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INSIDE THIS ISSUE Unlocking Success: The Competitive Advantage of Diverse Boards
DIVERSE
2023
By Alissa Hsu Lynch
LAWYERS Making a Difference INTERNATIONAL
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Representation Matters: Busting the Bamboo Ceiling for Asian Americans
By Christine Miller
The Power of Evolved Leadership By Steve Young
Activating Imposter Syndrome’s Untapped Allies: How Men Can Help Women Thrive By Wema Hoover
Where are they now? Following past Women Worth Watching® winners
NEXT ISSUE:
2024 Diversity Leader and Latino Leadership Awards
The singular power of diversity Dechert is a global law firm dedicated to amplifying diverse viewpoints and experiences to develop the highest caliber of talent, leadership and service for our clients. We’re proud of our recent achievements – and eager for the continuing growth and progress to come. n
Diversity Leader, Asian Leadership Award, Women Worth Watching in STEM – Profiles in Diversity Journal, 2023
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Mansfield Plus Certification U.S. and UK – Diversity Lab, 2023
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Compass Award – Leadership Council on Legal Diversity, 2023
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100 Best Companies, Best Companies for Multicultural Women, Best Companies for Dads, and Inclusion Index – Seramount, 2022
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Best Places to Work for LGBTQ+ Equality – Human Rights Campaign, 2022 (for the tenth consecutive year)
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Diversity, Equity and Inclusion
PUBLISHER'S COLUMN All Things Diversity & Inclusion
FOUNDER/CEO/PUBLISHER
James R. Rector VICE PRESIDENT OF OPERATIONS
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David Toth LETTERS TO THE EDITOR
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issuu.com/diversityjournal Profiles in Diversity Journal® is a quarterly magazine dedicated to promoting and advancing diversity and inclusion in the corporate, government, nonprofit, higher education, and military sectors. For more than 25 years, we have helped to stimulate organizational change by showcasing the visionary leadership, innovative programs, and committed individuals that are making it happen. The views expressed in this publication are those of the authors and may or may not represent the views of the publisher. Reproduction in whole or in part without written permission is prohibited. Registered in U.S. Patent Office
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Dear Reader, Welcome to our 4th quarter issue for 2023. As we prepare and look forward to 2024, I have several comments about this year and next. Our focus on Diversity, Inclusion and Equity within the business setting has afforded me and our team many opportunities to learn, admire and be inspired by the leaders we profile in the pages of Profiles in Diversity Journal. Since 1999, we entered the marketplace with the blessing of corporate diversity leaders to publish a magazine that promoted and acknowledged the benefits and opportunities of a diverse workforce, in financial language. Their motivation was for me to publish success stories and “how to” articles, case studies that could be offered to C-Suite management to encourage their support of diversity programs and initiatives. Our first issue was published in three months with the support of corporate leaders such as Microsoft, Raytheon, Boeing, Hallmark, British Telcon, Key Corp, National Security Agency and more. In succeeding issues many corporate leaders joined in as well. And this brings us to today. As we celebrate our 25th anniversary, the myriad companies, our Diversity Journal award winners and their profiles collectively make the case for the advantages and benefits, financially, equitably and socially of a diverse and inclusive organization. We’ve identified and profiled over 2,000 women leaders in our prestigious Women Worth Watching® series profiling qualified and capable women for leadership positions at the C-Suite level. So, what does leadership look like? Answer: check out our “Faces of Leadership? Special feature on pages 8-11 in this issue and the three other issues for 2023. In the early stages of our magazine’s history, editors prepared the profiles. For most of our publishing years, we encouraged the leaders we profiled to speak for themselves, sharing their knowledge and experiences in a mentoring fashion. Our Leader award winner’s personal essays are exclusively unique to our awards. Our plan is to stay the course. Profiling leadership has been an inspiration and an honor. Check out our women’s leadership website to view the women who have gone on to be CEOs. Their original profiles are inspirational: www.womenworthwatching.com. We encourage all leaders to share their stories and join the conversation as we continue to profile leadership and diversity’s benefits. We wish everyone a peaceful and safe holiday season and a safe and prosperous New Year!
James R. Rector Founder & Publisher Since 1999
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INSIDE THIS ISSUE
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Representation Matters: Busting the Bamboo Ceiling for Asian Americans By Alissa Hsu Lynch Asian Americans and Pacific Islanders make up 13 percent of the professional workforce in the US, but most are stuck in the middle and senior management ranks with little chance of taking a seat in corporate America’s boardrooms or C-suites. Alissa Hsu Lynch illustrates the problems facing AAPI managers and practical solutions to breaking the bamboo ceiling.
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PUBLISHER’S COLUMN
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FACES OF LEADERSHIP
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REPRESENTATION MATTERS: BUSTING THE BAMBOO CEILING FOR ASIAN AMERICANS
16 |
2023 INNOVATIONS IN DIVERSITY AWARDS
28 |
THE POWER OF EVOLVED LEADERSHIP
30 |
UNLOCKING SUCCESS: THE COMPETITIVE ADVANTAGE OF DIVERSE BOARDS
36 |
2023 BLACK LEADERSHIP AWARDS
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2023 DIVERSE LAWYERS MAKING A DIFFERENCE AWARDS
97 |
ACTIVATING IMPOSTER SYNDROME'S UNTAPPED ALLIES: HOW MEN CAN HELP WOMEN THRIVE
100 | WHERE ARE THEY NOW? FOLLOWING PAST WOMEN WORTH WATCHING® WINNERS 127 | 2
CORPORATE INDEX
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Barilla congratulates
Relonda Snipe for her recognition
Diversity Journal Black Leadership Award 2023 We are an Italian family in love with good food Our journey starts in Parma in 1877, as a small bread and pasta shop. Today, 145 years later, our products can be found in more than 100 countries and have become icons in the food industry. Because good food is a joy for the present and a choice for a better future together. BarillaGroup.com
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2023 Innovations in Diversity Awards For 20 years, Profiles in Diversity Journal has recognized the innovations of organizations committed to improving and expanding diversity, inclusion, and equity in the workplace. We are equally proud to share this year’s ambitious and transformational innovations in diversity from some of the world’s leading companies—programs and initiatives that are taking DEI to a new level. One of our featured innovations may be your company’s next best step.
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The Power of Evolved Leadership By Steve Young We all know the DEI buzzwords: Think outside the box, collaborate. But if we hope to be evolved leaders who don’t let old practices and habits cloud our judgment, we have to get rid of the cliches and help employees learn to manage their egos. Good leaders learn to focus on logic and reason to improve their leadership skills. Here’s how.
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Unlocking Success: The Competitive Advantage of Diverse Boards By Christine Miller Corporate boards shouldn’t just check the box on diversity. Instead, they should aggressively seek out board members that represent our country’s rich diversity. Finding board members of different races, classes and cultural backgrounds is a critical asset for American companies that want to outwit the competition, both home and abroad – and come out on top.
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2023 Black Leadership Awards Profiles in Diversity Journal is extremely proud to bring readers our fourth class of Black Leadership Award recipients. They are extraordinary individuals who have blazed new trails, mentored the next generation, and advanced the cause of diversity and inclusion. Get to know them and join us in celebrating their achievements.
Congratulations Angi Locke and William Bagley 2023 Black Leadership Award Winners The Profiles in Diversity Journal has honored Angi Locke and William Bagley as recipients of the 2023 Black Leadership Award for their outstanding efforts to enrich the Black employee experience, mentor others, and advance diversity, equity and inclusion at Freddie Mac. Freddie Mac’s inclusive culture empowers diverse leaders like Angi and William to go above and beyond to Make Home Possible. Join our team at freddiemac.com/careers
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2023 Diverse Lawyers Making a Difference Awards Profiles in Diversity Journal is proud to recognize prominent lawyers making a difference in diversity, equity, and inclusion within their law firms, and for their clients and communities with our second annual Diverse Lawyers Making a Difference Awards.
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Activating Imposter Syndrome's Untapped Allies: How Men Can Help Women Thrive By Wema Hoover Feeling like we don’t belong in our jobs can sink a career and it’s a particular challenge for women in male- dominated fields. Male allyship can help women overcome imposter syndrome. That’s why they should be in the forefront of mentoring and sponsoring women who need encouragement.
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Where are they now? Catch up with another 25 past Women Worth Watching® Award recipients and find out what they’ve been up to professionally. Whether they have moved up the career ladder, joined a new team, or struck out on their own, their contributions and achievements continue to impress and inspire.
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Corporate Index Check out the list of organizations that appeared and/or advertised in this issue. Their contributions are invaluable.
Nominations are open until Friday, Jan. 12
Nominate Today!
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2024
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$:$5'
At Profiles in Diversity Journal ®, we truly appreciate all the support given to us over the years by many organizations and businesses, large and small. We’re reaching out and asking for your continued support for our work and recognition of your organization’s own outstanding leadership, creativity, and inclusive culture. Please take this opportunity to nominate candidates for our Diversity Leader and Latino Leadership Awards.
Nominate Today!
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Profiles in Diversity Journal has featured 1,000's of people over the years...here are some of them.
Faces of Leadership
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Faces of Leadership
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Faces of Leadership
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Faces of Leadership Profiles in Diversity Journal would like to thank all the people we've recognized this past year as well as those we were unable to recognize. Thank you!
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Representation Matters: Busting the Bamboo Ceiling for Asian Americans By Alissa Hsu Lynch
It’s Time to Address the Asian American Leadership Gap is a thought-provoking perspective on how to break the “bamboo ceiling” in corporate America as an Asian American Pacific Islander (AAPI). Hsu Lynch shares her personal experience and concrete advice on how AAPI’s can fight against bias and stereotypes, build relationships with power brokers, and stay true to their cultural heritage – improving the leadership equity gap in Fortune 1000 companies.
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When actress Michelle Yeoh made history in 2023 by becoming the first Asian to win an Academy Award for Best Actress, she boldly proclaimed, “For all the little boys and girls who look like me watching tonight, this is a beacon of hope and possibilities. This is proof that, dream big, and dreams do come true.” Her rallying cry resonates for every Asian woman with dreams of fulfilling her career aspirations and especially for Asian women in the corporate world. It’s a good reminder that having more Asians in positions of power can inspire others to achieve the same. Numerous studies demonstrate that companies with more diverse leadership teams deliver better business results. Yet despite gains over the past decade, Asian Americans represent only 3% of executives, even though they are well represented as middle and senior managers. Progress in the corporate boardroom has also been slow, with Asian and Pacific Islanders (AAPIs) comprising only 4% of Fortune 1000 board members, with Asian women at a minuscule 1.5%. Asian Americans are the fastest growing demographic in the United States and make up 13% of the professional workforce. So why aren’t more Asians – particularly Asian women – reaching the highest levels at the largest companies in America?
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The reality is the so-called “bamboo ceiling” persists for AAPI leaders, and we still have biases to overcome and ceilings to break to achieve equity in the top levels of leadership. Let’s look at some of the barriers holding AAPI leaders back and suggestions for overcoming them.
Barrier #1: The invisible minority stereotype The Model Minority Myth stereotype that all Asians are
“Developing a thought leadership strategy is a good way to amplify your presence and help you communicate your value proposition through multiple channels.”
smart, hardworking, and nice is a double-edged sword that carries the unspoken implication that Asians are also weak, passive, and are “the invisible minority.” When I was a mid-level manager, I completed a 360-degree feedback program that opened my eyes to blind spots I had as a leader. Some of the feedback included that I was “all business” and that my team didn’t feel like they knew me. This surprised me because I was taught by my
Chinese parents that hard work pays off and this had always served me well before. I needed to dispel the Model Minority Myth for myself.
Solution: Embrace being seen I was fortunate to have mentors and coaching support from my company, and I realized that leading teams requires more than having a strong work ethic. I learned that sharing more parts of myself–including that I was a professional dancer prior to my business career, and that I was a mom of two kids trying to find the right balance between work and family–would help me become a more effective and authentic leader. Importantly, I adopted both the strong cultural values instilled by my parents and my own voice and story to better connect with others. Whether you aspire to become a senior executive or serve as a corporate board director, it’s important to understand and define your unique value proposition. “We each have diverse experiences, capabilities, and perspectives that we bring to the table. While the Asian cultural norm is to be humble, we need to get comfortable with creating more visibility so that we can be considered for advancement. Developing a thought leadership strategy is a good way to amplify your presence and help you communicate your value proposition through multiple channels.
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“To obtain a board seat, especially – where the majority of open board seats are filled by word of mouth through the personal networks of CEOs, board members, investors, and search firms – it’s even more critical to activate and grow your network.”
Barrier #2: Lack of role models Seeing is believing, and having more Asians in leadership roles can inspire others to achieve the same. During my career, I did an international assignment in China. Unlike in the United States, there were many more role models in the Asia Pacific region–strong, successful Asians in executive roles, who each had a different leadership style, background, and path to success. However, in the U.S., there are too few role models when only 3 of the S&P 500 company CEOs today are Asian women–AMD’s Lisa Su, Arista Networks’ Jayshree Ullal, and Vertex
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Pharmaceutical’s Reshma Kewalramani. AAPIs–especially young, Asian American women–are among the least likely racial groups to feel that they belong and are accepted in the U.S., including in the workplace. Over half say this is due in part to not seeing others like themselves in positions of power.
Solution: Activate your network and sponsorship Because AAPI leaders may not have as many natural connections as other groups, we need to be intentional about building our networks. Start by tapping into your personal and professional networks to identify leaders
in the roles you seek and reach out to get their advice and to let them know what your career goals are. To obtain a board seat, especially – where the majority of open board seats are filled by word of mouth through the personal networks of CEOs, board members, investors, and search firms – it’s even more critical to activate and grow your network. In addition, cultivating sponsors is important. I would not have achieved the career success I’ve enjoyed without having sponsors who advocated for me. I’m grateful to the senior leaders and board members who acted as champions in selecting me for opportunities and speak-
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ing up for me when I wasn’t in “the room where it happens.” Attaining more sponsorship for Asian Americans is an important strategy to help address the equity gap.
Barrier #3: Systemic Bias In the workplace, AAPIs are least likely to become executives, with white professionals twice as likely to be promoted to management. Systemic bias persists, with over one-third of Americans (37%) believing that racism and discrimination against Asian Americans are key factors preventing their promotion to senior corporate positions. The underrepresentation is even more stark in the boardroom. Alarmingly, 67% of Fortune 500 boards have no Asian directors. No doubt corporate boards need to look beyond the C-suite to identify candidates and fill their pipeline with qualified Asian directors, but the reality still emphasizes C-Suite experience for board recruitment. This creates a larger barrier to entry for AAPIs compared with their peers. The lack of diversity in executive roles perpetuates systemic biases and stalls efforts to bridge the equity gap.
Solution: Challenge the status quo To address this systemic bias, society as a whole, especially in corporate America, must adopt a proactive and collaborative approach. Companies, boards, and recruiters
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need to reshape their thinking and challenge the status quo. It’s time to redefine what it means to be “qualified” for leadership roles, by breaking free from the constraints of traditional C-Suite requirements and welcoming new perspectives to the boardroom. Broadening the definition of relevant leadership experience can lead to the inclusion of diverse, qualified
“Companies, boards, and recruiters need to reshape their thinking and challenge the status quo. It’s time to redefine what it means to be “qualified” for leadership roles, by breaking free from the constraints of traditional C-Suite requirements and welcoming new perspectives to the boardroom.”
AAPI candidates. Furthermore, focused leadership development programs and sponsorship can help accelerate advancement of AAPI individuals into executive positions and board roles. By fostering an ecosystem that values diversity and inclusivity, we can start to dismantle systemic bias and ensure
equitable representation of AAPIs at all leadership levels.
It’s our time The value of diversity in the C-suite and corporate boardrooms can no longer be disputed. Improving equity unlocks a powerful opportunity for corporations to better understand and reflect the world’s evolving cultural landscape, accelerate innovation and investment to grow market share among the fastest-growing consumer group in the U.S., and create new role models for the generations to follow.
For Asian American professionals to break the bamboo ceiling, we must be like bamboo itself. Michelle Yeoh closed her Oscar speech thanking her family and all the people who “let me stand on your shoulders, giving me a leg up so that I can be here today.” To achieve equity for Asian Americans in the top corporations in America, we must work together to create opportunities for AAPI leaders and manifest the change we wish to see in the world. PDJ
Alissa Hsu Lynch is a board member, Entrepreneurin-Residence at DigitalDx Ventures, and a former executive at Google and Johnson & Johnson.
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The 2023 Innovations in Diversity Awards
Profiles in Diversity Journal’s
Innovations in Diversity Award Recipients for 2023 (in alphabetical order) Innovation. It’s what happens when aspiration and inspiration meet commitment and hard work, and turn powerful ideas into exciting realities. Innovations in diversity and inclusion show us possibilities that can transform workplace, cultural, and social landscapes across the globe. Innovative thinking invites us, as individuals and organizations, to embrace a new and better future. Profiles in Diversity Journal is proud to share this year’s ambitious—and sometimes revolutionary—innovations in diversity from some of the world’s most successful and respected companies, including leaders in law, real estate, cosmetics, and retail. They are truly taking diversity and inclusion to a new level. Please explore and enjoy the creative ideas featured on the following pages. One of these exciting innovations in diversity may be your organization’s best next step.
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2023
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Innovations in Diversity
Dechert LLP Innovation Title: Pro bono advocacy challenges Philadelphia housing discrimination Company Website: www.dechert.com Year Introduced: 2022
Executive Summary
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echert, a global law firm, has successfully challenged housing discrimination in Philadelphia through its pro bono efforts to fight for fair housing rights in cases involving discrimination against low-income tenants. Last year, a Dechert pro bono team partnered with the Public Interest Law Center to represent the Housing Equality Center of Pennsylvania (HEC), the nation’s oldest fair housing organization. After conducting an investigation into Pro-Managed LLC, one of Philadelphia’s largest landlords, HEC found that Pro-Managed had been refusing to accept housing choice vouchers (also known as “Section 8 vouchers”) in predominantly white neighborhoods while advertising their acceptance in majority Black neighborhoods. In December 2022, Dechert and HEC filed a charge with the Philadelphia Commission on Human Relations alleging that Pro-Managed’s practices violated the Philadelphia Fair Practices Ordinance (FPO) by discriminating based on source of income. This practice was found to disparately impact prospective Black renters, www.womenworthwatching.com
thus also violating the Fair Housing Act (FHA). Almost immediately after the charges were filed, the parties reached a settlement agreement under which Pro-Managed, its owners, and related entities acknowledged that their policy and practice violated the FPO and FHA. As part of the settlement, the parties agreed to submit a consent order to the Court requiring Pro-Managed to advertise that they accept and encourage the use of housing choice vouchers at all of their rental portfolio properties, adopt written policies regarding compliance with fair housing laws, and receive training on compliance with fair housing laws. “Our involvement highlighted how quickly the legal system can result in concrete successes for people in need,” said Dechert partner Steven Bizar, who led the Dechert team. “Pro-Managed’s website was updated essentially overnight to correct its discriminatory practices.” Philadelphians who use housing choice vouchers face steep barriers in their search for safe and affordable housing. A study by the Urban Institute revealed that 67 percent of the city’s landlords refused to accept the vouchers, a
rejection rate that rose to 83 percent in low-poverty neighborhoods. Shortly after its success in the Pro-Managed case, Dechert was asked by the Public Interest Law Center to take on another housing discrimination case, this time on behalf of Jennifer Cooper, a 44year-old Philadelphian with disabilities who had a housing choice voucher. Ms. Cooper faced discrimination from OCF Realty, ne of Philadelphia’s largest real estate companies, when it refused to rent any of its 3,000+ properties to her. After a six-month investigation, HEC found that OCF Realty consistently refused to rent to voucher holders who could afford advertised rents. Dechert and HEC filed a complaint with the Philadelphia Commission on Human Relations on Ms. Cooper’s behalf last August. “Dechert’s partnership with the Public Interest Law Center and its pro bono involvement with the HEC has already led to increased protections for low-income tenants in Philadelphia,” said Suzanne Turner, head of pro bono at Dechert. “While residents using housing choice vouchers continue to face discrimination, we will continue our fight to protect their fair housing rights.” 2023 Fourth Quarter
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2023
INTERNATIONAL
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Innovations in Diversity
Enact Mortgage Insurance Innovation Title: Expanded Nontraditional Credit program Company Website: https://enactmi.com/
Executive Summary
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hile expanding its DEI efforts, Enact Mortgage Insurance sought out areas where it could commit capital with the goal of helping to bridge the minority homeownership gap. After much research, credit invisibility was found to be an issue where Enact could have a positive impact. Credit invisible individuals have limited credit history which makes it difficult to form a score, making it harder to get a home loan. Enact found that the issue of credit invisibility disproportionately affects minorities because many are unbanked or underbanked. To help minority buyers, Enact decided to focus on mortgage insurance eligibility and pricing for nontraditional credit (NTC), which allows those with limited credit history to use other obligations such as rent payments, utility bills, etc. to evaluate a person’s credit. Benefits and Positive Changes of the Initiative To decide fair pricing and guidelines for NTC borrowers, Enact needed to understand how these buyers performed. Historically, the mortgage industry has aligned these borrowers with the lowest FICO tranche – 620
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– by default. So, any mortgage insurance, loan-level price adjustments, etc. were linked to that low score and resulted in a higher cost. Based on our data, Enact found that NTC loans performed more like loans with a mid-600s score. As a result, Enact updated our pricing and guidelines to align to a 680 credit score, materially reducing their mortgage insurance premiums and opening up more opportunities for homeownership. The expanded guidelines also now allow manufactured homes, which again expanded homeownership access by increasing affordability and housing options. What Makes This Initiative Unique? Enact was the first mortgage insurance company to begin pricing NTC borrowers at a 680 credit score and not a 620. Additionally, it is unique for the guidelines to allow manufactured homes as these products were historically limited to site-built single-family homes, which often come with a higher price tag and limit options for home buying families. Indicators of Effectiveness Since updating the pricing and guidelines, Enact has seen a higher
proportion of loans with NTC borrowers. The fact that lenders and borrowers are taking advantage of this opportunity is a primary indicator that Enact’s work is effective. Enact is also having more conversations with lenders and the broader industry who want to learn more about nontraditional credit and begin offering it to their communities. Simply bringing awareness to the issue of credit invisibility is another key indicator of success for Enact, as the goal of the product was to expand homeownership access and to help close the minority homeownership gap across the housing industry. Growth and impact For minority communities, this product is driving homeownership growth. Homeownership helps with wealth building and contributes to stronger communities. For lenders, using NTC helps create another pipeline of business to help them grow. Impact Credit invisibility disproportionately impacts minority households. Many of these communities are unbanked or underbanked for various reasons.
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Innovations in Diversity
Epiq Global Innovation Title: Cultivating Inclusion: An Epiq Culture Company Website: www.epiqglobal.com/en-us Year Introduced: 2021
Executive Summary
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s a leading alternative legal services provider, Epiq distinguishes itself in a unique industry by serving prominent clients, including 93 of the Am Law 100, half of the Fortune 100, nine of the top 10 U.S. banks, seven of the top 10 U.S. insurance companies, five of the top five U.S. health insurers, four of the top five global pharmaceuticals, and six of the top 10 global tech companies. We recognize that a one-sizefits-all approach to DEI will fail. We value our employees as the heartbeat of our organization, understanding that their engagement is pivotal to our success. Inclusion is at the core of our engagement strategy, and we take pride in our innovative DEI program. This program encompasses employee resource groups, inclusive policies, comprehensive employee education, targeted leadership development, transparency, and access to senior leaders. Our goal is to cultivate inclusion through intentional change management that leaves no employee behind. As a result of our work, we have achieved the following: • Launched an award-winning ERG program with six Employee Resource Groups: API@Epiq, Black@Epiq, Gente@Epiq, Epiq Belonging, Epiq Pride, and Epiq Women. • Completed the U.N. Global Compact Gender Equality Program
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• Participated in the U.N. Roundtable discussion on male allyship alongside corporate and world leaders. • Launched our educational podcast “DEI is Epiq”. • Senior leadership, H.R., and ERG leaders completed a mandatory monthly interactive Inclusive Leadership training program. • Introduced our Annual DEI Report with transparent demographic data and annual programming and commitments details. • Our employees undergo a progressive educational roadmap year with complimentary leadership development, ERG programming, and on-demand educational resources. • In 2021, we focused on foundational DEI concepts; in 2022, our theme was Cultivating Inclusion and featured education on gender and pronouns in the workplace. • In 2023, we’re thrilled to partner with legal innovators Kenji Yoshino and David Glasgow, leveraging their influential book, “Say The Right Thing: How to Talk About Identity Diversity and Justice.” Yoshino holds the Chief Justice Earl Warren Professorship at New York University School of Law, while Glasgow is the Founding Executive Director of the Meltzer Center for Diversity, Inclusion, and Belonging. This
collaboration empowers our employees to champion allyship in the legal industry and beyond. • Elevate the voices of our employees through regular listening sessions with senior leaders to gather feedback and guide strategy. • Provided eight hours of paid volunteer time for employees to give back to our communities. • Established a Trans Resource Committee to review benefits, policies, and procedures to support employees and their managers throughout their transition. • Pay transparency and compensation education as we work towards pay equity initiatives. As a result of our efforts, we have seen the following outcomes: • Reduction in voluntary turnover of POC by 11.27 percentage points • 6 percentage point increase in response to “Epiq has created an environment where people with diverse backgrounds can succeed.” • Improved employee engagement and retention by 7 percentage points among ERG members. • 3.5 percentage point increase in women in the global workforce • 2.08 percentage point increase of POC in the U.S. workforce
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Freddie Mac
INTERNATIONAL
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Innovations in Diversity
Innovation Title: Develop the Developer Company Website: freddiemac.com Year Introduced: 2020
Executive Summary What makes this program or initiative unique? In 2020, Freddie Mac introduced Develop the Developer — an innovative program inspiring reinvestment and development in historically underserved communities. The program started in Omaha, Nebraska and expanded to Tulsa, Oklahoma, in 2021, followed by Milwaukee, Wisconsin, in 2023. It is currently being expanded into other underserved markets in the U.S. Through this program, Freddie Mac addresses critical national housing challenges including: • Gaps in knowledge and critical skills for aspiring real estate developers. • The disproportionate lack of representation of women and Black, Indigenous and people of color (BIPOC) developers within the single-family and multifamily development industry. What was the purpose or goal? The real estate development profession lacks Black, Indigenous and People of Color (BIPOC) and women developer representation, hindering access to an industry that generates $203B annually. Furthermore, less than 1% of real estate developers in America are Black or Hispanic. Providing a gateway to education and resources for BIPOC community members with 0-3 years of experience in real estate development meets a critical need to encourage equitable professional development in an industry with a diverse representation gap. In addition, this program stimulates equitable and communitycentric affordable housing supply. 20
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We have collaborated with educational partners to build robust training curriculums and to assemble technical assistance for emerging developers through standardized Develop the Developer Academy training opportunities in targeted markets. The Academy leads intensive cohorts providing training in foundational development and financing instruction, technical assistance, community connectivity and access to funding sources for emerging developers. What are the benefits and positive changes of this program or initiative? Developing new developers that live in the neighborhoods they work in helps to foster better relationships with community stakeholders and preserves the historical and cultural attributes of the community. In addition, providing education and resources to emerging BIPOC and women developers supports both professional development that spurs economic opportunities and increases the community’s chance to gain investment in areas that have experienced long-term, perpetual disinvestment. What are the indicators or metrics that demonstrate the innovation is effective? We track the demographics of enrolled participants, graduation rates, number of participants that move forward to start development projects, and access to funding. Thus far: • We have held nine cohorts — enrolling 94 new developers with a 100% graduation rate. • 83% of graduates self-identified as a minority and 63% self-identified
as women. • 53% of developers have launched single-family residential development projects yielding 197 new affordable housing units — 72% are in formerly redlined areas, 77% are in majority-minority communities. • Developer graduates have received over $32M in grant and subsidy dollars and obtained over $100M in financing to develop new affordable properties. How is it driving growth and if so in what areas? The Develop the Developer Academy is helping community members remove barriers to access capital. Developer graduates have obtained guidance and technical assistance to secure funding through various sources, including grants, loans, angel investors, and foundations that support minority-owned businesses and encourage economic progress. This program and its participants drive economic growth by creating housing units that may not have otherwise been developed in their communities. Many worked on vacant land lots that have been undeveloped for decades. Who does it impact? The Develop the Developer program is impactful to historically underserved communities of color and related stakeholders who are mission-driven to provide affordable, dignified housing to support a stable housing system in America. Our goal is to continue to expand access to the program and empower a diverse, equitable and inclusive workforce to support and revitalize our communities of color. www.diversityjournal.com
2023
INTERNATIONAL
AWARD
Innovations in Diversity
Genentech Innovation Title: Belonging at The Table Company Website: https://www.gene.com/ Year Introduced: 2021
Executive Summary What makes this program or initiative unique? Tamicka James, head of D&I for Genentech’s largest business unit (Commercial, Medical and Government Affairs), established and hosts an internal video program called, “Belonging at the Table,” which can be described as the Rachel Ray show meets D&I. The producers pair food—something most everyone loves—with discussions about “belonging” with top chefs who each have powerful stories and backgrounds. Specific Genentech employees are handpicked from the robust network of employee resource groups to participate and ask candid questions to the chef, such as, “I struggle with coming to work and being my true authentic self. I feel like I’m fighting stereotypes every day; how do you show up as your authentic self?”
building a sense of belonging with colleagues through both daily interactions and strategic plans.
What was the purpose or goal? The goal is to foster a sense of belonging, which is one of Genentech’s 2025 Diversity and Inclusion commitments, because Genentech believes that diversity and inclusivity are business advantages. Tamicka’s approach to diversity with her workforce is based on the idea that ‘Belonging Begins With You,’ meaning we all have an important role in
What are the indicators or metrics that demonstrate the innovation is effective? This program targets “Fostering Belonging,” one of three of Genentech’s D&I 2025 Commitments, by advancing an inclusive culture through new insights and unique approaches. As a result of this program and other innovations, Genentech has been recognized as one of America’s Best Employers for Diversity.
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What are the benefits and positive changes of this program or initiative? Each episode features a different chef and is filmed at restaurants across the U.S. The show taps into people’s affinity for food, exploring a wide range of cultures and talking through diversity topics that are critical, yet aren’t discussed often in the workplace. By addressing these topics head on and allowing the chefs and employees to share personal, emotional stories, employees build a deeper understanding of other people’s perspectives in a way that’s memorable and meaningful and shifts their interactions and behaviors in a sustainable way versus a one-time conference room training session.
How is it driving growth and if so in what areas? The program targets and lifts up Diversity Network Association (DNA) groups, the employee resource groups that represent a variety of affinities from the disability community to veterans to the next generation of leaders. The DNA groups have grown, with over 13 groups and hundreds of sub-chapters. Who does it impact? Belonging at the Table is available to Genentech CMG’s 6,000 U.S. employees, in addition to the remaining ~7,000 employees at Genentech who can view it on the company portal. It lifts up underserved communities by allowing employees the chance to have meaningful conversations about how to belong and include others. For example, employees have a safe space to connect with people who have similar experiences and can ask questions like, “Going through my childhood looking white in a bilingual elementary school in New Mexico, I’ve often felt outside of my community because of my lighter complexion and how people react when I share my ethnicity. I’m anxious when I think about joining or about attending Latinx events today. How can I feel more comfortable?” 2023 Fourth Quarter
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2023
INTERNATIONAL
AWARD
Innovations in Diversity
HCA Healthcare Innovation Title: Lighting Pathways: The HCA Healthcare Scholars 365 Program Company Website: www.HCAHealthcare.com Year Introduced: 2021
Executive Summary
H
CA is one of the nation’s leading healthcare providers with 182 hospitals and other centers of care in 20 states and the United Kingdom. Our generous and creative college aid program is dedicated to building a diverse pipeline of healthcare professionals by giving $10 million over three years to Historically Black Colleges and Universities (HCBUs) and Hispanic Serving Institutions (HSIs). HCA’s student scholarships, funds for expanding a nursing faculty, student internships and more are helping to ensure that HCA Healthcare Scholars and other healthcare graduates and undergraduates will be part of our country’s robust healthcare system. HCA is trying to address a very urgent problem in medicine. Primary care doctors are in short supply, particularly diverse healthcare providers, and according to the American Association of Colleges
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of Nursing, the US already has a shortage of registered nurses which is expected to grow as Baby Boomers age and decline. Meanwhile, nursing schools across the country are struggling to find enough professors. HCA is using its history of strategically partnering with organizations, particularly Black and Hispanic colleges, to help build a diverse healthcare workforce. For instance, we have made generous donations to several HBCUs. We recently gave $1.5 million to Fisk University for students seeking nursing degrees; $1.5 million to Tennessee State University for undergraduate and graduate school students seeking careers in healthcare and computer science and $1.5 million to Florida International University’s nursing and health sciences college to help expand its faculty. We also gave $750,000 to The University of Texas at El Paso, the leading Hispanic serving university, to create multiple graduate degree opportunities.
And there’s more. The HCA Healthcare Scholars program selects outstanding undergraduate and graduate students at Tennessee State University, for example, for scholarships, mentors, seminars and career guidance. This is a long term strategy to build a more diverse healthcare workforce by collaborating with institutions that are working hard to educate much needed nurses, researchers, doctors and hospital administrators. And it’s already working. Attendees at a recent HCA Healthcare showcase at Florida Agricultural and Mechanical University, a historically black university, said the scholarships allowed them to focus on their education so that they could successfully complete their classes. In the coming years, we hope these university partnerships will pay off at hospitals and clinics around the country.
www.diversityjournal.com
2023
INTERNATIONAL
AWARD
Innovations in Diversity
Landing International Inc. Innovation Title: BeautyFluent Company Website: landinginternational.com Year Introduced: 2022
Executive Summary
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ince 2016, Landing International has been at the forefront of transforming the beauty industry into a more conscious, inclusive, and empowering space. Leveraging the power of technology, Landing has pioneered a path that levels the beauty retail playing field, enabling small beauty brands to compete on equal footing with multinational corporations that have historically dominated the industry and promoted narrow and exclusive definitions of beauty. In 2022, Landing unveiled BeautyFluent, an innovative education app that revolutionizes how gender-inclusive, female-owned, and minority-owned beauty brands connect directly with beauty advisors. These advisors are the frontline ambassadors who interact with customers daily at prominent retailers like Ulta and JCPenney. For inclusive brands with limited budgets, competing for the attention of beauty advisors can be a daunting challenge. Often, they struggle to gain a foothold in retail, resulting in a loss of brand diversity that diminishes the beauty landscape’s richness and inclusivity. BeautyFluent addresses this disparity by making retail training more affordable for smaller brands and more empowering for
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beauty advisors. This commitment ensures a future where everyone, regardless of background, sees themselves reflected in the brands available in stores. One of BeautyFluent’s remarkable features is its ability to empower consumers to support companies that align with their social values. Whether a customer desires products from a Black-owned company, a female founder, or a vegan brand, BeautyFluent simplifies the process. It equips beauty advisors with the tools to search by brand values and guide customers toward products or brands that align with their ethical beliefs. The positive impact of BeautyFluent is multifaceted. First and foremost, it empowers consumers to make informed choices that align with their values. This aligns perfectly with Landing’s mission to foster a more accepting beauty culture. Additionally, it has significant benefits for brands. BeautyFluent provides exposure and accessibility in a hyper-competitive market, enabling brands to thrive. Furthermore, it fosters the growth of beauty advisors, enhancing their confidence and knowledge, ultimately leading to increased sales. Over the past year, Landing International has experienced a
remarkable 70% increase in revenue, projecting an anticipated revenue of $21 million for 2023. These financial milestones underscore the platform’s effectiveness in driving growth. Simultaneously, the user base of BeautyFluent has seen exponential growth, further validating its crucial role in the beauty industry’s evolution. With their new partnership, JCPenney and BeautyFluent are making brand education more accessible and empowering for beauty advisors across the country. Now available on JCPenney’s in-store iPads, BeautyFluent makes education more accessible for its monumental assortment of hyper-inclusive brands – many of which are small and minority-owned. It’s a testament to BeautyFluent’s transformative power in fostering innovation, representation, and responsibility within the beauty industry. In summary, Landing International’s BeautyFluent is more than just an app; it’s a transformative force that redefines beauty norms and promotes diversity and inclusivity in the beauty industry. It drives positive change, fosters innovation, and impacts various stakeholders in the beauty ecosystem, contributing to a more accepting and diverse beauty culture.
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2023
Norton Rose Fulbright
INTERNATIONAL
AWARD
Innovations in Diversity
Innovation Title: Diversity Councils: The Minority Equity Council and the WiN Council Company Website: https://nortonrosefulbright.com/en-us Year Introduced: 2022-2023
Executive Summary What makes this program or initiative unique? Norton Rose Fulbright prioritizes a culture that values authenticity, collaboration, client service and an unwavering commitment to diversity, equity and inclusion. After the success of the Racial Equity Council (REC), which was tasked with improving the experience of Black personnel, leaders used it as a model to continue transforming our existing affinity groups focused on racially and ethnically diverse personnel and women to create the Minority Equity Council (MEC), serving all of our racially and ethnically diverse personnel, and launch the Women in Norton Rose Fulbright Council (the WiN Council). What was the purpose or goal? The MEC serves all of our racially and ethnically diverse personnel with a mission to improve the experience of diverse personnel and advance racial equity throughout the firm. The WiN Council is intended to elevate the work of the Women in Norton Rose Fulbright Network (WiN). WiN is composed of women in US firm offices, dedicated to building and maintaining an accessible, dynamic and inspirational Women’s Network. The WiN Council aims to take this network to the next level by advancing growth and 24
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development opportunities for all women at the firm. What are the benefits and positive changes of this program or initiative? Together with the REC and the firm’s diversity networks, the MEC plays a key role in identifying improvements we can make in recruiting, retaining and promoting diverse lawyers and business services professionals at the firm. The WiN Council works closely with firm management to select and implement long term strategic initiatives designed to move the needle in the areas of lawyer recruitment, retention and promotion. It will also examine the evolving roles of business services professionals in today’s work environment and explore new pathways for their success and advancement. What are the indicators or metrics that demonstrate the innovation is effective? We are seeing the needle move through combined efforts of our councils and diversity networks. In 2022, female representation on the firm’s Management Committee increased to 44%, more than double the industry average, while racial and ethnic diversity rose to 33%, more than quadruple the national average. During the past three
summer associate classes, 17.8% of participants have been Black, more than three times the percentage of Black lawyers in the US. So far in 2023, Black staff compose 15% of the firm’s new business services professionals and 17% of those who have been promoted. How is it driving growth and if so, in what areas? It is imperative that we recruit, retain and advance diverse professionals. To contribute to growth and a positive workplace culture, we launched the Business Services Mentorship program in May, pairing mentees with mentors to develop the next generation of leaders. The year-long program helps boost skills, confidence and career goals of mentees by using the vast and invaluable resources of the firm, providing reflection and meaningful connections for all involved. Who does it impact? While the road to equity will be long and arduous, we are primed to affect real and lasting change for our diverse and female personnel with the full support of firm leadership. The firm has committed resources to in-house programming to combat bias, including a speaker series to educate all firm personnel on topics related to equity and implicit bias training for all hiring managers. www.diversityjournal.com
2023
INTERNATIONAL
AWARD
Innovations in Diversity
New York Life Innovation Title: New York Life Cultural Ambassador Program: Fostering Inclusion and Belonging Company Website: www.newyorklife.com Year Introduced: 2021
Executive Summary
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n 2021, New York Life created the Agency Diversity, Equity, and Inclusion division, which will forge the partnership between the Agency (our field force) and The Diversity, Equity & Inclusion Center for Awareness and Advocacy. What makes this program or initiative unique? Agency DEI’s first major initiative took shape in 2022 with the creation and rollout of its Cultural Ambassador Program, which is being piloted in several field offices across the country. The goal of the program is to strengthen cultural competency and advocacy for inclusion and belonging in New York Life’s more than 100 general offices (GOs) across the country by appointing agents in each office who in partnership with their local managing partners will further advance company DEI objectives at a local level. What was the purpose or goal of the program and the benefits? The Cultural Ambassador program will position our GOs at the forefront of key DEI initiatives
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and further advance company DEI objectives on a local level. The impact the program will have in increasing cultural competency will assist in deepening relationships with our colleagues, clients, and the communities we serve. The Program will also align our values of humanity and integrity at New York Life, with our processes, behaviors, and everyday interactions which will encourage more interest in an agent career and boost retention. Who does it impact and how is it driving growth? The Cultural Ambassador role is an appointed position, acting as an advocate for diversity, equity, and inclusion in the GOs across the country. They facilitate alignment between company objectives, local management efforts and field force implementation, forging an environment of continuous learning and building cultural competence in the workplace. Cultural Ambassadors are appointed by the Agency Diversity, Equity, and Inclusion division for a term of two years, and undergo continuous training in DEI core concepts. The goal of the term limit
is to create development opportunities for other DEI advocates in the GOs and to allow for broader perspectives. The term limits also expand the population of agents who receive formalized diversity training from Agency DEI and can serve in this leadership role. What are the indicators or metrics that demonstrate the innovation is effective? The Agency Diversity, Equity & Inclusion division continues to build its foundation and programmatically operationalize the strategic pillar of cultural competency in our GOs. The training program has received positive feedback from participants. It encourages introspection and the examination of biases, fostering a greater awareness of potential blind spots. This self-awareness is seen as a valuable aspect of the program. Additionally, participants have shared that they believe the program not only aligns with the institution’s values but also has the potential to attract a broader pool of candidates, which can ultimately benefit the institution by expanding its client base.
