Core Principles of Inclusive Leadership

The last week of October 2018 has proven to be yet another challenging period for our region in the
area of race relations. The very public departure of Michael Johnson as CEO of the United Way of
Greater Cincinnati continues a long-standing concern the inability of public, private, and government
institutions to treat Black Leadership in equitable and respectful ways within our region, and
created an environment for whereby concrete action needs to be taken to address this matter.

The constant failure to preserve Black Leadership perpetuates episodes of institutional racism, disrupts
our ability to positively impact all segments in our communities, and fosters an image that Cincinnati is
not yet a welcoming and supportive region for highly capable diverse talent. This is well-documented in
reports from All-in Cincinnati, the Urban League's State of Black Cincinnati among others who have
monitored this alarming pattern over a substantive period of time.

A group of respected and concerned African American community leaders have unified in our concern
for what has been the lack of institutional urgency and commitment to this issue. As Cincinnati has faced
yet another loss in Black Leadership and as organizations proclaim a renewed commitment to respond
earnestly, we are encouraged and compelled to articulate a set of foundational principles that we
believe must be acknowledged and embraced if Cincinnati is to be truly committed to Inclusive
Leadership:

1. Black leaders, at all levels, bring a distinctive set of values, experience, expertise, skills and talent
that are critically needed in the Cincinnati region today, particularly to address issues related to
poverty, equity and justice, which have been highlighted as vital to our region’s social and economic
prosperity.

2. In order for these attributes to be completely realized, Black leaders must be allowed to exercise the
full authority and power that our positions warrant – whether we are a CEO or a middle manager.

3. When our authority is undermined and we are prevented by those competing for power from
displaying the full array of our qualities as leaders, our region as a whole sacrifices the ingenuity and
innovation needed to tackle the most difficult challenges we face.

4. The damage from this weakening of Black leadership negatively impacts our region in many ways:
youth of color lose prominent role models whom they would seek to emulate; talented young Black
professionals become disillusioned by their opportunities to advance and contribute to the
community and leave to pursue careers elsewhere; and efforts to attract and retain diverse talent to
the region suffer. Consequently, our declarations that we value diversity, equity and inclusion are
exposed as conversation and not actualization.

5. The questionable treatment of Black leaders in prominent roles brings into question the treatment
of black employees at all levels in local companies and organizations. Their voices, input and,
indeed, leadership are no less essential to the effective operation of civic and business enterprises
that are viable and equitable.

As a region, we must deliberately embrace and embolden Black leaders to contribute all they have to
offer so that we can maximize this essential asset of the overall civic leadership structure of our region.
This is Inclusive Leadership. Without it, we will continue to struggle to overcome disparities regarding
race and class that have plagued Cincinnati for decades, ultimately undermining our pursuit of a city that
seeks to align itself as one of the best in the country for all citizens.

Signed,

Advocates for Inclusive Leadership

Dr. Karen Bankston Sean Rugless

Dion Brown Mardia Shands
Stephanie Byrd Kiana Trabue
Ozie Davis Vanessa Y. White
Eric Kearney Byron P. White
Jaime Love Ashlee Young
Nelson Pierce
Iris Roley