Mastercard named Randall Tucker as its chief inclusion officer, effective April 3, succeeding Donna Johnson.
The company said Johnson retired in December after 22 years. In the past six years, Johnson served as chief diversity officer. The position title change to chief inclusion officer is part of an ongoing effort at Mastercard to reframe “our efforts as a journey from diversity to inclusion,” noted Tim Murphy, general counsel at the firm.
Prior to Mastercard, Tucker served as senior director of inclusion and diversity at Darden Restaurants Inc., “where he led the development of a company-wide inclusion strategy to more closely align to the business and support an environment where all employees could reach their greatest potential.”
At Mastercard, the company said Tucker will be charged with implementing “initiatives that deliver on the company’s integrated global diversity and inclusion strategy.”
Murphy said Tucker has experience in “delivering diversity” and launching “inclusion programs that promote empowering cultures and drive business results.” The company said Tucker’s efforts will be global in scope and will aim to “find, recruit, develop and retain the best and brightest talent.”
“Among these activities will be the continued support and guidance of the company’s business resource groups, volunteers who are drawn together in common interests to promote cross-cultural awareness and deliver business solutions,” Murphy added.
Prior to Darden, Tucker was at Starwood Hotels & Resorts Worldwide leading “diversity and inclusion strategy” initiatives and taking it from a “U.S.-focused model to a global model.” Tucker also served in various roles at Marriott International.
The use of the word “inclusion” is relatively new to the c-suite, although it is frequently used in the position descriptions for chief diversity officer. The use of the term comes as companies across the globe focus on creating more inclusive work environments.
The Royal Bank of Canada notes in a report on the topic that inclusion “is a state of being valued, respected and supported. It’s about focusing on the needs of every individual and ensuring the right conditions are in place for each person to achieve his or her full potential.”
“Inclusion should be reflected in an organization’s culture, practices and relationships that are in place to support a diverse workforce,” the authors of the report noted. “In simple terms, diversity is the mix; inclusion is getting the mix to work well together.”
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