Edition
15 MArch 1st March 31st
2009
in a city rich in shades, here is a COLOR that includes all...
TARP Reform: What New Supplier Diversity Laws Mean for Your Business
The House of Blues Returns IBA: Empowerment and Social Justice Ruth Bramson: Girl Scouts CEO on the Leaders of Tomorrow Bridal Style: Dos and Don’ts
Maria
Hinojosa
American Stories
03•09
1
Staples Soul was here.
“Through Staples’ support and commitment, we went from three employees to 35, reaching $11.5 million in sales last year.” — Beth Williams CEO, Roxbury Technologies
Diversity. Community. Ethics. Environment. They’re part of Staples Soul and at the heart of our partnership with Beth Williams. As president and CEO of Roxbury Technology, Beth remanufactures toner cartridges. But what she really builds are dreams. A thriving business that strengthens its inner-city Boston neighborhood. Fair wages and health coverage for local workers. A product that promotes a greener, cleaner environment. And most of all, the fulfillment of her late father’s entrepreneurial vision. Staples is proud to have supported Beth and her father along the way. And to make their dream a part of our Soul.
2 COLOR magazine 03•09
Visit staples.com/soul to learn more about our corporate responsibility commitment.
www.colormagazineusa.com
contents
March 1st – March 31st 2009
Page
Page
Page
Page
TARP Reform: What New Supplier Diversity Laws Mean for Your Business
IBA: Empowerment and Social Justice
Ruth Bramson: Girl Scouts CEO on the Leaders of Tomorrow
The Mother-Daughter Love Triangle
6Business
8Benchmarks Page
9Benchmarks The Boston Club Page
12Feature
Maria Hinojosa:
15Benchmarks
22Health
Page
18Entertainment The House of Blues Returns with New Chef and New Location
Host of NPR’s LatinoUSA and WGBH’s Maria Hinojosa: One-on-One, Senior Correspondent for Now on PBS Page
19Style
Bridal Style: Dos and Don’ts
Maria Hinojosa with Ricardo Chavira on the set of One-on-One Photo courtesy of WGBH
03•09
3
Welcome
Dear Friends,
M
arch has traditionally been a month of reflection for me. I contemplate what it means to be a woman, trying to find meaning in every aspect, whether raising my children, growing a multi-faceted company or the simple act of sharing time and learning from my wonderful mother. This month, Color Magazine celebrates Women’s History Month. Front and center, we feature Maria Hinojosa, a dynamo who is challenging stereotypes and uncovering truths. We look at leadership through the lens of the Boston Club, IBA’s Vanessa Calderon and the Girls Scouts’s Ruth Bramson. Our recently hitched style editor, Rosanna Ortiz Sinel, gives us advice on bridal styles. (Her wedding was wonderful, so read carefully brides-to-be!) Today’s women are indefinable. No matter how hard society tries, we can no longer be categorized. There is still more work to be done, but the leaders on these pages are equal to the task and continue build on the achievements of their predecessors. I look forward to your feedback and suggestions. Tell me about the people, places and things you want to know more about! See you around boston, Josefina
CONTRIBUTING WRITERS In a city rich in shades here is a color that includes all… Color Magazine is the premier all-inclusive monthly magazine that highlights and promotes professionals of color. Luis J. Diaz is Director & Chief Diversity Officer at Gibbons Law. Prior to joining Gibbons, Mr. Diaz was Executive Vice President and Senior Counsel with IDT Corporation. He has more than 20 years of experience in a wide range of complex matters including intellectual property law, technology related joint ventures and strategic alliances, mergers and acquisitions, sales and marketing, and government relations.
Ada Gonzalez is a Jungian Analyst in training at the C.G. Jung Institute. The focus of her work is on cross-cultural issues and psychological trauma for individuals, couples and families. She has a private practice in Cambridge, Massachusetts.
Beverly Edgehill is the President and CEO of The Partnership, Inc., the premier talent management service for professionals of color in the region. Previously, Beverly was the Vice President Organizational Effectiveness, at Fidelity Investments in Boston and is a sought after speaker for several national conferences on women and leadership.
Eduardo Tobon serves as Director of Sovereign Bank’s International Cash Management and Strategic Alliances. As a Senior Vice President, he currently oversees some large and complex businesses as well as some startups for Sovereign including Health Savings Accounts.
Christopher Sabatini is a New York-based publishing and graphic design consultant who helped launch and redesign several newspapers and magazines including; amNewYork, DRUMHEAD Magazine and BostonNOW. He is currently working as the design director at amNewYork as well as numerous freelance design projects.
4 Copley Place | Suite 120 Boston, MA 02116 (617) 266.6961
sales@colormagazineusa.com
Editor In Chief/Managing Director Josefina Bonilla-Ruiz josefina@colormagazineusa.com
Associate Editor Michael Chin
michael@colormagazineusa.com
Vice President Of Marketing And Sales Lisette Garcia
lisette@colormagazineusa.com
Intern Esi Yankah Advisory Committee Ferdinand Alvaro, Jr. Daren Bascome, Mark Conrad, Kim Dukes-Rivers, Beverly Edgehill, wRussel Pergament, Carol Sanchez, John Sims, Eduardo Tobon, Leverett Wing Publisher Color Media Group, LLC Distribution GateHouse Media
4 COLOR magazine 03•09
www.colormagazineusa.com
PRICES REDUCED!
BUSINESS
Redefining Role Models
KEYNOTE SPEAKER
Diane Keaton
By Beverly Edgehill, Ph.D.
C
M
Shirley Chisholm, U.S. Congress 1969-83
Everyone needs a role model. The dictionary defines a role model as someone worthy of imitation. In business, the people to emulate are typically those in leadership or influential roles. Since men still dominate most of those positions, it is fair to ask, “Do women look to men as role models? Do women seek to emulate men?”
A recent study, conducted by Canadian social science researcher Dr. Penelope Lockwood, showed that women benefit more than men from having same-gender examples of success. Female participants were more inspired by female role models than by male role models. The lack of women in positions of power, presents a problem for women seeking role models to emulate. The answer lies in redefining our image of a role model and inspiring more women to realize their potential as role models. It may be hard for women to see themselves as role models without a model for how to be one. My favorite role model was Shirley Chisholm, the first black woman elected to Congress in 1968. In 1972, she became the first, major party, black candidate for President and first women to run for the democratic nomination, receiving 152 first-ballot votes at the Democratic National Convention. Long before our current political climate, Chisholm shattered the glass ceiling! The most celebrated female role models are accessible and connect to the common woman. This doesn’t mean that you need to have a personal relationship with them. It means you study them to determine the characteristics you want to emulate. Shirley Chisholm was my role model because she was an outspoken advocate for women and minorities. While I never met Ms. Chisholm, I read everything about her. I watched her at press conferences and admired her confidence and savoir-faire. Although I had no political interest, I wanted to be a version of Shirley Chisholm – I wanted to inspire people to dream big and to help them achieve their goals. Using her as a role model took a lot of creative thinking and application on my part. She wasn’t my mentor, she couldn’t observe me and give me feedback and I couldn’t discuss a sticky situation with her. But I thought, “What would she say to an injustice that I observed? How would she handle herself?” I could emulate her by redefining what I needed as a role model. Through Chisholm, I learned the paradoxical
Y
CM
MY
CY
CMY
nature of being a role model. She showed me how to lead without being self-conscious, to stand for something and commit to my stance. By committing, I would lose myself, and in losing myself, I could inspire others. Being a role model means knowing what you stand for, but not being conscious of yourself – it comes from “being worthy of imitation.”
