The Why: Kuda plays a big role in the DEI mentoring program at Comcast, having advised numerous employees from different backgrounds within the APA community during the past two years. He also dedicates time at his alma mater, Northwestern, where he’s a member of the Northwestern Network Mentorship Program, through which he assists fellow alumni in their pursuit of careers in the tech product space.
He Says… “Success records show us that companies that embrace DEI have greater growth, employee satisfaction and customer satisfaction. But we should not rest on our laurels. We still have more work to do.”
Place I would love to retire to: Anywhere near the ocean! There is a calming effect the ocean has for me that can’t be replicated any other way.
What is an overlooked aspect of DEI? Sponsorship. Over the last decade, there has been tremendous progress made in mentorship. Diverse mentoring programs have been critical to help support the next generation of leaders and I have been fortunate enough in my career to have strong mentors through those programs. However, Sponsorship takes it one step further. We have a duty, especially as diverse leaders and managers, to not only help mentor, but also sponsor those that come behind us. It is important to note that while both – mentorship and sponsorship are critical, they are often misunderstood. Mentors have Mentees and Sponsors have Proteges. Mentorship focuses on helping the mentees directly—such as providing general guidance, coaching or feedback on critical skills, and taking a broad view of the mentee’s career growth. Sponsorship is when leaders spend their own social capital to help advocate for the sponsored party and manage other’s views on their career advancement. We need both. While a mentor can skill you, a sponsor will promote you. Sponsors not only have a seat at the table, but they also control the invite list. That influence helps level the playing field. Building sustainable sponsorship programs to cultivate and endorse the next generation of leaders is necessary for us to evolve the DEI efforts, and truly make it “equitable.”
What practices should be adopted to make the hiring process more inclusive? Hiring managers should take more care to identify their internal biases. It can be an uncomfortable process at first, but recognizing our biases will greatly benefit us in proactively identifying the negative stereotypes we have about others. As a result, it helps remove barriers that we put up unconsciously in bringing the right, diverse talent and thought leadership to our teams.
How have attitudes about DEI changed since you began your career? DE&I has moved on from being a checkbox in the hiring process to a fully integrated strategy. When I started my professional journey some 20 years ago, compared to where we are now, we have come a long way. Companies that have aligned internal and external strategies and connected top-down and bottom-up efforts, have integrated DEI in everything they do. Here at Comcast, it is not just one leader’s responsibility to handle DE&I—it is everyone’s, and we make it part of our day-to-day job. Employees bring their life experiences to work to help challenge the status quo and bring new ideas to the table—ideas that resonate with customers because they see themselves reflected in the product or experience, they are selling. The company also benefits when it comes to hiring, bringing a more diverse talent pool as potential employees see that the company not only values representation, but also has concrete actions to unlock that value. Success records show us that companies that embrace DE&I have greater growth, employee satisfaction, and customer satisfaction. But we should not stop on our laurels. We still have more work to do. For organizations and companies that have fully integrated their DEI strategy, we should stay humble and make sure we’re modest enough to change course if things are not working, and limit falling for the confirmation bias trap. Then, truly we would have created a cycle for long-term, sustainable, and integrated DEI strategy.
What recent pop culture moment showed progress in diversity and inclusion in entertainment? The one that jumps out for me is the movie “Everything Everywhere All At Once,” starring Michelle Yeoh, Ke Huy Quan, Jamie Lee Curtis, Stephanie Hsu, directed by Daniel Kwan and Daniel Scheinert. There were so many amazing stories that showed progress of how far we have come. When Michelle won her Oscar, she spoke about her success, her trials and tribulations, and how she embodies the true American success story of forging your own path. Yeoh’s Oscar win was also important for the children of this country. Her speech started with “… for all the little boys and girls who like me, watching tonight, this is the beacon of hope and possibilities. This is proof that dreams, dream big and dreams do come true.” Our children need to see a reflection of themselves in the media they consume. Yeoh’s Oscar win creates possibility for the younger generation to truly push the boundaries of what’s possible. That movie was also monumental in the diversity of the entire cast and crew. Daniel Kwan, the co-director said that “they wanted to make a move that everyone can relate with.” And that proved to be successful, as they received more Oscar nominations than any other film during the awards ceremony. Also, during the awards ceremony, seeing actor Jamie Lee Curtis champion Michelle Yeoh’s successful nomination, shows the power of sponsorship and allyship. All-in-all, it was a great moment for an amazing team sharing with the world an epic story that resonated with everyone.
