Diversity and Inclusion
| Diversity Committee | |
Diversity Director  La Tanya Walton -Brown Say Yes Buffalo 1166 Jefferson Ave Buffalo , NY 14208 716-247-5310 e-mail: lwalton-brown@sayyesbuffalo.org | |
Diversity, Equity, Inclusion & Accessibility
Newsletter
View the May 2026 DEIA Newsletter here
Past Issues:
View the April 2026 DEIA Newsletter here
View the March 2026 DEIA Newsletter here
View the February 2026 DEIA Newsletter here
June 3rd & 4th annual Women of Color Summit & Ally Institute
Diversity and Inclusion Committee Members:
BNHRA Diversity, Equity, Inclusion & Belonging Committee
Committee members:
Kimberly Sanders
Gloryanne Holbrook
Constance McMillan
Alyssa Klimuszka
Jay Marlow
Andrea Harden
Destiny Weaver
La Teesha Mc Elrath
Jonat Johnson
Frank Cammarata
Mark Talley
Debroah Pratt
Bianca Morris
Alexis Jacobs
The BNHRA DEIB Committee is expanding for the 2026 term, and we’re looking for passionate professionals, educators, nonprofit leaders, small business owners, and community advocates, especially those representing marginalized and underrepresented communities, to join us.
Our mission is to create spaces for collaboration, conversation, and community service that advance equity and belonging across Western New York.
Committee Structure:
🟢 Core Members – Lead projects and attend monthly virtual meetings
🟣 Community Partners – Support quarterly events and volunteer initiatives
🟠 Advisors & Allies – Offer expertise, mentorship, and advocacy
If you’re ready to help build a region where diversity drives innovation and belonging thrives for everyone, we’d love to connect.
📩 Contact:
LaTanya Walton, Diversity Director
[email protected]
SHRM Diversity and Inclusion Video : http://youtu.be/QOsGOxi_U74
2026 Diversity Spotlight
Andrea Harden
Director of Talent & Culture
Buffalo AKG Art Museum
Andrea Griffa Harden, SPHR – Director of Talent & Culture, Buffalo AKG Art Museum
- How long have you been with your organization, and what originally drew you to join the team?
I came to the Buffalo AKG (then Albright-Knox) as a consultant, contracted to hire the HR Manager. After about 3 rounds of candidates, no decision was made. The team wanted me to take the position, but I enjoyed the flexibility of consulting and the balance it gave my family and me with young children. However, I agreed to stay on part-time in the role, assuming it would be maybe for a year at the most. What attracted me to the full-time Director of HR position, 10 years later (now Director of Talent & Culture) was the commitment to make an impactful change in our culture to a more inclusive one, a process we began in 2019 and continued while the museum was closed and expanding. The passion of the team to provide honest feedback on the changes we needed, then commit to do the hard work required, as well as the adoption of IDEA (Inclusion, Diversity, Equity, and Accessibility) as a cornerstone of our institution, led me to accept the full-time position in 2021. - What experiences or values have shaped your personal approach to diversity, equity, inclusion, and belonging?
The core came from my personal experiences, the obstacles I had to overcome throughout my career, and wanting to make the path more accessible for other people of color. After years in Corporate HR, I moved into consulting for 15 years, the last 6 with a focus on Diversity & Inclusion. My training focused on conversations vs. lectures. IT was important for me to open the minds of those who, as we have seen in recent years, conflated DEI with set-aside positions for those less qualified. By focusing on Bias training, I would strive to level the playing ground, knowing that my audience looked at me, an African American female, and felt that I was going to “lecture them” on how “bad” they were. I truly enjoyed these conversations, especially those who I knew would leave the training and begin to at least think differently about diversity. - How would you describe your organization’s DEI mission or strategy? What makes it unique? Our “DEI” mission is IDEA – with a focus on Inclusion. Our goal was to make people feel welcome internally and externally. That had not necessarily been the external view of the Albright-Knox and we knew we needed to make changes to that perception. We did that through internal and external surveys and town hall meetings during our closure, taking the feedback seriously. I believe what makes this unique is that we are an industry that has a strong perception of being a place for wealthy, older, white visitors. We worked hard to change that to being a place open to families, students, young adults, and seniors of all different backgrounds. This included ensuring our artists are representative of various ethnicities.
