The significance of Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace is more evident than ever. Among the trailblazers in this field is Jasmine E. Guy, the Senior Equity Officer at the Chicago Fire Department and Principal of Guydelines Consulting Group LLC. With a career spanning over two decades, Jasmine has dedicated herself to creating inclusive environments where everyone can thrive regardless of their background. Her journey is a testament to the power of purpose-driven leadership and the impact of systemic change.
A Personal Mission: From Witnessing Inequities to Leading Change
Jasmine Guy’s journey into DEIB was deeply personal. Growing up, she saw the impact of systemic inequities, fueling her passion for creating inclusive environments. “This passion was solidified through my early experiences in human resources and community engagement,” she explains. These experiences showed her how inclusive policies could transform workplace cultures and improve business outcomes.
Her DEIB leadership began at the University of Chicago as a Special Assistant to the Associate Vice President of Human Resources. There, she led initiatives like affinity groups, diversity audits, and leadership development programs, significantly improving employee retention and engagement. Her career then spanned various industries, reinforcing her commitment to integrating DEIB into organizational strategy.
Breaking Barriers: Overcoming Challenges at the Chicago Fire Department
Implementing DEIB initiatives at the Chicago Fire Department (CFD) presents unique challenges due to the organization’s deep-rooted traditions, hierarchical structure, and the broader political and social context of public safety. One significant challenge is attracting diverse candidates for firefighting and emergency medical services careers.
Jasmine emphasizes, “While there have been systemic barriers and a lack of representation in the past, this is a real opportunity to break new ground. Enhancing outreach and building stronger community connections can open doors for a more diverse generation of firefighters and emergency medical professionals.”
Under the visionary leadership of Fire Commissioner Annette Nance-Holt, the Chicago Fire Department has taken bold steps to advance diversity, equity, and inclusion by establishing the Community Outreach, Recruitment, Diversity, and Inclusion (CORDI) Unit in March 2024. Guided by District Chief Deborah Sommer and fueled by the strategic insights of Jasmine Guy, who joined the department in June 2024, the CORDI Unit has become a beacon of collaboration and innovation. Together, this dedicated team has developed dynamic pipeline programs that spark interest in firefighting careers among middle and high school students through engaging career fairs and school presentations. Their partnership with the City Colleges of Chicago further expands access, launching a career exploration course that offers a hands-on introduction to fire services. From CPR training and Stop the Bleed instruction to personalized assistance in creating candidate profiles, the CORDI Unit is opening doors and lighting pathways for the next generation of Chicago’s bravest.
Merging HR Expertise with DEI Vision
Jasmine leverages her extensive Human Resources (HR) background, talent strategy, and DEIB leadership to create a more inclusive workplace. “My approach aligns equity with business strategy, ensuring that inclusive policies are aspirational and implemented at every level,” she asserts.
She also fosters psychologically safe workplaces where employees feel heard, valued, and included through climate surveys, employee engagement strategies, and policy-driven change.
Leading with Purpose: Transformative Projects and Initiatives
Transforming workplace culture demands bold leadership, a data-driven strategy, and sustained commitment. Jasmine has led impactful initiatives that incorporate equity into institutional frameworks. “To bridge the gap between interest and access, my unit collaborates with local schools and community organizations to introduce high school students across Chicago to careers in firefighting and EMS,” she explains.
Through strategic partnerships with the Chicago Department of Family Services and Chicago Public School’s Chicago Police and Firefighter Training Academy (CPFTA), these initiatives include year-round and summer paid internships for students and young adults, grassroots engagement efforts, and firefighter storytelling videos that highlight authentic career journeys in all communities.
Vision for the Future: Strategic Priorities for DEI
CORDI’s strategic priorities focus on culture transformation. These priorities include:
- Strengthening Recruitment & Workforce Diversity: Expanding pipeline programs, increasing outreach to all 77 Chicago communities, and removing systemic barriers to entry.
- Leadership Development & Inclusive Culture: Implementing ongoing training on inclusive leadership, bias mitigation, and equitable decision-making.
- Equitable Policies & Accountability Measures: Conducting a comprehensive equity audit of policies, and workplace culture to identify and address disparities.
- Enhancing Community Engagement and Trust: Building stronger relationships with the communities served by launching new youth engagement initiatives and expanding fire safety education in collaboration with the Public Education division.
Cultivating Creativity: Fostering Innovation in DEI
Fostering innovation and creativity within DEI initiatives requires a strategic blend of intentionality, collaboration, and empowerment. Jasmine’s approach is rooted in creating psychological safety and leveraging cross-functional collaboration. “A culture of innovation starts with an environment where team members feel safe sharing bold ideas,” she asserts.
By encouraging open dialogue, active listening, and constructive feedback, Jasmine ensures that diverse perspectives are valued and integrated into decision-making. She also brings diverse teams from HR, operations, community engagement, and leadership to co-create solutions, driving meaningful, lasting change in workplace culture and equity.
Juggling Multiple Leadership Roles
Balancing multiple leadership roles demands strategic time management, a robust support network, and a clear sense of purpose. Jasmine focuses on initiatives that promote systemic change while her civic engagement ignites her passion for community impact. “Utilizing cross-sector collaborations enables me to harmonize my professional expertise with board service, ensuring that each role supports the other,” she explains.
Effective delegation, establishing boundaries, and maintaining a mission-driven mindset allow her to manage her responsibilities without sacrificing excellence.
A Legacy of Impact: Celebrating Achievements
One of Jasmine’s most significant achievements is spearheading a comprehensive pipeline program for the Chicago Fire Department that increases representation in firefighting and paramedicine to reflect the 77 communities in Chicago. “This initiative is about breaking down long-standing barriers and ensuring everyone has a chance to serve and protect their city,” she explains.
Through strategic partnerships with local high schools, community colleges, and organizations, Jasmine and the CORDI unit developed mentorship, preparatory training, and career exposure opportunities for young people interested in public safety careers. The impact has been profound, leading to increased recruitment of women and candidates of color, fostering a more inclusive workforce that better reflects the diverse communities CFD serves.
Guiding the Next Generation of Aspiring DEIB Leaders
Aspiring DEIB leaders must approach their work with both passion and strategy. Jasmine offers key insights for making a meaningful impact:
- Lead with Data & Strategy: “Successful DEIB work is rooted in measurable outcomes. Use data to identify disparities, track progress, and align initiatives with business objectives.”
- Build Coalitions & Influence: “DEIB is a collective effort. Engage partners across all levels, from frontline employees to executives, and foster allies who will champion equity efforts.”
- Understand the Business: “True impact comes when DEIB is integrated into an organization’s core strategy. Develop a strong understanding of business operations, HR, and financial drivers to position DEIB as essential to growth and sustainability.”
- Embrace Difficult Conversations: “Change requires courage. Be prepared to navigate resistance, educate skeptics, and push for policies that challenge the status quo.”
- Stay Resilient and Adaptive: “DEIB work is complex and often challenging. To drive lasting change, stay committed, continuously educate yourself, and adapt to evolving landscapes.”
Conclusion
Jasmine E. Guy’s dedication to DEIB and her strategic approach to leadership have made a significant impact. Her work is a powerful reminder that equity is not just an initiative but a fundamental business imperative. By dismantling barriers, driving systemic change, and ensuring that diversity and inclusion remain central to the future of work, Jasmine inspires and leads the way for others in the field.