K
This premier conference is an unmatched opportunity to learn from and engage with some of the world’s most successful women. The admission price is lower than ever before in response to the slowdown in the economy. Register today for this extraordinary event.
617.521.3858
People on a Mission
Innovation. Driven by Diversity. As one of the world’s foremost technology leaders, Raytheon takes on some of the most difficult challenges imaginable. Meeting those challenges requires a diversity of talent, ideas, background, opinions and beliefs. Diversity helps our teams make better decisions, build stronger customer relationships and feel more inspired, supported and empowered. It is both a catalyst and an essential advantage to everything we do. We’re proud to feature Raytheon employees in our ads. To join them in a rewarding career, visit
www.rayjobs.com/idscareers © 2009 Raytheon Company. All rights reserved. “Customer Success Is Our Mission” is a registered trademark of Raytheon Company. Raytheon is an equal opportunity, affirmative action employer and welcomes a wide diversity of applicants. U.S. citizenship and security clearance may be required.
03•09
5
Business
TARP Reform: What New Supplier Diversity Laws Mean for Your Business By Luis J. Divas
Many institutions are gearing up their supplier diversity programs in anticipation of a substantial increase in the amount of business they will be required to conduct with certified minority- and women-owned business enterprises (MWBE) under Section 107 of the TARP Reform and Accountability Act of 2009, which is now pending before Senate Committee. The Troubled Asset Relief Program (TARP) was enacted in late 2008 to stimulate the ailing U.S. economy. To qualify as minority-owned, a business must be 51 percent or more owned and controlled by one or more members of the following groups: African Americans, Asian-Indian Americans, Asian-Pacific Americans, Hispanic Americans, and Native American Indians. The amendments are intended as an alternative to the more burdensome and complex process set forth in the Federal Acquisition Regulation, which governs the acquisition process through which the United States government purchases most goods and services. Section 107 of the bill has three main objectives. First, it directs the Secretary of the Treasury to establish an Office of Minority and Women. Second, it mandates the Secretary and each institution
Treasury Secretary Tim Geithner meets with Finance Committee Chairman Max Baucus
BEs under TARP, including financial institutions, investment banking firms, mortgage banking firms, asset management firms, broker- dealers, financial services firms, underwriters, accountants, brokers, investment consultants, and providers of legal services at all levels. They cover all types of contracts, including without limitation, contracts for the issuance or guarantee of any debt, equity, or mortgage-related securities; the management of its mortgage and securities portfolios; the making of its equity investments; the purchase,
xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
If enacted, Section 107 will create business opportunities for entrepreneurial minority and majority businesses reminiscent of those facilitated by the Resolution Trust Corporation (RTC) during the savings and loan failures of the 1990s. receiving TARP assistance to develop and implement standards and procedures to ensure the maximum inclusion and utilization of minority- and womenowned businesses. Third, it extends the requirements to all contracts of the Treasury and financial institutions receiving TARP assistance for business services of any kind. As drafted, the amendments provide opportunities for many types of MW-
6 COLOR magazine 03•09
sale and servicing of single- and multi- family mortgage loans; and the implementation of affordable housing programs and initiatives. If enacted, Section 107 will create business opportunities for entrepreneurial minority and majority businesses reminiscent of those facilitated by the Resolution Trust Corporation (RTC) during the savings and loan failures of the 1990s. During its existence, the RTC
www.colormagazineusa.com
channeled $1.6 billion in service and legal contracts to companies headed by minorities and women. The RTC also facilitated many majority-minority joint business ventures and alliances in fields including legal, accounting, asset management, and bond underwriting by requiring that contracts for $500,000 or more include a minority or female subcontractor. The method was simple, but it worked. The result was that joint ventures and alliances became an effective tool in the ‘90s to allow MWBE firms to scale and gain experience while lawfully providing a competitive advantage to majority firms seeking incremental business opportunities in a tough market. The RTC also helped turn thousands of small MWBEs into booming firms, making dreams come true for many entrepreneurs. The combined impact of the present economic downturn and current financial crisis is likely to increase the number of partnering opportunities, especially among majority companies and small and mid-sized minority- and women-owned businesses. Many leading minority and majority companies are again evaluating potential joint ventures and strategic alliances as a means to capitalize on TARP supplier diversity opportunities. Irrespective of form, minority-major-
ity joint venture and strategic alliances require well-drafted documentation and an understanding of the ownership, management, and control requirements imposed by public and private MWBE certifying agencies like the Small Business Administration and the National Minority Supplier Development Council. If the resulting entity is not certified by the appropriate public or private agencies, the joint venture will not be able to source projects designated for MWBEs, even if it is in fact 100 percent minority- or woman-owned. Generally, an entity-based joint venture is eligible for certification if it is 51 percent or more minority-owned and controlled. The certifying agencies will perform substantial diligence to ensure that “front companies” are identified and disqualified from the certification process. Some trend-setting corporations and MWBEs already have demonstrated that well-developed alliances, joint ventures, and mergers and acquisitions can be successful. For example, Johnson Bryce was established in the mid-‘90s as a joint venture between entrepreneur Robert Johnson and Bryce Corporation to supply flexible packaging material for PepsiCo’s Frito-Lay. The company has grown to more than $25 million in revenue, employing more than 100 people. Similarly, five years ago, KBL, LLP, a minority- certified regional CPA firm currently with more than 90 professionals, and Eisner LLP, a top 25 national CPA firm currently with more than 600 professionals, created KBL Eisner, LLP, a minority-certified CPA firm, to focus solely on the Fortune 500 market. Also, MasTec, one of the largest Hispanic-owned companies in the U.S., has engaged in strategic alliances and mergers and acquisitions to become a preeminent end-to-end telecommunications and energy infrastructure service provider, with more than $1 billion in revenues. Choosing the right joint venture or partnering amid the turmoil in the current market, as well as the complexity of these options, requires knowledge of supplier diversity legislation and best practices, experience, and sound financial and legal advice. Luis J. Divas is the Chief Diversity Officer and Director of Intellectual Property at Gibbons Law.
Be exceptional in all you do.
Boston Medical Center proudly honors Women’s History Month You belong with the best. At Boston Medical Center (BMC), you can join a team of individuals who don’t simply strive for excellence — they set the standard for it. Boston Medical Center is unique in a city known for world-class healthcare. We offer the advanced care and progressive services you would expect from a 625-bed academic medical center, but what sets us apart is our powerful mission to provide Exceptional Care Without Exception to our patients. As the busiest safety-net hospital in New England, we take great pride in delivering high quality, compassionate care to an extraordinarily diverse patient population. If you share our philosophy of doing more for those in need, as well as an enthusiasm for creating change, find your place at BMC. Visit our website to discover opportunities and enjoy an exceptional career at BMC – The Exceptional Choice: www.bmc.org/hr/taleo True diversity knows no exceptions: EOE.