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2023
INTERNATIONAL
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Innovations in Diversity
The Winters Group Innovation Title: Engaging in Bold, Inclusive Conversations® Facilitator Certification Program Company Website: https://www.wintersgroup.com/bold-inclusive-conversations/ Year Introduced: 2018
Executive Summary
T
oday more than ever, leaders and employees alike must have the skills and competencies to engage in dialogue on historically polarizing and “off-limits” topics. Whether leaders like it or not, employees are talking about and thinking about the issues of the day impacting employees’ level of productivity, engagement, and psychological safety. The Winters Group’s Engaging in Bold, Inclusive Conversations® Facilitator Certification program is not a check-the-box program; nor is it intended to be a deep dive on specific diversity topics. It offers a starting point for understanding and developing the skills and competencies required to engage in Bold, Inclusive Conversations®. Through the program, participants have access to predesigned, licensed learning experiences that can be leveraged internally within their organizations to equip learners with the skills and competencies required to engage in Bold, Inclusive Conversations® at work. This highly interactive, skillbuilding learning experience leverages the methods shared in the books, We Can’t Talk about That at Work! How to Talk about Race, Religion, Politics, and Other Polarizing Topics and Inclusive Conversations: Fostering Equity, Empathy, and Belonging across Differences, both by Mary-Frances Winters, to provide participants with the content, tools, and competencies necessary to strengthen
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their organization’s capacity to engage in Bold, Inclusive Conversations®. Throughout the three days of the program, participants: • Learn the content, tools, and competencies necessary to strengthen their capacity to facilitate and engage in Bold, Inclusive Conversations®. • Understand the model for engaging in Bold, Inclusive Conversations® as outlined in this book. • Explore the sociopolitical climate and its impact on the workplace. • Enhance facilitation skills necessary for cross-cultural conversations and polarizing topics. • Enhance their self-understanding and awareness of potential obstruction spots that might impede their effectiveness as a facilitator. • Connect the learning to organizational objectives (e.g., “bring your whole self to work,” engage with empathy, create an inclusive culture). • Practice facilitating Bold, Inclusive Conversations® learning content. In one client example, the global health care company Merck has certified 21 facilitators through our Engaging in Bold, Inclusive Conversations Facilitator Certification program. Using The Winters Group licensed content, they have delivered
training globally across the organization, reaching over 3,000 employees. In querying participants on what gets in the way of engaging in bold, inclusive conversations in the workplace, most shared fear and the lack of education. Merck’s goal with this learning experience is to build both confidence and competence in having Bold, Inclusive Conversations® across the organization. Participants give high marks on applying the program to the job; shifting behaviors in how they show up at work; delivering value for themselves and others; and benefiting from the overall experience. In another example, our most recent exit survey showed that 100% of participants were satisfied with the learning experience, with 87.5% indicating that they were “very satisfied.” Since its launch in 2018, our Engaging in Bold, Inclusive Conversations® Facilitator Certification program has grown from twicea-year offering to the public to a quarterly program that’s expanded to include private offerings. With public programs consistently selling out, the program impacts even more people when participants take back what they’ve learned to their organizations. Sales of licensing materials have grown by 25% over the last five years. To date, a total of 462 learners hailing from 19 different organizations have been certified by the program. For more information, go to https://www.wintersgroup.com/boldinclusive-conversations/. www.diversityjournal.com
2023
INTERNATIONAL
AWARD
Innovations in Diversity
Union Pacific Railroad Innovation Title: Living Library Company Website: www.uprr.com Year Introduced: 2023
Executive Summary What makes this program or initiative unique? Union Pacific Living Library: We all have a story to tell. In the summer of 2023, Union Pacific’s Diversity and Inclusion team launched the Living Library. Employees can participate by checking out a “human book” where they are able to listen to passionate railroaders tell their personal stories in a one-on-one setting to better understand how life experiences shaped their unique perspectives. The Living Library is very much like a regular library where people go to check out books, however, the only difference is that the books are all UP employees who have generously agreed to speak about their experiences. Readers can choose a topic they wish to know more about and check out a human book to have a conversation. When the reader is finished meeting with the book, they can return it and check out another that is available. More than three dozen human books are currently available for check out. Their life stories include overcoming obstacles and challenging experiences such as childhood poverty, illness, adoption, immigration, loss, neurodiversity – and so many more deeply personal journeys. Additionally, some of the human books cover lighter topics and events like unique hobbies, www.womenworthwatching.com
great achievements, and some unusual life experiences. What was the purpose or goal? The purpose is to utilize storytelling to drive empathy, understanding and exposure throughout the workforce to create an environment where every team member can see themselves belonging and succeeding at Union Pacific. What are the benefits and positive changes of this program or initiative? Storytelling may not seem like a hard-hitting business method, but it is quite the opposite. Research shows that storytelling is one of the most underutilized, yet best approaches for change management. Something happens to our brain when we listen to stories. We can be transported into the characters themselves. We feel what they feel – joy, fear, embarrassment. This is known as neural coupling – a learning technique we, as humans, used to survive by learning from other human’s experiences. The physiological impacts of storytelling will help drive empathy throughout our workforce to promote inclusivity. What are indicators or metrics that demonstrate the innovation is effective? Around 300 employees participated and attended the launch of the Living
Library program at our corporate headquarters. Now that the project has been available for over a month now, 48 books have been “checked out” of the library and 2,200 employees have engaged with the Living Library web page and book catalog thus far! Since launching, more and more employees have stepped up to be a human book with two more rounds ready for release. How is it driving growth and if so in what areas? The Living Library is driving growth within our retention rates. When employees feel seen, heard, and connected, they stick with a company. The Living Library creates an avenue for employees to make genuine and real connections with other employees at Union Pacific. Who does it impact? The Living Library impacts 33,000 Union Pacific team members across our 23-state network. Every employee is encouraged to tell their story and be a human book and every employee has the opportunity to check out a book. It provides space for employees to share their stories and understand that it is ok to bring their whole selves to work.
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The Power of Evolved Leadership
ER OF W O P THE VED
EVOLRSHIP LEADE NCE RMA ERFO AMS OP P E TE IR E T L U S IV C IN S P IN IN G R E T OS BY F
By Stephen Young
M
any thanks to Profiles in Diversity Journal for asking for perspectives on my latest book, The Power of Evolved Leadership. At its heart, the book takes a scalpel to many of the dusty cliches and aphorisms that have guided leadership practices for decades. In part, the book suggests redirecting the use of illdefined metaphors and common practices and replacing them with clear and actionable applications. For example, the use of rote expressions and directives such as, “Think outside the box” should be jettisoned from our workplace nomenclature. During my seminars, when I hear people use that expression, I ask them if they could please, “Show me the box and describe what it really means to think outside of it.” Is the message simply suggesting to do things differently? If so, is just doing it differently all we need to do to accomplish its mission? As it exists in a vacuum, the aphorism carries no meaningful value. Nevertheless, it is blindly accepted albeit with its unclear destination. We must reexamine many of our ritualistic habits and replace them with well-defined practices for evolved leadership. Logic, clarity and reason must become the epicenter of our leadership process. We cannot allow habits and emotion to cloud making the best decisions. This connects to another key point in the book, “Confirmation Bias.” Confirmation bias often interferes with the process of getting to the best solutions. When we hold a belief or position on how something should be managed, the process
“This book brilliantly illustrates the transition from transactional management to transformative leadership emphasizing the significance of evolving behaviors for today’s dynamic workplace.” – Charles Good, President, Institute of Management Studies
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UNG EN YO STEPH IELD HOCKF A R A B R ND B A AU TH
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“The power of evolved leadership is for every leader who dreams to enable others to perform to their full potential.” Steve’s model provides a clear roadmap to help leaders hone their skills toward leadership excellence. It will certainly transform leaders but more importantly, drive commitment, engagement, loyalty and a desire to succeed among teams. There can hardly be a more crucial and selfless calling on leaders today.” – William B. Dodero, General Counsel, Senior Vice President, Bayer
of searching for confirmation of that belief unwittingly overrides any evidence that might prove it false. Our ego tends to insert, and assert, itself becoming an accelerant that fuels our confirmation bias. It prevents us from seeing things through an evolved lens. Interestingly, our egos, like our brain, are both powerful yet fragile. It can cause us to place more energy on saving face than seeking truth. The book shines a light on this precarious paradox.
The number one obstacle inhibiting leadership evolution is EGO. Feelings often fog facts. Good decision-making must focus the lens in the direction of data and move it to the forefront of clear vision and our actions. Another universally accepted staple is the term, “collaboration”—often heralded as a cornerstone of an inclusive corporate culture. But hidden beneath its shiny surface, ‘collaboration’ can be a harbinger for destructive egos. The very structure of a collaborative process requires that groups come together to share perspectives and ideas. www.diversityjournal.com
“Steve Young is a foremost expert on leadership. The powerful content of his seminars consistently generates audience response one does not normally experience. His sessions at Oracle still hold the record of having the highest ratings on leadership and inclusion…I wish this had been available years ago! As with his live presentations, the book pulls you in, holds your attention, and continues to inspire to the very end.” – Gerry Borja, Senior Diversity & Inclusion Manager, Oracle
But groups are made up of individuals. Unwittingly, the act of collaboration can awaken the Kraken of competitiveness. The collaborative mission may have been for the group to develop the best ideas, but individuals also have personal career aspirations. Instinctively, people can be driven to make it known that their contributions have greater value than others. For this reason, we are often encouraged to suppress that competitive desire, be more humble, and check our egos at the door. The paradox is, too much humility can make you invisible. What an interesting balancing act. Failing to effectively self-promote can push you into the quicksand of lost opportunity.
Failing to effectively self-promote can push you into the quicksand of lost opportunity. This book offers perspective on the ways to balance these conflicting pursuits. Its mission is to build evolved leadership skills using a wide variety of actionable new channels. Some of the concepts introduced include: Connective Language The art of deciphering the unspoken. There is no correlation between being a good communicator and being effective at building connections. Person Versus Persona The value and purpose of code switching. Evolved leaders must have the agility to access each audience, or individual, with whom they interact and adapt their persona, while never being untrue to their core values. PMVV – Performance, Motivation, Vision, Values The four pillars of evolved leadership.
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Deontological vs Teleological Business Ethics Distinguishing the difference between what is right for you, what is right for the business, and what is ethically right. Humility Versus Productive Advocacy The Congeniality Winner never gets the crown. No matter how talented or skilled you are, you’ll ultimately be the tree in the forest that no one hears if you don’t make others aware of the strengths, skills, and value you bring to the business. Axiological Skills for Evolved Leadership Turning the gears doesn’t necessarily move you forward. Actions and behaviors must be metered against their discernable value. The Power of Evolved Leadership also incorporates personal interviews with some of today’s top corporate leaders who share their perspectives on this topic. It provides clear, actionable advice, insights and tools for becoming an evolved leader who inspires and motivates the performance of others and leads them into the future. Explore these new concepts and learn how to immediately apply them in all your future interactions. PDJ
“Working for twenty-seven different leaders in my career, and my own leadership journey, have prompted me to reflect on what attributes differentiate great leadership skills from bad ones. Stephen Young’s new book, The Power of Evolved Leadership, explores an insightful and progressive model of leadership through his novel lens of PMV leadership, which covers performance, motivation, vision, and values. Stephen shares, in his captivating style, his wisdom and thought-provoking insights on evolved leadership, based on real and actionable corporate experiences.” – Bernard Lauwers, Finance Director, International Monetary Fund
Stephen Young is the Senior Partner of Insight Education Systems, a management consulting firm specializing in leadership and organizational development services. As a recognized leader and foremost expert in this field, Mr. Young frequently consults with senior executives and management teams of Fortune 500 companies.
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Unlocking Success:
The Competitive Advantage of Diverse Boards By Christine Miller
I
n the 2020s, the vast majority of corporations are at least talking the right talk when it comes to the importance of diversity. But we still don’t always see that reflected on corporate boards and in the rooms where the major decisions are made. That’s my take-away from a recent study that found a marked decline in the number of Fortune 500 board seats going to underrepresented groups like African-Americans and women. Only 34% of such appointments last year went to someone from an ethnic or racial minority – a steep drop from 41% in the prior year. This decline was largely driven by a significant drop in the percentage of black appointees. So what gives?
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One Step Forward, Two Steps Back It feels like a true “one step forward, two steps back” moment after the steady progress of recent years in Corporate America, slowly but surely looking and functioning more like, well, America. This means we need to prioritize the full scope of what it means to be diverse – yes, that includes ensuring your team is balanced with respect to gender and color. But it also encompasses so much more – identities, age, race, culture, beliefs, personal and professional backgrounds, etc. The most far-sighted and strategic leaders that I have worked with recognize that diversity is not a
narrowly defined box to be checked but the key to gaining a competitive advantage. I have seen it myself in my time as a board member for organizations like the biopharmaceutical innovator Iveric Bio. As a black female executive, I brought a variety of different perspectives to the table, extending well beyond my race and gender. While my deep healthcare experience played a role in my appointment, I wasn’t an ophthalmology expert – and perhaps someone who would not naturally hit their radar. But our board was fortunate to benefit from a forward-thinking chair who made it a priority to push recruiters to seek out diverse candidates. A very real benefit
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to considering someone like me is because of my nonlinear healthcare background, which included experience in very different functions like commercial and launch expertise, as well as R&D and supply chain. It’s because of her stepping up and identifying this as top-of-mind that my candidacy surfaced. She understood that more diverse teams could see around corners that others can’t. They are more in touch with consumer segments that may have gone ignored for too long. They influence, challenge, and help push teams to new heights – leaving behind competitors where everyone looks the same, lives in the same zip codes, and brings the same type of experience to the table.
with different backgrounds and unique insights outside an organizations’ primary verticals, companies can take advantage of leadership that asks a different set of questions and offers a wider range of ideas and uncommon approaches. This approach can help companies tackle problems more effectively, and despite the recent numbers, I know more organizations are starting to recognize these benefits. Achieving diversity on a board requires that we consider the most important element: being innovative and open-minded in our thinking. While we may have a profile and criteria for narrowing down candidates, it’s essential to be creative in evaluating them. We shouldn’t just engage in
the boardroom where there may be a natural inclination toward caution and approaches steeped in long-standing board traditions.
Evolving Culture How do we push past those traditions that serve to effectively gatekeep new voices from being amplified? To ensure diverse voices are heard in the boardroom, boards need to evolve their board culture. On a personal level, I know my expertise adds value, but I know firsthand that it can be an intimidating prospect to be an “only,” to look around a room and not see anyone else that looks like you. A big piece of the board diversity challenge is that
“She understood that more diverse teams could see around corners that others can’t. They are more in touch with consumer segments that may have gone ignored for too long.” The Power of CrossPollination and WideRanging Viewpoints This shouldn’t be news to anyone. By bringing in new directors with different backgrounds and unique insights outside their verticals, companies can take advantage of leadership who are asking a different set of questions and who are offering a wider range of ideas and uncommon approaches that can help them tackle problems more effectively. Companies are starting to see why they benefit from this approach. A 2023 Heidrick & Struggles survey showed 77% of board seats were being filled by individuals who come from outside the same industry. By bringing in directors
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“checking the box,” instead, we should prioritize a broader, more complete definition of diversity, which includes breadth of experiences, backgrounds, and seek differentiated perspectives compared to existing board members. When leaders from various genders, cultures, ages, backgrounds, and experiences come together, they bring a comprehensive view to strategic decision-making. This breadth of knowledge and insight fosters innovation and creativity, leading to better problem-solving and strategic planning. By challenging the status quo and encouraging new ways of thinking, diverse boards can propel companies forward in today’s rapidly evolving business landscape. Not always easy to do, especially in
many accomplished and talented black women self-select out of contention for board seats simply because of a sheer lack of role models to emulate who look like them. At least, that’s the perception, notwithstanding powerhouses like Mellody Hobson – chair of the Starbucks board – and other inspiring examples who should get a lot more attention. All the more reason for organizations to cultivate cultures that emphasize openness, tolerance of dissent, and a broadminded spirit to hearing one another out. One of the things that attracted me to the Iveric board from the beginning stemmed from my initial interviews with the company’s CEO. I could tell that he cared about fostering an environment where people (and diversity) could thrive. The
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company culture he built resonated with my own personal values. It’s important to consider a board that aligns with and embraces diversity as a core value throughout its organization. Let’s be clear: we have seen steps forward. There is definitely more diversity overall, and many more women now at the table in most boardrooms I walk into, which is a positive development. We’ve also made progress in increasing the representation of people of color over the long run, notwithstanding the setbacks we have seen this year. But this progress has come far too slow, perhaps a testament to the cautious, “slow and steady” approach many enterprises adopt. Companies often struggle with change, particularly when it disrupts established power dynamics. But it shouldn’t be seen as a disruption. In fact, it’s a necessary transformation if companies want a sustainable future. There are clear differences between boards that embrace diversity and those that do not, and those disparities only grow clearer over time. From the outside looking in, diverse boards often exhibit a broader range of perspectives and a more comprehensive understanding of the market and customer base. From the inside looking out, diverse boards benefit from increased creativity, innovative problem-solving, and more robust discussions.
The Path Forward It’s true that introducing greater diversity to company boards comes with its own set of challenges. It can mean a significant culture shift to not only invite new perspectives into the room but guarantee they feel heard and included. • Leaders need to ensure that everyone’s POV is fully solicited and considered. Companies often have long-standing traditions and a prevailing
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From the outside looking in, diverse boards often exhibit a broader range of perspectives and a more comprehensive understanding of the market and customer base. From the inside looking out, diverse boards benefit from increased creativity, innovative problemsolving, and more robust discussions. mindset that can be resistant to embracing new voices and perspectives. • It’s important to have a well-defined decision-making process in place. As with any executive management decision, having a clear process ensures that all perspectives are considered and the best decisions can be made collectively. • By fostering a culture of open dialogue, mutual respect, and active listening, boards can create an environment where diverse voices are encouraged and valued. • Finally, don’t neglect the committee level as well. Getting a diverse candidate on a board is a crucial first step, but it falls short without extending diversity to key sub-committees such as audit, executive, governance, and others. True progress happens when diverse representation permeates all decisionmaking levels. Having a more diverse board has greatly improved decision-making for me and the other businesses I’ve worked with. In my own board service, we have faced numerous difficult decisions and tough calls, but with diversity around the table, we have ensured that everyone was heard. We engaged in robust discussions, considering each person’s point of view. This healthy debate allowed us to weigh different
perspectives and make wellinformed decisions. I think of an instance in which we had to make a significant decision regarding the future of the company. The goal was to ensure a successful product launch, and we debated whether to go at it alone, seek a partnership, or transact with the company. Throughout the process, the board stayed open to different possibilities and engaged in continuous debate. The decision was never preordained and was made through diverse viewpoints and careful consideration, arriving at the best path forward with the information available to us, resulting in a hugely successful strategy and outcome. Diversity on company boards is not only a matter of social responsibility but also a strategic imperative for success. The organizations that succeed will be those that recognize diversity as a key enabler of success, not simply a box to check. PDJ
Christine Miller is President and CEO of Melinta Therapeutics. Christine is also Board Chair of the Antimicrobials Working Group (AWG), serves on the board of BioNJ, and recently completed service as a Board Director for biopharma company, Iveric Bio, now an Astellas company.
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2024
AWARD
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SUBMISSION DEADLINE: January 12, 2024 We invite you to join us in this endeavor by nominating a member of your team who, through their advocacy, perseverance, legacy, or professional achievements, has addressed racism and bias to become a Latino Leader. Your nomination of one or multiple Latino Leaders affords you an important opportunity to recognize and showcase the talents, ambition, and achievements of these exceptional people, while also voicing your support of a truly diverse and inclusive workplace.
Nominate Today!
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“This is awesome news for a Monday! Looking forward to sharing more about myself.” –Rashanda Harris
“CONGRATS, Angelique!” –Ellie Gunshanan
20 “Thank you so much to you for the honor and to this team for your help! I am very appreciative of the recognition and an opportunity to support your efforts!”
“Congratulations, Rashanda! This is very well deserved.”
–Vanzantha Meyers
–Patrick Wright
“Wow! Thank you.” –Mary-Frances Winters
“I am honored to be selected as a Black Leadership Award Winner for 2023.” –Karmen Clark
“Thank you very much for this incredibly special recognition.” –Larry Thomas
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“This is wonderful news.” –Lauren Moore
“Good morning, very exciting. Thank you.”
–Elonda Crockett “Awesome news, INTERNATIONAL thank you for sharing!” “Thank You! I am extremely grateful to –Heather Enoch have been selected for this award.” –Relonda Snipe “Congrats Danielle! This is very exciting.” –Jordyn Brock
“Thank you. I am very honored.” –Brenda Robinson
“What a great start to the work week!” –Angela Locke
“This is awesome news!” –Boris Oglesby
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“This is phenomenal news! Thank you so much for this incredible honor!” –Drinal Foster
“Thank you for your email. It is an honor to have been considered, and an even greater one to have been selected.” –Phil Hardy
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“WOW! That is the best news of the day. Congrats, Drinal and I was honored to submit the nomination for you!!!” –Philomena Satre
023 “Thank you for this recognition!”
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–Valeria Carrillo
–Ana McMiller Arnold
“Congrats, Kirsten! This is very exciting.” – Jordyn Brock
“We are honored that Yvette will be recognized!” –Jessica Turner
“This is wonderful news. I am honored to receive this award.” –Kamili Moreland
“Thank you so much. I am truly honored and forever grateful.” –Alicia Norwood
2023
“I am incredibly honored and humbled to have received the news of being selected as one of the Black Leadership Award Winners for 2023 by Profiles in Diversity Journal. This recognition holds significant value to me, and I am genuinely grateful to be acknowledged alongside other esteemed leaders.” –Lorri Goldmann
“Thanks so much for this honor!!” –Robert Johnson
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“I’m truly honored to be selected as a Black Leadership Award Winner for 2023.” –David Gibson
“We are delighted to hear he (Vincent Cohen) will be named a Black Leadership Award winner.”
INTERNATIONAL
“Awesome news! Thank you.” –Sharifa Anderson
–Colin Barraclough
“Thanks so much for recognizing Kevin with this accolade.” –Bruce Love
“Thanks! I’m honored.” –Stephanie Robinson
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“This is great news!” –Angelique Scott
“Thanks for such an honor!” –Tony Caldwell
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INTERNATIONAL
AWARD
2023
Fourth Annual
For more than two decades Profiles in Diversity Journal has showcased and honored individuals who have blazed new trails, led the way, mentored others, advanced diversity and inclusion in the workplace and the community, and excelled in their chosen fields. PDJ is proud to recognize Black Leaders with our fourth Black Leadership Awards. The 45 profiles that appear in this issue recognize and celebrate the outstanding achievements of our fourth group of Black Leaders. Each award recipient has also answered some personal questions about their life and written an essay that will give you, our readers, the chance to get to know these trailblazing individuals a little better. Welcome to PDJ’s fourth annual Black Leadership Awards.
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2023
Executive Vice President, Chief People Officer, and General Counsel
INTERNATIONAL
Mentors helped her rise and they continue to have her back today
Education: JD, University of San Francisco School of Law; BA, Spelman College Company Name: AAA Northern California, Nevada, and Utah (AAA NCNU) Industry: Automotive, Insurance, Travel, Home Security, Financial Services Company CEO: Tim Condon Company Headquarters Location: Walnut Creek, CA Number of Employees: 5,174 Words you live by: My mother used to say, “What goes around comes around,” which instilled in me the principle that one’s actions yield reciprocal outcomes. This philosophy guides my conviction that the contributions I make to the world help cultivate the prosperity that is evident in my life. Who is your personal hero? My mother, a source of enduring inspiration, heroically assumed sole responsibility for raising three children following my father’s untimely death when I was an infant. Although she passed away almost 20 years ago, her legacy is imprinted in my unwavering commitment to education and perpetual pursuit of excellence. Today, I stand as a testament to her influence, embodying her essence in every sense of my being. What book are you reading? I am currently reading Worthy by Jada Pickett Smith, which provides insights into her formative years and quest for self-worth. The book deeply resonates with me, as it aligns with my ongoing journey of discerning and defining my life’s purpose. What was your first job? My first job was in the service industry. I was a waitress at an assisted living home near my high school. The role imparted valuable lessons encompassing time management, interpersonal skills and adaptability. It also heightened my awareness of customer satisfaction, operational efficiency, and reinforced my commitment to excellence. Favorite charity: The Alzheimer’s Association holds a special place in my heart, given the considerable impact this debilitating disease has had on multiple members of my family. Interests/Hobbies: I absolutely love interior design–it’s a genuine passion of mine. On Saturdays, you can catch me checking out model homes to soak in the latest trends. Cooking also brings me joy, especially during big holiday get-togethers. I’ve had a few specialties, including a shrimp dressing, chili, and margarita fish tacos with homemade salsa. Family: I consider myself lucky to be part of a loving, blended family. My first marriage brought me a fantastic son who is 19. Through rekindling a connection with and marrying my high school sweetheart, I gained two wonderful bonus children.
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Mentorship has been a cornerstone of my professional journey, particularly in navigating the challenges of growing up in East Palo Alto, where people who look like me lived in a community plagued by poverty and crime. Early on, I embraced the value of surrounding myself with forward-thinking individuals, which has made mentors a constant presence throughout my career. My first mentor, a neighbor attending Mills College who wanted to pursue law, profoundly influenced my path in the legal field. Through her, I discovered Spelman College and decided to pursue my undergraduate studies there. After graduating from Spelman, I assumed leadership roles in the Black Law Student Association (BLSA) at the University of San Francisco School of Law, where I had the privilege of connecting with esteemed alumni, U.S. District Court Judge Saundra Brown Armstrong and California State Supreme Court Justice Martin Jenkins. Their mentorship provided a safe haven for vulnerability and support, which proved crucial in helping me pass the bar on my first attempt. I now give back by engaging in BLSA fireside chats at my alma mater, just as Judge Armstrong and Justice Jenkins did for me. Now, as the general counsel of one of the most trusted brands in America, I am devoted to giving back through mentorship. My commitment lies in creating an environment that empowers others with the knowledge and tools to confidently step through the door and claim their seat at the table. Continuing my pursuit of surrounding myself with forward-thinking individuals, I remain open to learning, and consider Tim Condon, my CEO, as my most significant mentor today. His perspective on turning every situation into an opportunity has profoundly shaped my career and outlook on life. As both a mentor and mentee, I aspire to be a conduit of knowledge and inspiration, dedicated to fostering continuous exchanges that propel others forward in their careers.
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AWARD
Kamili Moreland
2023
AWARD
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Ike Emehelu Partner
A just and equitable world would make sure that everyone has access to cleaner energy sources My role as an energy and infrastructure projects lawyer and as co-leader of Akin’s projects & energy Transition practice gives me a unique insight into a global phenomenon that is still a mystery to many: the energy transition. The energy transition is simply a global movement away from high carbon emitting, usually fossil fuel-based, to low or non-carbon emitting sources of energy, usually renewables, but also nuclear energy.
The energy transition is simply a global movement away from high carbon emitting, usually fossil fuel-based, to low or non-carbon emitting sources of energy, usually renewables, but also nuclear energy.
Education: JD, Yale Law School; BA, University of Bridgeport Company Name: Akin Industry: Law firm Company CEO: Kim Koopersmith Number of Employees: 1800+
Because of the energy transition, where we live, how we work, heat our homes, cook, drive, or eat will increasingly be influenced by how we generate, transport and use electricity. Will companies elect to relocate factories, data centers, and mills to sunny, desert cities close to cheap solar energy? What happens when suburban homeowners with rooftop solar, geothermal heat and electric vehicles are immunized from the gas and commodity price shocks faced by apartment residents who cannot install rooftop solar? These questions fuel my passion for a just energy transition, which means new smart transmission lines to transport clean energy to urban areas; financing structures that allow renters and apartment owners to buy clean energy; and incentives to encourage investments in communities that relied on coal or other traditional energy sources. The energy transition is changing the world. And it’s important that all communities, especially communities of color, are empowered to thrive in the energy transition. I have been recognized by several publications, including Chambers USA (2010–2022) and Chambers Global (2021–2022) in the category “Projects: Renewables & Alternative Energy, 2021”, Legal 500 US, Project Finance (2020 – 2022), Legal 500 US, Energy: Renewable/Alternative Power, 2021 -2022) and by Acritas as an Acritas Star, 2020–2021 I am on the New York City Bar’s Vance Center Committee and also a member of the Cleantech Leaders Roundtable.
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Your Location: New York, NY What book are you reading? Solar by Ian McEwan and Half of a Yellow Sun by Chimamanda Adichie Interests/Hobbies: Soccer (or football), hiking with my dog and podcasts on the energy sector.
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2023
Senior Policy Advisor
INTERNATIONAL
Being uncomfortable isn’t easy but the career rewards can be priceless
Education: MPH, Florida Agricultural & Mechanical University; BS, Florida Agricultural & Mechanical University Company Name: Akin Industry: Law firm Company CEO: Kim Koopersmith Number of Employees: 1,800+ Your Location: Washington, DC Words you live by: “A man’s reach should exceed his grasp, or what’s a heaven for?” –Robert Browning Who is your personal hero? My father. He always taught me the value of discipline and hard work. What book are you reading? Chip War by Chris Miller What was your first job? Customer service call center for my local utility company Favorite charity: Congressional Black Caucus Foundation and World Learning Interests/Hobbies: Travel with family, great restaurants and a good show Family: My wife and I are the proud parents of a 2-year-old son
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The ability to be comfortable with being uncomfortable has been essential to my professional success. I believe in constantly stretching myself as a professional. This includes taking on new assignments, seeking out new relationships, acquiring new skills and valuing new and different experiences. I must confess this does not come natural for me, however, I appreciate the value it provides me as a young, black professional. I have always believed success in business and life comes with the ability to hold to your core values while consistently evolving through acquiring new skills, relationships and knowledge. This process of evolution can be unsettling, and it often opens the door for doubt. However, my experience has proven its value time and time again. That uncomfortable feeling often accompanies professional growth and fulfillment. Health care policy has been my professional focus since college. I started my career in Congress handling health care issues for the committee of primary jurisdiction on health care policy in the House of Representatives. My work on the Committee was professionally and personally rewarding and provided me the opportunity to play a key role in drafting and negotiating some of the most consequential federal health, drug, device and food policy of the last 15 years. After five years I was presented with the opportunity to serve as chief of staff for a member of Congress. I knew I would have less time to focus on health care policy in this new role. However, I would develop new skills through managing a team of policy, communications and political professionals. So, I took a leap of faith and leaned in. It was not a natural or comfortable transition for me, but it was a transition that I will never regret. Finally, my transition from government to being a non-lawyer at a global law firm was not comfortable, but I leaned into that as well. My area of focus has expanded. While I continue my health care policy work through engagement with clients in the health sector, I also work with clients in the life sciences, technology, energy/environment and telecommunications sectors. I am challenged every day and fortunate to have the ability to help clients on their strategic engagements with the White House and the U.S. Congress.
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AWARD
Virgil A. Miller
2023
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Karmen Clark
Human Resource Business Partner, Sr. Manager
If You Have To Fail — And You Do — Fail Forward The best advice that I have ever been given in my career and in life is: Fail early, fail often, but always fail forward by author John C. Maxwell. The difference between average people and successful people is their perception of and response to...failure. If you’re not failing, you’re probably not really moving forward. In life and throughout my career, I have learned that failing forward requires you to take responsibility, learn from your mistakes, take new risks, challenge old assumptions, and persevere. On the other hand, failing backwards occurs when we blame others, repeat the same mistakes, expect to never fail again, take our failures personally and quit. One could argue that failure should never be congratulated because it can promote lower levels of performance and lack of accountability. However, I would like to argue that there is nothing wrong with failure since it provides an opportunity for people to reflect, learn and build resilience. There are many pros and cons of failure but if we take a deeper look into how we define FAIL, an acronym for First Attempt in Learning. That said, failing doesn’t feel good and no one likes to fail. But, what if we changed the way we thought about and spoke about failure? What if we stopped seeing failure as negative or the worst possible outcome? What if we stop fearing failure? What if we failed forward? Think about a time when you experienced a setback or failure or a time when you worked hard towards a goal, and it didn’t work out as you hoped. How did you feel and how did you respond? The ability to avoid failure in life is inevitable. The question isn’t about whether we will face failure, the real question is how will we respond? Will we fail backwards or fail forward? We are all likely to fail and make mistakes in our efforts to achieve a personal or professional dream or goals. But those failures are not final unless we make it so. I encourage you to change the way you think about failure and to embrace a mindset that sees failure not as the opposite of success, but as a necessary part of the journey towards success. Find ways to give yourself grace, and in the words of the late singer and actress Aaliyah – “If at first you don’t succeed – dust yourself off and try again.”
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Education: MBA, Human Resource Management, Baker College Company Name: AMD (Advanced Micro Devices) Industry: Semiconductor Company CEO: Dr. Lisa Su Company Headquarters Location: Santa Clara, CA Number of Employees: 25,000+ Your Location: Austin, TX Words you live by: Be humble. Stay hungry. Always hustle. Who is your personal hero? My mother. She exemplifies perseverance, generosity, and strength. She instilled in me my core values and continuously reminded me that I have a voice, a mind, and an opinion. My mother is truly my role model and I aspire to be like her every day. What book are you reading? The Garden Within: Where the War with Your Emotions Ends and Your Most Powerful Life Begins by Dr. Anita Phillips What was your first job? Tubby’s Submarine, cashier and food prep Favorite charity: Capuchin Soup Kitchen a religiously affiliated soup kitchen and non-profit organization located in Detroit, Michigan. Interests/Hobbies: Traveling the world, making custom cakes, community service, all forms of dance and performing arts.
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2023
Senior PCB Technologist, Data center GPU
INTERNATIONAL
Mentors encouraged him to find his purpose and to make the leap to more challenging work
Education: MBA, Arizona State University; MSEE, Saint Cloud State University Company Name: AMD Industry: Semiconductor Company CEO: Dr. Lisa Su Company Headquarters Location: Santa Clara, CA Number of Employees: 25,000+ Your Location: Austin, TX Words you live by: Best future self What book are you reading? The Untethered Soul: The Journey Beyond Yourself by Michael Alan Singer What was your first job? Dishwasher, janitor, any & all things required in a fast-food kitchen Favorite charity: Big Brothers Big Sisters of America Interests/Hobbies: Reading, fitness/sports, community building & DIY fixes Family: Son, parents, siblings, nieces & nephew
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It is nearly impossible to accomplish noteworthy goals without a clear sense of purpose. I find myself at a point in my profession where having a specific job role or function matters less than simply fixing problems & getting things done. I worked as an electrical engineer for the first decade of my career. Then, I ventured into finance operations, supply chain management & technical marketing roles for the next several years. These rewarding career transitions have not always been presented as opportunities and have sometimes entailed a fair amount of risk. Still, I’ve realized that the risk of inaction, or nothing ventured, frightens me more than the risks posed by the unknown. I also couldn’t have made these courageous leaps without my mentors’ encouragement and unrelenting support. We encounter mentors in various ways; they could be people we know personally or professionally, individuals we’ve had seemingly negative encounters with, people who know us intimately, and even family members. It’s important to recognize these individuals’ roles in our lives, whether or not we’ve labeled our interactions as mentor-mentee-type relationships. The key for me in navigating these encounters has been to simultaneously learn from these individuals while trying to teach or share lessons from my background & experiences. I equally trust the reactions, feedback, or constructive criticisms received from people who sing my praises and those who challenge or disagree with me on most issues. Then, I utilize their input to focus my energy less on personal ambition and more on sharpening skill sets aimed at compromise & sustainable long-term success. The accountability required by my mentors & mentees, and my desire for collective success that reaches beyond personal gain has helped steer the decision-making process along my leadership journey. I often talk with friends and acquaintances about the leadership challenges encountered in our respective lives, and these discussions sometimes veer into insights about decisions we would make differently or alternate solutions we could implement if given more responsibility or placed in a leadership position. I would argue that it’s easy to develop ‘better strategies’ when someone else is in the hot seat, but that rarely stops us from criticizing or assuming our guaranteed success where others have failed. Throughout my career, I’ve been fortunate to know and work alongside talented individuals who have been promoted, taken managerial responsibilities, or been recognized for their contributions and thought leadership. One thing these individuals have in common is their ability to influence diverse stakeholders and move the needle in directions required to solve complex problems. In summary, I believe an essential tool that best equips the next generation of aspiring black leaders for success would be effective mentorship that helps one discover their true purpose.
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AWARD
Chudy Roosevelt Nwachukwu
2023
AWARD
INTERNATIONAL
David C. Williams Assistant Vice President
Passing on his love of science and technology and math is his field of dreams I am fortunate to have found success in technology and business. Looking back, it feels more like a long shot than a certainty that it would all happen. Losing my father to suicide at age eight started a series of tough lessons that molded my passion and determination. After winning the 2021 Legacy Award at the Black Engineer of the Year Award conference for enabling 40,000 people to work from home securely during the pandemic, I knew sharing more with my community would help.
...our most recent effort is to help lift families out of poverty with career trajectory changing employment, by reinventing customer service and offering family sustaining compensation.
Education: BA, Marketing, Dallas Baptist College Company Name: AT&T Industry: Telecommunications Company CEO: John Stankey Company Headquarters Location: Dallas, TX
Often youth thinks that success is only found in entertainment or athletics. So, my goal has been to help children from under-served communities know that “small Ideas are still bright ideas.” This has led to many efforts such as solar-robot workshops that have been held across the US and abroad; in India at orphanages and at a children’s village in Israel. We are continuing to advance the efforts and have partnered with NBA Hall of Fame winner Nancy Lieberman to bring Robot Dream Court competitions, holding our first at MIT University in Cambridge, MA. This effort combines sports and STEM, and we expect to roll this program out nationwide. Not stopping there, our most recent effort is to help lift families out of poverty with career trajectory changing employment, which reinvents customer service and offers family sustaining compensation. I believe we can all make a difference by setting aside our differences, aligning and coming together because ONE & ONE is E11VN.
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Number of Employees: 200K+ Favorite charity: Big Brothers Big Sisters of America Interests/Hobbies: Working out, motorcycling Family: Alice Williams (mom), Angelia (sister), Alexander (son), Jelani (grandson)
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2023
Vice President of Diversity and Inclusion
INTERNATIONAL
AWARD
Lorri Oliver-Goldmann
Setbacks in your career and life are tough but with a strong foundation you can make it
Education: Doctor of Education (EdD) Candidate, Organizational Leadership, University of Massachusetts Global; MBA, Brandman University; BA, Organizational Leadership, Chapman University Company Name: Avenue5 Residential Industry: Real Estate – Property Management Company CEO: Walt Smith Company Headquarters Location: Seattle, WA Number of Employees: 2,800 Your Location: Laguna Niguel, CA Words you live by: “Do the best you can until you know better. Then when you know better, do better.” –Maya Angelou Who is your personal hero? Everlena and Gale, my parents What book are you reading? The Light We Carry by Michelle Obama What was your first job? Cashier at McDonald’s Favorite charity: Birthday Party Project Interests/Hobbies: Family, friends, community involvement, cooking, music and traveling Family: My amazing and loving husband, Raimar, my supportive parents, siblings Gale Jr., Tina, Sean, Wesley and Richard and a host of nieces and nephews.
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I’m honored to be selected for the Black Leadership Award by the Profiles in Diversity Journal, standing alongside other esteemed leaders. I want to thank my employer, Avenue5 Residential, and my peers for their unwavering encouragement. Looking back at my career, I see the importance of passion, perseverance, and adaptability. Initially, I faced challenges that made me doubt myself and my abilities. However, my passion led to perseverance and adaptability over time, which helped me grow. From the start, I wanted to make a meaningful contribution, leading me to pursue education. However, I quickly realized that education alone could not solely pave the way for success. As a result, I began looking for opportunities to help me strengthen my abilities and better leverage my new role as Vice President of Diversity and Inclusion. In this role, I have actively sought out projects to enhance my skills and deepen my understanding of how I can support others while making a lasting impact. I have enjoyed establishing the Avenue5 Diversity and Inclusion Collective, an initiative which aims to integrate diversity and inclusion across all aspects of the business. The launch of this collective featured a dedicated webpage, a robust learning track, live webcasts with experts, monthly blogs, expanded recruiting platforms, and more. This project allowed me to harness my education and passion to cultivate a more diverse, equitable, and inclusive workplace. Throughout my career, I have inevitably encountered setbacks that tested my resilience and determination. Despite these setbacks, I remain passionate, hard-working, and adaptable as I advance in my career and strive to inspire others. I always look for opportunities to encourage others, help them embrace change, and navigate with resilience. I am fortunate to have had amazing mentors, personally and professionally, to help guide me through my career and life. Of all the advice I have received, my parents, Gale and Everlena, gave me the best advice. In my twenties, I came home in tears about work and told my dad I wanted to quit my job. I was tired of being held to a different standard while others would receive praise for doing the bare minimum at work. He listened to me and said, “Don’t worry about what others are doing; they are not trying to get to where you are trying to go in life.” I remember looking over at my mom in frustration, and she just hugged me and whispered, “Remember who you are and what you are made of.” At the time, I didn’t fully understand the wisdom shared with me, but their words stayed with me and have helped me through disappointments, challenges, promotions, and relationships. I stay true to my vision, set my own standards for success, and take the necessary steps to achieve my goals. As I reflect on past advice, it ignites my passion to encourage and empower others. If one negative person can have such a profound impact, I aspire to be the positive influence that inspires people to live their best lives. I believe our foundation is everything. For me, that foundation is my faith, family, and friends. When I am weak, they strengthen, encourage, and see me through. Regardless of what others may be doing, I have a solid foundation to support me. www.diversityjournal.com
2023
AWARD
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Relonda Snipe
Senior Human Resources Manager
Make sure that leaders know they can be their true selves so their creative leadership skills can flourish My first encounter with great leadership came early in life by way of a grade school teacher. At that time, I couldn’t identify why I was drawn to her style of teaching. She was strict and gave lots of homework yet she was my favorite teacher. My admiration for her teaching style came from the fact that she would sometimes make a mistake or draw a conclusion that was not totally factual and in doing so, she would take accountability, apologize, and ask questions. She was a superhero math teacher, but she was human first. She allowed space to respectfully be challenged and for emotion to occur. She encouraged taking risks and volunteering, even at the cost of being incorrect. Her leadership style was uniquely like my mother’s, and the type of leadership that I would subconsciously aim to emulate as I journeyed through life. It was empathetic yet curious. Leading with empathy and curiosity, just like my mother and the superhero math teacher will be vital in leading the next generation of Black business leaders. While we cannot predict a lot about the future, one thing we can all agree on is that it will be ever-changing. With technological, social and cultural shifts happening almost daily, we have to continue to nurture work environments where future Black business leaders feel supported, respected and challenged. They must be allowed to bring their authentic selves and experiences to the table, and not managed out of their creative originality. True innovation happens when leaders are prepared to be bold, even at the expense of being imperfect. This type of work culture can only exist when leaders are curious enough to seek to understand, and empathetic enough to seek to experience the visions and feelings of those around them. Many organizations have answered the call to make genuine efforts. I am proud to work for an organization that aligns with my personal style of leadership, one in which I seek to always add empathy to an equation that is led by intellectual curiosity. My team is encouraged to challenge the status quo, be creative and to be genuine. However, with anything, constant progression is necessary, and as I look towards the future, leading with kindness and sincere curiosity will always be a good starting point.
www.womenworthwatching.com
Education: MBA, Illinois Institute of Technology; BA, University of Illinois at Urbana Company Name: Barilla Industry: Consumer Packaged Goods Company CEO: Gianluca Di Tondo Company Headquarters: Parma, Italy Number of Employees: 8,000+ Your Location: Northbrook IL Words you live by: “Success is not final and failure is not fatal, it is courage that counts.” –Author Unknown Who is your personal hero? My mother – Rosie What book are you reading? Black Cake by Charmaine Wilkerson What was your first job? Bank Teller Favorite charity: Crisis Center for South Suburbia (IL) Interests/Hobbies: Travel & Music Family: Husband – Robert
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2023
Industry Specialty Services Senior Manager
INTERNATIONAL
Everyone wins when companies and communities work together
Education: BS, University of Maryland Global Campus Company Name: BDO USA Industry: Accounting Company CEO: Wayne Berson Company Headquarters Location: Chicago, IL Number of Employees: 12,000+ Your Location: West Palm Beach, FL Words you live by: “It always seems impossible until it’s done.” –Nelson Mandela. As simple as this quote is, it has helped me to stay grounded and focused in times of adversity or obscurity. Who is your personal hero? My mother, who has always been an encouraging and resilient force in my life What book are you reading? Atlas of the Heart by Brené Brown What was your first job? Administrative assistant at Towne Park of America in their early days, which is such a fond memory for me. Favorite charity: American Heart Association and Susan G. Komen Breast Cancer Foundation Interests/Hobbies: Mentoring, karaoke, drawing, painting, reading, writing, traveling, yoga and meditation Family: I am the second oldest of six daughters and one son, and my parents were married for over 35 years at the time of my father’s passing.
