Kim Davis (executive)

Kim Davis is an American corporate executive serving as a vice president with the NHL. Quotes I am only one, but we are many. Both from on the ice and off the ice, we have seen a spectacular amount of growth as it relates to the female demographic and that happens because of commitment, intentionality and, of course, impact As many women we see here in this stadium, we see an equal number of men,And it’s important to understand that the growth of any sport, the growth of any movement requires not only those who are part of the movement but allies who also participate in the movement.” I’ve always been a proponent – throughout my entire career and my life – of women in leadership roles,And so the importance of understanding the intersection of gender, race and ethnicity as it relates to women of color, to be able to see the representation here both as fans, as employees on and off the ice, it tells me that despite what might be appearing to be in some ways setbacks in our country and even across the globe that we should still be very encouraged by what opportunities lie in front of us for women and women of color. Lots of dimensions, I would say at the highest level. Producing the league's first-ever diversity, equity and inclusion impact report of October 2022 was a milestone for the league. Not just in terms of the transparency of information from demographics of the league and the clubs, but also the development of the seven-point framework that is really governing how we're creating consistency across the league and all the clubs.I think events like this point to the fact that we are beginning to normalize in the sport of hockey these conversations. I often say getting comfortable with uncomfortable conversations. And I think that the league has played a role in helping create an environment up and down the hockey spine, the ecosystem that brings us to a moment where we can all engage in a real productive way in these types of conversations. When we spoke in 2019, you told me that you wanted to be judged on the progress your department made. In the four years since we last spoke, how would you assess the way the NHL has progressed on its diversity and inclusion initiatives? Well, I mean, are you ever moving fast enough when you are behind in any kind of changes? If you look at the history of those who have been on the front line of change, you have to be prepared for a certain level of criticism and you can't let that be daunting. We're all human — I'm not going to do everything that is going to be pleasing to everyone, I'm going to have mistakes and disagreements with people. But I think as long as we are collectively making progress and we are making people who have otherwise not felt comfortable in the sport of hockey, feel comfortable and start feeling well-heard and ushering in a new era, I'm OK with the criticism. What would you say to people who are critical of your leadership and your department, who say you're not moving fast enough? I don't personally agree with that. I think you make far more progress in any kind of change effort by educating people and allowing them to come to a change process through their own desires. That's my own personal belief system in change. I've seen it be more far effective than a punitive approach. People have far more stake in things when they can bring themselves to it through their own volition. That's not the approach I support in the change effort. That's how I would be thinking of it. How does the NHL build policy initiatives that actualize these goals? With the Ivan Provorov incident, I'm sure you're sick of talking about it. Would the league ever consider punitive action for those who don't participate in these initiatives, or to incentivize participation in some way? I would say a more proactive approach to understanding the work that is going on behind the scenes that's not the salacious or the sexy work, but to help readers and consumers to really understand holistically what goes into the change process. And then it helps people understand that it's not as simple as turning on a switch or telling someone what to do. That might help you in the moment but this is a journey. And it's a journey of change that you want people to believe in it and adapt it and adopt it. So you can make people do anything, but is that sustainable? And guess how we know it's not sustainable? Because we've been at this work for so many years and we haven't liked it. So there's something to be said about having conversations, getting people to humanize relationships. Looking someone in the eye and seeing the humanity of the relationship and then people getting comfortable with that. It's very different to write about something and to make assumptions about what someone's intent is versus sitting down and looking them in the eye and seeing the humanity of who they are. What would you like to see from the media when covering the intersections of racism and sexism in hockey, what would you like to see from us in our coverage efforts? External links Category: living people Category:Businesspeople from the United States