03•09
7
benchmarks
IBA: Empowerment and Social Justice By Katelyn Harding
For Vanessa Calderon-Rosado, being CEO at Inquilinos Boricuas en Acción (IBA) can be described by its name, which means “Puerto Rican tenants in action.” “The translation – that, in itself, is what kind of pride and work that this organization has done for the past 41 years,” Calderon-Rosado said. “There’s a sense of pride and wanting to continue to be involved. I’m Puerto Rican myself.” IBA’s mission is to “increase social and economic power of individuals and families in four areas: education, economic development, technology and the arts,” accord-
ing to Calderon-Rosado, who has worked with IBA for six years and has been CEO since 2004. “In each of those areas we have a number of programs for preschool, after-school, adult education, college programs, workforce development, technology and the arts,” she said, adding that IBA also collaborates with institutions such as Bunker Hill Community College and Berklee College of Music, part-
It takes a world of different
talents to make remarkable recoveries happen.
The Spaulding Rehabilitation Network (SRN) is a major component of Partners Continuing Care (PCC), the Non-Acute Care Services Division of Partners HealthCare System. SRN includes: Spaulding Rehabilitation Hospital, Shaughnessy-Kaplan Rehabilitation Hospital, North End Rehabilitation and Nursing Center, The Boston Center for Rehabilitative and Sub-acute Care.
Vice President, Inpatient Therapy Spaulding Rehabilitation Network In this role, you will: • Manage the effective operation of the PT, OT and SLP departments. • Optimize the operation of the therapy functions at four distinct locations • Improve the synergy and integration of departments across the Partners system • Develop the professional stature of the therapies among network affiliates
• Enhance meaningful collaboration with colleagues at the MGH Institute of Health Professions (IHP) for research, teaching and clinical supervision opportunities • Bachelor’s degree in a PT, OT or SLP program with current licensure • Master’s degree in business, public administration, hospital administration or related field
Contact Jackie Rosenthal (jrosenthal@zurickdavis.com) at 781-990-3399. Referral of networking sources and/or prospective candidates is welcome. All contact with our office will remain confidential. The Spaulding Rehabilitation Network is an equal opportunity employer embracing the strength diversity brings to the workplace. M/F/V/D
8 COLOR magazine 03•09
www.colormagazineusa.com
nerships which “strengthen our ability to work and develop strong relationships with the city of Boston.” “There’s a lot of artistic and cultural events, so people come to us for services in these areas, looking for bilingual preschool education. Our preschool is licensed and nationally accredited,” Calderon-Rosado said. “People also come for referrals and advocacy. People may be coming to get back into the groove of going to college or getting a certificate to Vanessa Calderon-Rosado, get a job.” IBA CEO Calderon-Rosado moved to the United States to attend graduate school at UMass-Boston, graduating in 2000 with a Ph.D. in public policy. Meanwhile, she worked at Brandeis University, primarily doing public policy research on issues that affect communities. “I was feeling a disconnect between the work I was doing there and the actual work that needs to happen in the community,” she said. IBA was founded in 1968 “as a result from the community struggle in the ‘60s in this area of the South End.” During that time, the Boston Redevelopment Authority (BRA) wanted to implement urban renewal plans into this area, called Parcel 19, where between 2,000 and 3,000 Puerto Ricans lived. The residents organized, and not only stopped the BRA re-development plans, but became the developers of the area, according to Calderon-Rosado. “In order to do that, they created the IBA, an agency that would put forth plans of development for the whole area. It’s a powerful story of community organizing,” she said. “We worked very closely with partnerships so families pay a very small fraction, much less than the market rate,” Calderon-Rosado said, adding that some programs are fee-based, but most are free. To Calderon-Rosado, her work is more about the “social justice and empowerment of community and people.” “Those are the values that I strongly believe and hold very dear to my heart. So the struggle never ends. There’s always something else I can do for my communities,” she said, “That’s what really drives me.” IBA will host Cultura Viva, their annual fundraising arts gala, on March 28. For more information visit www.iba-etc.org.
benchmarks
The Boston Club Women Achieving Collectively
xxxxxxxxxxxxxxxxxxxxxxxxxxxxx xxxxxxxxxxxxxxxxxxxxxxxxxxxxx
By Michelle McKenzie
At The Boston Club, a professional organization for the advancement and development of women leaders, you’ll find neither glass slippers nor glass ceilings. With nearly 600 members, it is clear just how far women have come in business since the club’s inception in 1976. They’ll also tell you that there is no room for complacency, with work still to be done both in the business world and broadening the diversity of their own organization. “Are there still companies that don’t listen and aren’t going to put women on the board? Yes,” said Boston Club Executive Director Constance Armstrong. “There’s still a lot of resistance. The Boston Club spends a lot of time trying to get to these companies. It’s not just a Lorita Williams, Boston Club Member women’s issue – it’s good and VP of Alumni business.” Relations and Annual Giving at Simmons Armstrong notes that College research has shown that women control 80 percent of household spending, buy 81 percent of all products and services and account for half the workforce and nearly half of all investors. Additionally, according to the U.S. census bureau, women make 81 percent of all Constance Armstrong, Boston Club Executive retail purchases, sign 80 Director percent of all checks written in the United States, own 66 percent of all home-based businesses and head 40 percent of American households with incomes greater than $600,000. “We ask these companies ‘Why don’t you want 50 percent of the workforce represented in your board room or in your executive suite?” Armstrong said. “As long as that situation exists, there’s going to be a place for organizations like the Boston Club.”
More than a networking organization, the Boston Club also offers education opportunities, assists with corporate and non-profit board placements and executive suite leadership placements; and conducts research, such as its annual Census of Women Directors and Executive Officers of Massachusetts Public Companies. For Lorita Williams, the Vice President of Alumni Relations and
“We ask these companies ‘Why don’t you want 50 percent of the workforce represented in your board room or in your executive suite?”
xxxxxxxxxxxxxxxxxxxxxxxxxxxxx xxxxxxxxxxxxxxxxxxxxxxxxxxxxx
Annual Giving at Simmons College, joining the Boston Club was an opportunity to meet senior professional women as she transitioned from the corporate to the non-profit world and settled back in her native Boston. “I didn’t know a lot of people, so I asked myself how do I network
Celebrating The Contributions of Women in Our Fight Against Cancer. From senior executives to our newest employees, women are leading us towards our next breakthrough. At Dana-Farber Cancer Institute, we believe in the power of diversity. We draw strength from a variety of people, talents, experience and backgrounds, all working together, united in a single mission. Join our team, and you could help us achieve our next big breakthrough. Dana-Farber offers an excellent benefits package including Health, Dental, Vision, 403b and much more. Dedicated to Discovery...Committed to Care. Dana-Farber Cancer Institute is an Affirmative Action/Equal Opportunity Employer.
For current opportunities available, visit us online:
Dana-FarberCareers.com
Continued on Page 22
03•09
9
benchmarks
President Obama signs Lilly Ledbetter Fair Pay Act on Jan. 29.
