An Interview With Tamara Terry, A DEI Change Driver In The Community
Tamara Terry, RTI International
Tamara Terry holds many titles at RTI International, which is a shout out to the expansive and important work she does. She furthers RTI’s work in diversity as the domestic outreach chair of the company’s Diversity, Equity, Inclusion and Belonging Leadership Council and as their University Collaborations Office’s relationship manager for their strategic partnership with North Carolina Central University. Tamara also chairs RTP’s Diversity, Equity, and Inclusion Collective and recently was appointed as the first chair of the Inclusion and Equity Committee for the American Association for Public Opinion Research.
I sat down with her to discuss the importance of this work and what drives her every day.
How did you find your start in a diversity, equity, and inclusivity (DEI) role?
I’ve always had a desire to serve people in need by doing something to help change the world, but I never knew how best to accomplish this. Often, we think that as one single person we can’t really make a big impact. However, about six years ago I attended a conference where I heard a keynote about the importance of diversity within the research field, and the importance of inclusion and being valued in the workplace. This is what led me to getting involved in RTI International’s DEI work. I started as a domestic outreach chair, where I have been able to connect with the community and create relationships with the goal of helping to impact underrepresented and marginalized groups and provide representation and a voice for them.
RTI International has been continuously pushing the envelope in DEI for approximately 10 years now as this aligns directly with our mission to improve the human condition. This is a mission statement that I strive to achieve daily and directly correlates to all the work I do.
What drives you to be doing this work every day?
I believe that when you are in a position of influence, you must use your power for good—you are accountable for being influential and making positive impact. I feel a responsibility to give a voice to those people who can’t speak up for themselves and I’m intentional about trying to make a positive impact on the lives of people who may not have the opportunities that I’ve been given.
In addition, I think of both my ancestors and my future generations. My ancestors fought so hard but never really saw the American that we speak about – This idea of liberty and justice for all or living in the land of the free and the home of the brave. I don’t know if we’re even seeing that now, but I want to do what they weren’t given the opportunity to do. That drives me every day because I’m in a much better position than they ever were, and I must use this little bit of power I have to make an impact. For the people that come behind me, I want to make sure that they aren’t still fighting for inclusion, equity, equality, social justice, and more simply put basic humanity. Sometimes it feels like I’m in the same fight that my ancestors were in hundreds of years ago and I want better for the generations that come behind me. I want them to live in a world that truly embodies justice for all, a world that is equitable and treats people fairly, regardless of their race, gender, age, or sexual orientation.
Why do you think DEI roles are so important?
As I mentioned before, often as an individual person you wonder what you can do to make a huge impact. However, I think about it as every role that’s created in this space is an added person to a larger team in the ultimate DEI journey. It’s another person who is committed to change and improving the lives of everyday people. For example, Dr. Martin Luther King. He didn’t realize that historians and commentators would speak on the impact of his work in the future when he was doing it. The only thing he knew was that there was problem that needed to be changed and as an individual he wanted to do his part in helping to make a difference. That’s why these roles are important. We are seeing problems and we are writing history in solving them.
From an organization standpoint, DEI is critical because it provides different perspectives to our work and we know complicated problems need a diverse brain trust to resolve them quickly. There’s data that shows that companies in the top quartile for racial and ethnic diversity are more likely to have higher financial returns. So outside of it being the right thing to do, you will see higher productivity and higher financial returns when you commit to being more diverse and more inclusive. These roles are critically important to truly shifting the world and making it a better place, not for just some people, but for everyone.
What are some DEI best practices that RTI International follows?
Our executive leadership team is phenomenal. Having support at the very top of our organization drives a lot of the change that is happening within RTI in the DEI space. In addition, our executive leadership isn’t just mandating change, instead they are mimicking diverse, inclusive, and equitable behaviors. They’ve committed to “doing the work” by attending trainings, learning, and growing through education, and being transparent about what they have learned. When you see the people at the very top of your organization being intentional about improving the lives of their employees, that gives the staff motivation to want to continue to do the work because they have high-level support.
In addition, we have 11 employee resource groups (ERG’s) domestically and internationally that represent more than 30% of RTI employees. Our ERG’s truly advance employee’s inclusion and understanding by engaging them on their experiences and the identities of their diverse colleagues. This is so important to have, because it creates a strong sense of belonging in the organization which is ultimately what employees are looking for where they work. The creation of internally diverse organizations helps people feel more engaged and welcomed which eventually leads to higher levels of retention and career growth.
To conclude, I believe the Triangle is in a great position of DEI growth and education. However, while it is important for organizations to create DEI positions and have by-in from executive leaders, it is equally important to make sure that these methods are sustainable. How is your organization being equipped with the information, education, and resources they need to manage DEI efforts correctly and long-term? This goes back to ensuring that DEI behaviors and frameworks are embedded into the DNA of an entire organization at all levels so it’s an underlining part of who the organization is.