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2023 Fourth Quarter
Five years ago, I was introduced by my employer to an organization that helps veterans transitioning from the military to civilian life. Having grown up in a military family where I learned a great deal about leadership, discipline, strong work ethic and civility, I knew this was a good fit for me to volunteer. These principles have remained with me and been strengthened throughout my career, and I’ve been able to apply them through my volunteer work to make a positive impact on the lives of several veterans. I believe this is an example of how important the nexus of business and community involvement is. Through the business I worked for, I was able to find a cause I was passionate about and give back to my community. Beyond connecting employees to causes and inspiring people to give back, businesses also have a responsibility to positively impact the communities in which they operate. This is something I’ve witnessed firsthand at BDO through its social impact and sustainability programs. When businesses actively engage with their communities, it creates a mutually beneficial relationship. By supporting local initiatives, organizations can address social, economic and environmental challenges, ultimately fostering sustainable development. This involvement can take various forms, such as volunteering, charitable donations, relationships with nonprofits or implementing socially responsible business practices. Community involvement also helps businesses build a positive reputation and enhance their brand image. When companies demonstrate a genuine commitment to the well-being of the community, it can lead to increased customer loyalty, employee satisfaction and stakeholder trust. Additionally, businesses that actively participate in community development often attract and retain top talent, as employees are more likely to be drawn to organizations that align with their values. Businesses may also experience direct economic benefits from their community involvement. By investing in local initiatives, companies can contribute to the growth and prosperity of the community, which in turn, can create a more favorable business environment. This can result in an expanded customer base, improved sales, increased revenue and long-term business sustainability. By actively engaging with their communities, I truly believe businesses can contribute to the betterment of society and foster a more sustainable future for this and generations to come.
www.diversityjournal.com
AWARD
Angelique Scott
2023
AWARD
INTERNATIONAL
Boris L. Oglesby
Executive Vice President & Practice Leader
Accepting that you can’t control everything has lots of benefits There was a time early in my career when I was overly concerned about activities and decisions that weren’t in my sphere of control. I would lament the potential implications of those decisions and their direct impact on me. The best advice that I received was to focus on what I can control and to do so by identifying the physical factors in my control and letting go of that which was not in my control. When I refocused, over time the distractions began to have less of an impact on me. When I mastered this, I eliminated anxiety, anger and mental exhaustion. The benefits also included: 1. A sense of personal power. The recognition of the power to choose my own thoughts, feelings, and actions independent from what was happening around me. 2. Increased motivation directed towards the areas I wanted to improve. The power that comes from focusing on what is in my control produces an incredible amount of motivation to sustain success momentum or… 3. Improved performances. As a former athlete, focus was either my secret weapon or my kryptonite. When I learned to focus only on what was in my control, such as my mindset and accountabilities, my performance dramatically improved. As a leader of large teams throughout my career, I have seen many colleagues expend too much energy on what other people were doing. My goal has been to show my teams by example how to refocus their efforts against the things they control, ultimately leading to stronger individual and team performance. Finally, I was taught that leadership is most impactful when it is observed. Leading by example is at the core of who I am and what I do. It is best articulated by a poem by Langston Hughes called Live Your Creed that I hold near and dear. “I’d rather see a sermon than to hear one any day. I’d rather one should walk with me than just to show the way; The eye is a better pupil and more willing than the ear; Advice may be misleading but examples are always clear. And the very best of teachers are the ones who lives their creeds For to see good put into action is what everybody needs. I can soon learn to do it if you’ll let me see it done I can watch your hand in motion, but your tongue too fast may run. And the lectures you deliver may be very fine and true But I’d rather get my lesson by observing what you do. For I may misunderstand you and the fine advice you give, But there’s no misunderstanding how you act and how you live.”
www.womenworthwatching.com
Education: MBA, Northwestern University, J.L. Kellogg Graduate School; BS, Marketing, Grambling State University; Company Name: Circana Inc. Industry: Circana is the leading advisor on the complexity of consumer behavior including technology, data analytics and market research. Company CEO: Kirk Perry Company Headquarters Location: Chicago, IL Number of Employees: 5,001 to 10,000 Your Location: Midlothian, VA Words you live by: Live Your Creed, a poem by Langston Hughes is about leadership and how leading by example is more important than just words. People will always remember what you do more than what you say. Who is your personal hero? My mom, Annie Oglesby What book are you reading? The Invisible Ache: Black Men Identifying Their Pain and Reclaiming Their Power by Courtney B. Vance What was your first job? As a 12-year-old newspaper carrier for the Dayton Daily News in Dayton, Ohio. Favorite charity: I support multiple causes and charities. Interests/Hobbies: I’m an avid football fan...go Minnesota Vikings, Ohio State Buckeyes and Grambling Tigers! Family: Wife of 28 years Lisa, daughter Cameron 25, and son Jordan 23.
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2023
Global Head of Diversity, Equity and Inclusion
INTERNATIONAL
AWARD
Cecilia B. Ogude
The Far-reaching Impact of DEI: A Personal Story As one of 12 children of a Ghanaian immigrant in Queens, New York, I learned early that I needed to work twice as hard as my peers to ensure I could keep up, overcome stereotypes, and navigate two cultures. The challenges multiplied when I decided to pursue higher education. It took dedication, sleepless nights, strong friendships, and multiple jobs to support me, and provide some financial assistance to some of my family in Ghana, while completing a dual degree in mathematics and electrical engineering from New York University and Stevens Institute of Technology.
Life-changing Preparation Education: Dual BA in Mathematics from the New York University and in Electrical Engineering from Stevens Institute of Technology Company Name: Circana Industry: Market Research Company CEO: Kirk Perry Company Headquarters Location: Chicago, IL Number of Employees: 7,500+ Your Location: New York, NY Words you live by: You have what it takes for any opportunity and obstacle that comes your way. Who is your personal hero? Yaa Asantewaa, the Asante warrior queen mother, whose activism and military tactics contributed to Ghana’s liberation What book are you reading? The Four Agreements by Don Miguel Ruiz What was your first job? Working at St. Luke’s Hospital in the records department when I was about 16 or 17 Favorite charity: NYCares Interests/Hobbies: Traveling, reading, hiking, patronizing the arts (opera, concerts, music festivals, museums, etc.) Family: Originally from Ghana and one of twelve children – first woman and third born
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I was fortunate to join Inroads, a non-profit that creates career pathways for ethnically diverse high school and college students across the country. I had the opportunity to intern with Accenture for three summers. Those paid internships and the Inroads experience were transformative. I benefited from business soft-skills training, leadership development activities, and academic and career support. This pivotal time exposed me to the resources I would rely on to navigate my personal life and career and allowed me to cultivate valuable relationships with peers and mentors of all backgrounds.
Finding Purpose, Making Change
I intended to be a catalyst for change in my professional and personal life. Throughout a decade of consulting experience at Accenture and McKinsey, I led multiple employee groups to ensure the firms recognized, celebrated, and amplified diverse employees’ voices. In my next career move, into the DEI space, I could drive meaningful change in a more focused way. This began at JPMorgan Chase & Co., where I served as the firmwide diversity and inclusion program lead. In nearly seven years in that role, I executed on the firm’s global DEI strategy. A significant part of that work was implementing a five-year, $30 billion commitment to support employees and break down systemic racism. We accomplished this by expanding affordable housing, improving financial health, growing small businesses, and more.
The Next Step
I learned valuable lessons about DEI work’s impact at the individual level and, importantly, across entire communities, where it can have a lasting impact for generations. I then took on a more challenging role as the inaugural global head of DEI at Circana, where I establish the organization’s global DEI strategy. My team and I inspire behavioral changes, accelerate the sense of belonging for all our employees, and empower growth for diverse communities and businesses. I remain an active volunteer with community organizations, including New York Cares, Habitat for Humanity, and Meals on Wheels.
A Personal Reflection
I am proud of where my path has taken me. I have never given up on my goals or ambition, even when I felt defeated. I have always challenged myself to stretch what is possible while paying it forward by supporting my family and community. I am grateful for all the opportunities I have been considered for and the support I have received along the way. www.diversityjournal.com
2023
AWARD
INTERNATIONAL
Cheryl Toussaint Meet Director
Colgate Women’s Games made a difference in my life and in many others When businesses dedicate their time and resources to reach underserved communities, they bridge divides and help future generations succeed, as exemplified by the long-standing relationship between Colgate-Palmolive and Colgate Women’s Games. My journey is a perfect anecdote that demonstrates the positive impact Colgate Women’s Games has on underrepresented communities. Track and field changed my life. Competing with the Atoms Track Club in Brooklyn starting in middle school helped me discover and grow my athletic talent, which gave me the skills and confidence I needed to win a silver medal at the 1972 Olympics. I also learned to apply the grit and discipline I developed on the track in other areas of life. My passion led me to dedicate my life to inspiring the next generation by promoting equality and access to education as Meet Director of Colgate Women’s Games, the nation’s longest-running track and field series for girls and women sponsored by Colgate-Palmolive. My life is just one of tens of thousands that have been impacted by Colgate Women’s Games throughout the program’s nearly 50-year history, and that number is growing each year. Colgate Women’s Games demonstrates how the combined power of athletics and education creates pathways for girls and women, inspiring them to achieve their dreams. Colgate-Palmolive has sponsored Colgate Women’s Games since its inception in 1974 and the company knows that the program is more than a sports competition. Colgate Women’s Games empowers future generations of athletes and leaders to meet their full potential on the track, in school and in their personal lives and helps develop the next generation of leaders, fulfilling Colgate-Palmolive’s purpose to reimagine a healthier future for all. The program’s success is a result of mentorship, community support and educational scholarships from Colgate-Palmolive. Colgate Women’s Games lets our athletes know they have someone in their corner who believes in them – whether that’s family, friends or a coach – and being able to personally mentor so many young athletes is a gift beyond measure. Through the Games, more than 5,000 scholarships – which doubled in value for the 48th season that concluded in spring 2023 – have been awarded throughout the history of the track and field series, providing underprivileged youth with a newfound access to education. I’m proud that I’ve been able to work alongside Colgate-Palmolive for decades to help girls and women realize their full potential through athletics and education. As we approach the 50th anniversary of Colgate Women’s Games in 2025, I have no doubt that this powerful collaboration will continue to change countless lives for decades to come.
www.womenworthwatching.com
Education: Bachelor’s degree from New York University (Math major, German minor) Company Name: Colgate Women’s Games Industry: Sports Company Headquarters Location: New York, NY Your Location: Teaneck, N.J. Words you live by: Every life has meaning, and everyone has purpose. I will be the person I was created to be – me. I accept people as they are without compromising on my beliefs and values. Who is your personal hero? Fred Thompson, my coach, mentor and founder of Colgate Women’s Games What book are you reading? Lead from the Outside by Stacy Abrams What was your first job? Compensation Analyst, Federal Reserve Bank of New York Favorite charity: Any organization or foundation that helps support HBCUs Interests/Hobbies: Design (launched Tousse Running Apparel in 1987, which customized sports clothes for a wide array of body types), home decor and interior design, puzzles Family: Raised by mother and grandmother in Brooklyn, NY. I have been married to my husband, Lamont, for over 30 years and we are proud parents of our son Ahmad.
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2023
Chief People Officer
INTERNATIONAL
Companies that hope to retain black professionals have to accept them and care about them
Education: BS, Cabrini College, Business Administration & Management; Villanova University — Human Resources Certificate; Certifications: SHRM Certified Professional (SHRM-CP), HCRI Professional in Human Resources (PHR) Company Name: Curaleaf Industry: Cannabis Company CEO: Matt Darin Company Headquarters Location: New York, NY Number of Employees: ~5,500
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Being a black woman leader, I know first-hand how important it is to provide support to black leaders. Very early in my career, I felt alone and unsupported and didn’t feel comfortable being my authentic self. I would wear my hair straightened because I was afraid that wearing braids was not acceptable. In fact, my leader told me that braiding my hair was not good for my personal brand. Can you imagine the impact that had on me as I was just starting off my career and was excited to join my new company? Leaders must be intentional about providing support to black leaders and those in underrepresented populations. One thing that stood out to me when I walked through the doors of that company was that there was no one that
Representation matters and it’s important for companies to hire people from diverse backgrounds. It’s also important that leaders provide the next generation of black leaders with mentors to support them. looked like me. Representation matters and it’s important for companies to hire people from diverse backgrounds. It’s also important that leaders provide the next generation of black leaders with mentors to support them. The mentor’s role is to provide a safe space for the professional to learn and grow while providing a sense of community. It goes without saying that companies should have policies and procedures that promote diversity, equity, inclusion, and belonging; however, it’s much bigger than that. Leaders must provide workplaces where black professionals can thrive. Companies end up losing black professionals because they don’t feel seen, heard, or supported. Leaders must be trained how to understand black professionals and allow them to bring their “whole selves” to work. It’s essential that they take the time to learn about the pressures that black professionals may be dealing with outside of the workplace. When these things don’t happen, black professionals feel isolated and alone. There is not a one size fits all formula to support the next generation of leaders. A good starting place is to provide a safe space, genuinely care, and take the time to invest in your black professionals.
www.diversityjournal.com
AWARD
Tyneeha Rivers
2023
AWARD
INTERNATIONAL
Vincent H. Cohen Jr.
Global Managing Partner
Working to ensure that the legal field finds diverse problem-solving lawyers. They are out there Throughout my career, I have always strived to create opportunities to improve the representation of diverse individuals in the legal profession. Recently I was asked to take on the role of global managing partner at Dechert LLP, a 1,000-lawyer firm with offices in North America, Europe and Asia. Dechert is committed to promoting diversity of thought in all aspects of its work. As part of the firm’s leadership team, I am responsible for setting strategic priorities, driving client service and innovation — and helping move the needle on diversity and inclusion. For law firms, attracting diverse talent is only the first step — the imperative lies in developing, retaining, and promoting them. Mentoring has a crucial role to play. I was fortunate to find my most influential mentor in my own home. My father, one of the first African-American attorneys in Washington, DC to make partner at a major law firm, understood the importance of pushing for diversity in the legal industry. Other mentors, including U.S. Attorney Ron Machen and Judge Cheryl M. Long, also had a formative influence. Beyond mentorship, diverse individuals also need a sponsor — someone who actively promotes their growth, provides access to work opportunities, and advocates for their career advancement. The value of a sponsor comes in finding opportunities and pounding the table to ensure that diverse talent eventually makes it through to the leadership ranks. Taking on the role of global managing partner at Dechert has empowered me to push the diversity agenda at the firm even further. Diversity of thought is crucial in the legal profession, which thrives on the exchange of ideas, perspectives, and experiences. This exchange is enriched by voices from diverse backgrounds, cultures, and life experiences. Not only do our clients demand it, but the attorneys we recruit to Dechert expect it. Many say that diversity is a major factor in their decision-making when choosing which firm to join. Throughout my career, I have seen how teams embracing diversity of thought and experience outperform those that don’t. Lawyers are asked to solve complex problems and navigate intricate legal landscapes. A diverse legal team can approach a problem from multiple angles, consider a wider range of potential solutions, and anticipate a broader array of potential outcomes. The more diverse the team, the more comprehensive and innovative the solutions. Achieving diversity of thought requires more than just hiring diverse talent. It necessitates an inclusive environment where everyone feels comfortable sharing their ideas. It requires leaders – in private practice firms and among in-house counsel – who value diverse opinions and are committed to fostering a culture of inclusion and respect. I hope that my strong commitment to fostering diversity, coupled with my professional and leadership experience, will combine to help sustain an environment at Dechert where everyone feels valued and heard. www.womenworthwatching.com
Education: Syracuse University, BA, 1992; Syracuse University College of Law, JD, 1995 Company Name: Dechert LLP Industry: Law Company CEO: David Forti and Mark Thierfelder (Co-Chairs) Company Headquarters Location: Philadelphia, PA; New York, NY Number of Employees: Approx. 2,000 Your Location: Washington, DC Words you live by: “Two roads diverged in a wood and I took the one less traveled by and that has made all the difference.” –Robert Frost Who is your personal hero? I was blessed. I didn’t have to look any further than the opposite end of the kitchen table to find my role model and hero: my father, Vincent Cohen, Sr. What book are you reading? The Bodies Keep Coming by Brian H. Williams What was your first job? When I was 14 years old, I participated in Washington, DC’s Mayor Summer Youth Employment Program, tutoring inner-city youth in Math and English. The program is a locally funded initiative that provides young people in the District with six weeks of enriching and constructive summer work experience through subsidized placements in the private and public sectors. Favorite charity: 100 Black Men of Greater Washington Interests/Hobbies: Traveling with family, Basketball, Skiing, Barbecuing Family: Wife: Dr. Lisa Cohen, Son: Vincent III (15), Daughter: Laila (13)
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2023
Project Manager
INTERNATIONAL
His grandmother graduated from the school of hard knocks and passed along priceless wisdom
Education: Duke University – BA in Economics; Hofstra University School of Law – JD Company Name: Epiq Global Industry: Legal Services Company CEO: David C. Dobson Company Headquarters Location: New York, NY Number of Employees: 6,000 Words you live by: “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” –Maya Angelou Who is your personal hero? My dad What book are you reading? Meditations by Marcus Aurelius What was your first job? Grocery store stocker Favorite charity: Thurgood Marshall College Fund Interests/Hobbies: Sports, music, traveling Family: Wife – Victoria
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Over the course of my life I have had the great fortune of crossing paths with some amazing individuals who have dispensed to me invaluable advice. From teachers, to colleagues, to friends and family, this advice has included ideas as simple as the Golden Rule, to even more technical credos such as always double down when showing 11 in Blackjack. The words of wisdom that I have received from these various sources have greatly shaped the person that I am today, but the best piece of advice came from my grandmother, Blanche Nichols. This advice was to always remain curious and never stop learning. My grandmother was an incredible woman, born and raised in the small town of Canton, Mississippi. She was a woman that wore many hats—wife, mother, school cafeteria cook, seamstress, neighborhood tutor—and she always stressed the importance of faith, family, and education. Although she only had an 8th grade education, she without a doubt held a PhD from the School of Hard Knocks. When her husband died after 24 years of marriage, she was tasked with having to raise six children, ranging from 6 to 23 years old by herself. She was not one to make excuses, and did not allow her circumstances to impact her children’s future. Despite her own limited formal training, she impressed upon her children the importance of getting an education. Throughout the years my grandmother taught me countless lessons. Having grown up in the Jim Crow South, she was a wealth of knowledge who had seen and lived through so much. One conversation that is still etched in my memory is from early in my childhood. I was in middle school at the time, and she was visiting for a couple of weeks during the summer. I had completed my assigned summer reading list ahead of schedule and looked forward to using my free time to play video games. I gleefully told my grandmother my accomplishment, expecting her to commend my studiousness. Instead she challenged me to read three more books before the school year began. In her words, it was important that I keep a curious mind and never stop learning—to always remain a student of life. She truly embodied that sentiment as she completed her GED at the age of 60. I strive to live by that advice everyday.
www.diversityjournal.com
AWARD
Phil Hardy
2023
AWARD
INTERNATIONAL
Sharifa A. Anderson
Senior Vice President and Chief Diversity and Inclusion Officer
Helping to make the world more equitable, one affordable home at a time My career journey has always been inspired by a desire to advocate for others. As a daughter of Jamaican immigrants growing up in the city of Boston, I knew at an early age that I wanted to expand access and opportunity for people and communities who were often marginalized and I saw the practice of law as a vehicle to do that. There were no lawyers in my family, but I had some early exposure to legal careers through internships, mock trials and a Mayor’s youth council. After graduating from high school, I started undergrad on a traditional pre-law path but after one economics course with a professor who introduced me to the economics of discrimination, my worldview shifted. That professor inspired new academic and career interests that set me on a different path. As I reflect on my career journey, I do so with a tremendous amount of gratitude for mentors and sponsors who encouraged and advocated for me (including my college economics professor). Because of mentors, I was often encouraged to go outside of my comfort zone and because of sponsors, I had doors opened that I did not imagine. After becoming the first lawyer in my family, I was honored to be able to support the financing and development of affordable housing that responded to some of the toughest housing challenges in the country and play a role in expanding access to credit for underserved consumers. While I was deeply inspired by my work as a lawyer, I was also drawn to work that was focused on creating a more inclusive and equitable legal community, and eventually more broadly to work focused on creating an inclusive and equitable workplace. In my current role as Fannie Mae’s Chief Diversity and Inclusion Officer, I am responsible for partnering across the company to develop and implement a comprehensive diversity and inclusion strategy that encompasses both internal and external efforts, including workplace culture, talent, suppliers, broker/dealers, industry partners, consumers and more. I am passionate about this work and am inspired daily by my colleagues who are executing on our mission to advance equitable home ownership and affordable housing across America with diversity and inclusion at the core of our business strategy.
Education: Juris doctor from the University of Pennsylvania Law School; Master of Arts in public policy from the Harvard University John F. Kennedy School of Government; Bachelor of Arts in economics and law and society from Hood College Company Name: Fannie Mae Industry: Financial Services Company CEO: Priscilla Almodovar Company Headquarters Location: Washington, DC Number of Employees: Approximately 8,000 employees Your Location: Pittsburgh, PA Words you live by: If you want to go fast, go alone. If you want to go far, go together. Who is your personal hero? My late maternal grandmother, dad and mom – collectively they have taught me so much about resilience, faith and service What book are you reading? Poverty by Matthew Desmond What was your first job? After College: Economist for U.S. Bureau of Labor Statistics (U.S. Department of Labor); Before College: Cashier at a Pharmacy Favorite charity: Habitat for Humanity, and Pittsburgh Arts and Lectures Interests/Hobbies: Bike riding with family and cheering on my 5 and 8-year-old boys at games Family: I am a daughter, sister (to eight siblings), life partner, and mom (to two young boys)
www.womenworthwatching.com
2023 Fourth Quarter
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2023
VP, Automation and Process Excellence
INTERNATIONAL
Five ways that leaders can boost diversity and equity through their companies and their communities
Education: BS, Manufacturing Engineering, Grambling State University Company Name: Fannie Mae Industry: Financial Services Company CEO: Priscilla Almodovar Company Headquarters Location: Washington, DC Number of Employees: Fannie Mae has approximately 8,000 employees Your Location: Plano, TX Words you live by: “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” –Maya Angelou Who is your personal hero? My mother Joyce Byrd. While being an only child raised by a single mother who saw endless potential in me, was selfless with her love and support until her last breath and sacrificed her needs by working multiple jobs to support my dreams and aspirations. She instilled and shaped my core values of faith, family and authenticity which continues to be reinforced to this date. What book are you reading? Unapologetically Ambitious by Shelly Archambeau What was your first job? Physicians’ after-hours answering service Favorite charity: Dress For Success Interests/Hobbies: Traveling, reading, volunteerism
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Leaders today have a critical role to play in being inclusive in their support of the next generation of leaders. By actively promoting and supporting diversity and inclusion (D&I) efforts through employee resource groups such as Fannie Mae’s African American Business Leaders of Excellence (ABLE), leaders can create an environment that nurtures, empowers, and fosters a sense of belonging. While significant progress has been made towards D&I, we still have a long way to go to ensure there are no inappropriate barriers to inclusive representation in leadership. Some of the ways in which today’s leaders can support the next generation of leaders: 1. Mentorship/Sponsorship: Ensure your teams understand the difference and value of a mentor and sponsor and encourage both internal and external to your organization. Leaders can actively mentor and sponsor young professionals, providing guidance, encouragement, and opportunities for growth. From an organization perspective, assigning a mentor pod (behavior/leadership and technical mentors) with a future business leader is a productive way for future leaders to hone their hard and soft skills to be competitive for greater leadership positions. 2. Recruitment and Retention: Leaders must be intentional, plan, and invest strategically in growing future leaders so recruiting and retention is less about ad-hoc efforts and more about how we operate. This includes ensuring a diverse pipeline of talent applying to positions, increasing engagement with more Historically Black Colleges and Universities (HBCU), and networking with domain specific diverse organizations to engage with their leadership and tap into their pipelines. 3. Training for Leadership: Leaders should invest in thoughtful curated training and development programs that address the needs of all leaders. Rigorous leadership programs spanning 12-18 months ensure participants have ample opportunities to learn in a substantive way and apply classroom lessons, which increase their chances of success in the business world. 4. Visibility and Representation: Representation matters, and it is incumbent upon today’s leaders to demonstrate authentic representation versus assimilation through promotions, expanded roles, or rotations. In doing so, they are cultivating an environment where future leaders have role models at all levels and are inspired to keep investing in their career growth. 5. Celebrating Diversity: Leaders should celebrate and embrace diversity within their organization as well as their communities. This can be done by educating yourself, having courageous conversations around differences, understanding bias, and organizing events and initiatives that highlight different cultures, traditions, and perspectives. By creating an inclusive and welcoming environment, leaders can promote a sense of belonging and empowerment for all individuals to thrive. Leaders today can play a vital role in breaking down barriers and fostering D&I efforts not just within their respective organization but the broader professional landscape. Through mentorship, representation, training, and celebrating diversity, leaders can pave the way for a more inclusive and equitable future. www.diversityjournal.com
AWARD
Elonda Crockett
2023
AWARD
INTERNATIONAL
William Bagley
VP, Enterprise Supply Chain
Leadership doesn’t always look like me, but it could and it should Throughout my career, I have encountered surprises regarding my roles; namely, leadership hasn’t always looked like me. Vendors, colleagues, and peers have expressed disbelief at my role as a leader, illuminating the paradigms shaped by policies, media, family, community, culture and age that do not embrace Black men as leaders, thinkers, and doers. I vividly remember vendors and peers addressing my subordinates, seeking answers from them and not acknowledging me. It is evident that biases automatically create the assumption that the person in charge doesn’t look like me. The tendency to reproduce what is familiar, ideas, practices, and people has contributed to the lack of people of color in leadership. Eventually, biases constantly undermine choices, possibilities, and one’s sense of self. There is work required to unlearn what is often not a conscious awareness. My journey followed the path of many people of color. After working closely with one of my first supervisors, he sponsored me for a leadership role. His voice mattered as a high-performing leader; he understood the difference he could make in the company and saw talent and color as winning factors. Additionally, I was determined to make the most of the opportunity. Many years later, now that I’m in a leadership role in the diversity and inclusion space, I bring this perspective to my work. As the Vice President of the Enterprise Supply Chain at Freddie Mac, I ensure the company provides opportunities for diverse suppliers and businesses to work with Freddie Mac. Opportunities like this are an extension of inclusive hiring that will create pathways to an unbiased workforce environment championed through diversity training and examining biases in hiring practices and policies. I take this to heart and include it as part of my responsibility. There are also opportunities to improve leadership representation, for instance, on corporate boards. While the number of people of color obtaining college degrees and working in corporate jobs grows, it hasn’t reached the top, and biases, lack of retention, and stagnation plague the pathway. According to a report from the Conference Board, the percentage of reported racially/ethnically diverse directors in the S&P 500 has barely increased, from 20% in 2018 to 24% in 2022 to 25% in 2023. Bias awareness is essential for a diverse workforce, along with intentionality in revising practices and policies and being accountable. Our leadership team at Freddie Mac employs standardized interviews, monitors and evaluates our performance and engages in self-reflection. I am blessed to pay it forward and be a part of an environment that seeks to have all employees be their best selves. The results have been outstanding and lauded for replicability, ethical values, and effectiveness. It’s doable. And now is the best time to renew our commitment to diversity.
www.womenworthwatching.com
Education: MBA (University of Massachusetts, Lowell, MA); BS in Electrical Engineering (University of South Florida, Tampa, FL); Associate Degree in Science (Hillsbourgh Community College, Tampa, FL) Company Name: Freddie Mac Industry: Financial Services Company CEO: Michael De Vito Company Headquarters Location: McLean, VA Number of Employees: 8,000 Your Location: McLean, VA Words you live by: Strive for excellence, embrace change, seek understanding and cultivate relationships through mutual respect and dignity for the individual. Who is your personal hero? My dad, 25-year US Air Force veteran, entrepreneur and man of great integrity What book are you reading? The Sum of Us by Heather McGhee What was your first job? New Products Program Lead Favorite charity: United Negro College Fund Interests/Hobbies: Traveling, coaching, gold and spend time with family Family: Wonjen (wife) Sydney (daughter) and Myles (son)
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2023
VP – Human Capital Strategic Partners
INTERNATIONAL
Learn to embrace obstacles that will help you climb the career ladder
Education: Bachelor of Business Administration, Strayer University Company Name: Freddie Mac Industry: Financial Services Company CEO: Michael DeVito Company Headquarters Location: McLean, VA Number of Employees: 8,000 Your Location: Atlanta, GA Words you live by: Obstacles = Choices and Opportunity Who is your personal hero? My Mom What book are you reading? The Obstacle is the Way by Ryan Holiday What was your first job? Detassling Corn as a pre-teen in the corn fields of Illinois Favorite charity: Georgia Festival of Trees supports local Atlanta charities focused on ending human trafficking in Georgia and beyond Interests/Hobbies: Volunteerism and Community Outreach Family: I am the proud daughter of Charles Curry, Sr and Doris Brady Curry, baby sister of Benyta Curry Lane, Chandra Curry Murphy and Charles Curry, Jr and blessed mother of Kalin Locke Lloyd, Lawrence Locke, Jr and Alexa Locke.
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At 21, I was moving across the country with a newborn baby and my husband, as he started his career as a United States Marine. Like many military wives I knew, I did not have a college degree and worked retail jobs. That changed when one of my favorite retail customers referred me for a job which opened the door to a new world of careers. I was curious and eager to learn and raised my hand for projects that others shied away from. This got me noticed. Within a year I was promoted which allowed me to stretch myself even more. I was traveling to client sites, seeing successful collaboration and found that working on healthy conflict resolution was inspiring. When an opportunity in human resources opened, I applied and was selected. I was intellectually challenged and felt at “home” at work – my co-workers became my clients. Solving people-focused problems energized me. This experience set the stage for my career at Freddie Mac. I started like many others in administrative support roles and have progressed into many leadership roles over my now 26 years at Freddie Mac. My challenge: My manager tells me that I cannot be promoted to a leadership role because I do not have a college degree. My options: Be satisfied in my current role or view this “obstacle” as an opportunity to pivot my career, moving backward into a position that I had already been successful in that would allow me to contribute to Freddie’s mission, pursue my degree and still be present for my family. I chose the latter, surprising many. They said, “why would you move backward in your career? You’re taking a downgrade?” During my tenure, I’ve made intentional career choices, from Administrative Professional, Employee Relations Consultant, HR Business Partner, Interim Chief Human Resources Officer and Chief Diversity Officer, and Vice President of Human Capital Strategic Partners. Each opportunity allowed me to grow personally and professionally, contribute to the success of a Fortune 500 company and still be present for my family. And yes, while it took me 29 years from high school graduation to do it, I earned my Bachelor of Business Administration degree, graduating Summa Cum Laude. To me, obstacles open the door for opportunities, embrace them!
www.diversityjournal.com
AWARD
Angela Locke
2023
AWARD
INTERNATIONAL
John E. Brown, Jr.
Chief Operating Officer
A long and winding road led him to a successful career that chose him I don’t know if I can be credited with choosing my career path. That would imply that I have some special abilities or somehow have a significant amount of control over how things turn out. I have neither. I think it is more appropriate to say that my career chose me. Throughout my early education, it was clear that I was both very strong in (and enjoyed) math and science. At the time, society urged people with these strengths to pursue engineering. I followed instructions and pursued an engineering degree. I also knew, however, that a significant amount of my energy came from working with people and serving others. That part of me did not have the opportunity to flourish within an engineering curriculum. Upon graduation, I entered a three-year leadership development program where I dedicated a full year to each of the following roles: financial, technical and customer service. It was during my customer service role where I found my calling. My passion for technology merged with my passion for people in a way that allowed me to bring my A-game to work every day. I spent the next 20 years in various operational roles, successfully serving employees and customers across multiple industries. Successfully running very large service organizations afforded me the opportunity to hone skills in the areas of recruiting, leadership development, employee engagement, diversity, equity and inclusion, and culture. That resulted in speaker invitations at events and industry forums across the country, which allowed me to share things I’d learned and successfully applied. Those same experiences also exposed another aspiration I had yet to formally pursue – to lead a Human Resources organization. I’d learned how to create a high-performing culture and highly engaged teams under my umbrella of responsibility. However, I had a strong desire to create the same for the entire company. That lead me to pursue a formal leadership role in HR. In my HR leadership role, I once again had the opportunity to lean in on critically important topics, and at a time when it was sorely needed and totally unexpected – just prior to and during the COVID-19 pandemic. My sincere passion for people and operational discipline helped me successfully guide the organization through unprecedented challenges. Fast forward to today, all my experiences – the ups and downs, twists and turns – were instrumental in preparing me for my current role. Left to me, I would not have laid out the path in the way it has unfolded. So again I say, I did not choose the path, it chose me – and I’m thankful!
www.womenworthwatching.com
Education: BS Electronics Engineering Technology, DeVry Institute of Technology Company Name: GEHA, Inc. Industry: Health Plan Company CEO: Art Nizza Company Headquarters Location: Lee’s Summit, MO Number of Employees: 1,600 Words you live by: To him whom much is given, much is required. Who is your personal hero? My dad What book are you reading? The Bible What was your first job? Painting homes, as part of a summer youth employment program Favorite charity: St. Jude Children’s Charities Interests/Hobbies: Fishing, listening to music, relaxing Family: Wife, Vanessa (high school sweetheart, married 31 years); adult daughters, Courtney and India
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2023
Chief Diversity Officer/Corporate Group Director
INTERNATIONAL
AWARD
Robert L. Johnson
Senior managers need to do their DEI homework to attract and support the next generation of leaders
Education: JD, Seton Hall University School of Law; BA, Rice University Company Name: Gibbons P.C.
Today’s leaders can support the next generation of black business leaders by fully embracing the understanding that DEI initiatives are business initiatives and not simply corporate social responsibility initiatives. Diversity should not be treated as a social project outside of core business operations. Real diversity within an organization means that there is a great variety of perspectives, personalities, and philosophies. Diverse viewpoints bring greater critical thinking, systems thinking, strategic thinking, empathy, courage, and innovation. Today’s leaders must view diversity as part of their greater business strategy and cultivate diversity as a tool to support business outcomes. When DEI initiatives become part of the economic and business focus of a corporation, such initiatives won’t become subject to trends.
Industry: Legal Company CEO: Peter J. Torcicollo, Managing Director Company Headquarters Location: Newark, NJ
Today’s leaders must view diversity as part of their greater business strategy and cultivate diversity as a tool to support business outcomes.
Number of Employees: 290+ Words you live by: “Not everything that is faced can be changed, but nothing can be changed until it is faced.” – James Baldwin, “As Much Truth as One Can Bear,” published Jan. 14, 1962, in The New York Times. Who is your personal hero? James Baldwin What book are you reading? Without Sanctuary: Lynching Photography in America by James Allen What was your first job? Sanitation disposal at Hillcrest Hospital in Waco, Texas Favorite charity: Defend the Dream Foundation Interests/Hobbies: Going to the gym, traveling, cinema, and spending time with family Family: Debra Johnson (mother), Misti Johnson (sister), Alice Johnson (daughter), Louis Johnson (son)
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Today’s leaders must also intentionally create a path for future black business leaders by way of a black and diverse leadership pipeline. They must seek out overlooked or nontraditional strengths demonstrated by diverse and black team members. They must educate themselves about diverse cultures and backgrounds to understand how certain strengths manifest themselves in different ways and nurture those strengths in order to provide the next generation of black business leaders with the opportunity for growth. They must become curious about how to develop the next generation of black business leaders and learn about what works for their development so that they can remove any barriers to such development. By removing these barriers, today’s leaders create an opening for the next generation of black business leaders and corporate professionals. Today’s leaders must also educate themselves in order to better understand what diversity means to their individual organizations. They must engage groups among their company’s shareholders, employees, customer base, suppliers, and community. By being proactive, today’s leaders can start asking broader strategic questions and begin building the foundation for a truly diverse organization that will provide the next generation of black business leaders with more opportunities in the years to come.
www.diversityjournal.com
2023
AWARD
INTERNATIONAL
Yvette N. Stevens, P.E., PMP Vice President, Director of Economic Inclusion
Building generational wealth through construction Whenever anyone asks me about my profession and what inspired me to pursue a career in construction, I always talk about my father. As a little girl, I remember riding in the car with my parents in Baltimore, and as we passed the variety of hotels, hospitals, houses, parking garages, sidewalks, office buildings, and shopping malls, my father would lean back and say with pride, “I did that.” “I worked on that building.” “See that, your daddy built that!” My father was a man of few words, but when it came to his work, he always spoke up. He was a concrete foreman by day and did home renovations with a cousin by night until he was well into his 70s. After seeing all of his work and even helping him with projects around the house, I wanted to be like my father and share that same pride. Now, I am a vice president at Gilbane Building Company, focusing on maximizing the work we do with diverse-owned and small businesses, as well as local and diverse trade workforce. Something I do not often mention about my father is that he built those great buildings with just a 10th-grade education. His salary, along with my mother’s job at the phone company, put me through 12 years of private school and supported me through my college career at Morgan State University. Seeing the opportunity in the foundation my father laid for me, I went on to pursue a master’s in both Engineering and Business Administration. When I think about my father’s journey, one word always comes to mind…OPPORTUNITY! Early in my career, I realized that construction is a great field for anyone not just to get work, but to build generational wealth, especially those who may not have grown up in the best environment or been presented with the best opportunities. I see construction as the door to many possibilities, leading to one of the many reasons I get excited about what I do every day. With a low barrier to entry, higher-than-average salaries, and great pathways to business ownership, construction allows me the chance to create opportunities for those who are underrepresented. My father’s path created opportunity and wealth for me, which I am now passing on to my children. Construction helped us build that; it can do the same for you!
Education: MBA, Administration, University of Alabama at Birmingham; Master of Engineering, Old Dominion University; Bachelor of Science, BS, Civil Engineering, Morgan State University Company Name: Gilbane Building Company Industry: Construction
Company CEO: Thomas Laird (CEO will be Adam Jelen in 2024) Company Headquarters Location: Providence, RI Number of Employees: 3,000
Your Location: Birmingham, AL
Words you live by: “For everyone to whom much is given, from him much will be required.” Luke 12:48 (NKJV) Who is your personal hero? My father, Wheeler Gause. He was the hardest working and most level headed person I knew. What book are you reading? Nothing Is Missing: A Memoir of Living Boldly by Nicole Walters and The Garden Within by Dr. Anita Phillips and Sarah Roberts What was your first job? Telemarketer at MBNA – I quit when my boss told me to continue trying to sell a credit card to a lady who was upset that her husband had passed away. Favorite charity: Talladega Seven Organization (T7O) – After losing a childhood friend, T7O was started by my husband and six of his high school classmates who wanted to make a difference in their hometown of Talladega, Alabama. Interests/Hobbies: Crafting, Spending time with family and friends, huge Baltimore Ravens fan Family: Married (husband, Kenneth Allen Stevens, Jr.) with five children (Deon, Keniesha, Trey, Brittany, Kenneth III).
www.womenworthwatching.com
2023 Fourth Quarter
59
2023
Vice President, Discovery Services
INTERNATIONAL
Thanks to all who helped me on this career adventure. I couldn’t have done it without you
Education: JD, Valparaiso University; BA, Purdue University Company Name: HaystackID Industry: eDiscovery Company CEO: Harold Brooks Company Headquarters Location: Chicago, IL Number of Employees: 250+ Words you live by: Teach to Learn Who is your personal hero? My mother, Cora Vaughn. What book are you reading? Caste: The Origins of Our Discontent by Isabel Wilkerson What was your first job? I sold vacuum cleaners door to door at 16. Favorite charity: Urban League Interests/Hobbies: Tennis, reading, puzzle games, traveling, cooking and board games Family: I have a very large extended family, but my immediate family consists of my son, daughter-in-law, grandson, 4 sisters, my favorite niece and my 94-year-old granny.