New Legislation Encourages Equal Pay
IN
2009, we are still struggling with wage discrimination in the U.S. workforce. According to the U.S. Census Bureau, full-time female workers earn an estimated 78 cents for every $1 earned by men. This translates into an average woman earning approximately $434,000 less over a 40-year career. Even more troubling is that black women earn an estimated 66 cents and Latina women earn an estimated 54 cents per every $1 earned by men. To help close this gap, the Obama administration has introduced the Lilly Ledbetter Fair Pay Act, and another law, the Paycheck Fairness Act, is pending. By Kranthi Palreddy
Nine days after being sworn into office, President Obama signed into law the Fair Pay Act, which provides a foundation for workers to voice unequal pay concerns. A 2007 Supreme
10 COLOR magazine 03•09
Court ruling concluded that since Lilly Ledbetter did not file a claim within the stipulated 180 days of her employer’s initial decision to pay her less, she was ineligible for any relief. The Ledbetter
www.colormagazineusa.com
Act reverses this ruling, empowering workers with the ability to challenge their employers and file a complaint within 180 days of having received a discriminatory paycheck – it does not have to be the initial paycheck. “The five Supreme Court justices who ruled against me showed they didn’t understand the realities of the workplace,” Ledbetter said, during the bill-signing ceremony. “But Congress and the President told them today that they were wrong. The effects of wage discrimination are all too real. And when it comes down to it, this really is a family affair. If women are paid better, families and the rest of the country are better off.” This law merely serves as “one cornerstone of a broader commitment to address the needs of working women”, said Michelle Obama after ceremony.
In addition to the Ledbetter Act, another key piece of legislation is currently being championed and is under Congressional review to further remedy wage discrimination. The Paycheck Fairness Act introduced by Representative Rosa DeLauro, which has already been passed by the House of Representatives, would potentially build on the Ledbetter Act and amend the Equal Pay Act of 1963 (EPA) by imposing harsher penalties against employers who violate the EPA. It would also prohibit employers from retaliatory measures against workers who share salary information with each other and would require employers to prove that employment decisions are not discriminatory and are based on “factors other than sex,” are “job related” and “consistent with business necessity”. New legislation is helping the movement to create equal pay for women gain some needed momentum, and recognition. “Current law is just not up to the job of eliminating the discrimination that causes this wage gap,” said Marcia D. Greenberger, Co-President of the National Women’s Law Center, in a statement, “The Paycheck Fairness Act is essential.” Fair Pay Facts Soon, more women will be employed than men for the first time in the history off the country, according to New York Times journalist Catherine Rampell. In part, because men are more likely to be laid off in the current economy. In 2007, the difference between women’s and men’s earnings was largest among those aged 55 to 64, with women earning about 73 percent as much as men.
workexcellencelife MGH Values and Supports Working Women The Massachusetts General Hospital’s commitment to working women and working mothers has been recognized by Working Mother magazine, which named the hospital to its list of “100 Best Companies” for working mothers for the third consecutive year in 2008. MGH’s commitment to working women includes:
Hospital Subsidized Childcare at two MGH–owned facilities. The MGH Office for Women’s Careers, dedicated to the promotion of women into leadership and faculty positions and the retention of women faculty.
The Mothers’ Corner, a private, comfortable space where new mothers can express their milk while at work. To learn more about the exceptional array of work/life benefits available to all MGH employees, please visit us at: http://www.massgeneral.org/careers/worklifebenefits.aspx
At the Massachusetts General Hospital, we offer our employees the best opportunities for dynamic and fulfilling careers by cultivating a diverse workplace committed to excellence.
Join us. Our opportunities include all aspects of patient care, research and hospital operations. To see a complete list of our current opportunities and to learn more about the full range of our employee benefits and resources, please visit our website.
www.mghcareers.org
Women are more likely than men to work in professional and related occupations, but are not well represented in the higher paying job groups. In 2007, only 9 percent of female professionals were employed in the high-paying computer and engineering fields, compared with 43 percent of their male counterparts.
At all levels of education, women have fared better than men with respect to earnings growth. Earnings for women with college degrees have increased by about 33 percent since 1979 on an inflation-adjusted basis, while those of male college graduates have risen by 18 percent.
By embracing diverse skills, perspectives and ideas, we choose to lead: EOE.
*Source: U.S. Bureau of Labor Statistics
03•09
11
I
n the green room at WGBH studios in Boston, after taping an episode of One-on-One about the hardships facing journalists in Mexico, Maria Hinojosa is eating lunch with her guests Carlos Lauria, a program coordinator for the Committee to Protect Journalists, and Blanche Patrich, a longtime reporter for Mexico City’s La Jornada. Hinojosa introduces Patrich, a petite woman who walks with a brace after suffering from polio, as her longtime friend and mentor. It is clear that this unassuming yet vivacious woman has garnered the respect and admiration of one of America’s preeminent journalists. Hinojosa’s highly acclaimed career – as host of Maria Hinojosa: One-on-One and NPR’s LatinoUSA, author of two books and senior correspondent for NOW on PBS – is a testament to the power of meaningful role models. And just as Hinojosa is beholden to pioneers like Patrich, today’s aspiring journalists owe much to the accomplishments of Hinojosa.
By Michael Chin
Color Magazine: What motivated you to become a journalist? Maria Hinojosa: As a Mexican immigrant growing up on the South Side of Chicago, I never saw any Latina journalists. Ever. And I would look at the evening news, our family was always watching the evening news, I just thought, ‘This is all wonderful, but I know that there are many other families like mine, that have a certain experience of America, and we’re never seen or heard.’ But I still never thought I was capable of becoming a journalist because there was no role model for me. So, when I was finishing high school, I started becoming more interested in journalism, and I started reading Mexican newspapers, like La Jornada, which is where I was inspired by Blanche Patrich, and also another writer, Elena Poniatowska. They were my first role models who made me think that I could actually do this. Especially Blanche being disabled – that never stopped her. There were specific people who helped me to imagine this, but I think on a broader scale, there was something born in me that I didn’t want to be invisible anymore. I wanted to own my voice and I wanted to give visibility and a voice to the people who were having an experience of America similar to mine. CM: Did Blanche help you find that voice? MH: I don’t think that Blanche ultimately helped me find that voice. I think that finding your voice, as a journalist can be a long and difficult process. As journalists we are always questioning ourselves, we’re always second-guessing, but that’s OK. The important thing is to believe that one day you will find your voice and struggle to do so. When I started working as a journalist – I was 25 and I was the first Latina working at NPR headquarters in Washington – I didn’t have my voice. Even though I would look around and think,
12 COLOR magazine 03•09
‘I’m really a fish out of water here,’ even though I was afraid to be in that editorial meeting with all of those people, I would force myself to raise my hand. People would suddenly say, ‘What?’ They had never heard of my story idea before. This was NPR, and they were interested. Little by little that helped me to believe, firmly, that the way I saw the world was legitimate and that it was my responsibility to bring that view into the editorial rooms. That’s the time when you start owning your voice, owning your confidence. It took me several decades; I hope that the younger generation finds their voice many years sooner than I. xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
These are not Black stories, Latino stories, Asian stories; they are stories about our America.