- In what ways does your company create an inclusive culture where employees feel seen, valued, and heard? This is still a work in progress, but we offer ongoing Listening Sessions, participation on our cross-functional Inclusive Culture Team (ICT), and an opportunity to share insight and suggestions via our Share your IDEA portal. We are actually in the process of actively doing a deep dive into our culture to ensure we have a shared identity and that definition is shown through actions, not just words.
- How does your organization engage with and support the broader Buffalo Niagara community through DEI-related efforts? We seek to partner with a diverse group of organizations, i.e., sponsoring the Buffalo Fashion Runway since its inception, actively participating in part-time the annual Pride Parade and Juneteenth, hosting Lunar New Year Celebrations…. My favorite place is our Ralph Wilson Town Square, which features Common Sky – a beautiful glass and mirrored artwork that covers the space that symbolizes our goal of transparency (open to the community) and reflection (everyone should see themselves at our museum).
- What intentional steps are being taken to ensure diversity in hiring, promotion, and leadership development? Our focus was on training those recruiting, reviewing job descriptions to minimize bias, posting positions in various avenues to attract a diverse group of applicants, and cross-functional team interviewing and selection. Our development focus right now is on our new and middle management, with a goal of creating succession plans OR ensuring that if people choose to move on (we know that some will and support that), they do so with additional skills, remembering their experience as one that left them better than when they came.
- How does leadership demonstrate visible commitment and accountability to DEI goals? IDEA lives with each leader in their annual goals. However, I am working with the Director to ensure that each leader is accountable and able to specifically speak about how IDEA works within their department and what steps they are taking to ensure their team is both representative and modeling the principles of IDEA
- What Employee Resource Groups (ERGs) or affinity networks exist within your company, and how have they shaped culture and connection? We do not have specific ERG groups. Right now, our staff focus lies with our Inclusive Culture Team (ICT), which is a cross-functional team of those who share the passion for cross-functional inclusion and how it plays out in our institution.
- What success stories or milestones reflect your organization’s progress in advancing equity and inclusion? I find success and joy when I see the diversity of our visitors and staff and the comments we receive from the public stating that the Buffalo AKG is a much more welcoming space than in the past. Also, the fact that IDEA didn’t just center on recruiting a diverse staff but also on our partners, programs, and our amazing collection and exhibitions, including one currently on display – Let Us Gather in a Flourishing Way – a collection that celebrates the vision of over 50 Latinx artists! This exhibition included not just the art but supportive programming that features Latinx poets, music, and speakers.
- What challenges has your organization faced on this journey, and how have you worked through them? Again, contemporary art museums like ours are not typically the space that screams inclusion. However, having the support of not just our leaders but also our board has helped with this transition.
- How do you encourage allyship and shared responsibility for DEI across all employees—not just HR or leadership? Our Inclusive Culture Team is our central focus for that – cross-functional and not led by HR (though we are represented on the team). It serves to show that IDEA is EVERYONE’S responsibility.
- What partnerships, collaborations, or community relationships have strengthened your DEI work? I make it a point to touch base with others who are DEI specialists or have similar roles in their companies. I make it a goal to attend DEI training sessions or conferences each year, and I also seek opportunities to expand with organizations that are like-minded around DEI. I am a Signature Fellow with the Oishei Leaders of Color and am proud to be a Business First IDEA 2023 award recipient as well as a 3-time recipient of the Power 100 Leaders of Color in Buffalo
- How does your company ensure inclusion starts before day one—through recruitment, onboarding, and career development?
- How do you measure success and impact in your DEI efforts? It goes beyond the numbers. Success comes from embracing the basic respect of others and the differences they bring to the team and the organization. We still have a way to go, but that is o.k.
- What advice would you share with other leaders or organizations beginning their journey toward equity and inclusion? DEI absolutely cannot solely live in HR. It must be embraced by leadership, and all must be held accountable. Be prepared to hear the good, bad, and the ugly. When people let me know what isn’t working or what is going against our IDEA stance, I take that as a privilege, as they are trusting me to share their concerns. It is an opportunity to seek to make those changes, rather than just having people unhappy behind the scenes. I also believe it is important to understand what needs to be changed to be different from who you are. And while we want to set goals, everything it takes to be a truly inclusive and equitable workplace is ongoing. There is always one more step to take!
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Every other month, the BNHRA Diversity, Equity, Inclusion & Belonging Committee highlights an HR or business leader from the Buffalo Niagara region whose organization is championing equity, belonging, and inclusion in the workplace.
