group changed their procedures to help ensure a safer hospital experience for all. (i.e., multi-lingual translation services.)
- Royal Mail postal workers in the UK were asked to check in on older people on their routes. They referred them to support groups. It was found that 75% of people valued the visits and local groups were looking to expand the support service.
- Adapt city exercise and fitness programs for people with disabilities.
- Build more community parks and gardens and install more benches to build a sense of community and encourage people to connect.
- Provide housing for people of all ages to live together.
- Create book clubs, movie clubs or podcast clubs to hear other perspectives.
- Encourage schools to reach out with reading volunteers to the elderly.
- Youth groups can create a place for the multicultural elements of their neighborhoods. A great place for education and mentoring.
By embracing differences and similarities as well as inclusion, communities can unlock a world of possibilities. Through the power of diverse perspectives and experiences, we can drive innovation, improve policies, strengthen our sense of belonging and well-being, and attract the sharpest minds to drive economic growth. Let’s work together to build a brighter future for all.
And as Jessica Fletcher once said on an episode of “Murder, She Wrote”, I believe that we have the potential to be nobler than we know and better than we think. But the darkness I have seen is only a shadow on the potential of the human heart.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
Empathy is an indispensable ability that can transform the way we connect with others. By seeing the world from someone else’s perspective, listening to them wholeheartedly, and feeling their emotions, we can establish meaningful relationships that break down barriers. As Alfred Adler once said, Empathy is about perceiving the world as others do, listening with our hearts, and feeling with our souls. Empathy is about putting others’ needs first and making them feel genuinely heard and understood from their perspective. It is a powerful tool that can unite people and create a sense of belonging. With empathy, we can build stronger communities and foster deeper connections.
How can our readers further follow you online?
Please check-out my website at www.MelanieMillerAtlanta.com
I’d love to continue the conversation — please reach out. This work takes time, it won’t be easy, but it sure is worth it.
Thank you for the time you spent sharing these fantastic insights. We wish you continued success in your great work!
About The Interviewer: Vanessa Ogle is an entrepreneur, inventor, writer, and singer/songwriter. She is best known as the founder of Enseo which she and her team grew into one of the largest out-of-home media and connected networks in the world, serving more than 100,000,000 people annually. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion resulted in amazing partnerships and customer relationships. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Dish Networks to bring innovative solutions to the hospitality industry. Enseo has also held an exclusive contract to provide movies to the entire U.S. armed forces for almost 15 years. Vanessa and her team’s relentless innovation resulted in120+ U.S. Patents. Her favorite product is the MadeSafe solution for hotel workers as well as students and children in their K-12 classrooms. Accolades include: #15 on FAST 100, 50 Fastest Growing Women-Owned 2018–2020, Entrepreneur 360 Best Companies 2018–2020, not to mention the Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year. Vanessa now spends her time enjoying her children, sharing stories to inspire and give hope through articles and speaking engagements. entrepreneurs-to-be with her articles including her LinkedIN newsletter Unplugged. In her spare time she writes music with her husband Paul as the band HigherHill, teaches surfing clinics, and trains dogs.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack.
Celebrating Diversity: Melanie Miller On How To Build Inclusive Communities was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.