When Leadership Matters Vol 2 2025 New - Flipbook - Page 36
Robert Britten
for several years in an informal capacity outside of my
regular job. That organization had an opening for a
“Diversity Officer.”
I approached the CEO of this Organization, who saw
themselves as a “champion” of equity, and we had a very
cordial and professional relationship. I asked if I could be
considered for this role as an interim via appointment
since I had built up a solid reputation in the space over the
years, and many people trusted my voice and saw me as a
leader before the title was earned. I was told, “Robert, we
are no longer doing appointments. That practice is
something we are doing away with. Besides, you don’t
want people to say that you were given something, and
they question your legitimacy. You would want to
compete and earn it.” Not long after this conversation, a
white colleague was appointed to a higher-level position
and given more pay and responsibility, and it was
determined that it was necessary to retain the individual,
or they would leave the organization. Not long after that
encounter, my colleague who was appointed and paid
more left the organization anyway. That was antiblackness.