CM: Do you find your voice is still changing? Do you think you have found it and you know who you are as a journalist? MH: I think I absolutely know who I am as a journalist. I understand what my voice is and what my role is, finally. I try to really assume, because it’s not easy to, this role of being a role model or being someone who can inspire others, who others want to emulate. I love that feeling and feeling comfortable with owning that kind of power. At the same time, is it like, ‘Oh, I completely nailed it and it’s perfect!’? No. Every single show or interview I do, I am thinking, ‘Should I have asked this? Should I have done this?’ It’s all part and parcel for me. Feeling a strong sense of ownership and being OK with owning that power, but constantly being humble and knowing I have more to learn, and that is also OK. Those two things have to go hand in hand.
www.colormagazineusa.com
CM: Were there any cultural issues instilled in you growing up that you had to let go of to be an objective journalist? MH: Being raised in a Mexican immigrant family there is the issue of respecting authority. That is something instilled in us. So for me, as a woman who then has to be prepared to challenge authority at every single level, that’s been a challenge. But at the same time I’m really glad I confronted that one. There is an issue about being respectful and being respectful to people in very high positions. I understand that, but my role as a journalist is to respectfully challenge them, wherever they need to be challenged. That is what I do, and I don’t represent myself in that moment I represent the public. CM: You cover issues facing the Latino community. Is that something you chose, or something chosen for you? MH: That’s a challenge for many Latina journalists. My very first experience in journalism was when I was doing college radio at Columbia University. By the way, the person who helped me find my space in that college radio station is now the president of WGBH (John Abbot). At first, I was doing Spanish Language Radio at WKCR, I chose that. I felt comfortable; I felt that there was a niche that needed to be filled by my work. When I started working in the mainstream, I have always said, “These are not Latino stories – they’re American stories.” I have been prepared to fight that battle over and over again. People have said to me, ‘You have some kind of Latino agenda.’ No, actually I don’t. I have an agenda as a journalist to make people feel and to make people question – that’s it. Now if you see that as some kind of Latino agenda, that’s not my issue. It’s a constant question that has to be answered. I am lucky because I have found a balance. Here at One on One, we are now expanding the show so it’s not going to be just Latino focused,
Maria Hinojosa: Host of NPR’s LatinoUSA and WGBH’s Maria Hinojosa: One-on-One, Senior Correspondent for Now on PBS
Credit: WGBH
03•09
13
it’s going to be broad. It’s huge and wonderful and with much joy I accept that challenge. At NOW on PBS, where I do investigative reporting, we cover every possible issue you could possibly imagine. And then I have my own radio show on NPR called LatinoUSA. But I think now, in America, we have to realize these are not Black stories, Latino stories, Asian stories; they are stories about our America. CM: Do you think you have a certain advantage, or perspective, reporting on Latino stories? And at the same time, because they are American stories, do we need people with different perspectives to report on them? MH: I have always said that, yes, having more diversity in front and behind the camera, in the newsrooms, having more Latinos is hugely important. But I have also said that just because you’re Latino doesn’t mean that you should cover or will necessarily understand a story. That means that at the root, I have to be a good journalist. Period. I’m Latina, sure. I’m a woman, yes. I have to be a good journalist, and that means I have to get my sources. I have to do my reading. I have to research and investigate. That’s what journalists do, and I would hope that there is a white man who is sitting in my position who has to do the same kinds of interviews, that he is doing his work as a journalist and covering the story the best he can. CM: Latinos, and other ethnic groups, are often portrayed negatively across the media or ignored altogether. How can we break away from this trend? MH: The way to really break away from those patterns is that we have to realize that the people who make decisions about what is covered – in general, in every medium, whether it’s radio, television, print, or even internet – are still a very small, very homogenous group, predominantly of white men. It’s just the reality. Until you have those editorial rooms truly diverse, I think it’s an uphill battle. You have to have diversity in all of those meetings where people come together, but you also have people in positions of editorial power who represent the diversity of America before you’re really going to see a change.
14 COLOR magazine 03•09
CM: How can we encourage things to change faster? MH: They have to realize that it’s a smart business decision. If you are in the business of selling newspapers or television you need to realize that your audience is changing. There will be times that I look at a new show and they’ll be talking about a new issue. I will see, still, a slew of white men. And I just think, “What are they thinking?” Especially now when we have an African American man, a biracial man, as president, how do they still not get it? And I’m not necessarily in agreement that news media should be commercial
Maria Hinojosa interviews Los Lonely Boys
enterprises, but if they are, the bottom line is that you’ve got to learn how to reach out to the demographics that are changing. I think because you have older people in power, they’re not able to perceive that change and that’s where some of the resistance comes. I don’t think they realize that their grandchildren are watching Dora the Explorer, that their childhood memory will be a little bilingual television character. CM: You’ve interviewed so many interesting people, what makes an interview especially memorable for you? MH: I am a journalist, but I’m also a mother, and a wife and I’m an American. So I think the interviews that stick with me are when people allow their humanity to show. You’re right, I’ve interviewed so many people, but at this moment I am thinking about an interview, we just won an Emmy for
www.colormagazineusa.com
this piece, about the unequal tax structure in Alabama, for NOW on PBS. We ended up going to rural Alabama where we meet some very poor people who had been working their entire lives. I spoke to a couple with eight kids, both had been working their entire lives and still they were very, very poor. I asked the father, ‘Have you ever been hungry?’ He said, ‘Yes.’ I asked what he did and he said, ‘I borrowed me a shotgun and killed me a squirrel.’ You know that interview will stick with me, and I have repeated what he had said over and over again. When I meet a military wife whose
Credit: WGBH
husband has been serving in Iraq and she’s got two little kids and she’s living on base and she is finding a voice for soldiers who are not being treated well, who come back and have PTSD – she is somebody that impacts me. At the same time, I think of interviewing a skinhead who I sat with for four hours. In the end, he was able to see me as a human being and I saw him as well, even though he had Adolf Hitler tattooed on his neck. He impacted me too, and I know I impacted him. On a daily basis, this is how I do what I do. People ask, ‘How are you able to do all this?’ It’s because I am constantly meeting people who inspire me. So it becomes like I need them. My husband says, “Poor cab driver who gets you in the backseat of the car because you can’t stop asking questions.” And that’s the inner journalist’s voice, and I feed off them, that’s how they all become memorable.
benchmarks
Leading the Way for Women Ruth Bramson: By Brooke Botello
R
uth Bramson, CEO of Girl Scouts of Eastern Massachusetts (GSEM), has long been an advocate for women’s equality – a passion derived from the desire to create opportunities for her own daughters. Bramson has built a career working for the advancement of women across industries and disciplines. She has held executive level positions at various corporations including, National Grid, Shaw’s Supermarkets, Reebok International and Charles River Laboratories – promoting equality and cultural integration at each stop.
