It was people that drew this people leader to her current role

Here’s this week’s edition of our Coworking series. Each week, we chat 1:1 with an HR Brew reader. Want to be featured in an upcoming edition? Click here to introduce yourself.

With a background in health and benefits consulting, Kristen Shanley initially joined Cerberus Capital Management because she felt it was the right mix of opportunity for growth in the HR field and the challenge of a fast-paced environment, but she was also drawn to its people and culture. Originally hired to oversee benefits and employee engagement, Shanley said her passion for DE&I and corporate social responsibility (CSR) led her to the work she’s doing today, solidifying the culture that she and her colleagues love about the firm.

It didn’t take long for Shanley to start shaping a more formalized DE&I and CSR strategy for the company, so it was a natural next step for her to lead the work at Cerberus.

“I care a lot about the people’s experience at an organization, and I know how important it was for me…to find a job somewhere where I felt like I belonged.”

From an HR lens, Shanley said it’s belonging that leads to better retention, engagement, and performance outcomes, and for an investment firm, performance matters.

What’s the best change you’ve made at work?

Since joining the firm, I have launched Women @ Cerberus, a professional development and networking platform to support women across our global firm. Women @ Cerberus is providing a global community for our female colleagues through a variety of initiatives, including leadership workshops, mentorship, networking events, volunteerism in support of young women and girls in the community, and access to bespoke executive coaching. The connectivity and growth opportunities offered by this program play a key role in allowing us to attract, retain, support, and advance strong female talent.

What’s the biggest misconception people might have about your job?

There are several common misconceptions around DE&I initiatives, including that this work is solely managed by HR or related roles. In reality, it takes the consideration and dedication across every part of our organization. Our work is about cultivating an environment where diverse voices, backgrounds, and experiences are valued and empowered. We believe building a culture of belonging and inclusion serves the interests of our people, our investors, and our business.

While I am extremely proud of the diversity initiatives and community partnerships we have established, my team and I are conscious that how we support our employees is a key part of this ongoing DE&I work. With EY’s Belonging Barometer study showing that 75% of workers globally have felt excluded in their workplace, it has never been more important to ensure people feel a sense of belonging in their workplaces. We all know the benefits of being in environments where you feel that you belong and there is diversity in thought and lived experiences. We strive to promote equity and access to opportunity in our own workplace and believe this type of culture supports the progression of our talent.

What’s the most fulfilling aspect of your job?

In addition to our involvement with the larger community, one of the most fulfilling parts of my job is seeing the lasting impact of our efforts within our Cerberus culture. Our affinity groups, for example, provide team members with the space to share their values, experiences, and passions with their colleagues, as well as the resources to develop external partnerships. I’ve seen firsthand how these groups—whether they’re hosting a guest speaker, speaking with a colleague, or sharing their perspectives—can help evolve one’s thinking and make them a more empathetic leader. The active involvement of our team members around the world is what builds and sustains our culture.

What trend in HR are you most optimistic about? Why?

I’m most optimistic about the growing trend of expanded parental leave and related benefits that provide employees with the time and resources they need to be able to balance their personal and professional lives. We are consistently adapting to ensure the benefits we offer—such as family planning and infertility coverage, childcare subsidies, and parental leave benefits, to name a few—are offering competitive support. We want to make certain that all of our team members who are looking to start a family, regardless of their family structure, gender, or sexuality, are able to do so without undue stress. I’m optimistic that these inclusive benefits will become status quo in the workplace.

What trend in HR are you least optimistic about? Why?

Although DE&I efforts have made great progress, we need to remember there is a long road ahead when it comes to creating equity in all industries. These initiatives can’t be a mad dash or one-size-fits-all. DE&I programs must continue to be carefully thought out, developed, and implemented to address the specific priorities and objectives of every organization.