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Standing here today, I’m vividly reminded of those award shows where the winners would chuckle and say, “I want to thank me for getting me to where I am.” The audience would laugh, recognizing that one rarely achieves greatness alone. Like most, my path has been shaped by many sources of inspiration, guidance, comfort, cheerleading, and education. First, I want to acknowledge my mother, my original inspiration. Her journey from growing up in the projects and experiencing foster care to becoming an accomplished attorney paved the way for me. She instilled the unwavering belief that even the most challenging paths can be navigated with hard work, positivity, and self-confidence. In life, in the eDiscovery ecosystem, and now at HaystackID, I have found mentors who nurtured this same spirit. My mentors paved the
It’s our duty to pay forward what we’ve received, lighting the way for future generations. way, teaching me the value of working hard, staying positive, and nurturing self-confidence. I now aim to pay forward this knowledge as a mentor myself. Mentorship is a relationship of mutuality and transparency. By sharing my winding path, I hope to illuminate the challenges overcome and lessons learned. Aside from parenting, mentoring brings me the greatest joy, constantly motivating my growth. In closing, success is a shared journey built on the experiences of those before us. It’s our duty to pay forward what we’ve received, lighting the way for future generations. I am honored to have received this award. With immense gratitude and a commitment to inspiring others, I will continue learning, growing, and guiding those who walk this path with me. Thank you.
www.diversityjournal.com
AWARD
Vazantha Meyers
2023
AWARD
INTERNATIONAL
Stephanie K. Robinson Account Director
The Power of Perseverance Growing up, my dad loved listening to Bob Marley. Every car ride would begin with the plucks of a guitar followed by the famous chorus: “Get up, stand up… stand up for your right. Get up, stand up… don’t give up the fight.” This chorus also doubled as a motivational lesson from my dad since the tender age of six: 1) know and remain grounded in who you are 2) you will be challenged, but never give up the fight. While my problems at the age of six were minuscule – playground disputes, snack time quarrels, new friendship circles – my dad always grounded me back to this lesson when life became more complex, which was the case as I left the utopia that was college and entered “the real world.” I would be remiss if I didn’t say that the early part of my career moved fairly smoothly. I was valued on each team I worked on, my work was thorough, and I created genuine relationships in each space I was in. Things just clicked for me. But then it came time for me to transition from being the trusted ‘doer’ and take on more of a leadership role. In full transparency, this shift came abruptly and there were some growing pains that came along with it. Unfamiliar with how to navigate the terrain of this new position, I quickly found myself burrowing back to the day-to-day work, I didn’t voice my opinions, and eventually fell back to my place of comfort. The perception was, “Stephanie is great at what she does as an individual, but can she take it to the next level? Can she lead the charge?” I started to doubt myself, and what I was capable of, but with my dad’s words in mind (courtesy of Bob Marley), and through the advocacy of some great mentors and managers along the way, I began to thrive in my new role. I took account of where I was and where I aspired to be, became more intentional about my wants and needs for my career, raised my hand to lead new projects, and asked for new challenges. I didn’t give up the fight – and in turn, I flourished. While growth can be an uncomfortable process, remaining grounded in all that you are and facing challenges head on are vital for evolution. By stepping out of my comfort zone, I learned new things about myself and those around me that would otherwise not have been possible. For those who may find themselves in the same position, I urge you to be true to yourself, face your challenges, and don’t give up the fight.
www.womenworthwatching.com
Education: BBA, Temple University – Fox School of Business & Management Company Name: Heartbeat Industry: Healthcare Marketing Company CEO: James Talerico Company Headquarters Location: New York, NY Number of Employees: 300 Your Location: Washington, DC Words you live by: “I can do everything through Him who gives me strength.” –Philippians 4:13 Who is your personal hero? My parents - I’m forever grateful for the values they instilled in me and the sacrifices they made for our family. What book are you reading? The Life We’re Looking For: Reclaiming Relationship in a Technological World by Andy Crouch What was your first job? Retail associate at Mandee Favorite charity: Sanctuary for Families Interests/Hobbies: Bootcamp fitness classes, traveling to new places both domestic & abroad, and trying new restaurants & cuisines Family: My loving husband, Patrick; supportive parents, Elton & Denise; charismatic brother, Ryan; and my family-in-love: Kevin, Sylvia, Patrick Sr, Kay-Dean, Brianna, Ryan, and Dylan
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2023
Associate Director, Production
INTERNATIONAL
Experiencing Growth Through Mentorship
Education: Johnson C. Smith University; All Things Traffic Production Certification Program Company Name: Heartbeat NYC Industry: Healthcare Advertising Company CEO: James Talerico Company Headquarters Location: New York, NY Number of Employees: 300 Your Location: New Jersey Words you live by: “Always go with your passions. Never ask yourself if it is realistic or not.” –Deepak Chopra Who is your personal hero? My Father, Stanley Shaffer What book are you reading? Emotional Intelligence Habits by Dr. Travis Bradberry What was your first job? Lock Box Associate, Chase Manhattan Bank Favorite charity: Food For The Hungry Interests/Hobbies: Writing Poetry, Culinary Adventures (cooking/baking), Party Planning and Volunteering Family: Husband (Kahlil), Son (Shenobi), Daughter (Kaiba), Yorkie (Mello) & a few surrogate littles
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Growing up as a child, my dad would say, “Don’t be selfish, remember to pay it forward.” This was a sentiment I heard repeatedly throughout my life from many of my elders, reinforcing the notion that when someone helps you in your journey, you should pay it forward. However, I realized it meant so much more than that. I went through life reciprocating to those who poured into me, but as I began my career journey and encountered my first true mentor, the light bulb went on and I developed a true understanding of my dad’s and elders’ words. When I started my first full-time job I remember feeling alone, very guarded, and disconnected. While I had a handful of supervisors who were supportive and invested time in training me on every aspect of my job, ensuring I excelled, this was as far as the career nourishment extended. It was not until I forged my way in the uncharted waters of advertising that I experienced what paying it forward truly looked like: through mentorship. The presence of a mentor at the start of my career transition was groundbreaking. I had a person who believed I was worth the intentional discussions, guidance, and motivation to aid my growth. They had a genuine interest in helping me reach my full potential and succeed, and it was the key to revealing the strengths that were dormant in me. I was so focused on being the best at the technical tasks of my job that I was blinded from seeing all that awaited me in my career and life from a holistic standpoint. Mentorship opened my eyes to new possibilities. Having mentors invest and pour into me throughout my advertising career has changed how I show up daily. Mentorship has allowed me to grow and thrive in an industry I absolutely love. It has provided guidance, exposed my own shortcomings, and equipped me to tackle the rough patches and challenges within the industry. The mentors throughout my career truly have been the extra battery I needed to spark my talents, change my mindset, and empower me to seek and open doors that had been closed to me. With 20+ years in the industry, I appreciate the invaluable guidance given to me. I now seek every opportunity I can to pay it forward, as it only takes a spark to ignite a fire and that is what mentorship can do.
www.diversityjournal.com
AWARD
Stanlisha Shaffer-Berry
2023
AWARD
INTERNATIONAL
Danielle Conley
Partner and Chair, Women Enriching Business Committee
She finds purpose in helping people solve tough legal problems that touch people’s lives I’m often asked by younger lawyers about my career path, and specifically, how I ended up working on issues, both in the public and private sector, that I care about deeply. The truth is, I could not have planned the path that my legal career has taken even if I had tried. From the time I was in law school, I knew that I wanted to find meaning in my work. And I knew that for me, “meaning” meant helping people find solutions to really tough problems. I thrive when I’m helping my clients navigate crises and other complicated, highrisk problems that seem to have no clear or perfect solutions. My desire to work on difficult, important issues is something that has remained constant during my time in both private practice and the federal government. I served as Associate Deputy Attorney General at the Department of Justice during the Obama Administration, where I worked on some of the Department’s most significant civil rights policy, litigation and enforcement matters. For the first 18 months of the Biden Administration, I served as Deputy Counsel to the President in the Office of the White House Counsel, where my role was to lead a team that was responsible for a wide variety of legal issues related to advancing the President’s equity agenda. On any given day, I was working on issues related to voting rights, policing and criminal justice reform, reproductive rights, discrimination and sexual misconduct on college campuses, health equity, fair housing, and LGBTQ rights – and none of it was easy. But I knew that the work we were doing mattered, and that no matter how intractable some of the problems seemed to be, there were people who were depending on us to find solutions. Both in the White House and at DOJ, some of my most memorable moments involved sitting around a table with smart and thoughtful people, and turning over a really hard problem that had to be addressed carefully but quickly. Knowing that the decisions we made would impact people’s lives in a very real and meaningful way made the pressure to get it right even greater. Similarly, at Latham, I regularly work with companies, educational institutions, and nonprofit organizations facing high-profile and reputation-threatening challenges—from reported incidents of sexual misconduct, harassment, and discrimination to inquiries and enforcement actions brought by federal regulators. One of my strengths is my ability to help my clients quickly develop a strategy to effectively attack the problem and my willingness to work extremely hard to execute that strategy. The legal profession can be incredibly demanding, and at times, all consuming. And while I do work hard to try to find balance, I have always loved the fast-paced and high-pressure nature of the legal jobs I’ve held – even if that means I have to miss some of my daughters’ games or a school recital or play (which are almost never at convenient times for working parents!). One of my most memorable professional experiences to date was being a part of the team that helped shepherd Justice Ketanji Brown Jackson’s historic nomination and successful confirmation to the US Supreme Court. Needless to say, that was an incredibly intense time at work, and I definitely missed more games and dinners and weekend outings than I can count. But I’ll never forget the feeling of watching my daughters watch the hearings; they were so proud – both because a woman that looks like them could ascend to the highest court in the land, and because their mom got to play a small part in making it happen. In the moments of guilt, I hold on to the fact that my girls know how much I care about my work, and how much that work has mattered to other people, too.
www.womenworthwatching.com
Education: JD, Howard University School of Law; BA, Tulane University Company Name: Latham & Watkins LLP Industry: Legal Company CEO: Richard Trobman Your Location: Washington, DC Words you live by: Wherever you are, be all there. Who is your personal hero? My grandfather and US Supreme Court Justice Thurgood Marshall What book are you reading? The Heaven & Earth Grocery Store by James McBride What was your first job? Chuck E. Cheese Interests/Hobbies: Wine; all things Peloton; New Yorker crossword puzzles; musicals Family: Aaron Stallworth (husband); Harper (daughter, 12); Marley (daughter, 10)
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2023
Partner
INTERNATIONAL
She opens doors for others and reminds younger lawyers that kindness matters
Words you live by: “Everyday I’m hustling.” Who is your personal hero? Serena Williams What book you’re reading? Lucky Me by Rich Paul What was your first job? Human resources intern for Avon—I was delighted to learn the job came with the perk of free makeup samples. Favorite charity: ASPCA, as I have adopted way too many animals and was a sucker for that Sarah McLachlan commercial. Interest/Hobbies: I’m the lead singer in a rock band of Latham colleagues called Side Hustle; we raise money for charity each year at Law Rocks. I also enjoy RVing and off-roading. Family: My loving family has been a source of constant inspiration, including my mother and father, who modeled academic and career success, my brother, who is my best friend, and my Aunt Emanuella Groves, the first lawyer in the family, who is now a judge on the Ohio Eighth District Court of Appeals.
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When I first began my legal career, I knew I would build a litigation practice, but hadn’t landed on a particular focus. I prioritized finding folks I enjoyed collaborating with and developing deep relationships with clients. The insurance recovery group at my first firm checked those boxes and resonated with a recent (at the time) personal experience. I had just gotten into a minor car accident and, due to a credit card mix-up, my insurance had lapsed the day before. The insurance company refused to extend my coverage, and I ended up filing in small claims court. Afterward, I learned from the insurer’s lawyer that the insurance company spent $25,000 to battle my $3,000 claim, solidifying my decision to pursue an insurance recovery litigation practice. Through my practice, I have forged a path that has allowed me to advise on some of the most interesting commercial litigation matters, including leading a trial team for Chevron exclusively comprised of Black female Latham lawyers, serving as lead counsel for one of California’s largest hospital systems in its bid to recover pandemic-related losses, and representing Tom Brady, Gisele Bündchen, Larry David, and Shaquille O’Neal in multiple lawsuits arising out of their promotion of the collapsed cryptocurrency exchange FTX. In my role as vice chair of Latham’s Diversity Leadership Committee (DLC), I now focus on opening doors for others, and creating a more inclusive, accessible path to the legal profession. When I talk to our future leaders, I often give the advice that if you feel like an imposter, you’re not alone; studies consistently show that many people suffer from imposter syndrome, especially perfectionists and Type-A folks (like lawyers and law students). I work with the DLC to both foster an inclusive environment, as well as help our associates overcome self-doubt. But support cannot come just from the top. My recommendation to the younger generation is to help build up those around you, and the dividends from your investment in others will multiply rapidly. Find the friends, regardless of practice, who will sustain you. I’ve had a text chain that spans more than a decade with diverse female lawyers I’ve met throughout my career, and I’ve learned that one of the best ways to generate business and referrals is through the support I’ve given others. The legal world can feel massive, but in actuality it is quite small, especially in terms of industry or practice. Showing kindness to every person you encounter leaves a lasting impression — not just on them, but on your own career, as well.
www.diversityjournal.com
AWARD
Kirsten Jackson
2023
AWARD
INTERNATIONAL
Rashanda Harris
Vice President, Life Underwriting – MoneyGuard
Want to be a change agent? Support the next generation of black leaders in the workforce In today’s ever-changing and diverse business landscape, the need for effective leadership to support the next generation of Black business leaders is of paramount importance. As the world continues to grapple with issues of racial inequality and systemic barriers, leaders must take proactive steps to empower and uplift the next generation of Black business professionals. Possessing a deep understanding of the systemic challenges and barriers to entry facing Black business professionals, including limited access to capital, unequal opportunities for growth and advancement, and pervasive stereotypes and biases is critical for today’s leaders. These challenges all too often contribute to the underrepresentation of Black leaders in various industries and sectors. Today’s leaders must also provide access to mentorship and networking opportunities. Mentorship programs can offer valuable guidance and support to both aspiring and existing Black professionals, helping them navigate the complexities of the business world and develop essential leadership skills. Mentorship played a pivotal role in shaping my journey, and I’ve seen the impact of my encouragement, advice, and sponsorship on Black professionals. I’ve also been the recipient of transparent advice and insight that still resonates with me. Creating networking platforms and events specifically tailored to Black business leaders and encouraging participation in Business Resource Groups can facilitate meaningful connections, collaborations, and growth opportunities. Advocating for diversity, equity, and inclusion within the workplace is another key facet of support. A workplace culture that champions inclusivity has been instrumental in my professional growth, and I’ve witnessed the opportunities it creates for other Black professionals. Leaders must ensure that Black professionals have equal opportunities for advancement and leadership roles, fostering an environment where everyone can succeed. Investing in education, awareness, and skill development initiatives is equally vital. This can include establishing scholarship programs, sponsoring leadership development workshops, and supporting educational institutions that cater to Black students pursuing business-related fields. This investment contributes to a more diverse and talented pool of future business professionals. Support further requires leaders to actively engage in advocacy efforts to incite policy and systemic changes that address the root causes of inequality and create a more inclusive and equitable business environment for generations to come. Beyond tangible support and resources, leaders can create a culture of empowerment and recognition. By celebrating achievements and providing platforms for Black voices to be amplified, leaders can inspire the next generation to pursue their ambitions with confidence. Sharing success stories also contributes to building a narrative that motivates future Black business leaders. Supporting the next generation of Black business leaders demands a multifaceted and proactive approach from today’s leaders. Through mentorship, advocacy, education, and cultural empowerment, leaders can shape a more diverse and equitable future where the next generation of Black leaders thrive. www.womenworthwatching.com
Education: Bachelor of Business Administration, Organizational Leadership Management Greensboro College Company Name: Lincoln Financial Group Industry: Insurance Company CEO: Ellen Cooper Company Headquarters Location: Radnor, PA Number of Employees: 11,000 Your Location: Greensboro, NC Words you live by: One of my favorite sayings is derived from a scripture, Luke 12:48, ‘To whom much is given, much is required.’ It is a constant reminder to use my God-given talents, skills and abilities to benefit others. Who is your personal hero? My parents; they ignited my passion for equality, representation and disrupting stereotypes. What book are you reading? The Light We Carry by Michelle Obama What was your first job? Cashier at Hardee’s Favorite charity: United Way of Greater Greensboro Interests/Hobbies: Volunteering, traveling, spending time with family and friends, self-care and fashion Family: Husband Mario, two sons Kendrick (25), Khaleed (23) and a daughter Kamaria (21)
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2023
Senior Vice President, Life & Executive Benefits Business Management
INTERNATIONAL
Want to diversify corporate America? Tear down this barrier Diversity, Equity and Inclusion has changed over the last 30 years in corporate America. As a Black professional in corporate America who has been actively involved, benefited from and sees more work to be done in DE&I, I want to address three areas concerning this topic: The current state of corporate diversification, one key barrier to corporate diversification and a recommendation to move forward.
Education: BS, Mathematics – Actuarial Science; Florida A&M University Company Name: Lincoln Financial Group Industry: Insurance Company CEO: Ellen Cooper Company Headquarters Location: Radnor, PA Number of Employees: 11,000 Your Location: Greensboro, NC Words you live by: “Either do or do not. There is no try.” –Yoda Who is your personal hero? My Father – Stafford L. Thompson, Sr. What book are you reading? Blessed Experiences: Genuinely Southern, Proudly Black by James E. Clyburn What was your first job? Secret Shopper for Nolan Research, a focus group company in Alabama Favorite charity: United Way of Greensboro Interests/Hobbies: GOLF; Community Service; Financial Literacy Family: Wife Michelle Thompson and Daughter Mikayla Thompson (11)
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The current state of corporate diversification Thirty years ago, the focus of diversity was on recruitment, while divesting itself from quotas. Progress since then has been slow and incremental. Recruitment has often focused on hourly or junior-level professional positions, while companies have lamented a perceived lack of availability of experienced professionals. I have seen a change since May 25, 2020. To quote Star Wars, “There has been an awakening in the Force. Have you felt it?” Since the murder of George Floyd, corporations have held conversations about racism and social change. These topics were taboo in corporate America heretofore. Corporations have pledged billions of dollars toward supporting minority businesses and developing minority talent. They have made efforts to diversify corporate Boards and Leadership—yet challenges remain. One key barrier One hindrance to the advancement of corporate diversification is the use of experiential hiring and job descriptions. The challenge with experiential hiring is that far too often diverse talent does not fit the description. As I researched a job in 2003, the description appeared reasonable — five years of life insurance experience, five years of pricing experience—but, I had neither. At that time, only 50 black actuaries were fully certified. Only 25 were focused on life insurance, 20 were too senior and the other five didn’t fit the description. However, if you asked who was qualified to do the job, the number of candidates expanded significantly. Long story short, I got the job! Corporate America has attempted to solve this issue by mandating diverse talent slates. However, while candidates are getting interviews, corporate America has not realized the transformational opportunity before it. Recommendation to Move Forward We can solve this issue with a switch from experiential hiring to intentional, skills-based hiring. Experiential hiring asks the question, “Have you done the job?” Skills-based hiring asks, “Can you do the job?” Skills-based hiring recognizes short-term pain for long-term gain, while experiential hiring focuses on minimizing disruption. If we stop eliminating candidates based on a lack of previous experience and start being intentional about hiring diverse candidates when those candidates reach our top three, then we will see a dramatic reshaping of corporate America and an unlocking of all the benefits that diversity has proven to add to an organization – including its bottom line. www.diversityjournal.com
AWARD
Stafford L. Thompson, Jr.
2023
AWARD
INTERNATIONAL
Tony Caldwell Jr.
Assurance Manager
A passion to serve and to make accounting more diverse I have always found joy and purpose in helping others. This custom of service to others began at a young age. I am the oldest of four brothers. From a young age I was pushed into leadership within my home. I became the person my parents leaned on in their busy house. My responsibilities were to keep order at home when my parents were working and to be an example for my brothers. Today in my role as an Assurance Manager at Moss Adams, I am constantly helping others. Public accounting provides many challenges and opportunities. A central focus of the industry is service to others. Serving my team members drives me the most, particularly the team members who are coming up behind me. I learn a lot from the Senior Managers and Partners that I work with, but my passion is working with the Staff and Seniors. I take pride in seeing the outcomes of hours pouring into helping them learn a concept. I strive to help my Staff and Seniors understand not just the “what” but also the “why” behind a task, so that they can take the knowledge to other engagements. My ultimate goal is to help develop Black accountants. A 2019 Association of International Certified Public Accountants report showed that less than 2% of Certified Public Accountants (CPAs) in the US are Black. Black people have been largely excluded from this profession since its inception. In A White-Collar Profession, Theresa A. Hammond, discusses the history of the plight of Black CPAs. She highlights the discrimination and gate-keeping of the early 1900s that led to the challenges we see today in the industry for Black accountants. I am driven to be the example of what is possible for Black CPAs. I strive to help my people build and grow in this profession and see the countless possibilities of a career in accounting. One of the reasons I came to Moss Adams was because I saw Tullus Miller, a Black man on the partner list webpage. I remember thinking I could succeed at Moss Adams because I saw him do it. That’s huge. It speaks to the importance of inclusion at work. Inclusion is one thing, but a key component of eliminating those barriers is Equity. In my work with the Black Business Resource Group we support education on the existing advantages and barriers that create unequal starting places because understanding equity is fundamental to address this imbalance that impacts Black professionals. Ultimately, I want to help create a world in which my three children can see themselves reflected in any career, especially in accounting, in a way I did not starting off in my career.
www.womenworthwatching.com
Education: Bachelor of Arts in Accounting, Furman University ‘13 Masters in Accountancy, Clemson University ‘15 Company Name: Moss Adams LLP Industry: Public Accounting Company CEO: Eric Miles Company Headquarters Location: Seattle, WA Number of Employees: 3,800 Your Location: Los Angeles, CA Words you live by: “You don’t need a reason to help” Who is your personal hero? My Father What book are you reading? A Promised Land by Barack Obama What was your first job? Summer Counselor, Bridges to a Brighter Future Favorite charity: ACLU Interests/Hobbies: Chess & Basketball Family: Jennifer Gutierrez-Caldwell, Wife; Araiz Caldwell, Daughter, 6; Adania Caldwell, Daughter, 4; Tre Caldwell, Son, 1
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67
2023
Branch Manager
INTERNATIONAL
AWARD
Melissa G. Mason
She works at a diverse mortgage company — and she knows that more companies can do better in DEI
Education: High School Diploma Company Name: New American Funding Industry: Mortgage Company CEO: Rick & Patty Arvielo Company Headquarters Location: Tustin, CA Number of Employees: 4,800 Your Location: Norwalk, CT Words you live by: Do the best you can until you know better. Then when you know better, do better. Who is your personal hero? Maya Angelou What book are you reading? Undistracted: Capture Your Purpose. Rediscover Your Joy by Bob Goff What was your first job? Shoff Darby Taylor & Golden – after school insurance company just filing away files Favorite charity: Breast Cancer Interests/Hobbies: Reading Family: My Husband of 34 years, Two daughters – Tianna & Sierra, Son-In-Law Christopher 3 Grandchildren – Zoe, Maia and Logan.
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Today’s leaders can support the next generation of black business leaders by fostering an inclusive and equitable environment. This includes providing mentor-ship, offering opportunities for skill development, and promoting diversity within their organizations. Investing in educational and networking initiatives, creating pathways for advancement, and actively seeking out and promoting talent from diverse backgrounds are essential steps. Moreover, leaders should use their influence to advocate for policies that address systemic inequalities and discrimination. By demonstrating a commitment to diversity, equity, and inclusion, today’s leaders can help pave the way for a more diverse and successful generation of black business leaders. I’m passionate about learning, and the thrill of mastering new products and processes truly energizes me! Playing a role in someone’s journey towards homeownership is incredibly fulfilling. Whether they’re 25 or 65, being able to demonstrate to another African American or Hispanic borrower that homeownership is achievable, not just a dream, is what drives and empowers me. Unconscious bias influences hiring decisions by favoring candidates who align with prevailing stereotypes, while hindering the advancement of diverse employees. It can lead to overlooked talent and unequal opportunities, perpetuating disparities in career growth. Raising awareness, implementing bias training, and using objective evaluation criteria can help mitigate these effects. That is why being a part of New American Funding whose whole focus is diversity in hiring and lending speaks to my soul, as an African American and a Woman sometimes the battle is uphill both ways in business. When my youngest daughter was diagnosed with dyslexia, and I was juggling a corporate job that required a lot of travel, I needed something more flexible. I wanted a job that would allow me to be there for her, advocating for the services she needed in person, not just over the phone. That’s when I found mortgages, and it was the perfect fit. I absolutely love working with mortgages because it’s like putting together a unique puzzle each time. No two loans are the same. One time, we had a situation where a client had been denied by another lender due to their DTI (debt-to-income ratio). We took on the challenge, switched the program, got the condo unit approved for FHA, and closed the deal, all within a 10-day window. One thing about me is that I have an unwavering tenacity that drives me to provide exceptional service to everyone, regardless of the price point they are purchasing at. It’s crucial to me that all borrowers, as well as our referral partners, feel like they are our most important clients. On a lighter note, I have a great sense of humor, and I’m a die-hard 49ers fan! www.diversityjournal.com
2023
AWARD
INTERNATIONAL
Alicia Norwood
Vice President of Construction and Renovation Lending
Making people’s lives better has always been important to this leader I am truly humbled and grateful to be recognized by my organization as an outstanding leader and also for them submitting me as a candidate for PDJ’s Black Leadership Awards. I have always loved helping people. Growing up, I always saw my parents help others. Whether it was at church, home, feeding the homeless, family, friends, my parents were very loving and supportive people. They really taught me the true meaning of selfless giving. This is what led me to choose the mortgage career path. Being in the mortgage industry, I get to help people every day. Helping people to achieve homeownership, buying, or building their dream home is such a joy and brings happiness to my heart. Seeing the smiles on the families’ faces when they are finally getting their keys to their first home is a feeling that has always brought such joy to my heart. Being in leadership has always been a passion of mine. I have always been inspired by other women leaders. This is what ignites my professional passion. As women continue to grow in leadership, it has always been my passion to be a part of constantly moving the needle, when it comes to gender equality. Surrounding myself around other women leaders has been instrumental in where I am today. I believe as leaders we must understand the importance of who we are and the impact we have on others. Being a single mother and raising a daughter has been a huge part of my passion. I want my daughter to be able to have all the opportunities I did not have growing up and know the path women have walked before us, for us to be where we are today. As a leader, you have the influence to make a significant impact on the trajectory of someone’s career, and in turn, help transform their entire life. One of my favorite quotes on leadership – “Great leaders make those around them better.” My success has been built overtime and did not happen overnight. Hard work and dedication as well as a strong work ethic have been the biggest traits of my growth in my career. I consider these essential traits as being the key to maintaining my professional growth, development, and advancement. Remembering that when one door closes, another opens, and keeping a positive mindset even in tough times. Knowing there is a light at the end of the tunnel has always kept me pushing to grow and succeed. Going from loan processing, underwriting, sales, and into senior leadership has been incredibly challenging. Growing up with parents that constantly reminded me – you can do anything you put your mind to, has been a crucial part of my career path forward. I want to continue to help bridge the gap of homeownership in our underserved communities, and for minorities to build generational wealth and financial stability knowledge.
www.womenworthwatching.com
Education: BA Business Finance, University of Phoenix Company Name: New American Funding Industry: Mortgage and Finance Company CEO: Rick & Patty Arvielo Company Headquarters Location: Tustin CA Number of Employees: 3,800+ Your Location: Charlotte, NC Words you live by: If you don’t like the road you’re walking, start paving another one. Who is your personal hero? My Father and Mother, Earnest and Bernice Curry What book are you reading? Worthy by Jada Pinkett Smith What was your first job? Financial Aid Processor Favorite charity: Breast Cancer Research Foundation Interests/Hobbies: Traveling, Music, Reading, Sports, Workout, and Poetry Family: Rianna Norwood (daughter, 21) and Elijah Norwood (son, 15). My children play an essential role in my professional life and motivate me to continue to work on being the best version of myself, personally and professionally.
2023 Fourth Quarter
69
2023
Branch Manager and Senior Loan Officer
INTERNATIONAL
An offer to get into residential lending was just the ticket for this branch manager
Education: BA in Economics from Carleton College in Northfield, Minnesota Company Name: New American Funding Industry: Real Estate Lending Company CEO: Rick and Patty Arvielo Company Headquarters Location: Tustin, CA Number of Employees: 3,670 diverse team members, comprised of 54% women; 41% minorities, including 21% who are Hispanic; and 37% Millennials. Your Location: Inglewood, CA Words you live by: Treat others the the same way I want to be treated Who is your personal hero? My brother who would drop anything to care for his sister What book are you reading? For 2023 I have started each day reading Sarah Young’s daily devotion. I devote 30 to 45 minutes each day to me. What was your first job? High school job with the American Diabetes Association. Favorite charity: Breast Cancer Society Interests/Hobbies: Bowling, acting, and teaching homebuyer workshops for nonprofit agencies
The one consistency in my 30+ years of Real Estate lending is change. Guidelines and programs have constantly changed. Even though I am providing the same services to each client, each file is unique. There are faces behind those files. I have laughed and cried with clients throughout the years. Many have become personal friends where I have attended several of their family events. I am now servicing many of their children, friends and family. I can’t describe the feeling when you are able to assist someone who believed they could never own a home. If someone wants to be a homeowner, they should be put on a path to accomplish that dream. The one trait I consider essential to my success is listening. You must listen to understand your client’s needs in order to execute their desires. If you don’t know an answer, it is okay to say “let me find out and get back to you.” The best advise that has been given to me is to treat others the same way that I want to be treated and to be truthful and never give up on your journey to success. I started my professional career through an internship program while in college. During summer and winter breaks, I was a bank teller. After graduating from college, I was able to participate in a wholesale training program with a major California Financial Institution. While my training was in commercial lending, I was approached by a major Retail Bank asking me to join their team in Residential Lending. I knew nothing about Residential Lending. In looking back, I realized that offer was to fulfil a minority position. Nevertheless, that opportunity has led me to having a successful career. I took the leap and have been in residential lending for the past 30 years and have had a blast. It is extremely important that we give back. I enjoy mentoring the next generation of loan officers. In fact one of my newest mentees is my daughter who is learning the real estate industry. It is vital to lay a path so that those who come behind us will have direction and support. To summarize, my career path has been one for the ages, a path that I would not change. It’s been exciting and rewarding and I look forward to helping future Real Estate Professionals achieve success in the industry. Yes, I believe in passing blessings on!
Family: I have been married for 41 years and have 2 children and 2 grandchildren.
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www.diversityjournal.com
AWARD
Brenda Robinson
2023
AWARD
INTERNATIONAL
Carlos B. Vicent
Vice President, Head of Business Solutions
We all have lots of potential. Stay adaptable and use it My career has been an adventure — a blend of dreams, hard work, and the invaluable wisdom of mentors. When I entered the financial services sector, I had big dreams and plenty of ambition. However, it was the guidance from those who had walked the path before me that transformed those dreams into reality. They didn’t merely offer advice; they shared stories of their own successes and failures, making my journey about growing as a person and a professional rather than climbing a corporate ladder. As we look ahead to the next five years, I envision a workplace that’s rapidly evolving — becoming more digital, more flexible, and more innovative. During my time, adapting to change wasn’t just necessary; it was an opportunity to learn and to lead in new ways. I believe that adaptability will be the most critical skill for anyone in the workplace of tomorrow. It’s about staying curious and embracing the twists and turns with an open heart and mind. This knack for adaptation has been my trusty compass, guiding me through new roles, new challenges, and the ever-changing tides of the financial sector. Whether mastering new technology or finding fresh ways to connect with a team spread across the country, being adaptable has meant staying relevant and effective. Beyond skills and strategies, something even more fundamental has powered my journey — a belief in the boundless potential within us all. I’ve witnessed firsthand that dreaming big, embracing failure as a stepping stone, and seeking wisdom from others can propel us forward. My story is a testament to what’s possible when you keep your sights set on the horizon and persist with determination and an open heart. As we all look ahead, I want my experience to be a beacon for others — a reminder that your path might be unpredictable, but with the right mindset and support, it can lead to extraordinary places. I’m excited to keep learning, growing, and seeing where this incredible journey takes us all next.
www.womenworthwatching.com
Education: MSBA, NYU Stern School of Business; MBA, Michigan State University Eli Broad College of Business; JD, Master’s Degree Tax (LL.M), Western Michigan Cooley Law School; MSFS, The American College of Financial Services; BS, Liberal Arts, Excelsior University Company Name: New York Life Industry: Financial Services Company CEO: Craig DeSanto is CEO, President and Chair of the Board Company Headquarters Location: New York, NY Number of Employees: 11,800 Words you live by: Dream Big Who is your personal hero? My father What book are you reading? Hidden Potential by Adam Grant What was your first job? Bagger at Meijer supermarket at 14 years old Interests/Hobbies: Reading and walking
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2023
Partner
INTERNATIONAL
This attorney’s vulnerability and empathy has been her super power – and she’s not going to let it go
Education: SHRM, Professional HR Development Certificate, Rice University; JD, University of Texas; BA, English, Rice University Company Name: Norton Rose Fulbright Industry: Legal Company CEO: Jeff Cody, US Managing Partner Company Headquarters Location: New York; Houston; London Number of Employees: 7,345 Your Location: Houston, TX Words you live by: Know your worth. Who is your personal hero? My parents What book are you reading? 100 Other Girls by Iman Hariri-Kia What was your first job? Babysitting Favorite charity: Houston Food Bank Interests/Hobbies: Sports and binging TV series Family: My husband and two teenage daughters. I would describe my household as, “We run this house by committee.”
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Vulnerability has always been a paramount quality for me – it’s part of my communication style and it’s part of my leadership style – and I think it’s an essential component to my success and a driving factor in my career. Along with humility and levity, and vulnerability, particularly in terms of sharing stories and lessons, is how I can connect to others authentically and meet them where they are. I’ve always been an empath by nature, it’s just who I am as a person, and it’s a way for me to strengthen those connections and build stronger relationships, which is an important way to both become a leader and a valued team member. Authenticity is at the heart of meaningful interactions, leading to a more solid foundation for relationships with colleagues and clients. I understand that every person I interact with is going through something in their lives and I try to be mindful about those experiences. I think about how what I am going through might affect what I’m asked to do. Then I use that perspective to think through what others are experiencing with their responsibilities and as a leader, help guide them through that process. It’s a viewpoint I try to impart on others as well, including our summer associates and junior attorneys. I’ve had to pivot at times, such as during the pandemic when we were all dealing with an unexpected and unfamiliar situation. While I have always been compassionate and empathetic, it really opened up a way for me to see the enormous scope of how every single person has challenges they are facing at any given time. Sharing my own vulnerabilities during this time was a way to connect to others in this difficult period. While we were working remotely, it made it harder in terms of frequency and organic opportunities to connect and share, but at the same time, it made it easier because we were all so fragile and raw during that time. Any conversation could turn into a conversation about life – any meeting, any hearing, any Zoom happy hour – and everything became an opportunity to connect about something more significant than our actual meeting. It was a silver lining that I have brought out of the pandemic and that I still apply to life now. I didn’t forget those lessons and like most people, I’m not going back to how things were before because it changed me, and my working style, for the better.
www.diversityjournal.com
AWARD
Jamila S. Mensah
2023
AWARD
INTERNATIONAL
Khara Shearrion Senior Director of SNAP Outreach Programs
Diversity, equity and inclusion programs at Project Bread makes sure that everyone gets a loaf I first learned about Project Bread through the Walk for Hunger, waking up the first Sunday in May with my family, packing our snacks and comfortable shoes, and taking on the full 20 miles then to fundraise against hunger. I had no idea then the full scope of Project Bread’s work, or that one day, I would join their team to solve hunger across Massachusetts. I grew up in a single parent home. We experienced food insecurity firsthand, and I saw my mom tap into some of the resources I now help families access daily (SNAP, public assistance, etc). We visited the local food pantry until my mom found a good career in health care. Initially, I was inspired to follow her path, especially after visiting her job and seeing her compassion and care for patients. But I found it difficult to secure a steady, full-time role in health care. Then I saw an opportunity for a FoodSource hotline counselor at Project Bread, providing that same compassionate care to callers looking for food resources and support. This role reignited my childhood interest in The Walk for Hunger and sparked my passion for connecting Massachusett families with critical nutrition resources and federal and state benefits. After nine years at Project Bread, including a role switch to work on The Walk for Hunger fundraising, I took on the hotline manager role and began to lead the team. I’ve now been at Project Bread for over 20 years, and it has been a journey. I was the only Black manager on staff for a long time, and I spent years navigating different management styles and personalities. However, my leadership role afforded me the chance to start the nonprofit’s work in diversity, equity, inclusion and justice, speaking on inequalities and fostering the more inclusive environment that exists at Project Bread today. I firmly believe in the importance of having diverse representation across an organization in order to better connect with those we serve across Massachusetts. That’s shaped my own management philosophy and the environment of care and collaboration I’ve fostered in my own team. Support from senior leaders has been instrumental in improving the cultural practices of the organization, and I’ve been able to pursue many innovations over the years, from expanding my team and our language accessibility, to improving data collection, and adding text and live chat options. I’ve even come full circle on my interest in health care by co-authoring Feed to Heal, a novel program connecting food insecure patients with food resources through an online referral system. I’ve never lost my passion for compassionate care, and I bring it into work with me each day at Project Bread.
www.womenworthwatching.com
Education: Bryman Institute and a fellow at The Partnership, a leadership program for professionals of color. Company Name: Project Bread Industry: Nonprofit Company CEO: Erin McAleer Company Headquarters Location: East Boston, MA Number of Employees: 80 Words you live by: If it doesn’t make you uncomfortable, it’s not going to make you grow. Who is your personal hero? My mother, who taught me responsibility, and the value of hard work and perseverance What book are you reading? Remote Work Revolution by Tsedal Neeley What was your first job? Cashier at Bradley’s, data entry operator at Neighborhood Health Plan Favorite charity: Project Bread Interests/Hobbies: Sketching and drawing, decorating, trying new recipes and restaurants – I’m a big foodie! Family: A loving, supportive husband and our blended family of 5 kids, 1 granddaughter, my mom and my sister
2023 Fourth Quarter
73
2023
Deputy Lab Director, Chief Operating Officer
INTERNATIONAL
His wise great grandparents showed him the way to survive and thrive
Education: BS, Construction Management, University of New Mexico Civil Engineering School; MBA, University of New Mexico Anderson School of Management Company Name: Sandia National Laboratories Industry: National Security Company CEO: Dr. James Peery Company Headquarters Location: Albuquerque, NM Number of Employees: 16,200 Words you live by: “Trust in the Lord with all your heart and lean not on your own understanding; in all your ways acknowledge him, and he will make your paths straight.” –Proverbs 3: 5-6 Who is your personal hero? Dr. Martin Luther King Jr. What book are you reading? The Bible What was your first job? Shoe store stock boy and paper route
When I reflect on life experiences that have profoundly shaped who I’ve become as a leader, memories from early childhood with my great grandparents flood my consciousness. The greatest trait they passed on to me was a sense of humility rooted in an appreciation for opportunities they paved the way for me to experience.
My great grandparents understood struggle but never gave in to the cowardice of victimhood. Instead, they inspired us to always push forward knowing that earnest effort combined with honorable intent is the best way to live life. My great grandfather, Frank Robinson was born in January 1898 and lived until the end of 1990. My great grandmother, Donnie Robinson was born April, 1905 and lived until the spring of 1991. By the time I was born in 1975, they had lived a significant portion of their adult lives and were a wealth of wisdom. They had deep faith in God, tremendous love for family, and life experiences that embodied perseverance. My great grandparents understood struggle but never gave in to the cowardice of victimhood. Instead, they inspired us to always push forward knowing that earnest effort combined with honorable intent is the best way to live life.
Favorite charity: Folds of Honor Interests/Hobbies: Aviation, basketball, hiking, and golf Family: Proud father, son, and grandson!
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2023 Fourth Quarter
www.diversityjournal.com
AWARD
David W. Gibson
2023
AWARD
INTERNATIONAL
Larry P. Thomas
Chief Diversity, Equity, & Belonging Officer
Mentoring and sponsoring young professionals is his life’s greatest achievement – and he says, the key to equity Growing up in a blue-collar suburb of Philadelphia, I never imagined that I would become an executive. The son of a factory worker and an auto mechanic, I didn’t even know what an executive was. But I did know that I, like so many of my role models and heroes before me, wanted to be an ally and advocate for the underdog – the wise, resilient, and hard-working Americans at the bottom of the social and financial hierarchy. This commitment has shaped my career. I’ve devoted myself to teaching, mentoring, and advising executives on the identification, recruitment, and cultivation of high-performing talent from historically underestimated and excluded backgrounds. In a country often defined by its caste, I strive to be a catalyst for change, challenging the status quo and fostering a culture of belonging and equity. Rooted in my innate sense of optimism, grounded confidence, and irrepressible passion for championing the underdog, my leadership philosophy centers on compassion, innovation, and relationships. In fact, my career is guided by a single mission: elevate the insights, influence, and impact of talent, teams, and organizations. That’s why, as an expert leadership development professional, I cultivate profound relationships with executives, coaching them through complex challenges and strategically significant opportunities. As a stakeholder engagement strategist, I partner with senior executives to elevate, shape, and solidify their reputations as forward-thinking, trustworthy, and socially responsible leaders. And, as an advocate for opportunity, accessibility, and inclusion, I collaborate with executive decision-makers to attract, develop, and retain high-performing talent from historically underrepresented backgrounds. At the core of my story is a belief that opportunity, vitality, and prosperity should be accessible to everyone – especially the next generation. Among my life’s greatest accomplishments, my greatest achievement is being a mentor and sponsor for over 30 protégés across various fields, including medicine, law, business, science, and engineering. Through my LPT Foundation, I invest in organizations and charities with an irreversible commitment to nurturing a new generation of indispensable leaders. Undoubtedly, each of us can be philanthropists, to give back as paragons of community advancement and advocates for the underdogs. We can stand as an inspiration to the least of our people and exemplify what it truly means to love thy neighbor. Let us dedicate ourselves to interdependence because fulfilling the promise of America will take all of us – together.
www.womenworthwatching.com
Education: MBA, Entrepreneurship & Innovation, Syracuse University Company Name: Sandia National Laboratories Industry: Defense and Space Manufacturing Company CEO: James Peery Company Headquarters Location: Albuquerque, NM Number of Employees: 16,000 Words you live by: Always believe in better. Who is your personal hero? Harriet Tubman What book are you reading? Atomic Habits by James Clear What was your first job? Residence Coordinator at the Florida State University Favorite charity: The Brookings Institution Interests/Hobbies: Mentoring, philanthropy, reading, podcasts, networking Family: My parents, sister, two brothers, closest friends, and 28 protégés
2023 Fourth Quarter
75
2023
Co-Managing Partner
INTERNATIONAL
She’s dedicated to listening to people and using her legal skills to improve people’s lives
Education: JD, North Carolina Central University School of Law; BA, North Carolina Agricultural and Technical State University, magna cum laude Company Name: Sanford Heisler Sharp, LLP Industry: Law Company CEO: David Sanford Company Headquarters Location: Washington, DC Number of Employees: 100 Your Location: Washington, DC and Baltimore Offices Words you live by: Begin each day with gratitude. Who is your personal hero? Harriet Tubman What book are you reading? Words From a Wanderer by Alexandra Elle What was your first job? Television news media desk editor Favorite charity: The Royalty Project
Purpose ignites my professional passion. I have always been clear that my purpose will be the constant anchor to how I devote my time. I dedicate a substantial amount of my autonomous time to my career. Therefore, it is crucially important to me that I elevate and empower those who need it most. My unique lawyering practice does just that. As a former news journalist, I have always been interested in individuals’ stories. The pivotal moment for me was when I questioned how I could go beyond simply sharing someone’s story. I wanted my career to be focused on leaving a positive lasting impact on someone’s life. Being a public interest attorney requires a great deal of listening and compassion. I believe my earnest receptivity and conscious awareness of conflict and the need to sort through those challenges for individuals led me to engage in public interest work. Every case or matter that I lead, has a lasting footprint because it comes from a space of earnest passion and devotion. I feel especially fortunate at this moment in my career because I am now able to serve in what I consider to be an influencer role. After working many years as an attorney, I have honed litigation and management skills, specifically in the areas of employment and labor law that should be shared with the next generation of practitioners. I believe lawyering is very much a “pay it forward” practice. My alma maters instilled that in me at the genesis of my studies. My current law firm is incredibly supportive of my goal to mentor novel attorneys and provide professional development. Being a litigator is never easy. Many times, during those herculean moments – passion, creativity, and dedication is what drives me. I have never become stagnant in visualizing perspectives, viewpoints, or ways to process information. Exercising that creativity in my practice has allowed me to resolve some of the most complicated legal matters. Journeying through life can require decades of shaping and redefining purpose. I am happy that my purpose has served as a mantra to propel my career as well as others into the future.