Under the Romney administration, she was appointed the first Chief Human Resources Officer and Chief Diversity Officer for Massachusetts, and earned the Shared Services Leader of the Year for North America Award 2005 for her innovations in state government. Color Magazine: What has been your biggest challenge as CEO of the GSEM? Ruth Bramson: The biggest challenge for the Girls Scouts is how to continue being a relevant and innovative organization that reaches out to diverse communities. The Girl Scouts has traditionally had its presence primarily in suburbs and widely unavailable to more urban communities. In February 2008, we shifted our goals and are trying to be more available to all girls who want to be a part of the organization. We are making efforts to connect to more urban communities.
work and family which allows them to do their jobs well. However, the work/ life balance is not just a feminine issue anymore; companies are also assisting men in flexibility. We have more productive employees when we allow flexibility. It’s a win-win for employer and employee. Women today have opportunities that we never knew we would have. I was attracted to the Girl Scouts organization because it helps women realize their leadership qualities and take advantage of all of the opportunities we now have as women. Girls Scouts is building the leaders of tomorrow. CM: Considering the economic landscape and the unprecedented amount of college graduates entering the
workforce, what advice would you give to women who are entering the workforce? RB: Women need to think about their jobs being more than just a job. It’s about how you want to expend your energies and talents. Get committed to what you’re doing. Loving what you do is how you become successful. If women want to make a career for themselves, they need to find organizations where their values are aligned with their philosophies. Don’t take a job just to take it. CM: Who are your mentors and what advice did they give you that still applies to your life today? RB: You have to be brave about taking risks. There are times when you are presented with an opportunity that you might not be ready for. You should take the risk. Stretch as hard as you can to be successful. Surround yourself with the best possible people you can. Nobody does it alone. CM: What is your favorite Girl Scout Cookie? RB: I love them all but nothing beats a shortbread cookie dipped in a cup of coffee.
For more information visit www.girlscoutseasternmass.org.
CM: How have you seen the roles of women change in terms of opportunity as well as company’s willingness to assist in the work/life balance? Are there any trends that you could not have predicted? RB: Over the years, I have seen very positive changes, generally across government, nonprofit and corporate sectors. Employers realize that they have an obligation to help women balance Ruth Bramson (center) with Honorees at the 17th Annual Girl Scouts Leading Women Awards
03•09
15
entertainment
Free Food for Millionaires by Min Jin Lee By Joanne M. Choi
T
he image of Casey Han, as she walks down a Manhattan street, is one of wealth: eccentric yet striking hats, well executed outfits that cost too much, a Rolex and silver cuff bracelets decorating her wrists. And her background completes the picture; she grew up in New York, attended Princeton, has posh Ivy League friends and is an ace golfer. Delve deeper and a girl who doesn’t have it together is revealed. Her credit card is maxed out and she has secretly deferred her law school admission. Her college boyfriend has betrayed her and her father has kicked her out of the family home in Queens.
T:4.674”
This is a typical coming of age story with the newest angst heroine, the Korean-American female. She is outwardly mainstream, yet, not fully comfortable with her life. Casey does not possess the looks or temperament that are considered desirable among the men of her cul-
Switch to America’s Most Reliable Wireless Network.® T:5.25”
Switch to the network where your calls connect and stay connected more than with any other national wireless carrier.
Switch to America’s Most Reliable Wireless Netwo ork.
Call 1.800.811.7600
Shop verizonwireless.com
Network details and coverage maps at verizonwireless.com 71324-01.indd 1 16 COLOR magazine
03•09
Visit any store © 2008 Verizon Wireless.
www.colormagazineusa.com
10/15/08 12:25:42 PM
ture. Lee explains Casey’s ambivalence towards her own ethnic community, “Korean guys had always made [Casey] feel so rejected, even more so than whites (there were just so many more white guys wherever she was).” Casey usually dates white guys and struggles with the Asian-women-fetish. She finally ends up in an unlikely relationship with a divorced Korean-American man. Casey’s supporting cast seems stereotypical to anyone who knows this culture, but they still work in spades. The reader is introduced to the religious and naive mother, the overworked and frustrated father with a temper, the perfectlypretty and well-behaved sister who will marry well, the childhood friend who graduated from Wellesley and is marrying a good Korean man and the surrogate aunt and mentor who wants Casey to go to business school and inherit her retail empire. Every chapter ties back to clothes. They are how Casey expresses herself and lets her inner creativity and style come out. And after wandering in Casey’s life, you understand her inner rich person, one who doesn’t want to be rich per se, stuck with the wallet of a poor person. The themes of money, class, faith, privilege and assimilation are woven into a snapshot of a young woman obsessed with the “have, have not” mentality. Casey can’t escape the influences of her old-world parents who toil away as employees of a dry cleaner or the reality of her family’s socio-economic standing. In the end, Casey has to distinguish between true love and friendship, and learn how to deal with the gray areas. She also must balance being grateful for her many opportunities without losing her essence in the rush to navigate life. Isn’t that the world of most twenty-something New Yorkers regardless of gender or ethnicity?
entertainment
Marcus Printup: Music is Feeling You would never know it, listening to his work with The Lincoln Center Jazz Orchestra or as a solo artist, but Marcus Printup’s first love was not the trumpet. By John Black
“I wanted to play the drums, but when I went to sign up for the high school band the director told me he already had three drummers and didn’t need another,” Printup said. “He didn’t just close the door on me, though. He took the time to get to know me a bit and he also told me I had a good embouchure, which meant I had good lip structure to play the trumpet… and he needed trumpet player. So I decided to give it a try.” Although he learned to play the trumpet for the high school band and continued to play in college, Printup admitted he didn’t really fall completely in love with the instrument for a long time. He could play the notes well enough, he said, but he couldn’t play with any real feeling until 1991 when he was introduced to the man who would eventually become his friend and musical mentor, legendary jazz pianist Marcus Roberts. “I played for Mr. Roberts and it was technically good, but he knew something was missing,” Printup said. “So he asked me if I went to church, and I said yes. Then he asked me if I could sing like they do in church, and I and yes and sang a little for him, which was embarrassing. Then he asked
me to sing like the choir does, to really let it out and I did. “’That’s good,’ he told me. ‘Now do it through your trumpet.’” The lesson that Roberts taught him, to learn how to ‘sing’ through his horn, is something Printup not only learned, but learned to do well enough to gain a seat among the best jazz musicians in the world, the members of The Lincoln Center Jazz Orchestra under the leadership of world renowned trumpet player, Wynton Marsalis. “Playing with Wynton is an honor,” he said. “He sets such a high standard for himself in everything he does that it makes us want to live up to is expectations and his example, whether it’s doing a concert or reaching out to others and passing our love of music along.” In an organized seminar, a competition or just meeting with students at the sound check, Printup said there is one message he learned from people like Roberts and Marsalis that he always conveys to young musicians. “Music is a healing force,” he said. “If you are feeling sad, listening to music can help ease the pain. And if you’re feeling happy, music can help you celebrate. It’s powerful stuff and you have to believe in its power and in your ability to bring it to others.”
[Bon Vivant’s Wine of the Month] Barefoot started as a “garage wine” back in the ‘60s, but Michael Houlihan and partner Bonnie Harvey decided to relaunch the brand 1986, stepping up what Barefoot was all about. They believe in making wine that is both delicious and affordable, that everyone from first-time wine consumers to hard-core aficionados could enjoy, and they have a female winemaker. In 1995 Jennifer Wall became the winemaker for the Barefoot wines. She grew up thinking she’d go into biology or medicine. It wasn’t until she spent a summer working in a wine lab in Sonoma County that she realized she wanted to apply her talents and curiosity to another field she’d come to love, the wine industry. (Ladies, there is room for many more women in the wine industry.) Since Jennifer has been at the helm, she has expanded the portfolio to ten wines and five sparklings. At Bon Vivant Wine we carry Barefoot Pinot Grigio, Chardonnay, Merlot and Cabernet Sauvignon.