If you know of a company that should be featured in an upcoming Diversity Spotlight, please reach out to our Diversity Director, LaTanya Walton, at [email protected]
Interview Question List
- How long have you been with your organization, and what originally drew you to join the team?
- What experiences or values have shaped your personal approach to diversity, equity, inclusion, and belonging?
- How would you describe your organization’s DEI mission or strategy? What makes it unique?
- In what ways does your company create an inclusive culture where employees feel seen, valued, and heard?
- How does your organization engage with and support the broader Buffalo Niagara community through DEI-related efforts?
- What intentional steps are being taken to ensure diversity in hiring, promotion, and leadership development?
- How does leadership demonstrate visible commitment and accountability to DEI goals?
- What Employee Resource Groups (ERGs) or affinity networks exist within your company, and how have they shaped culture and connection?
- What success stories or milestones reflect your organization’s progress in advancing equity and inclusion?
- What challenges has your organization faced on this journey, and how have you worked through them?
- How do you encourage allyship and shared responsibility for DEI across all employees—not just HR or leadership?
- What partnerships, collaborations, or community relationships have strengthened your DEI work?
- How does your company ensure inclusion starts before day one—through recruitment, onboarding, and career development?
- How do you measure success and impact in your DEI efforts?
- What advice would you share with other leaders or organizations beginning their journey toward equity and inclusion?
At the Buffalo Niagara Human Resources Association, we believe inclusion isn’t a moment; it’s a movement. Through our Diversity Spotlight Series, we’re proud to showcase local organizations that are helping Western New York build workplaces where diversity drives innovation and belonging fuels success.
BNHRA Diversity, Equity & Inclusion Committee:
2025 Mission and Vision
At the Buffalo Niagara Human Resources Association (BNHRA), we believe diversity is more than representation; it’s the recognition that every voice, experience, and identity contributes to the strength of our workplaces and communities.
Our Mission
To cultivate awareness, appreciation, and accountability for diversity, equity, inclusion, and belonging among HR professionals, their organizations, and business leaders across Western New York.
We are committed to:
- Empowering HR professionals with the knowledge, tools, and partnerships needed to manage and champion a diverse workforce.
- Equipping organizations with practical strategies, educational resources, and community linkages that promote equity and inclusion in every aspect of work.
- Elevating the business case for diversity, demonstrating that inclusive leadership drives innovation, engagement, and sustainable success.
- Valuing individual differences and ensuring that all voices—across race, gender, age, ability, culture, identity, and belief—are respected and represented.
Defining Workplace Diversity & Inclusion
Workplace diversity celebrates the unique qualities, perspectives, and work styles that each individual brings to the table. Inclusion ensures those differences are not only welcomed but woven into the fabric of organizational culture and decision-making. Our goal is to help organizations maximize the power of these differences, transforming individuality into collective strength and aligning diversity with business success.
Our Focus Areas
We aim to deepen understanding and inspire action in key areas shaping today’s workplaces, including:
- Generational Inclusion – Bridging the perspectives of multigenerational teams.
- Equity & the Business Case for Diversity – Building inclusive systems that drive measurable results.
- Gender Equity & Pay Parity – Promoting fairness and representation at all levels.
- Accessibility & Disability Inclusion – Removing barriers and fostering universal access.
- Inclusive Compensation & Benefits – Ensuring total rewards reflect equity and belonging.
- Cultural & Racial Equity – Advancing racial justice and cross-cultural understanding.
- Faith & Religious Inclusion – Respecting and accommodating spiritual diversity.
- LGBTQ+ Inclusion – Creating workplaces where everyone can bring their authentic selves to work.
- Conflict Resolution & Dialogue – Building bridges through empathy, respect, and communication.
- Mentorship & Career Pathways – Cultivating future leaders through inclusive development.
- Sustaining DEI Efforts – Embedding inclusion into policies, practices, and leadership accountability.
Our Vision for 2025 and Beyond
The BNHRA DEI Committee envisions a future where diversity isn’t an initiative, but an identity. A future where inclusion is measured not just by numbers, but by belonging, representation, and impact. Together, we are building workplaces that reflect the richness of our Buffalo Niagara community, inclusive, equitable, and thriving for all, where diversity is celebrated, equity is practiced, and belonging is lived every day. We welcome every voice, every background, and every story to the table. Join us and help build belonging across Buffalo Niagara.
For more information on diversity, SHRM members can visit the Diversity Focus Area at www.shrm.org/diversity Diversity and Inclusion Resources
