Leaders Among Us – Pamela Zeigler-Petty

In 2016, the Plano Chamber of Commerce launched the Plano Culture & Inclusion Alliance. The Plano Culture & Inclusion Alliance is a collaboration and networking group of diversity and inclusion professionals who come together to share best practices, tools, resources, and ideas to harness the power of inclusion and diversity in our work environment and community. Since its inception, the Alliance has worked to accomplish the following:

1. Provide a safe & brave space for human resource professionals to share diversity, inclusion, equity, belonging, and accessibility best practices
2. Create a group of LEADERS to maintain the push and need to highlight, educate, and grow diversity, equity, and inclusion initiatives amongst Plano’s corporate residents

To honor and celebrate this group of leaders, the Plano Chamber team is thrilled to present our NEW bi-monthly Leaders Among Us series! Every other month, we will be highlighting different leaders among our Plano Culture & Inclusion Alliance to showcase their leadership in the DE&I space and provide further connection to our members and beyond to these thought leaders.

The Plano Chamber would like to welcome and spotlight our current Chair of the Plano Culture & Inclusion Alliance Advisory Council, Pamela Zeigler-Petty. Heather Wagemann, our Membership Engagement Manager, asked President of PZP BizConnect, Pamela Zeigler-Petty, a few questions about her role on the Alliance and her leadership in the DE&I space:

1. What is your role on the Plano Culture & Inclusion Alliance Advisory Council and why did you join? 
I am incredibly honored to serve as the chair of the Plano Culture & Inclusion Alliance. We are a group of corporate and networking diversity, equity and inclusion professionals committed to strengthening our work environment and community. Because of my knowledge of chamber initiatives, corporate background, community commitment and experience in building equitable communities, I was asked to lead the Alliance. The Culture & Inclusion Alliance was established on a foundation to share best practices, tools, and resources to connect and leverage the power of inclusion and diversity.

2. Please share with us what the words diversity, equity, and inclusion mean to you and why they are important.
Diversity, equity, and inclusion are especially important to me. Together, the values of diversity, equity, and inclusion help create a workplace culture that drives the business forward. Diversity means representation across a wide range of traits, backgrounds, and experiences. When we can connect and engage with others with different perspectives than our own, we can more successfully achieve our overall goals.

Equity is important for making sure that every voice is included in the decision-making process, and that everyone has access to the same opportunities. It also includes doing our part, to make sure we extend multiple seats at the table. Bringing others along for the journey to build future leaders of tomorrow.

Inclusion refers to a sense of belonging in any environment. To really achieve the benefits of diversity, you must work to be inclusive in recruiting, hiring, retention, and promotions. Recently, I heard it brilliantly described, “You must include the whole person, versus, just looking at them from inside of the four work walls. Have to be willing to consider all portions of the person.” Diversity, equity, and inclusion is truly part of my fabric; my commitment to “service” and genuine belief in Servant Leadership reflects my understanding and core values of DEI & Belonging.

3. What steps have you taken in your current role to create an inclusive work and learning environment?
In my current role, I oversee, community development banking, which, includes all facets of Interbank’ s corporate obligation to be an Equal Opportunity Lender. One essential step is to recognize under representation exists and to establish a platform for the amplification of all “voices” is essential. During my tenure, we have incorporated a top-down strategy modeled by our excellent leadership and approved by our board of directors, which is focused on delivering capital and opportunity to underserved communities in our corporate footprint. Often when corporations and organizations agree to “lead from the top,” inclusive environments are created. I’ve been fortunate to collaborate with executives that understand the importance of setting leadership examples that foster incredible learning environments and employee engagement.

4. How do you challenge stereotypes to promote sensitivity and inclusion?
Over the years, I’ve ascertained one of the greatest ways to promote inclusion and sensitivity, is to provide extraordinary learning and informational opportunities. Forums such as the Employee Resource Group Panel and 2022 DEI Summit held most recently by the Culture & Inclusion Alliance and Plano Chamber are excellent ways to provide statistical information, highlight subject matter leaders and provide data that defy “stereotypes.” We must lead by example at all levels of engagement, within our work environment and community. Many corporations have established successful Employee Resource Groups (ERG’s) to provide resources and shared experiences that foster sensitivity and inclusion.

Diversity and inclusion advocates recognize, respect and valuing differences based on gender, race, skin color, ethnicity, national origin, age, religion, physical ability, and sexual orientation. We are committed to increasing multicultural awareness, knowledge, and skills, without biases, blind spots, or making group generalizations.

5. What leader (personal, professional, or historical) has impacted your current work the most and why?
In the Plano, Collin County community, I often reflect on the work of Dr. Myrtle Hightower and the late Mazzie Moses, as examples to model as I interact with others doing this “work”. Their leadership and commitment to communities is exemplary and continues to guide me as I journey along my path. Mazzie Moses legacy of respectfully “doing good and well” is still prevalent in my spirit. Dr. Myrtle Hightower continues to set the example of being a good servant leader, which, includes, being humble, aware, and cognizant of the beauty of diverse, inclusive, and equitable communities. Both have guided me in understanding that diversity, equity & inclusion, also, incorporates belonging