Barefoot is the most decorated wine under $10 with more than 250 awards. Including my favorite Barefoot wine, Merlot, the best value out of the bunch. The winemaker describes it as, “perfect for any occasion,” and “has a decadent fruit-filled combination of red cherry, boysenberry and plum with melt-in-your-mouth chocolate notes and mild tannins to round out the flavors.” I call it just plain yummy. Try this wine with our many wonderful cuisines of Color. Think the flavors of Italian lasagna, BBQ pulled pork and herb roasted chicken. The signature logo “the barefoot” looks like a foot on sand, which matches the company’s charitable endeavors of investing in grass-roots sports, like volleyball and surfing, traditional to the California landscape. The Barefoot philosophy is to have fun while giving back. Bon Vivant has Weekly Wine Tastings: Thursday – Saturday 5pm7pm. For more information visit www.bonvivantwine.com.
03•09
17
Entertainment
The House of Blues Returns with a New Chef and New Location
The Foundation Room at the House of Blues Boston
For almost 11 years, music – and food – fans gathered inside a funky looking blue house on Winthrop Street in Harvard Square – The House of Blues (HOB) – to listen to live songs from acts ranging from Dickey Betts to Nancy Sinatra or enjoy a bowl of the most authentic gumbo this side of the Mason-Dixon Line. By john black
When HOB closed its doors in 2003, Dolf Berle, HOB chief operations officer said it was a business decision and had nothing to do with the company’s commitment to bring local fans good music and good food. They just needed a bigger space to make it financially work. “We have been in the Boston area for ten years, and we will continue to have a very strong presence there,” he said in a statement posted on hob.com. “We are actively looking for alternative creative spaces that will have the look, feel and scale that House of Blues fans have come to expect.” It took six years, but the wait is over. The House of Blues returned to Boston last month with a new, larger location across from Fenway Park at 15 Lansdowne Street. The venue features a full service restaurant, 2,400-plus capacity concert hall, retail store and an exclusive VIP membership club called the Foundation Room. Live Nation, now HOB’s parent company, will manage the live music book-
18 COLOR magazine 03•09
ings and plans on booking more than 200 shows a year at the new venue. The centerpiece of the new HOB is the Music Hall where fans will find almost every music genre imaginable, from headline rock and roll acts to country to rock en Español, jazz, zydeco and, of course, the blues. The hall is split into three levels, with a general admission dance floor and two seated mezzanine levels. For those who enjoy the finer things in life, and can afford it, the Foundation Room at HOB delivers exclusive benefits to its members and their guests. From the personal concierge service and VIP concert ticket notifications to the world class chefs creating exquisite, seasonally inspired cuisine in intimate dining rooms with full service bars and fireside lounges, every element is designed to accommodate the most discerning tastes. An individual Gold Membership card costs $3500/year, a silver $2250/year. While music will be a nightly feature at the Boston HOB, the cuisine offered
www.colormagazineusa.com
to guests will be second to none under the watchful eye of executive chef Tindaro Losurdo, a talented chef with local roots. Born in Italy, Losurdo grew up around food. His father owned a restaurant in Arlington, where Losurdo worked as a teenager. After studying architecture, he returned to his love of food and enrolled at Cambridge Culinary Institute. While a student, Losurdo worked under star chef Stan Frankenthaler at Salamander’s Restaurant in Cambridge. Through this experience, Losurdo developed a passion for Asian and MiddleEastern flavors, which continue to be showcased in his food today. “Having a chef of Tindaro’s caliber in charge of House of Blues restaurant and Foundation Room restaurant just adds to the level of excitement surrounding the new venue,” said Julie Jordan, general manager of HOB Boston. “We are looking forward to a menu that showcases his wealth of experience and unique influences, combining traditional House of Blues fare with some of the unique specialties of the New England region.” The menu for House of Blues restaurant will highlight southern delta cuisine, such as New Orleans style chicken gumbo, jambalaya, voodoo shrimp, Tennessee-style baby-back ribs and Cajun meatloaf as well as some New England-influenced cuisine including a lobster roll, fish & chips and fried clams.
style
Bridal Style: Dos and Don’ts By Rosanna M. Ortiz
Planning a wedding is probably the most intense and emotionally draining process you will ever experience. To think that people have based their careers on this is both admirable and frightening. However, in the end, while you are sitting there with your glass of Verve and shoes off in your stunning gown with your new husband, you’ll realize all the headache (and sometimes heartache) was worth it.
When planning, it is important to understand is that you can NOT make everyone happy. Making everyone happy is an impossible notion people still think they can achieve. It is your wedding and the only people you should make happy are yourself and your lovely groom or bride. Remember, everyone who submitted their opinions during the planning months won’t be at the altar taking vows – they will be guests. Focus your energy on the fun stuff during your planning like the fabulous gown, shoes and style of your wedding! This is what you will remember, not whether a distant cousin was upset because she wasn’t invited. In five years, you will remember the fabulous style of your wedding not the argument with your cousin! Below are three aspects that should be fun and effortless while you are dealing with all the other wedding ups and downs. This is the only time since your fourth birthday that everything is about you, so live it up, drink that champagne and go shopping!
The Dress:
The dress sets the tone for your wedding. Why? Because everyone is going to be looking at you in the dress! Don’t take this the wrong way and think you have to spend gobs of money on a gown. The sexiest, simplest sheaths should not cost
$2,000. You can find a gorgeous dress anywhere, for any price that suits your budget. No one can tell how much you paid for your gown – seriously.
The Shoes:
Make a statement please! (My shoes where fuchsia satin and I adored how they peeked through my champagne gown.) Have fun with it, white on white is not the trend any longer and you don’t want your fabu shoes to get lost in the sea of cream. Have fun, you can do a low heel but definitely add some sass. The shoes are where you can definitely add a hint of color. However, don’t let your shoes be lighter than your gown, they should be darker!
Your Style:
No matter what accessories or hairstyle you pick for your wedding day, your style should show through. Do not let people deter you from your gut reaction – do what you want to do! If you don’t you will regret it. Put your signature style on everything you can, whether it is a favorite cocktail or a unique favor that reminds people of you and your groom. Weddings may feel redundant, but only if you let them, so throw a bit of your own sass in the celebration and don’t be shy! Wedding planning is not easy but it’s fun when you do the things you want to do! Only listen to yourself and that gorgeous man you are marrying because your happiness together is what truly matters – that, and the shoes you wear. 03•09
19
Society
1
¡CULTURA vivA! a gala to Benefit caSa de la cultura/ center for latino artS (cla)
KeePing latino artS alive!
Saturday, March 28, 2009 6:00 PM - 12:00 Midnight
2 3
caSa de la cultura / center for latino artS (cla)
A program of inquilinos Boricuas en Accion (iBA) 85 West Newton Street, South End, Boston For more information, or to purchase tickets, please contact delaCruz Communications at 781- 341-3800 or delacruzcomm@gmail.com.
