Kari Mayfield’s professional journey offers a unique perspective on the evolving role of diversity and inclusion within the corporate sector. Currently serving as the Global Diversity Inclusion Leader at Ping Identity, Mayfield has navigated a career that spans various industries and roles, leading her to a position where she can significantly impact workplace culture.
Her transition from a background in education to spearheading DEI initiatives at Ping Identity highlights a blend of practical experience and a deep commitment to fostering inclusive environments.
Here we explore Mayfield’s path to her current role and her efforts in advancing DEI at Ping Identity, providing insights into the challenges and triumphs of implementing effective diversity strategies in a dynamic corporate landscape.
Early Career and Transition to Corporate America
Mayfield’s career began in a realm far removed from the corporate boardrooms and diversity strategies she navigates today.
Initially an elementary school teacher, Mayfield’s early experiences in education laid the groundwork for her future endeavors. Mayfield had pursued a bachelor’s degree in elementary education. Later she went back to attain a master’s degree in instructional design and technology.
These educational experiences, Mayfield says, were instrumental in developing her skills in instruction and communication, elements crucial to her later work in diversity and inclusion.
Mayfield’s transition from education to the business world marked a significant shift from teaching in a classroom to developing training programs in a corporate environment. Her journey through various roles in large corporations like Allstate Insurance Company and IBM was characterized by a continuous learning curve and an expanding understanding of organizational dynamics.
In these roles, Mayfield honed her expertise in program management and corporate education, setting the stage for her eventual focus on corporate diversity and inclusion.
Pivoting to Diversity and Inclusion
Mayfield’s entry into the field of diversity and inclusion was a natural progression of her career, driven by her passion for learning and growth. “I pivoted to diversity and inclusion work when I went to Discover Financial Services,” she explains. It was here that Mayfield began to shape her path in DEI, launching employee resource groups (ERGs) and engaging a broad employee base in these initiatives. Her efforts at Discover marked a turning point, showcasing her ability to drive meaningful change within an organization. She continued to expand and hone her skills at Mercer, a Marsh & McLennan Company, where she led oversaw diversity programming, delivered training, resources and tools for managers and employees on a range of topics developing skills to support building an inclusive workplace, while also managing the company business resource groups.
Mayfield’s work in DEI was not just a professional choice but also a personal commitment. Mayfield’s own experiences and family background played a significant role in shaping her approach to diversity work.
“I grew up in a white upper middle class household in the Midwest and had a very happy childhood,” she explains. “Nice neighborhood, good school.” It wasn’t until she went away to college that she discovered a more diverse world than she had experienced in her childhood.
“It was kind of my first time thinking that others are not all like me,” she recalls. Just a few years later she met her husband who is Black. “So now I have two sons who are obviously biracial children, so from a personal lens, that’s why this work is important to me. Because frankly, I didn’t experience or see things in the same way growing up as I do today,” Mayfield shares.
This blend of professional expertise and personal insight has been a defining feature of Mayfield’s approach to DEI, allowing her to connect with and address the diverse needs of employees in a meaningful way.
Role and Impact at Ping Identity
Upon joining Ping Identity, Mayfield stepped into a role that was both a first for the company and a culmination of her own experiences with diversity. Mayfield was the first to serve in a diversity leadership role at Ping, even though the company had long been very supportive of diversity and inclusion, she says.
When bringing Mayfield on board, though, Ping made a more tangible commitment to formalizing the cultivation of a culture and environment to support all employees. Mayfield has been instrumental in shaping the company’s DEI strategy, focusing on creating an inclusive culture where every employee feels a sense of belonging.
Mayfield’s approach at Ping Identity has been holistic, and her work considers and touches multiple aspects of the employee experience. She emphasizes the importance of setting clear goals and metrics to drive change, ensuring that DEI initiatives are not just well-intentioned but also effective and measurable.
Advice for Organizations Starting DEI Initiatives
Drawing from her extensive experience, Mayfield offers valuable advice for organizations embarking on their DEI journey. “You need to start with setting the foundation,” she advises, emphasizing the importance of laying a solid groundwork before launching DEI programs. This foundational work involves educating the workforce on the “what” and “why” of DEI, ensuring everyone understands the purpose and importance of these initiatives.
Mayfield also stresses the significance of external partnerships and executive accountability in driving successful DEI efforts. Aligning with external diversity partners can provide the necessary expertise and support, especially for companies new to this space. Additionally, she highlights the critical role of senior leadership in championing DEI efforts, noting that executive support is essential for creating a culture where DEI is not just a program but a core value of the organization.
In her work at Ping Identity and beyond, Mayfield has demonstrated that effective DEI strategies require more than just good intentions. They demand a strategic approach, commitment from the top, and a continuous effort to educate and engage the entire workforce. Her insights offer a roadmap for companies looking to make meaningful progress in their DEI initiatives.
Kari Mayfield’s journey and work at Ping Identity underscore the transformative power of dedicated DEI initiatives in the corporate world. Her approach, blending personal insights with professional expertise, highlights the importance of intentional and inclusive practices.
Mayfield’s story is a reminder that true change in workplace culture begins with a commitment to understanding and valuing every individual’s unique experiences and perspectives.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.