Forbes listed Indiana as one of the top ten places to live in 2024, magnifying housing affordability, low unemployment, and great universities as the top reasons to consider Indiana. But getting people to Indiana is not the problem; it is retaining them.
The article paints a vibrant picture of Indiana’s economy, pulsating with diverse opportunities contributing to a robust GDP and economic stability. Indiana’s cultural scene is a treasure trove of public art, literary giants, museums, theaters, art galleries, music venues, and festivals. So, the question arises:
Why is the state losing so many executives contributing to its cultural richness, diversity, and confidence in its integrity?
Over the past six months, Indiana has been experiencing a concerning trend—the departure of culturally committed executives. These are individuals whose transformative ideals have not only resonated locally but have also gained national acclaim.
Take, for instance, Inez Evans, the IndyGo President and CEO, who announced her resignation in December after four years. She took over before the troubled Red Line launch and the pandemic and still instituted valuable change. It was under her innovative and collaborative tutelage that directed IndyGo’s new resolve, “Clean Air is not a luxury.” Evans’ commitment to clean energy led to “IndyGo’s recent selection as a 2023 Clean Air Award recipient by the National Air Filtration Association, making it the first public transportation agency to receive the honor” (IndyGo Becomes First Transportation Agency to Receive NAFA Clean Air Award, 2023), which garnered national and international recognition for the agency and her leadership. Evans was also named the 2023 Women’s Transportation Seminar International Woman of the Year.
Should her contributions be more valuable elsewhere when the state can benefit even if she and IndyGo must part ways?
The issue may be more profound than asking what happened after these executives, who may have been forced out silently or loudly with abrupt resignations. The question could be how Indiana can benefit from their expertise if the corporations that hired them cannot. Conceivably, are there accountability measures in place that determine if their departures leave a void in the cultural and economic fabric of the state? Will these departures threaten to erode the diversity and vibrancy that Indiana is currently seeking, impacting both the economy and cultural scene? The potential benefits of retaining these executives could be tremendous, from fostering cultural diversity to driving economic growth. Conversely, their departure could lead to a loss of cultural richness and economic stability.
When considering these highly qualified, well-sought executives with extensive skills and proven track records in their prospective fields, how much more must the community sacrifice for corporations lacking the wherewithal to cherish internal goldmines? Should
Indiana lose talents that progress our state, like Dr. Yvonne Stokes (Superintendent of Hamilton Southeastern Schools), Dr. Colette Pierce Burnette (President and CEO of Newfields), or native Nichelle M. Hayes (Former interim Chief Executive Officer of the Indianapolis Public Library)? If any one of these executives had the commodity of time equal to that of their predecessors to complete the task hired to do, how much more would the state have gained? This worrying trend of railroading Black executives at accelerated speeds with back door ultimatums is reminiscent of mafia tactics that hurt the state and its residents/constituents or, more directly, its future.
When considering the hiring process is equally as long as tenure, these executives endure months of antagonizing interviews, meetings, phone calls, and arduous hours of grueling interrogation (beyond due diligence) to lead predominately white institutions amid troubling times. Should the state lose these brilliant leaders? Could there be ample opportunity for the state to benefit from these executives’ transformative ideals and collaborative efforts when their corporations miss the mark?
It may be time to critically examine corporate approaches to cultural diversity and executive retention in Indiana. Or perhaps it is time to re/consider creating a green book for Black executives? Period.
Tasha Jones is a poet, writer, researcher, and educator whose work explores language as a tool for liberation and resistance. She hosts In the Beginning: The Spoken Word Podcast, the #1 spoken word podcast on Apple and Spotify. Tasha is also the Poems & Parables Literary Journal editor and is currently writing Pyramids. Plantations. Projects. Penitentiaries. You can follow her on social media: @iamtashajones, @itbspokenwordpod, and @poemsandparables.
