Promise Mchenga
Chief Diversity, Equity, Inclusion, and Belonging Officer
Advocates 

Promise Mchenga joined Advocates, a nonprofit human services organization, in May 2022 as the chief diversity, equity, inclusion, and belonging officer. With over a decade of experience, Promise has successfully led initiatives in strategic planning, recruitment, and community engagement, all rooted in diversity,equity, inclusion, and belonging (DEIB) principles. Under his leadership, Advocates has expanded its DEIB program by 67 percent, now offering 35 unique opportunities for staff, families, and community members to engage in meaningful DEIB work.

Promise’s passion for DEI was ignited during his time as an UrbanPromise Fellow in Camden, N.J., where he witnessed firsthand the challenges faced by economically disadvantaged communities. His strategic vision focuses on cultivating a diverse workforce that reflects the communities we serve. With a commitment to fostering an inclusive culture, Promise’s leadership has been instrumental in creating pathways for personal and professional growth within the Advocates community.

1. Why is diversity, equity, and inclusion important to your company, and how do you prioritize it within your organization?

More than 20 years ago, Advocates began our organizational journey of integrating diversity, equity, inclusion, and belonging (DEIB) principles into the core of our organizational culture. We acknowledge that thriving in a diverse community is challenging and requires adopting new approaches while unlearning old habits. Our commitment to advancing DEIB practices reflects this understanding. A culture that centers equity, inclusion, and belonging supports a diverse workforce and ensures varied perspectives, leading to better decisions and enhanced care for those we support. 

2. Can you share a few ways your company is working to create a welcoming environment for employees from all backgrounds?

Advocates offers more than 30 unique opportunities designed to support the growth of our employees, people we support, and their families. From book clubs to fellowships, to multi-week learning opportunities, and monthly employee resource groups, there are many ways for people to grow personally and professionally. Our efforts are rooted in our mission and vision to foster a diverse, equitable, and inclusive environment  where everyone has the opportunity to thrive. 

3. How do you encourage employees at all levels to embrace and support DEI initiatives?

At Advocates, we believe that fostering equity, inclusion, and belonging is a collective responsibility. Understanding that everyone is at a different stage in their journey, we offer a range of opportunities for employees to engage  in DEIB work. Employees are encouraged to participate in training, join the Diversity Advisory Council, become part of an employee resource group or the DEIB book club, take part in annual diversity events, and contribute to workgroups and other initiatives through our Racial Equity Action Plan (REAP).

4. What are some of the most rewarding outcomes you’ve seen from your company’s focus on DEI so far?

In the early stages of our DEIB work, it was more challenging for employees to openly discuss tough topics like racism, sexism, transphobia, and other forms of discrimination. However, through training in how to have courageous conversations, we’ve seen increased willingness and skillful engagement. While we acknowledge that there’s still a long way to go, we’ve created a space where individuals can express themselves in ways that contribute to both their personal growth and the growth of their colleagues.

5. How does your leadership team stay engaged with the company’s DEI efforts, and what role do you personally play in driving these initiatives forward?

Under the guidance of Diane Gould, our president and CEO, and the support of the Board of Directors, our executive and senior leaders are actively engaged. As chief DEIB officer, I regularly collaborate with leadership team members every month in group meetings or one-on-one talks to identify meaningful contributions and progress in their DEIB efforts. Senior leaders drive initiatives including  employee resource groups, a protocol to address hate and oppressive behavior, restorative justice practices, training for holding difficult but important conversations, the REAP Steering Committee, and more. Before launching new initiatives, we hold presentations from prospective partners to discuss the benefits and challenges, ensuring leadership buy-in and support.