Interests/Hobbies: Contemporary art and travel Family: My husband and two young girls
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www.diversityjournal.com
AWARD
Schwanda Rountree
2023
AWARD
INTERNATIONAL
Lestin Kenton Jr.
Attorney/Director
Mentors taught him so much along the way. That’s why he continues to return the favor During my first year of law school, my legal writing class was taught by Professor Anjali Prasad. Professor Prasad worked in the District Attorney’s Office and in her “spare time” worked as an adjunct professor. During one of our final classes, Professor Prasad gave the entire class a pep talk as we approached finals. At one point she said, “As you all approach finals, going forward, you may not always be the smartest person in the room, but never have any regret in life because you were outworked.” That semester, I recall approaching finals with an increased rigor, which carried on throughout the remainder of my time in law school. Little did Professor Prasad know or did I appreciate (in the moment) that she was the first mentor of my legal career. Her words not only resonated with me during that finals period, but have stuck with me through this very day. I was able to thank Professor Prasad for her impact when she attended my class’s graduation ceremony. Throughout my career I have learned the significance of mentorship – benefiting from both a network of great mentors and providing mentorship to others. I do not exaggerate when I say that a major ingredient to my success has been mentorship, and it comes in a variety of forms. Professors, supervisors, peers, friends, family and colleagues have all served as mentors in direct and indirect ways at different times of my life. Learning how to practice law, learning how to navigate a law firm, learning how to never compromise your integrity, learning how to merge your career and your authentic self—these are just a subset of many lessons that I have learned with the help of my strong network of mentors. And this is the reason why a significant part of my career has been dedicated to giving back through mentorship. I have served as an official or unofficial mentor for many throughout my career and I do so with absolutely no expectations. Rather, similar to my own experiences, my hope is that those I’ve crossed paths with, gain something useful that resonates with them and therefore impacts their journey.
Education: JD, Widener University School of Law; BS, Computer Science, The University of Pennsylvania Company Name: Sterne, Kessler, Goldstein & Fox Industry: Law – Intellectual Property Company CEO: Michael B. Ray, Managing Director Company Headquarters Location: Washington, DC Number of Employees: 400 Words you live by: Never be outworked Who is your personal hero? My parents (I can’t choose one) What book are you reading? Blacktop Wasteland by S.A. Crosby What was your first job? Pharmaceutical technician Favorite charity: Children’s National Hospital Interests/Hobbies: Sports, dancing, theater, nature, comedy Family: Son Sean,12
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2023
Founder and Chief Executive Officer
INTERNATIONAL
The work is far from over. America must still strive to be more equitable, inclusive and fair
Education: Honorary Doctorate, Roberts Wesleyan College, University of Rochester, MBA, BA Company Name: The Winters Group, Inc. Industry: Management Consulting Company CEO: Mary-Frances Winters Company Headquarters Location: Charlotte, NC Number of Employees: 17 Words you live by: Good, better, best. Never let it rest until your good gets better and your better gets best. Who is your personal hero? Michelle Obama What book are you reading? Finding Me by Viola Davis What was your first job? Sales associate at a five and dime store Favorite charity: National Museum of African American History and Culture Interests/Hobbies: Travel, beach, reading Family: I am widowed. I have two adult children; a son who is a professor at Duke University and a daughter who is president of The Winters Group.
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I decided to leave corporate America 40 years ago to start The Winters Group, Inc. I was subjected to microaggressions and sexual harassment and sadly, these issues are still all too prevalent in today’s workplace. I have dedicated my career as CEO of The Winters Group, a diversity, equity, inclusion, and justice consulting firm trying to alleviate these issues for younger generations. My daughter and son both experienced racial discrimination when they were young and in their respective professions. I wrote Black Fatigue: How Racism Erodes the Mind, Body, and Spirit in 2020 because I was constantly hearing from Black millennials and Gen Zers’ in the workplace that they were fatigued from constantly
The one thing that I hope to see in the world is more acknowledgement that racism, sexism, and all of the other -isms are alive and well, and that we need to address the systems that allow them to perpetuate. needing to code switch, cover, and endure microaggressions. It saddened me that their stories were almost identical to the ones that I experienced and heard a generation before them. I have received much feedback that the book resonates with many and has been a source of inspiration and healing. The one thing that I hope to see in the world is more acknowledgement that racism, sexism, and all of the other -isms are alive and well, and that we need to address the systems that allow them to perpetuate. I am at the end of my work career and I really hoped that by now we could say that our society was more equitable than when I started. Unfortunately, that is not the case. I will never give up hope, though. We have some amazing young leaders who are taking up the mantle to continue to fight for justice.
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AWARD
Mary-Frances Winters
2023
AWARD
INTERNATIONAL
Cerwin T. Fleming
General Manager of Transportation – Chicago Service Unit
His sponsor challenged him to improve his leadership skills. Now he wants to help others do the same My sponsor, Kenny Rocker, the executive vice president of marketing and sales at Union Pacific Railroad, has always taken a hands-on approach with my career development and upward mobility. Whether spending time together in Omaha at various meetings or traveling south to visit Houston, my previous residence, Kenny has been intricately involved. This is the testament of a mentorship that has turned into a genuine friendship. I’ve always considered myself very knowledgeable, in areas that I focus on/work with daily, with a desire to do more. This led to a conversation with Kenny, where he said, “I think you need to take the STS Assessment.” When asked what it was, he stated that it would be a piece of “humble pie” that I needed to take a bite of (little did I know, he had already worked toward making this happen). We both laughed, but I knew he was being serious and wanted me to see things from a different perspective. He warned that the feedback may be tough to receive but if I take it seriously, it would be value added in the future, both personal and professional. So it began, and as promised, it was humbling. One of my development opportunities was, “Cerwin’s style of communicating urgency and expectations can be impatient and aggressive. He shows awareness of this impact and some desire to adapt, but he can also rationalize it as effective based on the results he gets with that style.” The assessment also stated that I may be hard to impress. This feedback was a WOW moment for me, that forced self-reflection. I never thought of myself as such a person, but I also never gave any thought to how I was perceived as a leader. One of the last things I want is for people to feel as if I’m intimidating or don’t appreciate the hard work and effort they put in daily. Kenny and I used this feedback as something to work toward improving. Not only did I need to change the perception of how others view me, but also I needed to ensure they understand the value they bring and the role they play in the TEAMs overall success. I’m proud to say, since receiving the initial feedback, I’ve shown significant improvement in those areas (feedback provided during quarterly Check-in by Workforce Resources). A key part of this improvement was utilizing Kenny and several others as accountability partners, working toward a specific/targeted goal. Had it not been for Kenny, I would not have taken the STS Assessment. This is a testament to the importance and the value of having an executive sponsor. As my mentor, Kenny has reiterated several things to me: 1. Be true to self. 2. Self-knowledge is the foundation of effective leadership. 3. Don’t just know your values, live them out! 4. Success often demands more than what people are willing to offer, but not more than what they are capable of-------give 110% daily. Lessons learned: Spending time with my sponsor has inspired me to continue aiming for the moon, knowing that if I land amongst the stars, it’s OK—don’t ever give up; try again. Prior to this sponsorship, I had the mind frame of I’ll do my best, hoping it lands me somewhere I want to be. Now, my goals are well defined with the understanding of, the higher I rise in the organization, the easier it is to have influence (limited influence = limited leadership). I aspire to continue my growth as a leader in the transportation department, however, keeping an open mind for any other cross functional opportunities. Plans to pay it forward: I plan to be the same type of mentor that Kenny is to me. Learning about people both personally and professionally can pay dividends. Spending time, giving advice, and imputing knowledge is an invaluable part of building relationships. This is how we create an inclusive environment, making others feel a sense of belonging. The time I spend with others will be intentional, having targeted discussions with the intention of yielding positive results.
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Education: BS, Civil Engineering from Southern University and A&M College Company Name: Union Pacific Railroad Industry: Transportation – Railroad Company CEO: Jim Vena Company Headquarters Location: Omaha, NB Number of Employees: 32,000 Your Location: Chicago, IL Words you live by: My will shall shape my future. Whether I fail or succeed shall be no man’s doing but my own. –Elaine Maxwell Who is your personal hero? My father, Sidney Fleming What book are you reading? It Worked for Me – In Life and Leadership by Colin Powell What was your first job? Benny’s Car Wash in Baton Rouge, LA Favorite charity: Boys & Girls Club Interests/Hobbies: Spending quality time with family, playing with dinosaurs with my 2-year-old son, playing various games with my 5-year-old daughter, watching football (New Orleans Saints), wood projects, exploring Chicago, etc. Family: Son (2) – Cerwin Fleming Jr., daughter (5) Aubrie Fleming, wife, Brandi J. Fleming, mother, Eva Fleming, Father (deceased), Sidney Fleming.
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Workforce Engagement Leader
2023
Senior Vice President,
INTERNATIONAL
AWARD
Drinal Foster, SHRM-CP, PHR
What I know for sure … the impact of robust mentors and sponsors is career changing
Education: BA, Organizational Leadership and Communication, Metropolitan State University Company Name: Wells Fargo Industry: Financial Services Company CEO: Charlie Scharf Company Headquarters Location: San Francisco, CA Number of Employees: 238,000 Your Location: Minneapolis, MN Words you live by: The beautiful and brilliant Dr. Maya Angelou once said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” She also shared, “Do the best you can until you know better. Then when you know better, do better”. Who is your personal hero? My late grandmother – she was a daily inspiration and a raving fan! What book are you reading? Empowering Yourself – The Best Kept Secret in Organizational America by Harvey J. Coleman; Atomic Habits by James Clear. What was your first job? An office aide summer internship at the age of 13 in my hometown of Seattle, WA Favorite charity: Anything centered around youth and youth development Interests/Hobbies: World traveler, amateur photographer, blogger, lover of music and a sport enthusiast
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I’m the daughter of two loving humans – Thomas, a celebrated military veteran and Patricia, a strong, Black woman who worked as a bank janitor earlier in her career. I share the origins of my beginnings as a way to provide context and background on my journey at one of America’s iconic brands. My career in financial services has been a deliberate dance across roles, functions and geographies. I started out as a teenager, learning the ropes as a bank teller, then honed my skills in human resources for years, all while keeping my eyes on the bigger picture. Each cross-functional move, each relocation, brought me closer to my ultimate goal: shaping the employee experience and driving engagement. Today, as a workforce engagement leader, I leverage the diverse tapestry of my experiences to ignite passion and purpose among our teams; a triumph my blue-collar upbringing could only have dreamed of. I’m very fortunate to have had the experience of knowing the profound effects of healthy mentoring relationships and senior leader sponsorship. My team poured into me and then doubled down because they recognized my potential. They witnessed the quality of my work and the impact that I created in the various work spaces.They invested greatly in me and furthered their steps and utilized their influence and social capital for me. This special collection of people – my dream team, made my impossible, possible, and here are some lessons that have stuck with me: 1. Be Masterful with Relationships – Serve as a loyal relationship manager and vigorously foster your relationships. Your network is your net worth. Commit to making deposits in others before requesting a withdrawal. Relationships are key to getting business done on any stage. 2. Maintain Intellectual Curiosity – Turn up your curiosity and commit to being a life-long learner. Show interest in other’s work and know their priorities. Serve as a resource and a supporter to others and amplify their work. Consume knowledge and digest it wisely. 3. Get Comfortable Being Uncomfortable – Embrace ambiguity and learn to flex your style adapting to the environment that you are part of. Take calculated risks, try new experiences, accept new assignments that will challenge you to operate outside of your box. Say yes more than you say no. 4. Pursue Excellence – Be exceptional in your current role and your work will get noticed. Have a spirit of developing others, share your knowledge and help upskill others’ abilities. Success occurs when opportunity meets preparation. Stay relevant. 5. The Give Back – For whom much is given, much is required. We have the responsibility of lifting others up as we climb. Help to fill other’s “toolboxes” and help to navigate unchartered territory. With deep appreciation and admiration, I thank my team!
www.diversityjournal.com
2023
AWARD
INTERNATIONAL
Lauren Moore
Partner
A scary driving lesson became an important life lesson I was very fortunate to receive great advice early in life. When I was 15 years old, my dad took on the harrowing task of teaching me how to drive. One day, after a particularly unskilled practice round, I drove over a curb and onto a patch of grass next to a strip mall. I was so frustrated that I turned the car off and announced that I wouldn’t be driving home (or anywhere else) that day. Many parents would have accepted the offer to take control of the car, but my dad sat in the passenger seat and said, “You can’t just stop driving because it’s hard. You always have to keep moving, no matter what.” It may be a cliché, but I replay that event whenever I face new challenges and disappointments—and decades later, I’m grateful for the early lesson in resilience and ceaseless forward movement.
Education: JD, Harvard Law School; BA, University of Southern California Company Name: WilmerHale LLP
The ability to endure and move forward—to not be shaken by events taking place around you—is particularly important for attorneys who are underrepresented in the profession and who may face doubt, skepticism, and barriers along the way. At this point in my career, I have already experienced many highs and lows – including moments of great fortune, excitement, and disappointment. Because I hold myself to the highest standards, I have a tendency to reflect on mistakes and setbacks—to think about what I could have done better and how I can improve. Those are helpful traits for any attorney who wants to grow and sharpen their skills—but the skill that I value most is the ability to push forward no matter what. This ability to endure and look ahead to the next challenge was particularly helpful during my tenure on the Senate Judiciary Committee and in the White House Counsel’s Office, where things move at such a rapid pace that it becomes imperative to shake things off quickly and rebound. The ability to endure and move forward—to not be shaken by events taking place around you—is particularly important for attorneys who are underrepresented in the profession and who may face doubt, skepticism, and barriers along the way. There are so many young attorneys who make mistakes as they’re learning and growing, and fear that they’ll never be able to bounce back. As I continue in my own career, I’m grateful for the opportunity to help other attorneys tap into their power to move on from setbacks, leave the day’s disappointments behind, and press forward into the best that life and work can offer.
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Industry: Legal Company CEO: Robert Novick and Susan Murley, Co-Managing Partners Company Headquarters Location: Washington, DC and Boston, MA Number of Employees: Approximately 2,000 Your Location: Washington, DC Words you live by: Keep going no matter what. What book are you reading? The Shadow King by Maaza Mengiste What was your first job? Retail associate at Macy’s Interests/Hobbies: Spending time with family and friends, traveling, and live music
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Partner
INTERNATIONAL
Pro bono civil rights advocacy fuels this prominent patent attorney
Education: JD, Boston University School of Law; BA, New York University Company Name: WilmerHale LLP Industry: Legal Company CEO: Robert Novick and Susan Murley, Co-Managing Partners Company Headquarters Location: Washington, DC and Boston, MA Number of Employees: Approximately 2,000 Your Location: Boston MA Words you live by: Just do it. Who is your personal hero? Thurgood Marshall! What book are you reading? The New Jim Crow: Mass Incarceration in the Age of Colorblindness by Michelle Alexander What was your first job? Front desk at a health club Favorite charity: ACLU
As a Black man and as a child of immigrant parents, I have always cared deeply about civil rights and social justice. It is that interest which initially attracted me to the law. I attended college in New York City in the late-90s, during the peak of the Giuliani “stop and frisk” years. While I was at NYU the city was shocked by the police shootings of Amadou Diallo and Patrick Dorismond, and the beating of Abner Louima. These awful events cemented my desire to contribute to the civil rights cause and apply to law school. Although my practice today is patent litigation, I chose my firm – WilmerHale – because of its commitment to pro bono work and issues of civil rights and social justice. That commitment has allowed me to pursue my passion while maintaining a thriving client-paying practice. In the past ten years, I have been involved in over a dozen important and high-profile pro bono matters aimed at advancing civil rights, equality, and criminal and social justice issues. Many of my advocacy efforts have come about through my connection to the American Civil Liberties Union of Massachusetts, where I serve on the Board of Directors and am currently Chair of the Foundation. I have been on the ACLU Board for 12 years and served as President of the Board for four years until 2018. I am active in the Black Law Students Association at Boston University Law and regularly return to campus to participate in panels and seminars regarding a host of issues, including diversity in the legal profession. As a lawyer, I’ve been able to help non-citizens avoid detention and deportation while they pursue legal status in the United States; help the ACLU identify racial bias in the Boston Police Department’s stop-and-frisk activities; and assist veterans with benefits appeals. At the same time, I help leading life sciences and technology companies in major disputes involving intellectual property and other commercial matters. A career in the law has enabled me to become the best professional I can be while also being able to actively contribute to the betterment of society and help people in a meaningful way.
Interests/Hobbies: Golf Family: Wife and two daughters (4th and 2nd grade)
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www.diversityjournal.com
AWARD
Kevin Prussia
2024 PDJ Awards Calendar
NOMINATE TODAY!
Magazine Issue - First Quarter 2024
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AWARD INFORMATION • Magazine Issue: Q1 2024 • Featured Awards: Diversity Leaders • Nominations Open: Nov 15, 2023 • Formal Annoucement: Nov 15, 2023 • Nominations Close: January 12, 2024 • Winners Announced: January 2024 • Publication Date: March 2024
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2024
AWARD INFORMATION • Magazine Issue: Q1 2024 • Featured Awards: Latino Leadership • Nominations Open: Nov 15, 2023 • Formal Annoucement: Nov 15, 2023 • Nominations Close: January 12, 2024 • Winners Announced: January 2024 • Publication Date: March 2024
Nominate Today!
Second Annual
2023
LAWYERS Making a Difference INTERNATIONAL
AWARD
DIVERSE
Profiles in Diversity Journal is proud to recognize prominent lawyers making a difference in diversity, inclusion, and equity within their law firms, and for their clients and communities with our second Diverse Lawyers Making a Difference Awards. The 11 profiles that appear in this issue recognize and celebrate the achievements of our second group of Diverse Lawyers. Each award recipient has also provided us with the answers to some questions and an essay that will give you, our readers, the chance to get to know these trailblazing individuals a little better. Welcome to PDJ’s second annual Diverse Lawyers Making a Difference Awards.
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DIVERSE
2023
SVP, Associate General Counsel, Labor & Employment Law, Labor & Employee Relations
LAWYERS Making a Difference INTERNATIONAL
AWARD
Cristina Nutzman
Education: BS, Psychology, Loyola University, Chicago; MS, Human Resources, Chicago-Kent College of Law; JD, Illinois Institute of Technology Company Name: Curaleaf Industry: Cannabis Company CEO: Matt Darin Company Headquarters Location: New York, NY Number of Employees: More than 5,200 Your Location: Chicago, IL Words you live by: Life is short! Take risks and live your life without regrets. Who is your personal hero? Jose and Dolores Lopez, my mom and dad. What book are you reading? Wake Up with Purpose by Sister Jean with Seth Davis What was your first job? I was 15 years old with a work permit and worked as a receptionist for a solo optometrist providing low-cost services to an underprivileged community. Favorite charity: Hispanic Lawyers Scholarship Fund (HLSF)....of course. I’ve been on the board 18 years and am the current chairperson! Interests/Hobbies: Outdoor running, yoga, spending time with my kids and husband and traveling. Family: Husband and two kids.
Inspired by her parents, she’s pushed herself to achieve over and over again My professional passion is ignited by a desire to educate and help. For as long as I can remember all I ever wanted to do was focus on a profession where I felt like I could help someone else. That desire to help came from witnessing my father’s view that we should always help others that needed help. For him, it meant going out of his way to hire people who others would overlook. One compelling memory is a time when he hired a female job site assistant in an industry where no women worked. He did it because she was a Spanish speaking single mom who spoke little English and no one else would give her a chance. For him, it meant giving up his weekends for many weeks before and during tax season to educate himself to know how to complete tax returns. He did this so he could assist Spanish speakers who spoke little English to complete their tax returns. This inspired me to pursue education and to choose a profession where I could help. I initially studied medicine
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and then changed course to a legal career because I saw it as an opportunity to educate businesses to comply with labor and employment laws. As I progressed in my career, education took the form of influence. Educating and influencing my business partners to “do the right thing” continues to ignite my professional passion. There are two traits I consider essential to my success. The first is to not be afraid to ask for what you need and want. Being very direct about what I wanted felt so bold to me until I realized that I am my best advocate. If I didn’t push for what I wanted no one else would do it. I had to get over my fear of being perceived as pushy, something I attributed to my Hispanic heritage and culture. Growing up, the women in my culture were supposed to be passive and subdued. I credit my mom for changing that narrative and always reinforcing that I was capable of anything. She is the sole reason I was so motivated to overachieve and why
I ended up getting three degrees; or as my family jokes, becoming a professional student for what felt like an eternity. The second trait that has helped in my career is risk taking. I have not shied away from taking a risk because I don’t want to live with regret and wondering what would have happened if I had taken that risk. I firmly believe where I am today professionally and personally is because I have taken risks in both my professional and personal life. I have never been disappointed with the outcome because I learned more from the risks that resulted in failure. What would people be surprised to learn about me? That I work in cannabis! I’m sure I’m the last person people would have expected to work in cannabis. But I don’t regret it for a second and am very proud of the industry and my contributions. It is the most rewarding job I’ve had to date. www.diversityjournal.com
2023
LAWYERS Making a Difference INTERNATIONAL
Gina Diaz
AWARD
DIVERSE
CEO + Founder
Education: JD, Law, Cooley Law School; BA, Criminal Justice, St. Xavier College Company Name: DIAZCASE Law Industry: Legal Company CEO: Gina Diaz Company Headquarters Location: Berwyn, IL Number of Employees: 15 Words you live by: Fear kills a dream before the ending. Who is your personal hero? My mother What book are you reading? Currently listening to a lot of podcasts! What was your first job? McDonalds Cashier Favorite charity: WE WIN FOUNDATION Interests/Hobbies: Shopping, shoes, fashion, helping business start up Family: Three beautiful girls, a loving husband and amazing parents
Figuring out her priorities after a surprise cancer diagnosis POP! That’s the noise I heard and felt ripple through my body as I completed a set of crunches with my personal trainer. Little did I know that sound would change my life. My husband rushed me to the emergency department where they told me I had a tumor in my left ovary that had ruptured. I was rushed into surgery and the last thing I remember is the worry on my husband’s face. The tumor was huge—five pounds—and just as my doctor told me post-surgery that preliminary testing determined it was cancer, I had an unsettling out-of-body experience. I sat, staring ahead, and I heard the machines buzzing as though my heartbeat had just flatlined. At that moment, my mom, husband, and daughter walked in. They heard what she said, and immediately my mom started screaming and
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fainted. I snapped out of it but didn’t have time to take in what the doctor had said because I was worried about my family. It all hit me when I went to see my oncologist and read the words cancer unit. It was overwhelming and only got worse when I learned that I wouldn’t be able to have any more children. I tried bargaining with the doctor to let me have one more child before removing the other ovary. He then asked me the lifechanging question: “Would you rather be alive for three children or dead for four?” I chose life, but I mourned the loss. Testing determined the cancer had not spread, so I didn’t have to go through chemo or radiation. It was gone, and I was blessed to be cancer free. Despite that, I became angry at God and life for taking away my ability to have more children, and it
was then, at one of the most vulnerable times in my life, that my business partner nearly bankrupted me. I wasted almost a year before asking myself whether I wanted my legacy to be “Your mom became a drunk, angry person who lost it all,” or if I wanted to find a solution to the challenge I faced. I started thinking about my future, which led me to realize I had been living to work versus working to live. If something were to happen to me, what would be my legacy? What was my backup plan? What was my retirement? And that’s when I decided to start investing in real estate. The legal aspect of real estate investing is the biggest part of my business, and helping others learn how to invest and build their legacy is what makes me the happiest. It has helped me find a better work-life balance and I’m leaving a legacy for my kids, financially and personally.
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DIVERSE
Associate Project Manager
LAWYERS Making a Difference INTERNATIONAL
AWARD
Hudson Bitterman
Education: JD, Loyola University New Orleans College of Law; BA, University of San Francisco, Theology and Religious Company Name: EPIQ Industry: Professional Services Company CEO: David Dobson Company Headquarters Location: New York, NY Number of Employees: 8,000+ Your Location: Providence, RI Words you live by: You must conquer the things that you fear. Who is your personal hero? My older sister, Sarah What book are you reading? Mutual Aid: Building Solidarity During This Crisis (and the Next) by Dean Spade What was your first job? Restaurant server Favorite charity: The Trevor Project Interests/Hobbies: Inline skating, roller hockey, hiking, music, spending time with family and pets Family: Youngest of four siblings
The Transformative Power of Empathy: A Journey towards Personal and Professional Success Empathy, the ability to sense others’ emotions and actively seek to understand their perspective, has been the compass guiding my journey toward both personal and professional success. To me, empathy is not merely a trait; it is a transformative force that shapes self-awareness and fosters genuine connections with others. During my educational journey, empathy became a lens through which I understood the intricate dynamics of conflict in the Middle East and the Balkans. One particular experience at a camp in Bosnia Herzegovina where children and young teens from every country in the former Yugoslavia shared their diverse yet connected experiences, left an indelible mark on my perspective. This exposure not only deepened my understanding of the regional
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conflict but also cultivated a profound sense of empathy, enabling me to appreciate the vastly different lives and relationships to conflict that others experienced. Transitioning into my role as a public defender presented a new set of challenges and opportunities to apply empathy. In one memorable case, my empathetic approach, rooted in thorough preparation and genuine engagement, altered a potentially difficult client interaction. By actively recalling and acknowledging key details of the case, including the names of individuals mentioned in the police report, I built immediate trust. Naming a person crucial to the client’s daily life proved pivotal. It was a moment where empathy transcended legal proceedings, creating a connection that influenced the client’s perception of their lawyer
and, ultimately, the case outcome. I would be remiss not to mention, while empathy has truly helped guide my journey, it is not always easy to be empathetic, particularly when faced with emotional situations and polarizing issues. I share these experiences to demonstrate the immense power of empathy, not only on our own personal and professional growth, but overall building more meaningful and sincere relationships. In my opinion, that’s what life is all about. In the face of challenges, whether in conflict analysis, the legal arena, or my current professional landscape, empathy has been my guiding light. As I navigate my current role, the lessons learned from these experiences continue to shape my approach, illustrating the enduring impact of empathy on both personal growth and professional success.
www.diversityjournal.com
2023
LAWYERS Making a Difference INTERNATIONAL
AWARD
DIVERSE
Reena A. Gambhir Partner, Diversity Equity and Inclusion Partner
Education: JD, George Washington University; MA, University of Chicago; BA, Boston College Company Name: Hausfeld Industry: Legal Company Headquarters Location: Washington, DC Number of Employees: 300 Globally Your Location: Washington, DC Words you live by: Life is the journey, not the destination. Who is your personal hero? My mother. What book are you reading? Murmur of Bees by Sofia Segovia What was your first job? Desk assistant Interests/Hobbies: Reading, running, music Family: My husband and I have two incredible, energetic, and hilarious boys (7 and 10) and a little Goldendoodle puppy named Maple.
Authenticity, Mentorship, and Thinking Outside the Box Throughout my journey, I have discovered that my personal success lies in nurturing three core values: authenticity, mentorship, and thinking “outside the box.” These principles have not only shaped my career but also continue to illuminate my path forward. I attribute my career success to being true to myself. This means making sure I pursued my values through my work, and being honest with myself in identifying my strengths and my weaknesses. And then really leaning into my strengths. It is not always easy to know what you love to do and understand what you are naturally good at, but pay close attention to which parts of your job bring you the most joy, and which parts challenge you in the best ways – that light will guide you. I also cannot underscore enough the value of mentorship. Mentors
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provide advice and guidance, and great mentors act as a sounding board, allowing you to really explore and answer the questions about what you love to do and
“By mentoring young lawyers, I strive to act as that very same sounding board that I was lucky enough to have during the early stages of my career.” what you are good at. It is vital to seek out and develop mentor relationships at all stages in your career. Even when you are busy, make sure you schedule that coffee, coordinate
that call, or go to that networking event. It will pay you endless returns in the future. As I continue to progress through my career, I realize more and more the importance of paying this forward. By mentoring young lawyers, I strive to act as that very same sounding board that I was lucky enough to have during the early stages of my career. Think big and outside the box, especially in the legal profession. There are arbitrary ceilings and rules created about how you should further your career. Everyone should think outside the box and think big. Be confident and ask to do the things you love to do. If you are turned down, keep asking and looking for different opportunities. Do not limit yourself to what others might expect of you.
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Partner
LAWYERS Making a Difference INTERNATIONAL
AWARD
Charlene A. Azema
Education: BS, UCLA; JD, UCLA Law School; MBA, UCLA Anderson School of Management Company Name: Knobbe Martens Industry: Intellectual Property Law Firm Company CEO: Steven Nataupsky, Managing Partner Company Headquarters Location: Irvine, CA Number of Employees: 673 Words you live by: There’s no one definition of or path to success. In our lifetimes we may have multiple iterations of what success means and we shouldn’t be afraid to reevaluate that definition and change course, if needed. What book are you reading? What Got You Here Won’t Get You There by Marshall Goldsmith and Mendeleyev’s Dream by Paul Strathem. What was your first job? I worked in sales and fittings at a tuxedo shop in high school. Favorite charity: Human Options, dedicated to helping victims of domestic violence. Interests/Hobbies: Dance, cooking, and coaching youth sports Family: I live in Orange County, California with my husband, Vassilios, and our three kids ages 6, 5, and 1.
An awful job interview jitters gave this lawyer critical life-long skills. The job interview was a bust – and a priceless gift to her career The best advice I ever received was to not underestimate the value of being prepared for an interview. It might sound simplistic or obvious to some, but this advice, which was taught to me unintentionally, completely changed my perspective about the path to becoming a lawyer. Having entered law school and getting ready for my first “real” job, I was not prepared for how to distinguish myself from the masses of other intelligent and equally driven peers. Until then, success had been measured by letters on a transcript and scores on a standardized test. But walking into an interview, one has to learn how to engage and to stand out beyond just the letters and numbers on a page. This was a lesson I learned after having
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tragically bombed one of my first law school summer job interviews. A prominent trial lawyer asked me: “Pretend I’m a jury and please stand up and give your opening statement on why we should hire you.” It might go down in history as one of the most challenging interview questions given to a newbie law student, but the silver lining is that it highlighted a shortcoming in my focus as I was launching into a career. My response was terrible to say the least, and my streams of hemming and hawing did not impress. But a few things became immediately clear when I walked out: First, I was not getting that job. Second, I needed to spend time away from my law books honing this new, undeveloped skill. After taking classes offered in
my MBA program, practicing with friends and mentors, and most importantly spending hours repeating on rotation in front of my mirror, interviewing became something I did with confidence, and added so much more color to the grades and scores printed on my resume. Also, that skill is transferable to so many scenarios I have encountered as a lawyer and in life. It’s a skill that resurfaces when meeting new people, pitching new clients, negotiating deal terms, and presenting oral arguments. And while as a transactional attorney I’ve never had a second chance at presenting a better answer to the jury, my humbling experience in that first interview helped me shape and develop a skill that would ultimately contribute to my future growth as a lawyer.
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LAWYERS Making a Difference INTERNATIONAL
AWARD
DIVERSE
Bita Kianian
Intellectual Property Attorney
Education: JD, UCLA School of Law; BA, California State University, Fullerton, Business Economics Company Name: Knobbe Martens Industry: Legal Company CEO: Steven Nataupsky, Managing Partner Company Headquarters Location: Irvine, CA Number of Employees: 673 Words you live by: Good thoughts, good words, good deeds. Who is your personal hero? My mother What book are you reading? The Road Less Traveled by M. Scott Peck, M.D. What was your first job? Sales associate at Banana Republic store Favorite charity: CHILD International Interests/Hobbies: Traveling, reading, trying new restaurants, and cooking traditional Persian dishes Family: Husband, Aaron Mendez, and Goldendoddle pup, Leo
Loving my career and appreciating the people who helped me along the way My professional passion is fueled by a desire to safeguard the creations and innovations of others – something I get the opportunity to do daily as an intellectual property attorney. It is truly a privilege to do something you are passionate about every day. I reached this position by having trusted mentors who advocated for me. I am the first attorney in my family. My parents immigrated to the United States from Iran for school but were unable to return home after the 1979 Iranian Revolution. Growing up surrounded by peers that did not look like me or share my culture was isolating at times and I often felt overwhelmed trying to navigate my way through the higher education system. My mother has been an enduring and powerful force in my life, embodying strength, independence, and resilience. She continues to be
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my greatest teacher. I watched her dedicate herself to her family and career and create a community of people she could trust and rely on. Building my own community—finding people that I could relate to, who had similar life experiences, and who I could count on for honest advice and sound guidance—was key to my success. I would not have been able to achieve all that I have if not for this support system. Identifying a mentor can be challenging, and the advice I received—to seek mentorship from the broader community, such as bar associations, alumni organizations, affinity groups, or personal networks—proved invaluable. I have been fortunate to have several amazing mentors throughout my life who have helped instill in me a sense of confidence, resilience, and belief that all voices, including my own, are not only valid but
essential in shaping the future of the legal profession. I strongly believe that we all carry a responsibility that extends beyond individual success – it is a duty to pave the way for the lawyers of tomorrow. Despite my relatively brief six years in practice, it is important for me to provide younger attorneys with the guidance, advocacy, and support that I was fortunate enough to receive myself or wish I had. It is equally important for me to be at a firm that values the opinions of its junior attorneys and provides opportunities for junior attorneys to participate in discussions relating to diversity and inclusion efforts. Actively engaging in mentorship and championing diversity and inclusion is crucial for leaders. By doing so, we can ensure the legal profession evolves into a space that embraces and amplifies the richness of diverse perspectives.
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Attorney
LAWYERS Making a Difference INTERNATIONAL
Education: JD, William S. Boyd School of Law; University of Nevada, Las Vegas; MPA, University of Miami, Coral Gables; BS, Boise State University, Boise Company Name: McDonald Carano LLP Industry: Law Firm (Legal Services) Company CEO: George F. Ogilvie III Company Headquarters Location: Reno, NV Number of Employees: 110 Your Location: Las Vegas, NV Words you live by: Always stay true to yourself, and never let what somebody else says distract you from your goals. Who is your personal hero? My parents What book are you reading? Ruth Bader Ginsburg by Jane Sherron De Hart What was your first job? Childcare provider at a fitness gym Favorite charity: The Loveland Foundation Interests/Hobbies: Traveling, baking, and hiking Family: Two brothers, the best parents, and an abundance of love from all other family members
My parents’ lessons: Careers are tough. Life is tougher. Just keep going. I still hear my Mom’s voice, “Don’t give up too fast or when it gets hard because meaningful moments happen after you weather the storm. That’s when breakthroughs come.” “But what happens then?” I asked. “You appreciate how far you’ve come,” my Dad chimed in, and then they both said “And you keep going.” This is the best advice I’ve ever received. It was hard leaving my family in Nevada and moving to Florida by myself to obtain a master’s degree and finish my last collegiate year of hammer throw competition. There were many times I wanted to give up and go back home, but I kept going. My parents were right — earning my master’s degree, returning to Nevada to be with my family, and starting law school were meaningful breakthrough moments. Unfortunately, after only one semester of law school the world shut down due
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to COVID-19, but I kept going and completed law school online and a semester early. The next painful storm was my Mom unexpectedly passing away during my last semester of law school. She wasn’t at graduation to see me accomplish my goals, but after I walked across the stage to accept my diploma I knew I had to keep going. I gave it my all, passed the bar, and became an attorney at McDonald Carano. I keep going because I have learned that it lifts you up, helps you discover the strength of your convictions, and focuses your determination. It helps you define what matters to you. It helps you claim your life as your own, and show up more fully for yourself and others. You can’t keep going if you don’t know who you are and what you stand for. If you keep going you can do more and be more, and you will experience that success is measured both by what
you achieve and overcome — for yourself and for others. You must keep going to make a difference, but be ready to commit the time. I have chosen to mentor diverse law students to help them keep going. I speak on panels about breaking diversity barriers to help the cause keep going. My law firm received the Nevada State Bar’s first Partner in Diversity, Equity, and Inclusion award and I am a vice-chair of our DEI Committee because I want to help my firm keep going. I am a board member of the Las Vegas Chapter of the National Bar Association (for the predominantly African-American legal professionals) so I can help the legal profession keep going. Life happens when you keep going. Get through the hard times, experience meaningful moments, appreciate how far you’ve come – and then follow my parents’ advice and keep going.
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AWARD
Karyna Armstrong
2023
LAWYERS Making a Difference INTERNATIONAL
AWARD
DIVERSE
Cheryl James
Vice President, Associate General Counsel
Education: BA, NYU College of Arts & Sciences; JD, Columbia Law School Company Name: New York Life Industry: Financial Services Company CEO: Craig DeSanto is CEO, President and Chair of the Board Company Headquarters Location: New York, NY Number of Employees: 11,800 Words you live by: “At the end of the day, it’s not about what you have or even what you’ve accomplished...it’s about who you’ve lifted up, who you’ve made better. It’s about what you’ve given back.” – Denzel Washington Who is your personal hero? My mother What book are you reading? Atomic Habits by James Clear What was your first job? Biology teacher at a summer science program Favorite charity: The Door Interests/Hobbies: Traveling, attending tennis tournaments, fitness Family: Parents, sister, brother, and two nephews
Expressing gratitude for my life by paying it forward for others Throughout my life, I have been fortunate to have a village behind me. I was anchored by supportive parents who modeled a path to achieving great heights in the legal profession through public service, investing in their immediate communities through direct outreach and engagement, while still making time to develop and nurture me and my siblings. My good fortune continued through my career with countless mentors and sponsors who identified goals I hadn’t even envisioned, providing encouragement, opportunities, and often corporate support to pursue those goals. While my own hard work certainly contributed to my achievements, I credit this village with my success, and seek to pay it forward by supporting others. In contemplating how to make my own impact, I realize my approach must be multi-dimensional. Within my organization and
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the legal industry more broadly, I prioritize mentoring women and people of color who see me as a role model and an example of what they can achieve. I recognize that many promising young professionals are not as lucky as I am, and joining their village may leave an indelible mark on their lives. It is imperative that I personally take the time to identify these rising stars, coach them, invest in their development, and provide advice that they may not otherwise receive. In my role as a team leader, I strive to inspire and lead by example. I aim to model kindness, compassion, and empathy, setting an example for my teams to do the same. By being transparent and providing constructive feedback, I hope to help them improve and excel. I recognize that for lawyers, working hard is table stakes, and often focus my efforts into helping others master the human element of our work that
leads to better collaboration with our clients and stakeholders. Finally, I invest in my community through pro bono work and service. At New York Life, I have been able to make an impact through individual immigration matters and assisting non-profits with governance documents, among other projects. I also serve as an advisory board member for The Door, a nonprofit whose mission is to empower young people to reach their potential by providing comprehensive development services. By partnering with great organizations like the Door, I hope to amplify my individual contributions to reach the broader community. As my career progresses, an important benchmark of my success will be my continual ability to create impact in each of these areas. Through this work, I hope to demonstrate my deep gratitude to my own village, by helping shape the next generation of leaders.
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Co-Head of Restructuring, United States
LAWYERS Making a Difference INTERNATIONAL
AWARD
Ryan Manns
Education: JD, Howard University School of Law; BA, Economics and Computer Applications, University of Notre Dame Company Name: Norton Rose Fulbright Industry: Legal Company CEO: Jeff Cody, US Managing Partner Company Headquarters Location: New York; Houston; London Number of Employees: 7,345 Your Location: Dallas and Houston Words you live by: “The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.” – Martin Luther King Jr. Who is your personal hero? My parents What book are you reading? YMCA baseball umpire Favorite charity: David Nichol scholarship fund at Jesuit College Preparatory School Interests/Hobbies: I enjoy school and sports activities with my kids. I also enjoy traveling and I am an avid sports fan. Family: Wife: Kristen, sons: Luke and Jack
Every young lawyer needs an advocate in the room who can help make things happen My sponsors/mentors have been tremendous catalysts for the success that I have achieved both personally and professionally. For example, early in my career I received incredible support from my sponsor in connection with my ascension from a senior associate to partner at Norton Rose Fulbright. Over the course of my career, my sponsors and mentors have supported me through a number of ups and downs and have encouraged me to work towards achievements in my career that I otherwise would not have considered possible. They were able to see potential in me that I could not see at the time. There is no substitute for having “an advocate in the room.” Sponsorship, when done correctly, serves as a career accelerator.
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Due to my positive experience with sponsors/mentors, I aspire to pay it forward through our firm sponsorship programs. In our program we have developed an infrastructure and
“Due to my positive experience with sponsors/mentors, I aspire to pay it forward through our firm sponsorship programs.” environment that continuously develops the protégé’s skills so they can ascend to their full potential at the firm, with mentors and protégés
meeting on a frequent basis. Beginning with an associate’s first year at the firm, the formal program also tracks metrics such as utilization and skill/development milestones to ensure that protégés are advancing their careers. Knowing firsthand how impactful sponsorship can be, I actively seek out opportunities to sponsor/mentor talented younger professionals who want to unlock their potential and accelerate their career development. Effective sponsorship is beneficial to both protégés and the firm because it can translate into more opportunities for talented protégés that, in some instances, have been overlooked, while creating a sense of belonging and loyalty.