4
artS aMBaSSador – title SPonSor
5
deSign: Mario avila deSign.coM
ADVERTISE WITH US (617) 266.6961
sales@colormagazineboston.com
NAAAP/BYPA Joint Mixer
The National Association of Asian American Professionals and the Boston Young Professionals Association held a joint networking mixer on Feb. 10, at Rumor in Boston.
20 COLOR magazine 03•09
www.colormagazineusa.com
1. Ellen Wong, T.L. Tsang, Samson Lee and Anand Chopra-McGowan 2. Nicholas Jillson and Wendy Keng 3.Raymond Fu, Aaron Du, Su Lee and Yi Lu 4. Anthony Loui, Chealyn Tim, Truc Lai and Chun-Fai Chan 5. Dana Dubovik, Tejas Patel and Christina Briggs
Society
1
2 4 3 Get Konnected
State Senator Sonia Chang-Diaz was the featured guest at the Get Konnected Multicultural Networking Event on Jan. 27, at 28° in Boston. 1. Victor John and Timothy Tate 2. Sonia Chang-Diaz and Colette Phillips 3. Sonia Chang-Diaz and Julio Raul Pabon 4. Melanie Morris, Darlene Ellis-Donahue and Bob Sansone
03•09
21
HEALTH
The Mother-Daughter
Love Triangle By Ada Gonzalez
Every woman is daughter to a woman, and being a mother is a tremendous task. In societal terms, women, and mothers have come quite far. Women now have the option of choosing a public life and presence, taking leadership and being out of the home. This is extraordinary if we put it in the context of past societies where women were subservient to men. Some of the interpersonal and psychological consequences of this societal shift are extreme. Women continue to move to the helm of organizations, and into areas previously considered “men’s jobs.” More controversially, some begin acting “like men,” but what does this really mean? Jungian psychology holds the idea that within every woman is her inner man. Each woman carries the ideal of a man within herself. It is formed from her first experiences with her father or father figure. This internal male figure in a woman’s psyche helps her to pursue goals beyond her reproductive abilities. It is the male side of a woman’s psyche that gives her a model for how to navigate a new relationship to the social environment, how to pursue her career or job and how to relate to others beyond the family environment. When women “act like men, ” it can be interpreted to mean that a woman is linear, goal-oriented, and direct – so
22 COLOR magazine 03•09
much so that she forgets the importance of being relational, connecting with others and that those qualities are also pathways to leadership. To be self-realized, a woman has to connect with “earthly things.” The masculine psyche belongs to the heroic act of fighting for or claiming territory, conquest. The feminine is rooted in love, identity and belonging. In the last two decades, America has embraced the idea that one’s parents are responsible for the outcome of their adult children’s love lives. Can a daughter create a lasting, loving relationship with another person if her parents, specifically, her mother, was not nurturing or available? These ideas are contentious. I can add a simple idea to the discussion on the role of parents, and specifically mothers, in their daughter’s relationships. Being a woman in modern society is complex, and motherhood is often an underappreciated job. Pregnancy carries with it a lot of excitement at being engaged in life itself. There is a wealth in motherhood. Through motherhood, as most mothers will attest, a woman meets life itself. Most women are biologically prepared to reproduce children, but that does not mean that they are psychologically prepared. The mother/child relationship could be fulfilling to a woman because of a child’s dependence on her, but the husband is not built in. It may be easier for her to be bound to her husband through a child, but the husband/wife relationship needs are secondary to the needs of the child. Being psychologically prepared for motherhood is also bound to a woman’s ability to relate, and connect with another in a partnership. To function in a modern society where women are required to call on more of their masculine traits, a woman has to first be centered in her femininity, and centering oneself cannot be done without relationship.
www.colormagazineusa.com
Continued from Page 9
with executives and CEOs who run other nonprofits,” Williams said. “At the same time, I didn’t want to lose my connections with the corporate sector.” What she found is a safe environment to talk about problem solving and a wealth of experience to draw on for coaching and mentoring. “There are no victims here,” Williams said. “What you’ll hear here is ‘Look, you know what you’re doing, you’re good at what you do, have you thought about this …’ ” As vice chair woman of their membership committee, Williams is looking for ways to increase membership, but especially among women of color. “As a woman of color and being on the membership committee, I can tell you it’s not a color issue, it’s a quality issue, a value issue,” Williams said. “So what if we bring in more women of color if we can’t retain them? And that’s true of all our membership. “We need to figure out the role the club plays for the different constituencies. Women are joining, but are they participating?” Williams said. “Is there something unique we can provide to women of color? What’s exciting to me is that this is not an elephant in the room. We discuss as a collective whole what we need to do to change this.” Among its efforts, Armstrong said, is a joint program with The Partnership, (a mentoring program designed to expand the pool of director candidates of color), and work with our Corporate Advisory Board to identify corporate opportunities for women of color. “This is not new,” Armstrong added. “This is something we’re constantly looking at. Every member of our organization struggles with how to attract women of color and how to be relevant to women of color.”
M U LT I C U LT U R A L MARKETING EVENT PLANNING P U B L I C R E L AT I O N S
delaCruz Communications 6 1 7 . 2 6 7 . 7 8 0 0 O f fi c e 617.267.7810 Fax 4 Copley Place , Suite 120 Boston, MA 02116
IN A CITY RICH IN SHADES, HERE IS A COLOR THAT INCLUDES ALL...
416 Centre St. Jamaica Plain, MA 02130-1876 Phone: (617) 524-6464
www.elorientaldecuba.com
What do loaves
of bread, crayons and colored paper clips have to do with diversity?
Nothing!
Advertise with us (617) 266.6961 sales@colormagazineboston.com
Diversity is about people. To learn more about the services we offer and what we can do for you, call Greg Almieda, President @ 401-274-0033.
Diversity Recruiting Ethnic Marketing : Supplier Diversity Strategy Development
GLOBAL VIEW COMMUNICATIONS Multicultural Marketing Programs
Upcoming editions: April National Diversity Month
Valuable Advice. Exceptional Service.sm
GV #6310A.indd 1
globalviewcomm.com
11/3/08 3:11:11 PM
(deadline March 30)
May Asian Pacific American Heritage Month June GLBT Pride Month Reserve your space!
NEW! Job postings online.
Call us to inquire how you can attract the right talent for your organization.
4155 Washington Street Roslindale, MA 617.363.9642 www.roslindaleyoga.com 03•09
23
You won’t find a job here. You’ll find a CAREER.
Diversity and inclusion are central pieces of the Blue Cross Blue Shield of Massachusetts strategy and core to our values. As a leading employer in the Boston area, we look to draw talent and ideas from individuals of different backgrounds and viewpoints. At Blue Cross Blue Shield of Massachusetts, we believe that diversity and inclusion encourage innovation, create new opportunities and strengthen our community relationships.
Interested applicants are encouraged to visit our website, www.bluecrossma.com/careers to search jobs and apply online. Our commitment to building a diverse workplace is without question. We are an Equal Opportunity Employer.