'Real Change Requires a Movement, Not a Moment'—NHL EVP on Diversity in Hockey

Kimberly Davis' trailblazing career goes way back—in fact, it’s in her roots. When discussing who has impacted her career the most, she references her grandfather—a ‘movement-maker’ himself, who demonstrated that change is something we plan for, not just something we hope for and it takes meaningful groundwork to achieve these goals. It’s safe to say Davis is continuing her grandfather’s legacy. As EVP of the National Hockey League (NHL), Davis leads the social impact, growth and legislative affairs team. Her team works towards accelerating diversity and inclusion on the ice, in the stands and in the boardroom. They are here to ensure there is never a doubt that hockey is for everyone, especially underrepresented groups (such as people who identify as Black, Indigenous, People of Color (BIPOC, LGBTQ+, women and girls and/or people with disabilities) that historically have struggled to find ways to be their real selves in the world of hockey. For inspiration on how to drive impactful change in the world, learn about Davis’ early career beginnings in the world of finance, lessons learned when facing typecasting as a woman of color and why her success is limitless. ADWEEK: How did you get to where you are today? DAVIS: I came to the NHL after a long career in the financial and consulting industries—beginning in the 1980s, when it was uncommon to see women in either space and especially rare to see women of color. I learned quickly that I had to be resilient when confronting challenges; fearless when confronting the unknown and strategic when confronting opportunities to make change. Guided by this mindset, I became the first Black female senior vice president in the history of Chase Manhattan Bank and ultimately assumed the role of managing director of global corporate social responsibility at JPMorgan Chase. When I left JPMorgan Chase after more than two decades, I knew I could apply insights from my journey to other companies that held a sincere desire to transform their understanding of leadership and community engagement. How do you foster strong professional relationships as you grow in your career? I’ve found that being open, honest and attentive to the perspectives of those around me can naturally lead to connections with other professionals who value those same traits. Particularly for my role, it’s important to stay in touch with leaders from various professional fields. This includes stakeholders across the hockey ecosystem and leaders outside of the sports industry, so we can constantly explore and re-imagine partnerships that increase the NHL’s social impact. Much of this relationship-building is informal, in the sense that it is not tied to a set schedule but it is always sincere and deliberate. What’s one way you’ve invested in yourself that’s had the most impact over the course of your career? The biggest investment you can make in yourself is an unwavering belief in what you can accomplish. Too often, society seems to have a limited imagination about what women can accomplish in their careers, questioning our ability to redefine our professional path when we seek a new challenge. This kind of thinking can be especially harmful for Black women and other women of color. Throughout my career, I have always believed in my own ability to explore new professional realms—from finance to consulting to sports—and that investment in myself has allowed me to make change wherever it is needed. How do you view work-life integration, especially now, and what advice can you share with others who may be struggling with it? Every day, the amount of energy and attention that each responsibility needs will vary. Learning to embrace that variability has helped me be fully present in the personal and professional moments that matter most. Can you recall a situation where you've dealt with typecasting in the workplace? And what advice do you have for other women on how to overcome typecasting at work? In my first job after college, the manager I reported to said that he couldn’t understand how someone like me got a position in the financial industry when he didn’t get a break in finance until he “worked his way up.” This manager—a white man—had clearly typecast me as a token hire. I knew I had to find trusted voices in the organization who could evaluate my potential. Today, this kind of mindset is rarely stated so explicitly, but I am certain that women in many fields continue to confront it. When I confronted it as a young professional, I knew I had to find trusted voices in the organization who could evaluate my potential without bias and support my professional development. I was lucky to find a group of amazing Black professionals who understood the racial and gender barriers at play and provided incredible mentorship to overcome them. If women are facing typecasting at work, a trusted mentor—whether in their organization or in a larger affinity group—can help them strategize ways to reclaim their professional narrative and demonstrate their true potential. What’s one tip you can share or something you’ve learned on how to handle salary negotiations or raises? Conversations about salary and compensation should always be based on performance and contributions to the organization. Historically, we know that women’s contributions in the workplace can be overlooked, undervalued or mistakenly attributed to others on the team. If we don’t make sure our contributions are recognized, we rob ourselves of supporting evidence to help advance our careers. Who has helped you in your journey and how did they help shape your career? My grandfather, Major Wesley Chatman, influenced my idea of leadership before my professional journey even began. Growing up on the South Side of Chicago, I watched him work as a firm believer in community development, a champion of helping others and a strategist who guided young Black people to find and fulfill their purpose in the face of societal barriers. To me, he was a movement-maker: someone who works to inspire change and then takes steps to ensure change is something we plan for, not just something we hope for. His model has grounded my belief that real change always requires a movement, not a moment. I have often repeated this phrase when discussing culture change in hockey, because the change we seek will not happen overnight. We need to lay the groundwork across multiple dimensions to achieve substantive results. What’s the single best piece of advice you’ve ever received? “No one reaches the top without help and support from others along the way.” It explains why we need to empower everyone to bring their full selves into every room, so we can increase our capacity to learn from and support each other based on the diversity of experiences that are brought to the table. 10 Refreshing Pieces of Advice That Helped These Marketers Get to the Top What does success mean for you? Success is positive impact—on a cause you care about, on the lives of others, on the people who matter most to you. When I think about my role in the NHL, I am most excited about a future where hockey players, fans and employees reflect the full diversity of society. Beyond the NHL, the most exciting part about success is that it has no limit. You can always increase your positive impact in your personal and professional life.