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LAWYERS Making a Difference INTERNATIONAL
Maqui Parkerson
AWARD
DIVERSE
VP Labor Relations
Education: MS, Transportation Management, University of Denver; JD, William & Mary School of Law; BA, Economics and Math Methods in the Social Sciences, Northwestern University Company Name: Union Pacific Railroad Industry: Transportation Company CEO: Jim Vena Company Headquarters Location: Omaha, NE Number of Employees: 34,650 Words you live by: Lean into your differences and own your power. Relationships matter. Who is your personal hero? Janet Reno What book are you reading? Take Your Eye Off the Ball 2.0 by Pat Kirwan and The Power of a Positive No by William Ury What was your first job? Pizza Inn waitress Favorite charity: United Way of the Midlands Interests/Hobbies: NFL Football (Go Chiefs!), Yoga Family: Husband Blaine (retired US Navy), Max (senior at University of Pittsburgh), Lizzy (sophomore at University of Connecticut, Harry, the Cockapoo
Investing in relationships with your employees builds alliances and really pays off Relationships matter. My first boss at the railroad told me that on my first day on the job. This advice has served me well throughout my legal career and in my more current roles. Throughout my 25 years in the rail industry, I have prioritized building relationships every step of the way. Building relationships is critical to a successful transition when joining a new organization. When I started at Union Pacific during the Covid-19 pandemic, most employees were still working at home most days of the week. I opted to come into the office as often as possible so that I could meet new colleagues in person and build new relationships. The more people I met, the more I felt like I belonged and the faster I learned the company culture. Humans are social creatures, and we thrive on social interaction. Building strong relationships with colleagues helps us feel connected and supported, which is essential for the mental and physical well-being of ourselves and our workforce. www.womenworthwatching.com
Additionally, relationships foster personal and professional growth. In my sustainability role, I met with employees throughout the company to learn about ongoing sustainability efforts. Like many companies, Union Pacific’s sustainability efforts were taking place in multiple departments without clear visibility across the organization. Meeting with subject matter experts throughout the company helped me learn about the good work people were already doing and about how employees were engaging with sustainability. I was able to rely on that network and knowledge when developing and implementing the company’s enterprise sustainability strategy. When we interact with each other, we learn from their experiences and perspectives. We gain new insights and knowledge that help us grow as individuals. Building relationships establishes trust and credibility, which leads to effective collaboration. When we collaborate, we learn from others’ experiences and perspec-
tives, which helps us improve our skills and knowledge. Having strong relationships is essential to being able to resolve conflict. In my current labor relations role, building strong relationships is the essence of the job. Often, the interests of management and labor are not readily aligned despite significant underlying common interests. Strong relationships built on trust and respect allow parties to approach conflicts with an open mind and willingness to hear others’ interests. When parties have a relationship, they are more likely to see the bigger picture and focus on what is truly important. This helps them avoid getting bogged down in the minor details and find focus on a solution that works for all parties. If asked to give advice to professionals beginning their careers, I would tell them to invest time to build relationships with the people they interact with. It makes us better professionals and better people. 2023 Fourth Quarter
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Partner, Chair, Anti-Discrimination Practice, WilmerHale
LAWYERS Making a Difference INTERNATIONAL
AWARD
Debo P. Adegbile
Education: NYU School Law, JD; Connecticut College, BA Company Name: Wilmer Cutler Pickering Hale and Dorr Industry: Law Company Headquarters Location: Washington, DC Number of Employees: 1,800 Your Location: New York, NY Words you live by: “It always seems impossible until it is done.” – N. Mandela Who is your personal hero? Thurgood Marshall What book are you reading? How to Be a Friend: An Ancient Guide to True Friendship by Marcus Tullius Cicero What was your first job? Sesame Street child actor Favorite charity: Manhattan Country School Interests/Hobbies: Soccer, interior design, NGO service Family: Susan Haskell, wife; Sela and Devan Adegbile, daughters
With the right mentors, junior lawyers can learn how to give good counsel that makes significant contributions to the world My career has been guided and enriched by mentors. Each expressed a belief in my potential that exceeded my reasonable expectations of what I thought possible, while also imparting lessons that I continue to carry and share. The most transformational for me was Judge A. Leon Higginbotham Jr., who mentored me initially as a professor at NYU School of Law, and again when I worked with him as an associate following graduation. He never hesitated to seek the views of his junior colleagues. He taught us that we were paid to think hard about the factual and legal questions of our clients, and that we must be prepared to do so at all times. The judge had an ability to distill a controversy to its essence, and to force us to begin to develop that skill. Even at the outset of a case he would look around the table and ask: “How would you close?” Pushing past our astonish-
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ment at a question which was wholly unexpected, he would catapult us toward the summation. We took our best shot. It was a modest effort. He then would offer his version, and in listening to his passionate and persuasive baritone voice, a compelling clarity was introduced as our new guidepost. Of course, we knew he was a superior advocate and oralist— that was not in doubt—but this was really a lesson that at every stage in a case you need a vision of your end goal. He sent a powerful message to young lawyers that our thinking, views, and voice matter. He knew we were novices, but he treated us like colleagues—his belief in us helped to create confidence that we may not have ever had but for his commitment to our growth and possibilities. Judge Higginbotham forced us to find our legal voice by valuing it. In a dramatic example of his grace and investment in young law-
yers, he invited me and a colleague to the movie premiere of Cry, the Beloved Country. Nelson Mandela was in attendance and came to greet his friend, Judge Higginbotham, who had worked to support postapartheid South Africa. When Mandela saw Higginbotham, he smiled and asked: “How is the Big Chief?” his term of endearment for the judge who stood 6’5”. Higginbotham responded that he had “no major complaints,” laughed and then turned to introduce us, noting that we were working on an important voting rights case for the people of Louisiana. Mandela then looked at me and said, “Continue to give the judge good advice.” Since my days with the judge, I aspire to always give “good counsel” and to remember that each one of my junior colleagues may make extraordinary contributions to the law and world if we teach them to value their views and voice. www.diversityjournal.com
Activating Imposter Syndrome’s Untapped Allies: How Men Can Help Women Thrive
By Wema Hoover, Former Chief Diversity Officer, Principal & CEO Be Limitless Consulting, LLC
T
hroughout my career, I have benefitted countless times from the wisdom and support of so many caring women mentors. They took the time out of their days to give me advice, advocate for me, “block and tackle” when necessary, and help me unlock the confidence to bring my full self to work with no apologies. But I’ve also seen firsthand how men can play a powerful role in helping women to advance – and to push through the imposing psychological barrier of imposter syndrome. We need men on our side. And they should be because
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imposter syndrome is a universal challenge, something that sneaks into our minds no matter what we may have accomplished and makes us feel like we don’t belong, that we’re not good enough. It’s a persistent self-doubt that affects even the most successful of us. It’s that gnawing feeling that you have to fit into a mold that wasn’t made for you. It’s the fear that you’re not good enough, and at some point, someone’s going to figure it out, call you out, and finally expose
you as a fraud. I make it a point to share openly – and especially with our next generation of leaders who are starting out in their careers – that I’ve experienced it myself. I think of those times I was considered for key promotions that could turbo-charge my career to new heights and allow me to really have an impact. But my first instinct wasn’t to be excited about a new professional adventure – it was to worry that I wasn’t ready, somehow ill-equipped, and not prepared for a more senior role despite all of my proven experience and track record of success.
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I remember one example of imposter syndrome in action quite vividly. I was working in a highly scientific business unit, and I was the organization’s OD lead. I was hesitant to speak up in meetings, feeling like I didn’t quite fit in with the highly technical, maledominated environment. One day, a colleague and mentor finally pulled me aside. He told me that my insights weren’t being heard in meetings. As he put it, all my talent was invaluable, but it does nothing if I don’t bring it to the forefront and communicate it. I knew that I needed to make a change.
ourselves in the shoes of those around us. I have found, however, that there’s something about fatherhood – especially raising daughters – that seems to allow many men to better understand the challenges that women still face in the modern workplace. It certainly shouldn’t take parenthood to unlock the empathy gene, but I can’t help but notice that so many of the men who are ready to stand up and lead happen to be fathers. This phenomenon highlights the power of personal experience. Simply put, fathers of daughters often develop a deeper understanding of the
facing many of the same challenges as their colleagues. Men, like women, can struggle with imposter syndrome, but they might have a different set of challenges in recognizing and addressing it. For all our progress in creating more inclusive workspaces, many men have come of age in environments that reinforce traditional leadership styles that demand they mask any feelings of imposter syndrome. In fact, they often are rewarded for concealing it. To better support the women on their teams, men who are prepared must actively seek to understand and
“To better support the women on their teams, men who are prepared must actively seek to understand and acknowledge the conditions that create an environment where imposter syndrome and its effects on their female colleagues are perpetuated.” It finally hit me – I had to be bolder. More intentional. Unforgiving when it came to making my voice heard. This shift in mindset transformed the way I showed up at work. I stopped seeing my role as complementary and started viewing it as a core necessity and essential for the team’s performance. From that point forward, I became much more deliberate and intentional about speaking up and claiming my rightful position in all rooms and spaces that I entered.
Men as Allies It goes without saying that we should all be able to put
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obstacles women face in the workplace. They witness firsthand the challenges their daughters encounter – and refuse to perpetuate an environment that makes them feel anything less than capable of their full potential. And in time, they begin to support and drive systemic changes. Parenthood has a way of changing our perspective in ways big and small. Suddenly, they’re asking themselves if they would tolerate their daughters working in organizations that silence them or relegate them to the back bench. They see the talent, skills, uniqueness, and competence of their daughters – and know they soon will be
acknowledge the conditions that create an environment where imposter syndrome and its effects on their female colleagues are perpetuated. By doing so, they can employ practices that foster the conscious inclusion, growth, and advancement of women.
How Men Can Be Allies Whether or not they happen to have children, men have a unique role to play as advocates for equality, diversity, and tapping into the best talent regardless of gender in their organizations. Some steps men can take to begin stepping up as allies in the workplace:
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1. Celebrate and Acknowledge Women Leaders: Men can start by making it a priority to actively spotlight women leaders – including those who are leading well and are trailblazing in their roles or with their teams. To achieve this, organizations can consider implementing regular recognition programs or events that showcase the contributions of women leaders within and outside of their organization. I know some will disagree with this idea of setting aside recognition for women – but until we’re competing on a level playing field, creating a pathway for recognition is so important for helping emerging women leaders accumulate the “wins” that build a career, demonstrate their talent and allow other women to see a version of themselves as having success and making an impact – because the hardearned truth is that you “cannot be what you do not see.” 2. Actively Sponsor and Advocate for Women: It’s not enough to merely mentor women in the workplace; active sponsorship and advocacy are essential for supporting their career advancement. To empower women in their careers, male leaders and colleagues should proactively support and champion their accomplishments by being visible and vocal in their recognition. But this doesn’t just happen on its own and does not have to be formal in nature. Simply, connecting women with influential advocates who can help them navigate their path
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“Simply, connecting women with influential advocates who can help them navigate their path to leadership by speaking to their skills, abilities, successes, and potential is all that is needed to be effective and advance their careers.” to leadership by speaking to their skills, abilities, successes, and potential is all that is needed to be effective and advance their careers. 3. Welcome Differences – and Challenge Yourself: Acknowledge that there is no protype (it’s certainly not men-only) of leadership and that successful and effective leadership comes in many genders, ethnicities, abilities, and approaches. Women comprise more than half the world’s population, yet this is rarely reflected on executive teams or around boardroom tables. But we bring a wealth of unique perspectives, ways of working, and abilities to the workplace, and these differences can significantly enhance team performance. Organizations should not only welcome these differences but actively seek out and integrate diverse perspectives into their ways of working and operating for these behaviors to be adopted by employees and put into practice each and every day.
Eliminating Imposter Syndrome, Together
each and every one of us at one time or another, no matter our gender, race, ability, background, or how far we have come. The power to actively address, challenge, and ultimately eliminate imposter syndrome resides within each of us. We must uplift, encourage, and speak to the abilities, experiences, and accomplishments of others, especially those who may not fit the “mold” of what successful leadership looks like. This paradigm shift will establish new examples and role models of successful leaders that others will not only see but recognize as the norm. More importantly, that will allow us to confidently see and believe in ourselves with the knowledge that we belong in every industry, level and role, addressing imposter syndrome head-on. PDJ
Wema Hoover is Principal & CEO of Be Limitless Consulting LLC and is a DEI global thought leader and executive coach and former Chief Diversity Officer for several Fortune 500 companies.
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Where are they now? Over more than two decades, Profiles in Diversity Journal® has recognized more than 2,000 Women Worth Watching® in the pages of our magazine. In this issue, we catch up with 25 more past Award recipients, who have since been promoted, started their own companies, taken on new roles, or moved into entirely new fields of endeavor. Like all of our Women Worth Watching Award winners, they are dynamic leaders, who welcome challenges, embrace change, and share their knowledge and wisdom with the next generation of women. Read on, and see where their professional journeys have taken them.
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www.diversityjournal.com
2022
in Leadership
INTERNATIONAL
AWARD
Women Worth Watching®
Jennifer Call A
Taffi Schurz Jaso
VICE PRESIDENT, ME VIC CL AND IMPLEMENTATI
Managing Director–Data and Technology
Edu
Education: BSBA, Southeast Missouri State University; MA, organizational and professional communication and development, Ball State University
Education: MBA, MBA, NC Illino Sta
Company Name: Ankura
Com Company Name: Aetna, a CVS
Company CEO: Kevin Lavin
Company CEO: Karen Lynch
Industry: Health care
Industry: Legal Technology and Software
Indu
Com
Com
Paige Eding Neisha St
Company Headquarters Location: Washington, DC
Company Headquarters Locat Num
Number of Employees: 3,000
Betty Chen
Number of Employees: 300,00 Wor
Your Location (if different from above): Chicago, Illinois
Pers
Your Location (if different fro and Vice President, Global Supply Cha Job Title: Compe WordsVice you President, live by: Every day i Wha wome n worth watching in 2011 Margaret-Mary Wil PersonalBBA, Philosophy: Every pro Hap Operations & Strategy Education: accounting and patience, creativity, and perseve MD, MBA, MRCP Methodist University; Master’sWha de
Words you live by: You are the CEO of your life. Company and Executive Women Worth Watching® 2014 Award Winner Personal Philosophy: Lead with compassion and humor.
Job Title: Principal What book are you reading: Circe by Madeline Miller
and Company Marta Education: JD, University of Texas Law School; BS, UniversityEliof Lilly Southern
Robin L.Jennifer Yuh Nels
COMPANY AND EXECUTI VE WOMEN WORTh WATChINg® 2012 AWARD WINNE
What was your first job: Director of Forensics and Communication, Clemson University
What book are you reading: University; MBA, NortheasternFav UnD
Piñeiro-Núñez Bugni Using My Value and Leadershi I Embraced Professional Growth—Now I’m Doing What I Love G W California
Favorite charity: YMCA
Company Name: Fish & Richardson Interests: Baking, gardening, lifting weights, traveling, and taekwondo
Family: An absolutely wonderful husband, son, and stepdaughter (10 and 9) Industry: Intellectual Property Law
Company CEO: Peter J. Devlin
TITLE: Vice President, Business Innovation and Health Care Reform EDUCATION: BS, Penn State University
Inte What was your first job: Adm Ti
Fam Company Name: American Airli Favorite charity: Girls on theEd R
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FIRST JOB: CPA at KPMG and I am immediately reminded that I am privileged to Peat Marwick LLP
Interests: Running,SKG reading, an Industry: Transportation DreamWorks Animation Co
Family: Fortunate to have a wo Co
Company Doug Parker ROWING UP IN A CORUÑA, A MEDIUMEducation: BA summa cum laude,CEO: Boston College In Company Headquarters Location: N/Ahave a stimulating, interesting job. SIZE PROVINCIAL TOWN IN NORTHERN WHAT I’M READING: title: Director, “Kung Fu Panda 2” of Chicago When hen people think of a Institute, University Booth School ofLocat Bus Company Headquarters Co Innovator’s SPAIN, FAMILY MEANT EVERYTHING. All of my successes have come about because The I have been Way, by Peter J. Highmark eDucation: Inc. BFA, Illustration, Number of Employees: 1,100 Denning & Robert P. Dunham; a vete movie director, they He California State University at Long Beach Seven of us shared a small apartment and one bathroom, able to form relationships. Good, strong working relationOutlive Your Life, by Max Lucado Company Name: Arrow Electronics Number of Employees: 130,00 talk to likely would not think Location: City,the California FirSt JoB: Cleanup Artist, Nu and every decision Your was about the collective, never ships leadhelped to greatme results. As skills a leader, focus onMY underARedwood personal challenge that I overcame whenI needed, and focused on where I could hroughout my professional career, ofmost Health Carechomp Reform. Again, neOffice of the valuable lessons t PHILOSOPHY: Jetlag Productions he dre of someone like me. I don’t Industry: Electronics Yo Words you live by: All Things A Nothing ventured,career nothingpath gained. individual. I had, and still have, lots of personal interidentify what I am most passionate about professionally. shine, the fear of an ambiguous dissipated. standing the unique value of each individual. I try to see one i’m of reaDing: my bestOdd attributes has been flexibility hasmovie played anever key role my Words you live by: “A woman is like a tea bag; you never know how strong she I have learned is toscreen letinmind any what Hours, cigars, make virtual W I worked for an organization where, at first, there were I transformed areas of uncertainty into action items. I by Dean Koontz ests—literature, languages, and the arts—but I had to what is good in each person and help change that quality FAMILY: Married with two children my willingness to take on new challenges.J. ongoing career path. While is until she’s in hot water.” –attributed to Eleanor Roosevelt determine my value. have Personal Philosophy: “ToIwhom Company CEO: Michael Long career shapes with my hands or hang out growth opportunities, clear path to where attended conferences, traveled to our international ofmY PhiloSoPhY: There room for word. is isaInotricky It’s the one that’s allPe be pragmatic when choosing an significant occupation. My parents toaexcellent. Bypportunity remaining flexible, have been able a host Each opportunity in mymy INTERESTS: Spinning, Zumba, Rima Terradista ego in a collaborative creative environofnew supporters along pe at hotam spots with even hotter celebblessed, so my goal in lifecareer isNo to th Philosophy: yourself seriously. theme organization wastake headed, andI too aam well-defined for tofices to understand how obstaour teams excelled, and made constant didn’t have a lot of Personal money to send to theNever capital city constantly role learning overcome professional Women’s Ministry that presented itself at every switches; ment. People will do their best when they to adapt to different work environments Location: Company Headquarters path has been veryCentennial, positive and fulfill hu leadership journeys, I have rities. In fact, very few directors me. Ason thea business grew, that cles, clearthe path startedoftowhich twist is my educational opportunities aaspriority. feel safe, appreciated, and inspired.and professional to study, so I went What to the book local school scholarship. biggest own tendency to speak I worki are you reading: 1-2-3 Magic: 3-Step Discipline for Calm, Effective while building upon valuable experiing for me. Since Highmark is one fo ofB FAVORITE CHARITY: World Vision step along my career path. But opporWhat book are you reading: program FamilY: Happily married to my met those and turn, and clouded the way think. forward. The ambiguity While I enjoyed the fit such stereotypes. They tendtotoput me who have attempted in Number of Employees: 19,300 I’ve always been good chemistry andby mathematics, I know this is often suboptimal, so I focus onchallenge devel- of learning all aspects ingIW ara andwith Happy Parenting Dr. Thomas so Phelan ences career. During the me. largestThe Blue plans in the nation, bestthroughout friend. took my tunity different forms for Oppo of my career path in a start-up company was challengof the business, I realized that my opportunities to drive be unassuming who shuffle or align a narrative tosorts accommodate their re What was your first job: Wien that’s what I studied. oping my filter and rely on trusted colleagues toCOMPANY: remind am gr4 y, Videoasgames, Anime, my intereStS: seven you years a CPA with KPMG challenged daily with providing our W ing; yet, while the experience was uncomfortable, the meaningful change had stagnated. My days became Words live by: "Where there is an open mind What there’s was your Nature camp counselor ability to recognize itmovies. and act upon it proved critical the time Inc. comic books, action around half-asleep from trying to Looking back, I realize neverfirst beenjob: a non-working me to listen more. Humility is important to me,Highmark and I realtivedeveloped thinking ofmillion me. And race doinno wh Peat Marwick LLP,Disneyland I quickly healthunfortunately, plan members with Fa journey helped me more than I could have imagined. routine, and the personal touch with external and interCompany: Paris Favorite Texas Women FaVorite charitieS: Volunteers oftoday. meet releasecharity: dates. They –Dorothea Brande leading me to where IRedam develope woman in my family. My mom worked in a factory. My ize I’m only as good as my team is. I believe thatHEADQUARTERS: being ableshift withininthe Industry: Tourism es gender havetheir sometimes been atare the center Favorite charity: Law to Alliance so mu a keen sense of my clients’ business tive ways to stay healthy, to improve th the Burbank Animal Shelter, Cross I wasAsian fortunate start my career in legal tech at a nal clients was lost Pittsburgh, in a culture organiCEO: Catherine Powell Pennsylvania LG all varied and unique. I for example Employees: 15,000 grandmother washed clothes for time others in the river, and my to recognize personal mistakes is an asset. I started college in the pre-med program. I ence, wh Interests: Traveling, reading, bein of oth most disconcerting experiences. I recognize and how to meet their needs. Little health and to provide them with answ of great growth and innovation. My organization zation. I had worked at the company for over a decade Headquarters: Marne-la-Vallée, France ® Interests: great-grandmother Snowboarding, hiking and finding new Trader Joe’s ready-to-cook meals Personal Philosophy:amAct as if. Korean-American Company and Executive Women Worth Watching 2013 Award Winner comPanY: DreamWorks WEBSITE: a soft-spoken, was a facAnywhere in life, all you can do is your best. Remaining grew from fewer than 100 employees to thousands in and was comfortable leading teams. Yet,failed it became I knowSKG at the time that onetwo of mypart-time to the many questions surrounding hea constructive criticism can be beneficial, but anddidfailed fast. Working ato softwar Animation www.highmark.com ReB HEADQUARTERS: Family: I jobs am married Richie worker well. They woman whoreform. lives a very tame and flexible allows you to be readyclear to react when Exelon unexpected Family: I have three kids:I as Jackson and twins Hudson and Parker. ComEd, atory short time. frequently moved to areas of the busithat opportunities forCorporation growth were narrow, What book are you reading: The Great Alone by largest clients, Cross of Western care Iadopting enjoy knowing that I am heaDQuarterS: Glendale, California know that automatically other’s tho Chicago, Illinois simplyand became tooBlue much for me, while handling About forwa HEADQUARTERS: BUSINESS: Health Insurance are my inspiration. I opportunities come your way. Recognizing an opportuwho is 18 and will attend UCLA i settled life. But the one thing that ness that required the most attention. As I moved from the needs of the company no longer aligned with my Pennsylvania, weB Site: which later became making a positive impact in My their live Indianapolis, Indiana of you job: as truth isServant a dangerous habit. istmot did Practicing Leaders demands of first a pre-med major. After sented it www.dreamworksanimation.com keep a picture of control my then doing your will guarantee your results. What was your Training Manager, CASA REVENUES: $14.6 billion the academic bindssophomore us all is athose love ofhigh film.employees. operations to quality tonity salesand leadership, all in a bestprofessional interests and goals. WEBSITE: in school in the Highmark Inc., would eventually well as of our once said, “Listen to other’s opinions Title: Vice President, Engineering grandmother art fe cla Entertainment – www.exeloncorp.com Company: to major Richards Kibbe LLP first I decided in& Orbesince holding I braced whoand app I believe that life iseach not a destination and that how you jobs20,500 male-dominated industry, myself before notion of changing after sucha adisastrous long tenure BuSineSS: Title: Chief The Brand Officer WEBSITE: www.lilly.com EMPLOYEES: become mysemester, employer. The ever-changing environment thaa Industry: Legal Iwhat havein been drawing age media/television/film/video. charity: Partners Health Company: Juniper Networks move, stude back, use you need to help you grow, Jennifer Grady (Managing Partner) in my skills. learned at AT&T a company After much soul myworrying hand as about a childthe gapsachieve your Igoals isCompany: more important than was whatterrifying. you think thesearchoneFavorite subject where Icareer had high nature. A yCEO: story isand one of resilience. evidence-based annual reVenueS: $750 millionatachieved Employees: 130 When I began my Blue Cross I enjoy today did not come easily or CATHERINE POWELL BUSINESS: Energy three making movies in my Industry: Networking/Telecommunications for th Headquarters: New These York overintime not be overly concerned with what did not ing, growth, andto that decision was the hardest discard the rest.” words,agement coupled with BUSINESS: Pharmaceutical my to office. When those goals are My atI any given point. Goals may change, your PRÉSIDENTE OF EURO DISNEY advice toI chose students is EMBRACE the role As an African American, emPloYeeS: 1,970 Industry: Technology, Entertainment, & Telecommunications Interests: The outdoors grades—philosophy. offered of Western Pennsylvania, I spentS.A.S. thehead first self-reliance. Along themodel wayto I forthrough almost as long. In fact, k, CEO: Rami Rahim that know, but instead, to billion focus on where I could add not. value. challenge I’veyour facedenvironin my professional career. I left aDISNEYLAND PARIS IREVENUES: become frustrated principles should You cannot control $32.7 emotional intelligence education, intentiona an drawing immigrant, and amentors gay on catI CEO: Randallof Stephenson in director positions in finance had propel mymy caree a lifelong learner. for many me was a way toreflect REVENUES: $22.6 billion TheIFamily: next summer, I took a part-time job as an finish, if My passion in organizational andbut professional com- your safeattitude leadership to join an organization where didsix years Employees: 9,500 own u at work,rests I look at her ment, you can control androle effort. JULIA LU John Eding Harbo Eding (son, self-care, and and supportive networks have bee woman, I(husband), have faced challenges retheme arises: o you ever wonder why you aiding in the I had presented case strategy with to assist in enabling and auditassistant before moving on to product Employees: Nearly 270,000 my leadership ToIm t EMPLOYEES: 27,000 express thosesharpen films when I had no PARTNER and development, growth of not have years of goodwill change. Headquarters: Sunnyvale, CA munication administrative at ainstrumental start-up technology heskills. reque them sterickEMPLOYEES: lated to being identified as a member lives contrib to my leadership sustainability. RICHARDS KIBBE LLP and 38,000 day, Ioffind joy&so. inORBE mentoring those wh Headquarters: Dallas, TX what the business by caring for, mentoring, andbaby leading team I am right back tosleeve. doing I love, developing technolo- management and development as a other means doing I had no feel exhausted in this empowpoop on my I once Education: M.S., Computer Science to do consulting company. Although I change was surrounded on and th TITLE: Vice President, of theseMy underrepresented groups. health care syste personal have shaped my make a big areexperiences forging theiruse own career and members at every we level. gy solutions with teams dedicated to excellent client director. This was a pivotal career Education: Masters, Modern Languages, idea what career could such a paths Personal philosophy: One,erment there is Human no substitute to hard work, Resources age when (women) typed aHow brief with my left hand (I’m w Director, Open Innovation When you and think ofand the discourse mission. Itrest know Educahas education yourhelping career? others by males, I was fortunate because they him. lly paid off.TITLE: University of affected Oxford ership style motivated me to focus heav because I was leaving the finance encourage others toIstep outsideHe of ths stopped being distracted about perceived service, while navigate theexclusively ambiguity of andDiscovery two, be the change you want When to see.I Lead by example. weird skill as drawing movies. But ’m frequently asked whether believe Drug tion is a condition that is necessary but around diversity, society is still a gender, and no are told we can, and should, be conright handed) so I could comfort my knowledge gaps, trusted my ability to pick up niche their careers in this fast-paced profession. EDUCATION: did not see “a girl” or “a secretary,” they saw And at ju audit world where I trained to expand comfort in 5 order stretch their Personal philosophy: Leadership is not about where you bringing out the have learne Words I live by: Integrity, Courage, Perseverance. hich was W O M E N wrestling OF I Nwith IT I AT I Vbest E itzone 2in 0others. 0 I did itconversation. because brought meIto joy. not sufficient for establishing a career. the I attribute m › aHow do youskill balance career and lifestyle/ ON THEminority ADVISING FINANCIAL MARKETS BS, North College; women face more workplace sit in a company. Everyone has special --a “superhero” quering the world? If so,Central perhaps you’ll sick, vomiting with the other. myleading professional experience. When I cases, look to abilities, so they can continue grow Santiago young whoinwas bright, willing and run, toman Educationtoddler is a starting point, you most if help, you support individuals and strategy; coordinating, and Asbut a leader within oneresponsibilities? of the EMEA; served asin Disney Media home I am a person certified —or so I EDUCATION: BS, University general that if impact you are MS, Benedictine University power. Find yours and do it most well. Do companies, it with passion assesses the of corporate leadership—sta policies andThe procedures, and tobelief is With anand extensive background expanding all company business world's admired Distribution's senior vice president, de Compostela, Spain; EY AND, ALONG THAT JOURNEY, THE SCALES yoga and meditation instructor. Every back on that decision, I remember recto remain lifelong learner if you you and peopleineager Thecredit best advice I can offer to oth-in bias than other Based onleadership, my relate to one or more of my personal Beyondneed motherhood, when IWalt devoted with 1) clear vision, 2) the right of sponsorsPhD, Indiana University events derivatives, cannot draft -documentation used in a securities offerings and a leading confidence. Alla eyes will be on will follow. to learn. Pure divisions; overseeing Disney global The Disney Company, Sales UK, Ireland, Nordic, Benelux African American orgroups. a on woman, what I can do fo day I take the opportunity to meditate and want your career to thrive. reach a majority. distressed assets, including trading career across the financial sector, franchises includingognizing Pixar, Princess, Catherine Powell is widely Israel; and to prior to that, the that and I wanted do something ers looking forif ways to their JOB: Camp Nths,ONE OR ANOTHER. EMBRACEwww.womenworthwatching.com IT.FIRST do yoga. This has been aquo. big stress relief andDIRECTION by experiences. time to Words women’s and confercareer advancement isstories hindered; mycontinue hand whene I livegroups by: It’s easy to get to the status 2022 Third Quarter own experience, of others, 55 day, one the senior developers asked and ittake pao bank loans, bankruptcy claims, Julia LuOne focuses her legal practice Marvel, and Star Wars; and seeking ofexecutive respected both used internally and director - Sales, UK andand the serves as a directorisforto Rega counselor for St. Laurence new. I wanted to beBefore involved in the core ofLu career growth volunteer for me. I also haveondate night with my out new business opportunities in within international communities. Ireland. joining Powell Curiosity andtothe ability to competitive learn and are reorganization equities. the distressed debt andson you areDisney, a member theIDynamic LGBTQ nities fortochang at the local ces, I real- FIRST JOB: Custodian Capital Value Fund, a Hong does itcriticism take succeed and stay inI’mtransform Elementary School AOF fewUS years ago, even though I had OUR ences, IWhat faced from those who and involved with my wonderful me, “Why philosophy?” I explained that simply always pr SOME WANT TO PRIORITIZE CAREERS, SOME the region. worked for BBC Worldwide for seven derivatives markets. and the statistics on minority women in hugely important. Disrupt yourself. Lean change. Taking the reins this summerinto as business and develop new products. I must new responsibilities learn new skill Lu’s career is defined by ever-you Kong-based hedgeyour fund. She is aor offices of Spain’s Department community, conceal care, this approa iona Carter, chief brand officer your position/field? You need flexibility and years, holding various senior TV daughters’ interests. excites me.has ge. People Présidente of Euro Disney S.A.S., the key focus forthe Powell been sounding board for its management most imp influence, a responsibility, AsAaThat partner at New York office Iincreasing been onPURSUE maternity leavesponsorships, thatPASSIONS year, Iwith AND saidSOME, mycuriosity. professional accomplishments loved logic. After rambled bit Plato’s roles across the Middle East about TO OTHER FAMILIES. 10Lu yearssales in product management I investment encourage employees totoexpress thei of Justice WANT MY PHILOSOPHY: Leaders I have ofa Disneyland very challenging job. It is&spent not easy consumer engagement and creating management company You also need to be adaptable corporate executive roles, my answer has identity to be successful. I chose not me take on in and professionals and leadership. Born and raised in of Richards Kibbe Orbe LLP, at AT&T, leads me and Europe. 56 2021 Thirdregarding Quarter innovative opportunities for fans Paris, Powell demonstrates boundless to that balance careerrepresents and home. I make every vision, humility, and serviinvestment processes, legal China, which she moved to the United some of the world’s top riescribe … Sometimes, You’re anatSUV and development, led to the and have learning agility.to I also believe interests in working on other projects made partner my law firm Fish & were largely attributable “special” Republic and Kantian ethics, he smiled attome from failu accept that, and compliance, rose positions responsibility— IN Form THEand END, WHATEVER OUR CHOICE, WE SHOULD BE PROUD media, brand, corporate towell connect with Disney's stories, passion, energyeffort and curiosity. During herto career at Disney, her to doHer both as asfirms I can. od listener. MY PHILOSOPHY: and risk assessment. States to attend law school. While investment and funds while tude haveand greater potential always been and continues to be yes. And treasure being humble is critical in order tosay remain colleagues she is continually characters and brands through leadership consistently opportunity begintohas the Innovation within the department and be will of senior leadership inthea firm, global clinical role, to v theasked, firm’s distressed debtboth to seconded the bank loaninspired trading and “Why work and to tooppor Richardson, P.C., asuccess 140-year-old firm resources provided to women, notand inspiring driving and business advertising. A for because they At Lu sits on the OF AND NOT COMPARE OURSELVES WITH OTHERS. relationships, and findIT what’s pushingbut boundaries physical and digital experiences. She don’t her teams toyou deliver results and with logic personal a learner and accept change. and syndicationwhy: desk atyear Goldman She younger lives byDepartment the words “strive at › What advice wouldpractice. youledgive that suited me well. I have made many difficult choices and integrate the here’s Highmark. Abenchmarks later, Investment to takeandsome risks that may lead to ne Attorney health care organization. national medica others toFLOURISHES success. has the development of multiple initiatives that set new I BELIEVE BUSINESS unique about eachthat individual. passionate advocate for diversity toget add value. ”paycheck?” Sachs, pointed Lu served on the operating a He to his computer and my caree ranks No.a school 1recognize in all things related to to men. women about their education? My advicewith rofessional Development Committees. She ~ PALLAVI MAHAJAN Disney consumer activations for success. Powell is seen as a role married and had kids. in my life, from missing strengths of others. is an experienced Disney Iasinwas asked tomodel alsotohead Highmark’s careerstatistics. paths. I’ve practiced medicine leadership role. committee, andup set global trading Then, help make something anand active pro bono Fortune practice, She advises clients transactional younger womenorganizations is to follow your such the Sydney many who have worked withmaintains discrimination affected A you as aPowell woman in for the Let’s start the equality, leader with over 12 years in global t-home was not for myand son’sgender class because of Carter leads WHEN YOU HAVE TEAM MADE UP OF said, “A light bulb can only be on or care off, right?” it career, IN good policies processes to ensure litigation So, Has do I sometimes why whichin includes serving as counselresponsibility to advice, fo and regulatory aspects ofyou theirGardens trading with Opera House, Royal Botanic her,and andworked in particular, to other It Middle is important to love what in health Europe, fabulous. of intellectual property. (I had N G Imom 2 0into 0 something 7picnic Europe, the workplace? How did you dealwonder withroles it? throughout I havepassion. been smoothleaders. operation of the trading desk. the Museum of Chinese in America. the company’s partnership with the FAMILY: Three amazing I the traded in my Ferrari an important work assignment, to in Sydney and Melbourne, The State female “I think it is critical businesses and collaborates with them do. When you have passion for your East, Africa, and Asia-Pacific. Most organimagazine indicated that African American I quietly responded, “Yes.” He continued, “Well, nity as yo PEOPLE WITH DIFFERENT OPINIONS, Africa, and North and South Amerernance of a hig to give it a shout out. Got it made now, I’m doing this, where this will all lead, very lucky to never encounter discriminaW O M E N W O R T H WAT C H I N G 2 0 0 6 W O M E N W O R T H WAT C H I N G 2 0 0 6 Theatre, Tennis Australia, and the that female leaders have the ability She is also an active participant in Her deep background in the to forge strategic and pragmatic legal children and wonderful managing became that versatile taking a lessvice demanding job,of soNational I empowers president She women and girls by learning mode, looking to recently, see she wascareer, it director makes the challenges more ...II’ve find joy in mentoring those who Association Advertisers’ Reading:Mahajan, Australian Grand Prix Corporation. to engage and empower women to byon the ging topics,What I’mallavi to complex trading issues. derivatives sector is underscored firms’ partnership the Posse tion. I may have been underestimated at ZealandI wouldsolutions ica. served faculty at St. high-reliability Australia andtolerable. New family friends challenge goChief women represent 8the percent ofwiththe workg so much weight, could care forthree-year my sick dad#SeeHer who was and if where that place would be in(ANZ), aBACKGROUNDS. good one? WORLDVIEWS AND involving herselftoin organizationsand of engineering for Juniper’s the industry is trending and was alsothem electedto to the believe be member great her roleinasthemselves a potentialand pool Foundation, which provides full campaign The Immortal Liferight?) of Henrietta driving extraordinary growth She A Wall Street player, Lu has times, but that is not a barrier encountered are forging own career paths... beyond conventional thinking and eofto buildreliable University Medical School, and clinical care Executive Women in never Australia and at what they Louis do; and toconduct have theexternaltheir people, but suffering from dementia. to be called upon to scholarships to leading universities at Disney during her tenure and that help motivate young girls to The answer, Software, isreturned responsible staying ahead ofwomen. thoseistrends, to substantial experience in derivative Lacks,Junos by Rebecca Skloot improve the way girls and women I to work before my official of course, But do be afraid of asking the right questions. exclusively by In“yes.” fact, I probably force, but only 1.5 percent of senior leadserves as a member of the Sydney qualities of positivity and optimism. ~ FIONA CARTER reviews andworked determinations for extraordinary public high leading the region to be one of the asdifferently amade physician in a rural in an organizati issing. transactions based on secured and sexy. When my Looking I have no regrets. Opera House Trust. Never afraid of thinking theirsoeducation in science, forkids driving strategy andback execution defining areastowhere could company's top performers students. by thei be International Swaps and S e p t eschool would have blame Imyself ifmake I have ever among unsecured are portrayed incontinue the media, that, loans in North 142America, P r o f iand l e staking n D irisks, v e r ”s she i t ysaid. J o uPDJ r nal mber/OctOber 2010 maternity leave period expired because I self-impose the pressure of being a uggled demanding Today, the crossroads of work/life Nigerian clinic and built an employees, and ership roles. Similarly, Hispanic women Earlier in her career, she led the developed countries. In ANZ, she was be afraid Derivatives Associations (ISDA) 2021 Third Quarter 70 technology, engineering and for allInengineering functions. meaningful difference to the Europe and Asia. She collaborates She holds a law degree from been underestimated. S AN HR PROFESSIONAL, I HAVE MANY ate and methodical approach; faster isn’t always better. the end, you’ll come away with by 2020, they will see themselves accountable for driving the company's Disney Media Distribution division Credit Derivatives Determinations sickand kids, and balance are less full of potholes Albany Law School, and an LL.B from major and 44 P rof i l es i n with D i v ers i t ybroker-dealers J ou rna l SEPTEMBER/ OCTOBER 2011 Iand was excited tryallow a juryOPPORTUNITIES case I hadfields. TO INTERACT “Wonder Woman” in all of my rtents, zone mathematics During her tenure, Mahajan has to society, has been myaspects journey,” Committee. This panel about breaks the 6 China WITH Like adjusting to a new position or new industry, represent percent of the workforce University of Political Science investment managers to formulate experiences knowledge ping the circles under and more about bringingthat others portrayed accurately. She is (STEM) also “At AT&T, we’re working to ethnicity, lifestyle, andthat thought is anyone 180says. PROFILES IN DIVERSITY JOURNAL • Summer 2016 deadlock when the DC, which nd abil-served Juniper and Law. PDJ inlitigated afornumber of roles, sheHIRES. reflects. TITLE: Vice President, over the four years. life? The answer there a resounding STUDENT INTERNS AND NEW itabout. takesisa while forthe them to hitmarginalization their stride, fully appreciate notthe too noticeable along thecareer. journey. you to excel your PDJ involved with Lift &previous Connect at end global of an issue Carter is passionate and only 1.3 percent of Human senior Resources, leadership Activeblazing in philanthropy. Mahajan including defining and thelike a sports o dig deep. 158 PROFILES IN DIVERSITY While most have the educational credentials thesetimportance of institutional knowledge and realize that JOURNAL • Summer 2016 ay. These were the I am backleading to feeling Government Communications Division Initially, I thought I was a path “No.” Neither should you. Not on AT&T, a program in which senior women and address the gender-gap “At AT&T, we serve a diverse M E T L I F E145 September/October 2013 WWW.DIVERSITYJOURNAL.COM N AT I O N A L C I T Y B A N K leads the Juniper Corporate Social company’s Software Automation Mahajan tells mentees that Summer 2018 roles. An April 2016 Huffington Post article 114 ing periods in my car again but more like a Tesla they need to succeed, we really have an exciting opportunity truly successful organizations value both innovation and (Harris’ largest division—7,000 employees) leaders coach, and sponsor by participating in projects like the of customers, ”they sheand explains. by showing isadvise possible. However, yourself, not ontheir your colleagues, be a super mom Responsibility (CSR) charter in and Programmability and get to make own choices. Roadster. Istory am fast andwhat innovative, and responsibility to help them strengthen the practical life experience. referred to this lack of minority women in high-performing colleagues looking #SeeHer campaign.” a culture of diversity my career. Myglobal advice engineering a mission more caring I inadvertently set a they poor for a“Fostering by words or India, which has villagewhether teams. As N ato be “Some of us want todeeds. prioritize skills willexample need toadopted navigate effectively in today’s corpoMy advice R ONAU T I C S but Cwith O M PA Yaround he two people who had not the earliest and largestto schools is simple: encourage internships. EDUCATION: MBA, University of t all begins with your core values. Without that to advance theirme. careers. and and innovation only lets uswant e same situation is to of Juniper about the environment executive roles as the “concrete ceiling.” cluster, focusing on education member Networks India our careers, some to pursue my new-mother peers—at least in someon me were Being comfortable your own skin rate environments. There in is nothing like experiencing a professional environal goals with founding realistic engineering Just remember: Lifewas isyou’re a journey Southern California; BA, Canisius College influence my parents, alsoCarter my has always offered colleagues think more creatively and who execute foundation, bound toyounger find yourself in female trouble. health, while empowering the team, she other passions and were some, For example, workers are very comfortable with ment to helpfamilies. future colleagues see first-hand how the theoThough similar to the glass ceiling we’re all eyes—who understandably, wanted torolemore and owning your personal imperfect It may take you longer along that journey, the scales Carter founded AT&T Presents: career-related advice. However, at effectively, it lets us empathize biggest models. My father is a licensed public credited withand, incubating numerous population. She also assembled a In the end, whatever our choice, I learned this lesson from one of my first mentors, technology and adapting to a society that increasingly relies ries and case studies they learn in school are applicable, and ed highway called life, of work/life balance may tip in one FIRST JOB: Babysitter at age 11 only apfamiliar with, the concrete ceiling take their full maternity moments won’t necessarily deter the Untold Stories, developed inbutaccountant AT&T, she has launched a formal with our customer base. I hard believe new softwaredirection teams inorJuniper, groupmedia, ofleave. colleagues to determine should proud of it in and not who worked long andbe when my on social theymy don’t always make thewe connection adaptable, real life scenarios. the gas. another. Embrace it. who counseled me to truly define core beliefs and syour foot offIndia. Her technical and leadership the of rural Indian villages compare withitothers. collaboration with the Tribeca Film mentoring program. Leaders set aside business flourishes you I can later found myself sitting on a I was occasional naysayer, but will plies to minority women and, as the name Micro Devices tells how you prepare for that asneed aneeds result ofbecause the technological advances they enjoywhen inourselves Ihave would also recommend incorporating technology more siblings and Igoing were growing up. My mother, who isposition values. She said I’d to to WHAT I’M READING: The Catalyst, contributions include many and improve living standards. Nothing comes for free, andtwo there Festival. Thefloor program recently hours eachcurriculum. month to Computer meet withscia team made up ofthose people with role. their personal lives,an the 9-5 in workday is ayou, thingand of the past. fullyten-year into the more traditional dirty bathroom pumping milk around you, to engage absolutely amazing woman, leftbe her career suggests, is much harder to Rosen, penetrate. “seeawarded things wouldmillion make my hair stand on end”— successful products and the filingthat will always tough moments by Jeanne Liedtka, Robert and its first grant colleagues seeking to learn howwill to help different worldviews www.womenworthwatching.com 123 expect Many$1 employers their people to in be opinions, reachable, and ence, mechanical engineering, and other subjects and make-of eight trying to be the person you believe a courthouse 1,000 miles away from a necessary conversation. One to to raise children. nothing patent applications, sixunderrepresented ofneed to Leadership has been afive journey for If and times else, whenmy you parents will want to their careers. She also offers this so Itowould know when stand firm. And, What makes it difficult to break an filmmaker. grow and backgrounds. ” Robert Wiltbank; Workforce Management y strategy on every assignment has be responsive, after hours and on weekends. open our students’ eyes to the variety of industries and fields ounded which others imagine you are. Focus on makMahajan. She says thatme there wasto nolead call have been my granted. quits. hard. In those times, always firstborn, the blessing where weareitwork acknowledge thatwisdom feeling taught how and been was Thetowinner will useschool the funds to all professional women: when walklearning away. High students think differently, some say wired thatThey’ve are starved for talent. magazine through the concrete ceiling? Several become the expert as quickly as possib dding and ing your strengths stronger. Build your one defining moment, but rather a equality remember that the world is“First, full a tremendous influence on me during my more than and curse of pump-and-ship services not all together at work and home is a to produce a film based on his network, network, network – Gender in advertising TITLE: Vice President,Today, as my differently, than those of us who arefind well myself into our profesMy advice to students is to embrace of a lifecareer moves forward and Senior Vice Directortheofrole Corporate o series of opportunities to be Iseized. However, sheofispadding more than a protective of goodTITLE: people, all you need isPresident, to costumes stockpile and things,MY and a few: important tohere stayarefocused on screenplay, which will be premiered makeeducation your personal brand known; is success: especially near andMarketing dear tolong herlearner. Your sional are willing to step up and lead projects career. doesn’t end when you receive Asset Management PHILOSOPHY: Live each dayyour as if it own like Milk Another day, Itwenty-year exited shared bring the I share these T Tleader, E Servicing Rmechanisms Miscand CL Ein N Nrole EStork. Nof mentor, & F“From I careers. S Hpicking , They LL Psecrets / Cto R EW E C N O E Lexperience T A W Bout O I your N RC Kthat up projects without she also an inspiration. stretch hand can and ask for us all legant to bolster your confiiN U on at the festivaland and on second, work hard, your heart. “The inaccurate portrayal 1. Lack of mentors and advocates foryour aredistributed looking to advance quickly. These are excellent charyourable diploma—that moment in timemarket can be the spark that After college, I was fortunate to be to enroll and not that of others. Don’t think of were your last! a client meeting only to realize that together. is aand mentor for women being assigned, to always looking help,” she coaches. em to pushMahajan dence, work overcoming your EDUCATION: BAstudent (mathematics and EDUCATION: BS1.inon accounting and AT&T’s video platforms. accomplishments andaccounting): talkcareer about offast-paced women and girls in advertising acteristics for a fast-changing workplace, and propels each toward a professional that will PERFORMANCE COUNTS. you don’t deliver ng inIfin one ofand MetLife’s career development programs—an minority women: The research is clear. ahead andDirector, being a constant engineers inside and outside Juniper. TITLE: Launching and Ship Systems; Baltimore petition as only other women/ minor Gustavus Adolphus College; MBA: University of self-critical “inner voice” that worries technology and management, will bematter. able – to or more effectively put absence those undoubtedly your requirecontributions; more advanced and knowledge third, and ask skills to their complete FAMILY: Married to my wonderful results, the restyounger of the employees lessons don’t Obviously, outstanding opportunity fordeliberme to learn and grow a Minnesota about what you may Diversity or may not know. White menyourself. and women are much more General Manager attributes to use when they are coupled with a more complement maturity and experience. University of Maryland in the workplace that for what you want – it’s your best – perpetuates regressive and you’ll limit If your career isn’t go ed Martin, I’ve learned husband Michael for 22 years; two very inevery your morning, career, of individual performance isI was critical. TITLE:early Vice President Tax and Public Affairs elt the cul- When professionally. ablenarratives, to rotate up differences in gender, SUMMER 2017 you wakeembraces FIRST JOB: various Mutual fund chance of accountant getting it.” at IDS Financial discriminatory ”through she 131 likely to mentor other white men and you had hoped, look inward first to special children, Dolan (13) and Brenna As you progress to positions of greater authority, you EDUCATION: BS in computer science and economics, you only have back within University MetLife’s national accounts and group EDUCATION: CPA; accountingareas degree, of Iowa; to ita rewarding and Services (now Ameriprise) ®2012 WWW.DIVERSITYJOURNAL.COM September/October 169 JOB: Bankyourself teller looking TITLE: Senior Vice President, Institutional Business nd led to FIRST women, leaving fewer two executive (8); two loving parents; creative menolder stillSummer have to 2019 deliver, but youof need to figure out how 32theWilliam at you JD, in mirror, soMitchell make sureCollege you’re doing thefarthings necessary for adv Law, St.businesses. Paul, Minnesota insurance OMEN ORTH ATCHING INNER University of Maryland READING: The Last WARD Word on Power (Goss) www.womenworthwatching.com 2023 Fourth Quarter there are five leadership brothers and their beautiful wives, and EDUCATION: BA (psychology; business – advocates magna cum to 56 doone itThe through others. tors and for minority women. your life journey is you’re happy WHAT I’M READING: Four Queens: On top of this, I’ve had great mentors. I was appreciate ment. Reality is that sometimes as a woma FIRST JOB: Wrapping packages at a children’s clothing store PHILOSOPHY: on doing the Franklin right things laude): and and Marshall College 7 adventuresome nieces and nephews with, as you Sisters step boldly and bravely The Provencal Who Ruled Europe, JOB: Teaching math and FIRST reading atFocus summer camp
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It’s a leapfrog approach to greatness and competitive advantage. Innovative people embrace difficulty. This does not make them difficult. At Arrow Electronics, our mission is to “Guide Innovation Forward.” Applying this anthem to supply chain consists of more than just the
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Where are they now? One year after Taffi Schurz-Jaso became a Women Worth Watching winner, she is now Managing Director of the Central North Region for Consilio, a legal services and technology platform. In 2022, she was a managing director with Ankura, a legal technology and software company. Consilio notes that she has more than 15 years in the legal services field and she has directed teams that created more than $250 million in revenue, and been the point person for numerous billion-dollar merger and acquisition projects.
