Tonya Sisco, Executive Director of Global Equity at Cummins, is a dynamic leader spearheading initiatives for racial equity and gender equality. With a background in leadership roles within a $3.5 billion supply chain operation and as a site leader in Nashville, Tennessee, Tonya's career reflects a diverse path spanning Manufacturing, Finance, Human Resources, Quality, Supply Chain Planning, and Corporate Responsibility. Guided by mentors who recognized her untapped potential, she embraced the risk to drive transformative change.
Tonya's journey began with establishing Cummins' racial equity program, where she served as the Project Director, laying its foundational structure. Currently, she orchestrates global equity strategies, aiming to create inclusive communities worldwide.
Before Sisco takes the stage as part of the DEI panel at our 10th Annual American Manufacturing Summit, we've taken the opportunity to interview her!
Curious about Tonya's remarkable journey and her innovative perspectives?
We're excited to share our discussion with you:
What inspired you to pursue a career in Racial Equity? Why have you chosen the manufacturing space?
What inspired me to pursue a career in Racial Equity stems from my early engagement in diversity, equity, and inclusion initiatives.
From leading employee resource groups to shaping diversity approaches within the US, aimed at attracting, retaining, and advancing diverse talent, I've long been committed to fostering inclusivity.
However, it was the societal upheaval of 2020 that truly galvanized my focus on racial equity within our communities. Despite existing programs to support diversity, it became evident that significant work remained imperative.
Speaking of the field, manufacturing wasn't my initial choice. Originally, I aspired to work on Wall Street, but the stark lack of diversity in that industry led me to explore other avenues. Choosing Cummins was influenced by my family's longstanding connection with the brand spanning over five decades. Witnessing Cummins' profound impact on our communities and its commitment to diversity, equity, and inclusion, alongside its visible representation across all organizational tiers, made my decision straightforward. When presented with a full-time opportunity after a year of contingent work with the organization, saying yes was an easy choice.
Can you highlight some key racial disparities and challenges in manufacturing today?
One notable challenge is nurturing adaptability and flexibility within work environments. In the manufacturing sector, where adhering to structured schedules is crucial for meeting customer demand, many individuals face inherent barriers to entering the workforce. To overcome this, manufacturing companies should introduce various benefits and accommodations, like on-site childcare, to eliminate these barriers and promote inclusivity.
Another critical issue is the intricacy of reintegrating into the field after a prolonged absence. Many individuals who have taken extended breaks from work may find it challenging to recognize how their skills remain relevant. Instituting programs that support their reentry, such as project management initiatives, can offer invaluable opportunities for successful reintegration.
Furthermore, a significant concern is the pronounced pay gap within the manufacturing industry, particularly along gender and racial lines. Women, and especially people of color, often experience lower wages compared to their male counterparts, emphasizing the pressing need for equal pay measures.
Are there any specific policy changes or industry-wide initiatives you believe are necessary to accelerate progress toward racial equity in manufacturing?
The primary step needed in the manufacturing sector involves revising payment terms. Currently, payment terms commonly extend to 75 days or more, leaving smaller businesses in a precarious situation where they must complete work before receiving payment. This disproportionately affects minority firms with limited access to capital, underscoring the importance of revising payment terms to alleviate this burden.
Another key strategy I would prioritize is enhancing transparency in various processes. Whether in hiring practices, sourcing decisions, or community grant allocations, establishing transparency in decision-making processes is paramount. This transparency not only builds trust but also reduces perceptions of bias or discrimination in opportunities for advancement or contract allocations based on specific characteristics.
What role do you believe leadership and executive teams play in fostering a culture of racial equity within manufacturing organizations?
I firmly believe that leadership and executive teams play a pivotal role in cultivating a culture of racial equity within organizations.
Here are a few key points I'd like to emphasize:
- Leadership Commitment and Accountability: It all starts with the unwavering commitment and accountability of leadership. They must actively work to nurture a culture of inclusion and belonging, setting the tone for the entire organization.
- Cultivation of Equal Opportunity Culture: Establishing a culture that champions equal opportunities for every employee is paramount. This involves creating environments where individuals from all backgrounds feel valued and supported, enabling them to thrive and contribute to the organization's long-term success.
- Provision of Access and Tools for Success: It's essential to ensure that every employee has equitable access to the necessary tools and resources needed to succeed. This fosters a level playing field and helps to mitigate systemic barriers that may hinder certain individuals' progress.
- Promotion of Diverse Perspectives: Providing platforms or forums where diverse perspectives can be expressed and considered is critical. This not only fosters inclusivity but also drives innovation by incorporating a wide range of viewpoints into decision-making processes.
By prioritizing these initiatives, leadership and executive teams can actively work towards creating a more equitable and inclusive workplace environment for all employees.
How can the broader public, including consumers, support and contribute to achieving racial equity in manufacturing?
Fostering a more equitable work environment in manufacturing requires a collective effort, and there are several avenues through which the broader public, including consumers, can actively contribute.
One impactful way is for consumers to prioritize supporting minority-owned organizations when making purchasing decisions. By consciously choosing to patronize these businesses, consumers not only contribute to their immediate success but also create opportunities for them to access larger deals and grow their operations.
Moreover, corporations across diverse sectors wield significant influence in shaping supplier networks. These corporations can play a pivotal role by actively endorsing and championing diverse manufacturing suppliers within their networks. Through sponsorship and promotion, corporations provide essential support and opportunities for these suppliers to grow, enabling them to diversify their portfolios and thrive in the competitive manufacturing landscape.
What advice would you give to young professionals and aspiring leaders passionate about promoting racial equity in the manufacturing field?
For young professionals and aspiring leaders passionate about advancing racial equity in the manufacturing field, my advice would be to embrace discomfort and seek opportunities to carve out your own path if necessary. While I personally lean towards introversion and am accustomed to working independently or in small teams, I've learned the importance of stepping out of my comfort zone, especially when challenging the status quo as a leader. Finding my voice and advocating for change has been crucial in leading various initiatives.
As I progressed in my career, I realized the significance of empowering my team with the tools and resources they need to succeed. Even when I lacked formal leadership roles early on, I actively engaged in leading employee resource group activities and community projects, recognizing that leadership begins with taking initiative and driving meaningful change at every level. Therefore, my advice is to embrace discomfort, find your voice, and actively seek opportunities to lead and make a difference in promoting racial equity within the manufacturing sector.
As we wrap up our conversation with Tonya Sisco, we hope you've found it both enjoyable and insightful!
If you're eager to delve deeper into the world of manufacturing and gain more insights from Mona and other industry pioneers, we invite you to join us at the upcoming 10th Annual American Manufacturing Summit!