2022
in Leadership
INTERNATIONAL
AWARD
Women Worth Watching®
Taffi Schurz Jaso
Managing Director–Data and Technology
Education: BSBA, Southeast Missouri State University; MA, organizational and professional communication and development, Ball State University Company Name: Ankura
Industry: Legal Technology and Software Company CEO: Kevin Lavin
Company Headquarters Location: Washington, DC Number of Employees: 3,000
Your Location (if different from above): Chicago, Illinois Words you live by: You are the CEO of your life.
Personal Philosophy: Lead with compassion and humor. What book are you reading: Circe by Madeline Miller
What was your first job: Director of Forensics and Communication, Clemson University Favorite charity: YMCA
Interests: Baking, gardening, lifting weights, traveling, and taekwondo
Family: An absolutely wonderful husband, son, and stepdaughter (10 and 9)
I Embraced Professional Growth—Now I’m Doing What I Love
2022
A personal challenge that I overcame helped me identify what I am most passionate about professionally. I worked for an organization where, at first, there were significant growth opportunities, a clear path to where the organization was headed, and a well-defined role for me. As the business grew, that clear path started to twist and turn, and clouded the way forward. The ambiguity of my career path in a start-up company was challenging; yet, while the experience was uncomfortable, the journey helped me more than I could have imagined. I was fortunate to start my career in legal tech at a time of great growth and innovation. My organization grew from fewer than 100 employees to thousands in a short time. I frequently moved to areas of the business that required the most attention. As I moved from operations to quality control to sales leadership, all in a male-dominated industry, I braced myself before each move, worrying about the gaps in my skills. I learned over time to not be overly concerned with what I did not know, but instead, to focus on where I could add value. My passion rests in organizational and professional communication and development, aiding in the growth of the business by caring for, mentoring, and leading team members at every level. When I stopped being distracted about perceived knowledge gaps, trusted my ability to pick up niche
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skills when needed, and focused on where I could shine, the fear of an ambiguous career path dissipated. I transformed areas of uncertainty into action items. I attended conferences, traveled to our international offices to understand how our teams excelled, and made educational opportunities a priority. While I enjoyed the challenge of learning all aspects of the business, I realized that my opportunities to drive meaningful change had stagnated. My days became routine, and the personal touch with external and internal clients was lost in a culture shift within the organization. I had worked at the company for over a decade and was comfortable leading teams. Yet, it became clear that opportunities for growth were narrow, and the needs of the company no longer aligned with my professional interests and goals. The notion of changing jobs after such a long tenure at a company was terrifying. After much soul searching, I chose growth, and that decision was the hardest challenge I’ve faced in my professional career. I left a safe leadership role to join an organization where I did not have years of goodwill to assist in enabling change. I am back to doing what I love, developing technology solutions with teams dedicated to excellent client service, while helping others navigate the ambiguity of their careers in this fast-paced profession.
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www.diversityjournal.com
Jennifer Callahan
VICE PRESIDENT, MEDICARE PRODUCT AND IMPLEMENTATION
2021
Education: MBA, MBA, NC State University; Bachelor of Science, Fordham University Company Name: Aetna, a CVSHealth Company Industry: Health care
Company CEO: Karen Lynch
Company Headquarters Location: Woonsocket, Rhode Island Number of Employees: 300,000+
Your Location (if different from above): Waxhaw, North Carolina Words you live by: Every day is an opportunity to do better.
Personal Philosophy: Every problem has a solution and difficult problems need a mix of patience, creativity, and perseverance to solve. What book are you reading: Dare to Lead by Brené Brown
What was your first job: Administrative assistant in a law office Favorite charity: Girls on the Run
Interests: Running, reading, and spending time with my beautiful family
Family: Fortunate to have a wonderful, supportive husband and three amazing children
How Opportunity Shaped My Career Journey
O
pportunity is a tricky word. It’s the one constant that presented itself at every step along my career path. But opportunity took different forms for me. The ability to recognize it and act upon it proved critical in leading me to where I am today. I started college in the pre-med program. I failed and failed fast. Working two part-time jobs simply became too much for me, while handling the academic demands of a pre-med major. After a disastrous first semester, I decided to major in the one subject where I had achieved high grades—philosophy. The next summer, I took a part-time job as an administrative assistant at a start-up technology consulting company. Although I was surrounded exclusively by males, I was fortunate because they did not see “a girl” or “a secretary,” they saw a young person who was bright, willing to help, and eager to learn. One day, one of the senior developers asked me, “Why philosophy?” I explained that I simply loved logic. After I rambled a bit about Plato’s Republic and Kantian ethics, he smiled at me and asked, “Why don’t you work with logic and get a paycheck?” He pointed to his computer and said, “A light bulb can only be on or off, right?” I quietly responded, “Yes.” He continued, “Well,
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that’s all a computer is, a series of on and off switches; if you understand on and off, you can program a computer.” Opportunity had sneaked up on me. He took the time to teach me how to become a software developer, while I earned a degree in computer science, which in turn helped jump-start my career as a software developer immediately out of college. About eight years later, another opportunity presented itself in a quiet way. I worked for a leader who appreciated my technical skills and inquisitive nature. Amused by my intellectual curiosity, he offered to teach me health care economics, start to finish, if I continued to quickly produce the reports he requested. After a year of mentoring, he moved on and the company needed someone to replace him. He said, “I have just the woman you need.” And at just 26 years old, I was given my first P&L to run, managing over $2.7 billion in revenue. Pure intellectual curiosity fueled my opportunity and it paid off tremendously. Opportunities do not always present themselves in obvious ways. The most important opportunities afforded to me came from failure and simple curiosity. But being open to opportunity is what made all the difference in my career journey, and if I could offer any career advice, it would be to remain as open to opportunity as you can.
www.diversityjournal.com
Where are they now? Opportunity and a willingness to learn, which Jennifer Callahan mentioned in her 2021 Women Worth Watching essay, keeps shaping her career. Callahan is now chief operating officer for ATRIO Health Plans, a Medicare Advantage Plan company. In 2021, Callahan was vice president of Aetna’s Medicare product and implementation division.
www.womenworthwatching.com
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April Kates-Ellison
VICE PRESIDENT, MEMBER AND CLIENT SERVICES
2021
Education: Master of Science, DePaul University; Bachelor of Science, University of Illinois at Chicago Company Name: American Dental Association Industry: Dental Healthcare Association Arena Company CEO: Dr. Kathleen O’Loughlin
Company Headquarters Location: Chicago, Illinois Number of Employees: 401
Words you live by: It’s possible.
Personal Philosophy: If I have been granted talents and opportunities, I need to reach back and across to help move others forward. What book are you reading: Taking People with You: the Only Way to Make Big Things Happen by David Novak What was your first job: Proofreader for telephone book ad placements Favorite charity: Personal religious institution
Interests: Reading, walking, DJ-ing, and golfing
Family: Husband, mother, and an extended network of family and friends
Using My Value and Leadership for Good
O
ne of the most valuable lessons that I have learned is to never let anyone determine my value. While I have met a host of supporters along my personal and professional leadership journeys, I have also met those who have attempted to put me in boxes or align a narrative to accommodate their respective thinking of me. And unfortunately, race and gender have sometimes been at the center of my most disconcerting experiences. I recognize that constructive criticism can be beneficial, but I also know that automatically adopting other’s thoughts of you as truth is a dangerous habit. My mother once said, “Listen to other’s opinions and feedback, use what you need to help you grow, and discard the rest.” These words, coupled with emotional intelligence education, intentional self-care, and supportive networks have been instrumental to my leadership sustainability. My personal experiences have shaped my leadership style and motivated me to focus heavily on bringing out the best in others. I have learned that, in most cases, if you support individuals and teams with 1) a clear vision, 2) the right leadership, and
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3) the right training they will rise to the occasion. I strive to have those three building blocks be the foundation of my professional leadership legacy. While this has been my professional leadership approach, I also recognized the need to extend my leadership reach beyond my everyday job to support those in my community. I’ve always believed that. As a result, I launched the Next Steps Initiative, which is centered on advancing the next generation of leaders, particularly those from underrepresented groups. The inaugural class of 10 launched in late 2020 and culminated in a 2021 session that allowed five finalists to pitch a business or self-growth idea to a group of potential sponsors for either monetary or mentorship support. The participant’s leadership evolution was amazing and confirmed for me that developing the next generation of leaders within my community is part of my broader purpose. I move forward on my professional and personal leadership journeys excited to make a difference and give back, while learning and growing along the way.
www.diversityjournal.com
Where are they now? April Kates Ellison, a part of Women Worth Watching in 2021, is now chief client services tripartite relations officer for the American Dental Association with a raft of duties from working with state and local dental associations to increasing dentist membership. In 2021, Ellison was vice president of member, client services for the ADA, an agency she has served for a decade.
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www.diversityjournal.com
Where are they now? Keep your eye on Paige Eding, a part of the 2020 class of Women Worth Watching, who is now chief operations officer with Engrain, a technology company dedicated to helping companies find, lease and manage property. Eding was vice president of Global Supply Chain Operations and Strategy at Arrow in 2020. She wrote in her Profiles in Diversity Journal profile that she was an innovations expert who understood that “innovations are about finding a way forward, rather than a way out.”
Paige Eding Vice President, Global Supply Chain Operations & Strategy
Education: BA summa cum laude, Boston College; Chicago Management Institute, University of Chicago Booth School of Business Company Name: Arrow Electronics Industry: Electronics Company CEO: Michael J. Long Company Headquarters Location: Centennial, Colorado Number of Employees: 19,300 Words you live by: "Where there is an open mind, there will always be a frontier." –Dorothea Brande Personal Philosophy: Act as if. What book are you reading: The Great Alone by Kristin Hannah What was your first job: Training Manager, CASA Advocates for Children Favorite charity: Partners in Health Interests: The outdoors Family: John Eding (husband), Harbo Eding (son, 3 yrs)
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Solutions to problems are generally sought through a path of least resistance. Innovation is an alternative to this pursuit of low hanging fruit. It’s a leapfrog approach to greatness and competitive advantage. Innovative people embrace difficulty. This does not make them difficult.
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Guiding Innovation Forward Innovation is a methodology for problem solving. It is about finding a way forward, rather than a way out. It calls for unbiased analysis, rational thought, and creative collaboration. Innovation is fresh thinking that creates value, and it ignites my professional passion. Solutions to problems are generally sought through a path of least resistance. Innovation is an alternative to this pursuit of low hanging fruit.
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www.womenworthwatching.com
Summer 2020
It’s a leapfrog approach to greatness and competitive advantage. Innovative people embrace difficulty. This does not make them difficult. At Arrow Electronics, our mission is to “Guide Innovation Forward.” Applying this anthem to supply chain consists of more than just the selection and application of new technologies (robotics, blockchain, AI, machine learning). It also entails thinking strategically about why
we exist, how we organize, and how we measure our success. Innovating requires imagination. Those who equate innovation with automation, and view automation simply in terms of what it streamlines or takes away, are missing the point. Rather, innovation is an additive process—one that demands that people work together to build something brand new.
WOMEN WORTH WATCHING AWARD WINNER ®
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Where are they now? Neisha Strambler Butler, a Women Worth Watching recipient in 2019, is now senior vice president of human resources for McKesson, a worldwide healthcare organization with more than 10,000 employees. In 2019, Strambler Butler was a vice president of compensation and benefits for American Airlines. She wrote in the 2019 Profiles in Diversity Journal that she had sought out fair-minded leaders at her companies who could see her “skills, my talents, and my ambition—not just my gender or color… it hasn’t been easy. The concrete ceiling is very real; the good news is it can be penetrated!” Neisha Strambler-Butler Job Title: Vice President, Compensation and Benefits Education: BBA, accounting and BBA, organizational behavior studies, Southern Methodist University; Master’s degree, organization development, Pepperdine University; MBA, Northeastern University Company Name: American Airlines Industry: Transportation Company CEO: Doug Parker Company Headquarters Location: Dallas/Ft. Worth, Texas Number of Employees: 130,000 Words you live by: All Things Are Possible! Personal Philosophy: “To whom much is given; much is required” –Luke 12:48; I am blessed, so my goal in life is to try and help others whenever and wherever I can. What book are you reading: Becoming by Michelle Obama What was your first job: Wienerschnitzel Favorite charity: Texas Women’s Foundation Interests: Traveling, reading, being a foodie, and working on interior design projects Family: I am married to Richie Butler and we have two beautiful children—Emily, who is 18 and will attend UCLA in the fall and Ford, who is 15 and will be a sophomore in high school in the fall.
The Concrete Ceiling
I
’m frequently asked whether I believe minority women face more workplace bias than other groups. Based on my own experience, the stories of others, and the statistics on minority women in corporate executive roles, my answer has always been and continues to be yes. And here’s why: Let’s start with the statistics. Fortune magazine indicated that African American women represent 8 percent of the workforce, but only 1.5 percent of senior leadership roles. Similarly, Hispanic women represent about 6 percent of the workforce and only 1.3 percent of senior leadership roles. An April 2016 Huffington Post article referred to this lack of minority women in executive roles as the “concrete ceiling.” Though similar to the glass ceiling we’re all familiar with, the concrete ceiling only applies to minority women and, as the name suggests, is much harder to penetrate. What makes it difficult to break through the concrete ceiling? Several things, and here are a few: 1. Lack of mentors and advocates for minority women: The research is clear. White men and women are much more likely to mentor other white men and women, leaving far fewer executive mentors and advocates for minority women. Mentors and advocates are critical for
career growth, and the absence of them can be career limiting. 2. Stereotypes: African American and Hispanic women face all of the same stereotypes that white women face (e.g., too emotional, not career motivated, not as intelligent as their male counterparts, and hindered by family responsibilities). They are also impeded by the stereotypes associated with their race. For instance, African American women are often perceived as angry, aggressive, invisible, or inherently unqualified. The compounding effect of all of these stereotypes is a double minority tax that continues to negatively impact minority women with regard to their career progression and earning potential. I know these barriers are real because I’ve experienced them myself at different times in my career. Though I’ve felt frustrated by the stereotypes and lack of support, I’ve always vowed not to allow these types of impediments to hold me back. Instead of being suffocated by these challenges, I have sought out leaders who could see me, my skills, my talents, and my ambition—not just my gender or color. I feel blessed to have found great leaders who have ultimately helped me progress in my career. But, it hasn’t been easy. The concrete ceiling is very real; the good news is it can be penetrated!
WOMEN WORTH WATCHING AWARD WINNER
www.womenworthwatching.com
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Betty Chen Job Title: Principal
2019
Education: JD, University of Texas Law School; BS, University of Southern California Company Name: Fish & Richardson Industry: Intellectual Property Law Company CEO: Peter J. Devlin Company Headquarters Location: N/A Number of Employees: 1,100 Your Location: Redwood City, California Words you live by: “A woman is like a tea bag; you never know how strong she is until she’s in hot water.” –attributed to Eleanor Roosevelt Personal Philosophy: Never take yourself too seriously. What book are you reading: 1-2-3 Magic: 3-Step Discipline for Calm, Effective and Happy Parenting by Dr. Thomas Phelan What was your first job: Nature camp counselor Favorite charity: Asian Law Alliance Interests: Snowboarding, hiking and finding new Trader Joe’s ready-to-cook meals Family: I have three kids: Jackson and twins Hudson and Parker.
It’s No Wonder, Woman
D
o you ever wonder why you feel exhausted in this empowerment age when we (women) are told we can, and should, be conquering the world? If so, perhaps you’ll relate to one or more of my personal experiences. A few years ago, even though I had been on maternity leave that year, I made partner at my law firm Fish & Richardson, P.C., a 140-year-old firm that ranks No. 1 in all things related to litigation of intellectual property. (I had to give it a shout out. Got it made now, right?) I returned to work before my official maternity leave period expired because I was excited to try a jury case I had litigated over the four previous years. Initially, I thought I was blazing a path by showing what is possible. However, I inadvertently set a poor example for my new-mother peers—at least in some eyes—who understandably, wanted to take their full maternity leave. I later found myself sitting on a dirty bathroom floor pumping milk in a courthouse 1,000 miles away from my firstborn, learning the blessing and curse of pump-and-ship services like Milk Stork. Another day, I exited a client meeting only to realize that
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I had presented case strategy with baby poop on my right sleeve. I once typed a brief with my left hand (I’m right handed) so I could comfort my sick, vomiting toddler with the other. Beyond motherhood, when I devoted time to women’s groups and conferences, I faced criticism from those who said my professional accomplishments were largely attributable to “special” resources provided to women, but not to men. So, do I sometimes wonder why I’m doing this, where this will all lead, and if that place would be a good one? The answer, of course, is “yes.” But do I self-impose the pressure of being a “Wonder Woman” in all aspects of my life? The answer there is a resounding “No.” Neither should you. Not on yourself, and not on your colleagues, whether by words or deeds. Being comfortable in your own skin and owning your personal imperfect moments won’t necessarily deter the occasional naysayer, but it will position you, and those around you, to engage in a necessary conversation. One where we acknowledge that feeling not all together at work and home is a shared experience that can bring us all together.
WOMEN WORTH WATCHING AWARD WINNER ®
Where are they now? Women Worth Watching award winner Betty Chen is now a partner at Desmarais, an intellectual property law firm, in San Francisco after 12 years as a principal at Fish & Richardson in Silicon Valley, where she came to Profiles in Diversity Journal’s attention in 2019. Chen urged women to reject being a “Wonder Woman” and to instead be “comfortable in your own skin,” and own your imperfections.
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Margaret-Mary Wilson, MD, MBA, MRCP Title: Chief Medical Officer & Senior Vice President Education: MD, University of Ibadan, Nigeria; FNMCP, University of Ibadan; MBA, Western Governors University; MRCP, Royal College of Physicians, U.K. Company Name: UnitedHealthcare Global Industry: Health care Company CEO: Molly Joseph Headquarters Location: Minnetonka, Minnesota Number of Employees: 65,000
2018
Your Location: Staten Island, New York Words you live by: Humility and Courage Personal Philosophy: “I shall pass this way but once; any good therefore that I can do or any kindness I can show to any human being, let me do it now. Let me not defer nor neglect it, for I shall not pass this way again.” – Étienne de Grellet What book are you reading: Call Me Ajoke by Segun Oke What was your first job: Physician in the Nigerian Police Force Favorite charity: African LGBTQ, a nonprofit organization established to empower and educate abused and endangered LGBTQ individuals of African descent across the globe
Practicing Servant Leadership
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y story is one of resilience. As an African American, an immigrant, and a gay woman, I have faced challenges related to being identified as a member of these underrepresented groups. When you think of the discourse around diversity, society is still wrestling with the conversation. The general belief is that if you are African American or a woman, career advancement is hindered; if you are a member of the LGBTQ community, you must conceal your identity to be successful. I chose not to accept that, and rose to positions of senior leadership in a global health care organization. I’ve practiced medicine and worked in health care in Europe, Africa, and North and South America. I’ve served on the faculty at St. Louis University Medical School, worked as a physician in a rural Nigerian clinic and built an
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evidence-based clinical-care management model in Brazil. As I reflect on my career, one common theme arises: Impacting individual lives and contributing to a national health care system is my life’s mission. It knows no color, no gender, and no sexual orientation. I attribute my success to servant leadership—staying focused on what I can do for others and raising my hand whenever I see opportunities for change. At UnitedHealthcare, this approach has allowed me to take on increasing levels of responsibility—from a frontline clinical role, to various regional and national medical roles, to a senior leadership role. Currently, I have responsibility for clinical governance of a high-performing, high-reliability health care benefits and clinical care delivery business in an organization with 65,000 employees, and more than 7 million
individual medical members worldwide. One way I practice servant leadership is through mentoring. Seeing the achievements of my mentees are my proudest moments. For example, a UnitedHealthcare nurse with visible diversity completed her doctorate in nursing. A colleague became the chief medical officer for clinical services at UnitedHealthcare’s health benefits and medical delivery company in Brazil. And an immigrant intern from Zambia completed an advanced gastroenterology fellowship at Harvard. My advice to other leaders is to invest in those around you. Give them the gift of your time and put service first. I have found this approach to be the most effective way to develop teams, achieve results, drive change, and make a difference.
Summer 2018
Where are they now? Margaret-Mary Wilson, part of Women Worth Watching in 2018, is currently the chief medical officer and executive vice president for UnitedHealth Group, a company that she has served for nearly 16 years. In 2018, the doctor was chief medical officer and senior vice president of the global division of UnitedHealthcare. The company has 70,000 employees and 7 million customers. Fun fact: Wilson enrolled at the University of Ibadan in Nigeria when she was just 16 and graduated at 21.
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Where are they now? Rima Terradista, one of our Women Worth Watching in 2018, is head of loan review at Raymond James these days. She became a Profiles in Diversity Journal award winner when she was executive director at Sumitomo Mitsui Banking Corporation and told readers that “life is a journey” that requires constant adjustment of one’s work/life balance. Terradista received her MBA and BA from St. John’s University in New York.
Rima Terradista Title: Executive Director Education: MBA and BS, finance, St. John’s University, New York Company Name: Sumitomo Mitsui Banking Corp. Industry: Banking Company CEO: Makoto Takashima Headquarters Location: Tokyo, Japan Number of Employees: 80,000 Your Location: New York, New York Words you live by: Make improvements, not excuses. Seek respect, not attention. Personal Philosophy: Life has no remote. Get up and change it yourself. What book are you reading: Personal Presence: Look, Talk, Think and Act Like a Leader by Dianna Booher What was your first job: Credit analyst Favorite charity: Dress For Success
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JUST REMEMBER: LIFE IS A JOURNEY AND, ALONG THAT JOURNEY, THE SCALES OF WORK/LIFE BALANCE MAY TIP IN ONE DIRECTION OR ANOTHER. EMBRACE IT.
Sometimes You’re a Ferrari … Sometimes, You’re an SUV
W
2018
ork/life Balance—I hear this expression all the time at organizations who say they want their employees to have it. I hear it more often from millennials seeking jobs. Everybody wants it. But does it really exist? Not in the pure sense of what it implies. Oprah summed it up perfectly when she said, “You can have it all, just not all at once.” Think of yourself as a car. When you graduate from college, you’re a Ferrari that can go from zero to 60 mph in three seconds. That was me as a young college graduate at my first bank job. I couldn’t get enough work assignments to satisfy my thirst for learning. My long hours got noticed and I was quickly promoted. At that time, it was a
choice I made that suited me well. Then I got married and had kids. Being a stay-at-home mom was not an option, so I traded in my Ferrari for an SUV. I became that versatile vehicle; pulling so much weight, carrying lots of people, reliable but maybe not as sexy. When my kids were young I juggled demanding work assignments, sick kids, and class trips, hoping the circles under my eyes were not too noticeable from day to day. These were the most challenging periods in my life—trying to be a super mom and manage my career. My advice to others in the same situation is to set aspirational goals with realistic expectations. It may take you longer on this crowded highway called life, but don’t take your foot off the gas.
I have made many difficult choices in my life, from missing a school picnic for my son’s class because of an important work assignment, to taking a less demanding job, so I could care for my sick dad who was suffering from dementia. Looking back I have no regrets. Today, the crossroads of work/life balance are less full of potholes and more about bringing others along for the journey. I am back to feeling like a sports car again but more like a Tesla Roadster. I am fast and innovative, but with a mission to be more caring about the environment around me. Just remember: Life is a journey and, along that journey, the scales of work/life balance may tip in one direction or another. Embrace it.
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Where are they now? In 2017, Women Worth Watching winner Fiona Carter was AT&T’s chief brand officer with a sharp focus on gender equality in advertising. Now she is the partner and first chief marketing officer at Goldman Sachs, a global investment company. Last year, she was awarded Ad Age’s Vanguard Award for her decades long career in marketing and in 2019, she won the Ad Age Creativity Award for Diversity and Inclusion Champion of the Year.
Fiona Carter Title: Chief Brand Officer Company: AT&T Industry: Technology, Entertainment, & Telecommunications CEO: Randall Stephenson Employees: Nearly 270,000 Headquarters: Dallas, TX Education: Masters, Modern Languages, University of Oxford Personal philosophy: Leadership is not about where you sit in a company. Everyone has a special skill --a “superhero” power. Find yours and do it well. Do it with passion and confidence. All eyes will be on you and people will follow.
F
iona Carter, chief brand officer at AT&T, leads sponsorships, media, brand, and corporate and business advertising. A passionate advocate for diversity and gender equality, Carter leads the company’s partnership with the Association of National Advertisers’ three-year #SeeHer campaign to improve the way girls and women are portrayed in the media, so that, by 2020, they will see themselves portrayed accurately. She is also involved with Lift & Connect at AT&T, a program in which senior leaders coach, advise and sponsor high-performing colleagues looking to advance their careers.
Carter founded AT&T Presents: Untold Stories, developed in collaboration with the Tribeca Film Festival. The program recently awarded its first $1 million grant to an underrepresented filmmaker. The winner will use the funds to produce a film based on his screenplay, which will be premiered at the festival and distributed on AT&T’s video platforms. Diversity in the workplace that embraces differences in gender,
Words I live by: It’s easy to get used to the status quo. Curiosity and the ability to learn and transform are hugely important. Disrupt yourself. Lean into change.
I BELIEVE BUSINESS FLOURISHES WHEN YOU HAVE A TEAM MADE UP OF PEOPLE WITH DIFFERENT OPINIONS, WORLDVIEWS AND BACKGROUNDS. ~ FIONA CARTER ethnicity, lifestyle, and thought is an issue Carter is passionate about. “At AT&T, we serve a diverse set of customers,” she explains. “Fostering a culture of diversity and innovation not only lets us think more creatively and execute more effectively, it lets us empathize with our customer base. I believe business flourishes when you have a team made up of people with different opinions, worldviews and backgrounds.” Gender equality in advertising is especially near and dear to her heart. “The inaccurate portrayal of women and girls in advertising – or their complete absence – perpetuates regressive and discriminatory narratives,” she
says. “At AT&T, we’re working to end the global marginalization of women and address the gender-gap by participating in projects like the #SeeHer campaign.” Carter has always offered colleagues career-related advice. However, at AT&T, she has launched a formal mentoring program. Leaders set aside two hours each month to meet with colleagues seeking to learn how to grow their careers. She also offers this wisdom to all professional women: “First, network, network, network – make your personal brand known; second, work hard, market your accomplishments and talk about your contributions; and third, ask for what you want – it’s your best chance of getting it.”
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Pallavi Mahajan Title: Vice President, Engineering Company: Juniper Networks Industry: Networking/Telecommunications CEO: Rami Rahim Employees: 9,500 Headquarters: Sunnyvale, CA Education: M.S., Computer Science Personal philosophy: One, there is no substitute to hard work, and two, be the change you want to see. Lead by example. Words I live by: Integrity, Courage, Perseverance.
SOME OF US WANT TO PRIORITIZE OUR CAREERS, SOME WANT TO PURSUE OTHER PASSIONS AND SOME, FAMILIES. IN THE END, WHATEVER OUR CHOICE, WE SHOULD BE PROUD OF IT AND NOT COMPARE OURSELVES WITH OTHERS. ~ PALLAVI MAHAJAN
P
allavi Mahajan, vice president of engineering for Juniper’s Junos Software, is responsible for driving strategy and execution for all engineering functions. During her tenure, Mahajan has served Juniper in a number of roles, including defining and leading the company’s Software Automation and Programmability story and global engineering teams. As a member of Juniper Networks India founding engineering team, she was credited with incubating numerous new software teams in Juniper, India. Her technical and leadership contributions include many successful products and the filing of eight patent applications, six of which have been granted. However, she is more than a leader, she is also an inspiration. Mahajan is a mentor for women engineers inside and outside Juniper. SUMMER 2017
She empowers women and girls by involving herself in organizations that help motivate young girls to continue their education in science, technology, engineering and mathematics (STEM) fields. Active in philanthropy. Mahajan leads the Juniper Corporate Social Responsibility (CSR) charter in India, which has adopted a village cluster, focusing on education and health, while empowering the female population. She also assembled a group of colleagues to determine the needs of rural Indian villages and improve living standards. Leadership has been a journey for Mahajan. She says that there was no one defining moment, but rather a series of opportunities to be seized. “From picking up projects without being assigned, to always looking ahead and being in a constant
learning mode, looking to see where the industry is trending and staying ahead of those trends, to defining areas where I could make meaningful difference to the society, that has been my journey,” she reflects. Mahajan tells mentees that they get to make their own choices. “Some of us want to prioritize our careers, some want to pursue other passions and some, families. In the end, whatever our choice, we should be proud of it and not compare ourselves with others. Nothing comes for free, and there will always be tough moments and times when you will want to call it quits. In those times, always remember that the world is full of good people, all you need is to stretch out your hand and ask for help,” she coaches.
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Where are they now? Pallavi Mahajan, part of the Women Worth Watching class of 2017, is now corporate vice president for Network & Edge software for Intel, one of the world’s largest semiconductor chip manufacturers by revenue. In 2017, she was vice president of engineering for Juniper’s Junos Software, responsible for strategy and execution for all engineering functions.
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Where are they now? Catherine Powell, part of Women Worth Watching in 2016, used to help manage the House of Mouse. Now she is the first Global Head of Hosting at Airbnb, which has more than four million hosts for short-term rental homes. Her job is to oversee Airbnb’s regional operations teams and develop standards, education, products and features for Airbnb’s Host community. She is also an Airbnb Superhost. Back in 2016, Powell was at Disney for more than 15 years where she most recently served as President of Disney Parks Western Region in the United States and Disneyland Paris in France.
Company: Industry: CEO: Employees: Headquarters:
Disneyland Paris Tourism Catherine Powell 15,000 Marne-la-Vallée, France
CATHERINE POWELL
PRÉSIDENTE OF EURO DISNEY S.A.S. DISNEYLAND PARIS
LEADER DRIVING SUCCESS AT DISNEYLAND PARIS As a leader within one of the world's most admired companies, The Walt Disney Company, Catherine Powell is widely respected both internally and within international communities.
2016
Taking the reins this summer as Présidente of Euro Disney S.A.S., the management company of Disneyland Paris, Powell demonstrates boundless passion, energy and curiosity. Her colleagues say she is continually pushing boundaries and inspiring others to success.
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A key focus for Powell has been consumer engagement and creating innovative opportunities for fans to connect with Disney's stories, characters and brands through both physical and digital experiences. She has led the development of multiple Disney consumer activations with organizations such as the Sydney Opera House, Royal Botanic Gardens in Sydney and Melbourne, The State Theatre, Tennis Australia, and the Australian Grand Prix Corporation. She was also elected to the Chief Executive Women in Australia and serves as a member of the Sydney Opera House Trust.
Powell is an experienced Disney leader with over 12 years in global roles throughout Europe, the Middle East, Africa, and Asia-Pacific. Most recently, she was managing director in Australia and New Zealand (ANZ), driving extraordinary growth at Disney during her tenure and leading the region to be one of the company's top performers among developed countries. In ANZ, she was Earlier in her career, she led the accountable for driving the company's Disney Media Distribution division 180
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strategy; coordinating, leading and expanding all company business divisions; overseeing Disney global franchises including Pixar, Princess, Marvel, and Star Wars; and seeking out new business opportunities in the region.
in EMEA; served as Disney Media Distribution's senior vice president, Sales - UK, Ireland, Nordic, Benelux and Israel; and prior to that, the executive director - Sales, UK and Ireland. Before joining Disney, Powell worked for BBC Worldwide for seven years, holding various senior TV sales roles across the Middle East and Europe. During her career at Disney, her leadership has consistently inspired her teams to deliver results and initiatives that set new benchmarks for success. Powell is seen as a role model to many who have worked with her, and in particular, to other female leaders. “I think it is critical that female leaders have the ability to engage and empower women to believe in themselves and be great at what they do; and to have the qualities of positivity and optimism. Never be afraid of thinking differently and taking risks,” she said. PDJ
PROFILES IN DIVERSITY JOURNAL • Summer 2016
www.diversityjournal.com
2016
Company: Industry: CEO: Employees: Headquarters:
Richards Kibbe & Orbe LLP Legal Jennifer Grady (Managing Partner) 130 New York
JULIA LU
PARTNER RICHARDS KIBBE & ORBE LLP
ADVISING ON THE FINANCIAL MARKETS With an extensive background in securities offerings and a leading career across the financial sector, Julia Lu focuses her legal practice on the distressed debt and derivatives markets.
policies and procedures, and to draft documentation used in distressed assets, including trading bank loans, bankruptcy claims, and reorganization equities.
Lu’s career is defined by everincreasing influence, responsibility, and leadership. Born and raised in China, she moved to the United States to attend law school. While seconded to the bank loan trading and syndication desk at Goldman Sachs, Lu served on the operating She advises clients in transactional committee, and set global trading and regulatory aspects of their trading policies and processes to ensure businesses and collaborates with them smooth operation of the trading desk. Her deep background in the to forge strategic and pragmatic legal derivatives sector is underscored by solutions to complex trading issues. her role as a potential pool member A Wall Street player, Lu has to be called upon to conduct external substantial experience in derivative reviews and determinations made transactions based on secured and by the International Swaps and unsecured loans in North America, Derivatives Associations (ISDA) Europe and Asia. She collaborates Credit Derivatives Determinations with major broker-dealers and Committee. This panel breaks the investment managers to formulate deadlock when the DC, which As a partner at the New York office of Richards Kibbe & Orbe LLP, Lu represents some of the world’s top investment firms and funds while driving the firm’s distressed debt practice. She lives by the words “strive to add value.”
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assesses the impact of corporate events on credit derivatives, cannot reach a majority. Lu serves as a director for Rega Capital Dynamic Value Fund, a Hong Kong-based hedge fund. She is a sounding board for its management and investment professionals regarding investment processes, legal compliance, and risk assessment. At the firm, Lu sits on the Investment and Attorney Development Committees. She maintains an active pro bono practice, which includes serving as counsel to the Museum of Chinese in America. She is also an active participant in the firms’ partnership with the Posse Foundation, which provides full scholarships to leading universities for extraordinary public high school students. She holds a law degree from Albany Law School, and an LL.B from China University of Political Science and Law. PDJ
PROFILES IN DIVERSITY JOURNAL • Summer 2016
Where are they now? Julia Lu, a Women Worth Watching recipient in 2016, is now a partner in the derivatives and global loans practice of Ashurst, a global law firm. Lu is an expert in helping clients obtain or provide financing for their endeavors. In 2016, she was a partner at Richards Kibbe & Orbe LLP where her legal practice focused on distressed debt and derivatives markets.
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2015
Where are they now? Lia Patton, one of the Women Worth Watching winners of 2015, is now director of Swalling & Associates, a full service certified public accounting firm, serving closely held Alaskan businesses and their executives, owners and families. She took the job after leaving her position as a partner at BDO, an Anchorage firm that does audits for Native corporations, federal and the state of Alaska.
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Where are they now? Kelly Pasternick, declared one of the Women Worth Watching winners in 2014, urged Profiles in Diversity Journal readers to “challenge yourself.” She has been doing that for some time. In 2021, she became vice president of enterprise business services for ATI, Allegheny Technologies Inc., a company that finds technical solutions for companies, whether they are trying to make a more resilient pacemaker for the human heart or send a rocket into space. Pasternick was honored as a WWW in 2014 when she worked for Alcoa as vice president of investor relations.
Kelly Pasterick
This VP at Alcoa used talent, experience, and chutzpah to make a big career move that really paid off. One of the biggest career decisions I made was relocating to New York from Pittsburgh four years ago to enhance my career. It took a lot of thinking about whether this was the right move from both a professional and personal perspective. I decided to make an investment in myself, and it really paid off. I was given the opportunity to take on new, challenging roles, which provided me experiences and skills that I otherwise would not have. It allowed me to grow, both professionally and personally. I built new friendships and made connections that expanded my professional network. I’m very glad I didn’t let fear hold me back. The move to my current role as vice president of investor relations was another challenging decision, but a great one. This position required the combination of a finance background (which I already had) and a focus on
external communication, which was outside my current skill set—or so I thought. With the support of sponsors who understood my strengths, and by reflecting on past experiences, I realized I was up to the challenge. People who know me best would describe me as a social person and a good listener. At the time, I didn’t realize personal skills could translate into professional strengths. Also, early in my career, I had educated people across the organization about new and emerging topics, which naturally allowed me to build the skills I thought I was missing. My key takeaway? Don’t be afraid to step outside your comfort zone and challenge yourself. You’ll find the ability is there—you just need to dig deep.
In the end, you’ll come away with experiences and knowledge that allow you to excel your career. PDJ
“I decided to make an investment in myself, and it really paid off.” Ruth Cotter
This VP at Advanced Micro Devices tells how you can prepare for your next leap to a new role. sequins, sparkly costumes, and makeup, but because we were astounded by the hidden protective padding and supportive fabrics in their costumes that allowed them to look elegant on stage, while empowering them to push artistic boundaries safely.
2014
“… step boldly and bravely out of the shadows ...” My daughter and I recently went to see a Cirque de Soleil show and we were mesmerized by the female athletes, artists, and musicians soaring high above us trapeze style throughout the show. Afterward, we had the opportunity to go backstage and meet some of them. We lingered in the costume trailer, not just because my daughter was bedazzled by all the
When I ponder the talent assets we need, I think of women like the Cirque de Soleil artists who have built up a stockpile of “padding” and “protective mechanisms” that help them step out into the world to try new things and go places they may not have ever dreamt of. Over my career, I’ve learned to let my voice be heard. Don’t waste time
trying to be the person you believe others imagine you are. Focus on making your strengths stronger. Build your stockpile of padding and protective mechanisms to bolster your confidence, and work on overcoming your self-critical “inner voice” that worries about what you may or may not know. When you wake up every morning, you only have yourself looking back at you in the mirror, so make sure your life journey is one you’re happy with, as you step boldly and bravely out of the shadows and allow the light to shine on you. Make a difference, no matter how small, so the world can enjoy who you are and recognize why you are the wonderful, powerful, and brave person that you are. Be true to yourself and no matter what—be comfortable with who you are. PDJ
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Where are they now? Marta Pineiro Nunez, PHD, a Women Worth Watching winner of 2013, became associate vice president of Eli Lilly’s Talent Development Academy at the Medicines Innovation Hub in 2020. She has spent 26 years at Eli Lilly pharmaceutical company, serving in many capacities including finding drugs and top talent for the company. In 2013, she was director of Lilly’s Open Innovation Drug Discovery that advances innovations in medication.
Company and Executive Women Worth Watching® 2014 Award Winner
Marta
Eli Lilly and Company
Piñeiro-Núñez G ROWING UP IN A CORUÑA, A MEDIUMSIZE PROVINCIAL TOWN IN NORTHERN SPAIN, FAMILY MEANT EVERYTHING. Seven of us shared a small apartment and one bathroom, and every decision was about the collective, never the individual. I had, and still have, lots of personal interests—literature, languages, and the arts—but I had to be pragmatic when choosing an occupation. My parents didn’t have a lot of money to send me to the capital city to study, so I went to the local school on a scholarship. I’ve always been good with chemistry and mathematics, so that’s what I studied. Looking back, I realize there’s never been a non-working woman in my family. My mom worked in a factory. My grandmother washed clothes for others in the river, and my great-grandmother was a factory worker as well. They HEADQUARTERS: are my inspiration. I Indianapolis, Indiana keep a picture of my grandmother holding WEBSITE: www.lilly.com my hand as a child BUSINESS: Pharmaceutical in my office. When I become frustrated REVENUES: $22.6 billion at work, I look at her
and I am immediately reminded that I am privileged to have a stimulating, interesting job. All of my successes have come about because I have been able to form relationships. Good, strong working relationships lead to great results. As a leader, I focus on understanding the unique value of each individual. I try to see what is good in each person and help change that quality to excellent. I am constantly learning to overcome professional obstacles, the biggest of which is my own tendency to speak as I think. I know this is often suboptimal, so I focus on developing my filter and rely on trusted colleagues to remind me to listen more. Humility is important to me, and I realize I’m only as good as my team is. I believe that being able to recognize personal mistakes is an asset. Anywhere in life, all you can do is your best. Remaining flexible allows you to be ready to react when unexpected opportunities come your way. Recognizing an opportunity and then doing your best will guarantee your results. I believe that life is not a destination and that how you achieve your goals is more important than what you think those goals are at any given point. Goals may change, your principles should not. You cannot control your environment, but you can control your attitude and effort.
EMPLOYEES: 38,000 TITLE: Director, Open Innovation Drug Discovery
EDUCATION: BS, University Santiago de Compostela, Spain; PhD, Indiana University
FIRST JOB: Custodian at the local offices of Spain’s Department of Justice
MY PHILOSOPHY: Form and treasure relationships, and find what’s unique about each individual. Then, help make something good into something fabulous. What I’m Reading: The Immortal Life of Henrietta Lacks, by Rebecca Skloot
How has education affected your career? Education is a condition that is necessary but not sufficient for establishing a career. Education is a starting point, but you need to remain a lifelong learner if you want your career to thrive. What does it take to succeed and stay competitive in
your position/field? You need flexibility and curiosity. You also need to be adaptable and have learning agility. I also believe that being humble is critical in order to remain a learner and accept change. Has discrimination affected you as a woman in the
workplace? How did you deal with it? I have been very lucky to never encounter discrimination. I may have been underestimated at times, but that is not a barrier encountered exclusively by women. In fact, I probably would have to blame myself if I have ever been underestimated.
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Company and Executive Women Worth Watching ® 2013 Award Winner HEADQUARTERS:
2012
Monica
Chicago, Illinois
Tracie
WEBSITE:
www.exeloncorp.com BUSINESS: Energy REVENUES: $32.7 billion
ComEd, Exelon Corporation
Morris “
My advice to students is to EMBRACE the role of a lifelong learner.”
EMPLOYEES: 27,000 TITLE: Vice President, Human Resources EDUCATION:
BS, North Central College; MS, Benedictine University
›
How do you balance career and lifestyle/ home responsibilities? I am a certified yoga and meditation instructor. Every day I take the opportunity to meditate and do yoga. This has been a big stress relief for me. I also have date night with my son and I’m involved with my wonderful daughters’ interests. That excites me. I have a very challenging job. It is not easy to balance career and home. I make every effort to do both as well as I can.
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What advice would you give younger women about their education? My advice for younger women is to follow your passion. It is important to love what you do. When you have passion for your career, it makes the challenges more tolerable. I would challenge them to go beyond conventional thinking and never be afraid of asking the right questions.
FIRST JOB: Camp
counselor for St. Laurence Elementary School MY PHILOSOPHY: Leaders with vision, humility, and servitude have greater potential for success because they recognize and integrate the strengths of others. FAMILY: Three amazing
children and wonderful family and friends
A
S AN HR PROFESSIONAL, I HAVE MANY OPPORTUNITIES TO INTERACT WITH STUDENT INTERNS AND NEW HIRES. While most have the educational credentials they need to succeed, we really have an exciting opportunity and responsibility to help them strengthen the practical life skills they will need to navigate effectively in today’s corporate environments. For example, younger workers are very comfortable with technology and adapting to a society that increasingly relies on social media, but they don’t always make the connection that as a result of the technological advances they enjoy in their personal lives, the 9-5 workday is a thing of the past. Many employers expect their people to be reachable, and responsive, after hours and on weekends. High school students think differently, some say are wired differently, than those of us who are well into our professional careers. They are willing to step up and lead projects and are looking to advance quickly. These are excellent characteristics for a fast-changing and fast-paced workplace, and younger employees will be able to more effectively put those attributes to use when they are coupled with a more deliber-
ate and methodical approach; faster isn’t always better. Like anyone adjusting to a new position or new industry, it takes a while for them to hit their stride, fully appreciate the importance of institutional knowledge and realize that truly successful organizations value both innovation and experience. My advice to schools is simple: encourage internships. There is nothing like experiencing a professional environment to help future colleagues see first-hand how the theories and case studies they learn in school are applicable, and adaptable, in real life scenarios. I would also recommend incorporating technology more fully into the more traditional curriculum. Computer science, mechanical engineering, and other subjects will help open our students’ eyes to the variety of industries and fields that are starved for talent. My advice to students is to embrace the role of a lifelong learner. Your education doesn’t end when you receive your diploma—that moment in time can be the spark that propels each student toward a professional career that will undoubtedly require more advanced knowledge and skills to complement maturity and experience. September/October 2012
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Where are they now? 2012 Women Worth Watching winner Tracie Morris has been using her expertise as a human resources manager to improve the recruiting and hiring culture at a number of companies over the years. Now she is the chief people officer at Corewell Health, a Michigan-based health insurance system. The system has 21 hospitals, 60,000 team members and over 1.3 million health plan customers. In 2012, she came to our attention as vice president of human resources at Commonwealth Edison company.
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Robin L.
COMPANY AND EXECUTI VE WOMEN WORTh WATChINg® 2012 AWARD WINNER
TITLE: Vice President, Business Innovation and Health Care Reform EDUCATION: BS, Penn State University FIRST JOB: CPA at KPMG Peat Marwick LLP WHAT I’M READING: The Innovator’s Way, by Peter J. Denning & Robert P. Dunham; Outlive Your Life, by Max Lucado MY PHILOSOPHY: Nothing ventured, nothing gained. FAMILY: Married with two children INTERESTS: Spinning, Zumba, Women’s Ministry FAVORITE CHARITY: World Vision COMPANY: Highmark Inc. HEADQUARTERS: Pittsburgh, Pennsylvania WEBSITE: www.highmark.com BUSINESS: Health Insurance REVENUES: $14.6 billion EMPLOYEES: 20,500
Bugni
Highmark Inc.
T
hroughout my professional career, one of my best attributes has been my willingness to take on new challenges. By remaining flexible, I have been able to adapt to different work environments while building upon valuable experiences throughout my career. During my seven years as a CPA with KPMG Peat Marwick LLP, I quickly developed a keen sense of my clients’ business and how to meet their needs. Little did I know at the time that one of my largest clients, Blue Cross of Western Pennsylvania, which later became Highmark Inc., would eventually become my employer. When I began my career at Blue Cross of Western Pennsylvania, I spent the first six years in director positions in finance and audit before moving on to product management and development as a director. This was a pivotal career change because I was leaving the finance and audit world where I trained to expand my professional experience. When I look back on that decision, I remember recognizing that I wanted to do something new. I wanted to be involved in the core business and develop new products. I spent 10 years in product management and development, which led to the opportunity to begin the Innovation Department at Highmark. A year later, I was asked to also head up Highmark’s
“
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SEPTEMBER/ OCTOBER 2011
Office of Health Care Reform. Again, flexibility has played a key role in my ongoing career path. Each new opportunity in my career path has been very positive and fulfilling for me. Since Highmark is one of the largest Blue plans in the nation, I am challenged daily with providing our 4.8 million health plan members with innovative ways to stay healthy, to improve their health and to provide them with answers to the many questions surrounding health care reform. I enjoy knowing that I am making a positive impact in their lives as well as those of our employees. The ever-changing environment that I enjoy today did not come easily or through self-reliance. Along the way I’ve had many mentors to propel my career and sharpen my leadership skills. To this day, I find joy in mentoring those who are forging their own career paths and encourage others to step outside of their comfort zone in order to stretch their abilities, so they can continue to grow. The best advice I can offer to others looking for ways to continue their career growth is to volunteer to take on new responsibilities or learn new skills. I encourage employees to express their interests in working on other projects within the department and to be willing to take some risks that may lead to new career paths.
2011
...I find joy in mentoring those who are forging their own career paths...
”
Where are they now? Keep your eyes on Robin Bugni, a Women Worth Watching in 2011, who is now vice president at Contigo, a health plan administrative service. A dozen years ago, Bugni was a vice president at Highmark, a Blue Cross health plan company where she had spent 22 years in a variety of positions. Her 2011 Profiles in Diversity Journal essay urged young professionals to look for ways to continue your career growth by volunteering “to take on new responsibilities or learn new skills.”
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Where are they now? 2010 Women Worth Watching winner Jennifer Yuh Nelson was singled out for her work as head of story on Dreamworks’ “Kung Fu Panda 2” and for supporting new voices in the world of film. Since then, she’s worked on several other movies and she is now supervising director for the popular “Love, Death and Robots,” a Netflix animated series which has won 13 Emmy Awards including two for Nelson for helming an outstanding short animated film series. And she received another big award this year: Her alma mater, California State University at Long Beach, gave her an honorary Doctor of Fine Arts degree for her contributions to the film industry.
wom e n worth watc h i n g i n 2 0 1 1
Jennifer Yuh Nelson DreamWorks Animation SKG
title: Director, “Kung Fu Panda 2” eDucation: BFA, Illustration, California State University at Long Beach FirSt JoB: Cleanup Artist, Jetlag Productions what i’m reaDing: Odd Hours, by Dean Koontz mY PhiloSoPhY: There is no room for ego in a collaborative creative environment. People will do their best when they feel safe, appreciated, and inspired. FamilY: Happily married to my best friend. intereStS: Video games, Anime, comic books, action movies. FaVorite charitieS: Volunteers of the Burbank Animal Shelter, Red Cross comPanY: DreamWorks Animation SKG heaDQuarterS: Glendale, California weB Site: www.dreamworksanimation.com BuSineSS: Entertainment – media/television/film/video. annual reVenueS: $750 million emPloYeeS: 1,970
W
hen people think of a movie director, they likely would not think of someone like me. I don’t chomp cigars, make virtual movie screen shapes with my hands or hang out at hot spots with even hotter celebrities. In fact, very few directors fit such stereotypes. They tend to be unassuming sorts who shuffle around half-asleep from trying to meet their release dates. They are all varied and unique. I for example am a soft-spoken, Korean-American woman who lives a very tame and settled life. But the one thing that binds us all is a love of film. I have been drawing since age three and making movies in my head for almost as long. In fact, drawing for me was a way to express those films when I had no other means of doing so. I had no idea what career could use such a weird skill as drawing movies. But I did it because it brought me joy.
When I was in college years later, a veteran storyboard artist came to talk to my class. He showed us how he drew movies for a living. My mind exploded. And that led to a career in animation. Now I have the pleasure of working among talented and inspiring artists of all kinds. Every day I am grateful for the opportunity to do what I love for a living and learn so much from the remarkable work of others. Recently I had a chance to pass forward what the veteran story artist did for me and speak at a college art class. It was wonderful to see the students’ excitement and passion for the medium and also their relief that they could pursue it in their own unique ways. My advice to them was to pursue what they loved to do. If you do what you love, the rest will follow.
2010 “If you do what you love, the rest will follow.” 142
www.womenworthwatching.com
Pr o f i l e s i n Di v e r s i t y Jo u r n a l
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Where are they now? Andrea Bortner, a Women Worth Watching winner that year, became chief human resource officer for Grocery Outlet in May 2020. The grocery company has 350 stores across the United States. In 2009, Bortner was a former vice president for human resources at Harris Corp., a defense and space manufacturing company now called L3Harris Technologies. She told readers in Profiles in Diversity Journal that her business career taught her to be a lifelong learner. “Be curious! Challenge! Ask questions! Stretch yourself in ways you could never imagine!” she wrote. It’s advice that has held her in good stead.
women worth watching in 2010
Andrea R. Bortner
H
Harris Corporation
TITLE: Vice President, Human Resources, Government Communications Division (Harris’ largest division—7,000 employees) EDUCATION: MBA, University of Southern California; BA, Canisius College FIRST JOB: Babysitter at age 11 WHAT I’M READING: The Catalyst, by Jeanne Liedtka, Robert Rosen, and Robert Wiltbank; Workforce Management magazine MY PHILOSOPHY: Live each day as if it were your last! FAMILY: Married to my wonderful husband Michael for 22 years; two very special children, Dolan (13) and Brenna (8); two loving parents; two creative older brothers and their beautiful wives, and 7 adventuresome nieces and nephews with one more on the way; two loyal brothers-in-law, and one more beautiful sister-in-law. INTERESTS: Family time, running, singing, painting, tennis, mentoring. FAVORITE CHARITIES: United Way; The Haven
COMPANY: Harris Corporation HEADQUARTERS: Melbourne, Florida WEB SITE: www.harris.com BUSINESS: Communications and information technology company serving government and commercial markets worldwide. ANNUAL REVENUES: Approximately $5 billion EMPLOYEES: More than 15,000
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have you ever been told you couldn’t do something because of your gender? That you couldn’t be involved in something because of your physical characteristics? That your career was limited because you decided to have children? Fortunately for me i have been presented with those “opportunities” throughout my life. and what i have discovered about a door shutting, or at times slamming in my face, is the strength you garner to find a new door, a new path, or a new opportunity. each one of us is faced with challenging situations and it is how we choose to respond to these situations that ultimately steers our direction. if i had my life to do all over again i wouldn’t change a thing. it has been these experiences, whether difficult or easy, fun or heartbreaking, that truly shaped who i have become as an individual, wife, mother, daughter, sister, and executive.
“As you stretch yourself, do what you love...not what someone else wants you to love.” Throughout my professional and personal journey, i have been blessed to have many mentors. some i have known personally and some i have simply admired for their character and their contributions. i began my career with determination and gratitude, but what i have learned from my mentors has and continues to broaden and refine me! one significant lesson i now embody both personally and professionally is to be a life-long learner. Be curious! challenge! ask questions! stretch yourself in ways you could never imagine! understand that in every endeavor there is the opportunity to enrich your own life and the lives of others. as you stretch yourself, do what you love…not what someone else wants you to love. i have been fortunate my entire career to truly love what i do. i may not have always had work situations i cared for, or assignments that were my favorite, but overall my experiences have been both challenging and rewarding. if you stay true to yourself and follow your dream through the many twists and turns you encounter, your journey will ultimately be fulfilling. Finally, by truly living each day as if it were your last, you will have a clear perspective of life through a wide angle lens—allowing you to keep all the various priorities and pressures facing you aligned. This has been my life-long practice for which i am grateful each day!
2009
September/OctOber 2009
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women worth watching in 2009
Ingrid Beckles
2008 B
Freddie Mac
be intentional about your choices. understand that where you are reflects where you choose to be. This is the advice i give to people i mentor, both inside and outside the workplace. i faced the challenge of balancing personal choices early. My daughter was two when i separated from my husband and made the conscious decision to “step it up” career-wise and refocus my education on finance and accounting. i completed my undergraduate degree, taking nine credits a semester while raising my child and working full time at Chevy Chase savings bank. i started as a bank teller and worked my way up to vice president and manager of quality control, central processing, and policies and procedures.
I firmly believe that obstacles are simply opportunities in disguise. i then spent 10 years at pNC Mortgage Corporation of america, now known as washington Mutual home loans. while at pNC, i held a variety of executive positions, including executive roles in credit risk management, which i earned by working hard and accepting the challenge of remediating broken processes or departments. This path eventually led to my current position at Freddie Mac as vice president of servicing and asset management. The current housing crisis has made my job in the mortgage finance industry more difficult, but it has also made it more significant and rewarding than ever before. i know that life’s road can be bumpy, and i take pride in the fact that i have pioneered home preservation techniques that are helping hundreds of thousands of families overcome financial dilemmas that would have otherwise cost them their homes. i firmly believe that obstacles are simply opportunities in disguise. The obstacles i have faced throughout my life and career only strengthened my resolve and desire to be successful. My personal drive and refusal to ever settle for less than my best have been key factors in my success. identifying my strengths and innate skills and leveraging them to their fullest have enabled me to enjoy my career and my work. My advice for anyone interested in furthering his or her own career is to never be afraid to course-correct, because the road certainly isn’t a straight one. be intentional and focused on what you want and then set a clearly defined path to achieve your goals.
TITLE: Vice President, Servicing and Asset Management EDUCATION: BS in accounting and technology and management, University of Maryland FIRST JOB: Bank teller WHAT I’M READING: The Four Queens: The Provencal Sisters Who Ruled Europe, historical fiction by nancy Goldstone MY PHILOSOPHY: Be intentional about your choices. Understand that where you are reflects where you choose to be. FAMILY: Daughter. Also, my mother and father and stepfather of 33 years have been the role models from whom i derive my focus on hard work, strength, and never quitting until the tasks are completed and the goal achieved. INTERESTS: Running (completed four marathons), horseback riding, tennis, and cycling. i also have my PADi scuba diving certification. FAVORITE CHARITIES: American Stroke Association and any church i attend on a Sunday
COMPANY: Freddie Mac HEADQUARTERS: McLean, Virginia WEB SITE: www.freddiemac.com BUSINESS: Mortgage finance ANNUAL REVENUES: $3.29 billion EMPLOYEES: Approximately 5,100
Profil es in D iver sit y Jou r nal
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Where are they now? Ingrid Beckles, one of the winners of Women Worth Watching in 2008, is chief operating officer at Black Star Stability, a real estate group that, among other things, helps create new housing developments and acquire and modify hundreds of troubled mortgage notes so that people can stay in their homes. Beckles is a former vice president at Freddie Mac and several other companies.
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Where are they now? Patti Johnson, one of our Women Worth Watching in 2007, is now the vice president, treasurer and chief tax officer at Nike. Johnson, who urged Profiles in Diversity Journal readers in 2007 to stretch themselves and to commit to lifelong learning, came to our attention in 2007 as vice president at EcoLab. Since then, she has served in senior positions at Target and Bunge Limited before landing at Nike, the global athletic shoes and apparel company.
W O M E N W O R T H WAT C H I N G I N 2 0 0 8
“When we stop challenging ourselves to grow and change, we fail as leaders.”
Patti A. Johnson NUTTER McCLENNEN & FISH, LLP / CREW E CN OE LT AW BO IN RC K
E
arly in my career, I tried hard to adapt to what I felt the cul-
TITLE: Vice President of Tax and Public Affairs
ture of the organization would accept from me, and it led to
EDUCATION: CPA; accounting degree, University of Iowa; JD, William Mitchell College of Law, St. Paul, Minnesota
stress and internal conflict. Today, I have learned to appreciate
FIRST JOB:
my own unique way of viewing the world, business situations
READING: Power of One, The Fountainhead, Snow Flower and the Secret Fan, and The Book Thief, Eat Love Pray, Garlic and Sapphires, Honeymoon with my Brother, Marley
and relationships. Looking back, my female peers were the ones who helped me find success while staying true to my own values and communicating in a manner that was comfortable to me. I am grateful to have been surrounded by a network of women during critical development periods in my career. I could not have
Wrapping packages at a children’s clothing store
FAMILY: Husband, Kai Bjerkness; three children and two stepchildren, ages 8 to 16 INTERESTS:
Traveling, cooking, reading and yoga
Be positive and grateful. Let others know you appreciate their efforts. PHILOSOPHY:
FAVORITE CHARITY:
Chrysalis, a Center for Women
achieved my goals or be where I am without them. Studies show that women aren’t as involved in mentoring
COMMIT TO LIFELONG LEARNING.
In your own career and in build-
as they could be. It’s essential that we, as women, recognize the
ing teams, always value the ability to be intellectually nimble.
power of mentors in career development and make time to
Lifelong learning expands our perspectives and keeps our minds
guide those around us. I’d like to pass on a few principles that
open to address issues that we may never have realized were staring
have served me well throughout my career: STRETCH YOURSELF.
Volunteer for experiences that challenge
your comfort zone and expand your competencies. Charting
us in the face. CHALLENGE OLD THINKING, TEST LIMITATIONS AND CONTINUOUSLY IMPROVE.
Nothing is more frustrating than to hear, “But that’s the
unknown territory provides new ideas, new information and
way we do things around here.” When we stop challenging our-
greater understanding of what we can achieve.
selves to grow and change, we fail as leaders. COLLABORATE.
While the power of one may inspire you to make a
difference, the power of multiple perspectives can create the best COMPANY:
plan. Develop your own ideas—then find those with expertise to
HEADQUARTERS:
share, inspire, refine and supercharge the outcome.
Ecolab Inc. St. Paul, Minnesota WEB SITE: www.ecolab.com BUSINESS: The world’s leading provider of cleaning, sanitizing, food safety and infection prevention products and services. 2006 REVENUES: $5 billion EMPLOYEES: 23,000
Remember that each of us contributes differently. Your job as a leader is to find the best in each member of your team. Respect the different talents and abilities of your team, and provide each member the opportunity to contribute in his or her own way.
2007
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W O M E N W O R T H WAT C H I N G I N 2 0 0 7
2006
Stephanie C. Hill
L O C K H E E D M A R T I N A E R O N A U T I C S C O M PA N Y
“Establish and articulate a clear vision that inspires, motivates and mobilizes people.” hroughout my 18 years at Lockheed Martin, I’ve learned that a holistic approach is the key to a rewarding and fulfilling career and life. I believe there are five leadership tenets critical to corporate success: Develop and exhibit technical competence in your field. Perfecting your craft will be the cornerstone of your career. It is important to gauge the appropriate time to move to the next opportunity so that you don’t skip a step or miss an opportunity. Communicate clearly at all levels. A true leader conveys clear and unambiguous messages. If you are the best at what you do but can’t communicate, it doesn’t matter. It is just as important to advance your innovative ideas and those of your employees to senior managers. Two-way communication is a must. Establish and articulate a clear vision that inspires, motivates and mobilizes people. Corporate leaders must understand where they are going so their team can follow them there. Care about the people in your organization. It is amazing how much trust you can build when people know that you are honest with them and have their best interests in mind. You can practice this right now! Understand the values and priorities of senior managers. Connecting the dots between their objectives and your actions will open the door to success.
COMPANY:
Lockheed Martin Aeronautics Company
HEADQUARTERS: WEBSITE:
Bethesda, MD
www.lockheedmartin.com
No. 1 provider of information technology, systems integration and training to the U.S. Government
RANKING:
2005 REVENUE: EMPLOYEES:
90
Director, Launching and Ship Systems; Baltimore General Manager
TITLE:
T
$37.2 billion
135,000 worldwide
EDUCATION: BS in computer science and economics, University of Maryland FIRST JOB: Teaching math and reading at summer camp
at age 12
The Innocent, by Harlan Coben, and mysteries and other books that allow me to escape and maintain balance
READING:
PHILOSOPHY/LEGACY: A holistic approach to life is key to success in your career and your life. A careful balance of family, career and community leads to fulfillment and serves as an example for those who follow you at work and at home FAMILY:
Happily married for 13+ years, three wonderful
children INTERESTS:
Singing, leading children’s ministry and choir
FAVORITE CHARITY:
Heritage United Church of Christ
From a holistic perspective, understanding the difference between boundaries and limitations is the most important advice I can give. I am clear on my personal boundaries and limitations—they are not the same thing. As women, we face different challenges in the workplace and at home. It is imperative to have a clear understanding of self and balance. It is not necessary to choose between success in business and success at home; however, success at both requires a significant amount of work and careful, constant rebalancing. Understand that the potential tension of the balance between your family, outside interests and your career is natural—don’t let it overtake you. Fine-tune your personal process on all fronts and you will find that the level of fulfillment you gain from “doing it all” energizes you, your family and your team. Being a levelheaded, content and happy person helps you to be a better leader for your organization and your employees, as well as an inspiring example for your family.
PDJ
Profiles in Diversity Journal November/December 2006
Where are they now? Stephanie C. Hill, one of our Women Worth Watching in 2006, keeps rising at Lockheed Martin, the $16 billion aerospace giant that has about 35,000 employees. Currently, she is Lockheed’s executive vice president of rotary and mission systems. Back in 2006, Hill was director, launching and ship systems; Baltimore general manager. Hill urged Profiles in Diversity Journal readers to know their profession, communicate well and care for their teams, all lessons that she put to good use in her career.
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W O M E N W O R T H WAT C H I N G 2 0 0 6
Karin Stone
2005
N AT I O N A L C I T Y B A N K
I
t all begins with your core values. Without that foundation, you’re bound to find yourself in trouble. I learned this lesson from one of my first mentors, who counseled me to truly define my core beliefs and values. She said I’d need to because I was going to “see things that would make my hair stand on end”— so I would need to know when to stand firm. And, when to walk away. Today, as my career moves forward and I find myself in the role of mentor, I share these secrets to success:
1. PERFORMANCE COUNTS. If you don’t deliver results, the rest of the lessons don’t matter. Obviously, early in your career, individual performance is critical. As you progress to positions of greater authority, you still have to deliver, but you need to figure out how to do it through others. 2. RELATIONSHIPS AND RESPECT COUNT. They take time to establish, but the effort you expend will pay off. Clearly, your boss and your employees are important relationships. But don’t forget your colleagues and your peers. Their trust and respect is very difficult to rebuild if you lose it. Conversely, these people will be your sounding board, will help you navigate company politics, and might be your boss (or employee) someday. Also, remember to get to know the administrative assistants: they know what’s really happening in the company and can help (or not) facilitate interaction with their bosses. COMPANY:
National City Corporation
HEADQUARTERS: WEBSITE:
Cleveland, OH
www.NationalCity.com
BUSINESS/RANKING:
Financial holding company:
commercial & retail banking; mortgage financing & servicing; consumer finance; asset management; 9th largest bank – assets (American Banker) EMPLOYEES:
36,000
CUSTOMERS:
Extensive banking network primarily in
Midwest and select markets nationally
Senior Vice President, Director of Corporate Marketing
TITLE:
BA (mathematics and accounting): Gustavus Adolphus College; MBA: University of Minnesota
EDUCATION:
FIRST JOB: Mutual fund accountant at IDS Financial Services (now Ameriprise) READING:
The Last Word on Power (Goss)
Focus on doing the right things and building relationships. The rest will fall into place. PHILOSOPHY:
FAMILY: Single INTERESTS:
Bicycling; travel; baseball
The ones in which I am active: my college, Gustavus; Cleveland Institute of Music; and Community Partnership for Arts and Culture FAVORITE CHARITY:
3. This lesson is specific to women: THE FILTER USED TO JUDGE YOU IS NARROWER than the one used to judge your male colleagues. You need to speak up, but not talk too much. Your communication must be confident, assertive and passionate, but not aggressive. You need to know all the answers, but don’t ask others the hard questions if you think they don’t know the answers. Yes, this still happening in 2005. It’s not intentional. You can’t change it. But you do need to understand it, get over it, and then focus on lessons 1 and 2. This last lesson remains the most important—because it takes you right back to the first two. Performance counts. Relationships count.
As you go out into the world, remember to focus on doing the right things and building relationships. The rest will fall into place. And don’t forget to have a life along the way.
PDJ Profiles in Diversity Journal
November/December 2005
119
Where are they now? Karin Stone, part of Women Worth Watching 2005, is now principal of Stone Strategy Group, a consulting company that helps startup businesses and established nonprofits get stronger and build their brands. In 2005, she was a senior vice president of corporate marketing at National City Bank where she led a 100-person team as the chief marketing officer. National City merged with PNC Financial Services in 2008. Stone is a graduate of Gustavus Adolphus College and has a MBA from the University of Minnesota.
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Where are they now? Maria Morris, also in the class of Women Worth Watching 2005, is on not one but two boards these days: Wells Fargo and S&P Global. In 2005, she was at MetLife, a company she served for almost 34 years in several senior vice president roles. Morris told PDJ readers that they needed to look for mentors and become mentors, seek new career challenges and value people with diverse perspectives – advice that has held her in good stead throughout her career.
W O M E N W O R T H WAT C H I N G 2 0 0 6
Maria R. Morris
METLIFE
T
2005
he two people who had the earliest and largest influence on me were my parents, who were also my biggest role models. My father is a licensed public accountant who worked long and hard when my siblings and I were growing up. My mother, who is an absolutely amazing woman, left her ten-year career to raise five children. If nothing else, my parents taught me how to lead and work hard. They’ve been a tremendous influence on me during my more than twenty-year career. After college, I was fortunate to be able to enroll in one of MetLife’s career development programs—an outstanding opportunity for me to learn and grow professionally. I was able to rotate through various areas within MetLife’s national accounts and group insurance businesses. On top of this, I’ve had great mentors. I was fortunate to be able to benefit and learn from their broad business knowledge. Today, I want to be able to do for others what was done for me, so mentoring others is something that I really take to heart. I truly believe that we learn from everyone, but what you need to do is look for the thought leaders in an organization. Also, identify people who really know their business; share what you know; and never underestimate the value of networking. And while mentors are great, everyone needs to be an active manager of his or her own career. Sometimes, people will tap you on the shoulder with that next, great offer; but sometimes you need to be proactive and get out of your comfort zone. That may
COMPANY:
MetLife
HEADQUARTERS: WEBSITE:
New York, NY
www.metlife.com
BUSINESS/RANKING:
Insurance; #37– Fortune 500;
#1 U.S. life insurer 2004 REVENUE: EMPLOYEES:
104
www.womenworthwatching.com
$39.2 billion
57,813
TITLE:
Senior Vice President, Institutional Business
BA (psychology; business – magna cum laude): Franklin and Marshall College EDUCATION:
READING: The Five Dysfunctions of a Team: A Leadership Fable (Lencioni) PHILOSOPHY: FAMILY:
Live every day fully.
Husband
INTERESTS:
Gardening; singing
FAVORITE CHARITY:
All Stars Project
not necessarily mean finding a new job—just taking on some new responsibilities. Finally, to be successful, I’ve found that you need people with diverse perspectives. There have been a number of businesses that I inherited at MetLife where we really needed to take a step back and think through a problem or challenge. It’s important to have talented people around you that you can pull together to take a fresh look at the business. You need to find out what’s going well, and what things need to change; then prioritize tasks to move the business forward. After all, the lessons you learn today just may help you tackle the challenges of tomorrow. PDJ
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Where are they now? Kim Harris Jones, a Women Worth Watching winner in 2004, has become a board member extraordinaire, thanks to her senior level corporate expertise. She is on the board of directors for Fossil Group Inc., TrueBlue, and United Rentals. Harris Jones came to our attention in 2004 when she served as vice president at Fiat Chrysler Automotives. Over the years, she has been in senior positions at Kraft Foods and Mondelez International, where she retired as a senior vice president.
W O M E N O F I N I T I AT I V E 2 0 0 5
Kim Harris Jones COMPANY: WEBSITE:
DaimlerChrysler Corporation
www.daimlerchrysler.com
TITLE:
Vice President, Product Finance
AGE:
44
BBA (accounting) & MBA (finance), University of Michigan; executive programs at Columbia University and INSEAD (Fontainebleau, France)
EDUCATION:
M
y strategy on every assignment has been to become the expert as quickly as possible. It’s important to stay focused on your own career and not that of others. Don’t think of your competition as only other women/ minorities— you’ll limit yourself. If your career isn’t going as you had hoped, look inward first to see if you’re doing the things necessary for advancement. Reality is that sometimes as a woman you have to go more than the extra mile. You don’t have to be overly aggressive in order to be successful, but you do have to be assertive. Treat people the way you want to be treated. In the workplace you must recognize that you won’t be successful solely on your own; mentors (both men and women) are very important. Likewise, serve as a mentor to others. You will also find that you are only as good as the team working for/with you. Don’t be afraid to surround yourself with smart people (even those smarter than you) because you will learn from them and they will only strengthen your team. Relative to your life outside of work, strive to maintain a good balance between work and personal life, recognizing the real importance of family. In line with my philosophy of “you can have it all, but don’t have to do it all,” though I am a perfectionist I wouldn’t win a Good Housekeeping award either at home or in the
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126
FIRST JOB: Staff accountant/auditor for Deloitte & Touche (great learning experience) WHAT I'M READING: Our Separate Ways: Black & White Women and the Struggle for Professional Identity by Ella Bell and Stella Nkomo
You can have it all, but you don’t have to do it all—which means that you don’t have to try to be a superwoman. Seek perfection in the really important aspects of life and don’t sweat the small things.
PHILOSOPHY:
FAMILY: Married for 20 years to Jeffrey; two children: Jeffrey, 13, and Justin, 9 INTERESTS: Spending time with the family and friends, traveling, reading, and volunteer work
office, and that doesn’t bother me. My husband and I believe in full employment and I don’t feel guilty for paying someone else to do housecleaning, laundry, and other household tasks so I can have enough time and energy for the really important things like attending my kids’ school programs, sporting events, and other weekend activities. Finally, though family and the job are important, don’t forget to take time for yourself—we all need some private/personal time. I plan an annual visit with a friend to a health spa; it works wonders for my mental health and physical well-being.
2004
Profiles in Diversity Journal November/December 2004
2023 Fourth Quarter
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CORPORATE INDEX
AAA Northern California, Nevada, and Utah (AAA NCNU)…………………..................................................38 AirBnB………………………………………………………………………………..................................………..112 Akin………………………………………………………………………………….......................................…39, 40 Allegheny Technologies Inc……………………………………………………………..............................…….115 AMD……………………………………………………………......................................................……3, 41, 42 American Dental Association………………………………………………………....................................…….104 Ashurst……………………………………………………………………………....................................…………113 AT&T Business……………………………………………………………………..............................................…..43 ATRIO Health Plans…………………………………………………………………….................................…….103 Avenue5 Residential……………………………………………………………………...................................……44 Barilla………………………………………………………………………………………............................….3, 45 Be Limitless Consulting………………………………………………………………………..............................…99 BDO USA…………………………………………………………………………………….................................….46 Black Star Stability………………………………………………………………………................................…….121 Circana……………………………………………………………………………………...............................….47, 48 Colgate Women’s Games……………………………………………………....................................................…49 Consilo……………………………………………………………………………………...................................….102 Contigo…………………………………………………………………………………….............................……..118 Corewell Health………………………………………………………………………….............................……….117 Curaleaf…………………………………………………………………………………………...........................50, 86 Dechert LLP………………………………………………………….......................… Inside Front Cover, 17, 51 Desmarais……………………………………………………………………………………...............................…107 DIAZCASE Law………………………………………………………………………………............................……87 DigitalDx Ventures…………………………………………………………………………….............................….12 Eli Lilly………………………………………………………………………………………….................................116 Enact Mortgage……………………………………………………………………………...............................……18 Engrain…………………………………………………………………………………….................................…..105 Epiq Global………………………………………………………………………………..............................19, 52, 88 Fannie Mae………………………………………………………………………………….............................…53, 54 Fossil Group Inc……………………………………………………………………………….................................126 Freddie Mac……………………………………………………………..................................………5, 20, 55, 56 GEHA……………………………………………………………………………………......................................….57 Genentech………………………………………………………………….......................................................…..21 Gibbons P.C………………………………………………………………………………...................................…..58 Gilbane Building Company………………………………………………………………................................……59 Goldman Sachs……………………………………………………………………………….................................110 Grocery Outlet………………………………………………………………………….…….................................120
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CORPORATE INDEX
BLUE PAGE NUMBER OF AD
Hausfeld……………………………………………………………………………………………...........................89 HaystackID………………………………………………………………………………………..............................60 HCA Healthcare…………………………………………………………………………...............................……..22 Heartbeat………………………………………………………………………………........................………..61, 62 Insight Education Systems………………………………………………………………..................................….28 Knobbe Martens…………………………………………………………………………..............................…90, 91 Landing International………………………………………………………………………................................…23 Latham & Watkins………………………………………………………………………...............................…63, 64 Lincoln Financial Group…………………………………………………………………..........................……65, 66 Lockheed Martin…………………………………………………………………………...............................…..123 McDonald Carano LLP……………………………………………………………....................................……….92 McKesson…………………………………………………………………………………................................….106 Melinta Therapeutics………………………………………………………………………...............................….30 Moss Adams………………………………………………………………………………..................................….67 Netflix……………………………………………………………………………………..........................………..119 Network & Edge……………………………………………………………………….........................………….111 New American Funding……………………………………………………………..............................…68, 69, 70 New York Life……………………………………………………………........................Back Cover, 25, 71, 93 Nike………………………………………………………………………….............................................………122 Norton Rose Fulbright……………………………………………………………........................……….24, 72, 94 Project Bread…………………………………………………………………………………..........................……73 Raymond James………………………………………………………………………………..............................109 S&P Global………………………………………………………………………………….............................…..125 Sandia National Laboratories…………………………………………………………..............................….74, 75 Sanford Heisler Sharp, LLP………………………………………………………………..............................…….76 Sterne, Kessler, Goldstein & Fox………………………………………………………................................…….77 Stone Strategy Group……………………………………………………………………...........................……..124 Swalling & Associates…………………………………………………………………...........................………..114 The Winters Group, Inc.……………………………………………………………….......................………..26, 78 TrueBlue……………………………………………………………………………………........................………126 Union Pacific Railroad………………………………………………………….....................................…27, 79, 95 UnitedHealth Group…………………………………………………………………..........................………….108 United Rentals…………………………………………………………………………..........................…………126 Wells Fargo…………………………………………………………………………............................………80, 125 WilmerHale…………………………………………………………………………….......................…….81, 82, 96
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2023 Fourth Quarter
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