Vol. 5 Issue 3

sheCENTER(FOLD)

Carla Harris

Vice Chairman, Global Wealth Management and Senior Client Advisor at Morgan Stanley Appointed by President Barack Obama Chair of the National Women’s Business Council

Women’s Diversity & Inclusion VOL. 5 / ISSUE 3

2016 Roaring Twenty Award Winners Page 16

Considering Doing Business with the Federal Government?

Page 13

The United State of Women Summit Page 6

Small Business Rule Changes Page 40

SBA Makes Certification Easier with Online Tools Page 30

Page 32

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NAWRB Magazine’s Volume 5 Issue 3, Women’s Diversity and Inclusion, celebrates the leading women of the housing ecosystem and recognizes the work and progress needed to balance the off-kilter American workplace for women in business.

With the 2016 NAWRB Annual Conference approaching, it’s time for our Roaring Twenty Awards, and this issue features our beautiful awards spread featuring our amazing winners. From executives in real estate to housing industry attorneys, our winners are a testament to the fact that you cannot reduce influential women leaders to one definition.

We have the honor of featuring Carla Harris, Vice Chairman, Global Wealth Management and Senior Client Advisor at Morgan Stanley, as this issue’s sheCENTER(FOLD). With her advocacy work for women with the National Women’s Business Council (NWBC) and extensive experience as a housing ecosystem powerhouse, Harris is uniquely positioned to identify and address the pervasive obstacles facing professional women today. From her beginnings at Morgan Stanley to her Grammy aspirations and life as a new mother, Harris takes us through the life of an exemplary Renaissance woman.

On June 14, 2016, the White House Council on Women and Girls hosted the first United State of Women Summit in Washington, D.C., providing a major stage to the move-

ment for gender equality. The Summit featured powerful leaders, from celebrities to President Barack Obama himself, sharing stories addressing inequality, perseverance, gender parity progress, sexual assault, and next steps to provide more equality between men and women. It was an honor to be invited and witness this incredible summit with like minded individuals.

Our contributor articles afford readers trenchant advice and information to create success in their professional lives.

From expert guidance on changing your mindset to updates on the latest Small Business Administration (SBA) rules contributing to women-owned business subcontracting, our contributors present you updates of the business world to help successfully traverse it.

With the women’s suffrage movement nearing the century mark, it is astonishing that women must continue fighting for equal rights. Just like women suffragettes didn’t stop until they received the right to vote, the women’s movement for equality will persevere. Here at NAWRB, we are proud to be one of the strong voices for professional women and continue to bring you the developments of the women’s movement as they take place.

Desirée Patno Publisher/CEO

Desirée.Patno@NAWRB.com

The White House United State of Women Summit was an

incredible high and energizer for all the work we have been doing here at NAWRB and for me personally! Jordan Brooks from the White House Council on Women’s and Girls did an incredible job in such a short time, pulling together over 100 speakers and 5000 women in one venue for women’s equality centered on six pillar topics. To see women come from several different industries with the same vision and desires was such an incredibly exhilarating feeling. Personally, I know there are several of us still riding the high several days and even weeks after the summit.

Coming from an intense business model, from selling properties for corporate clients to running a trade organization, creating a new lane has been quite the challenge. Bucking the normal business model for women and women-owned businesses in the housing ecosystem, the White House Council on Women and Girls Summit rejuvenated and energized NAWRB by raising the public’s awareness and showing the federal government’s commitment to women.

Currently, the federal government doesn’t internally track

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women-owned businesses, but there are third parties who have been tracking these businesses through various channels. We at NAWRB are working to increase diverse spend and improve the inclusion of women in the housing ecosystem. It has been no easy feat these past seven years and we are eternally grateful to the White House Council on Women and Girls, which was formed the same year as NAWRB. Recently, there have been major corporations and government agencies in attendance at a couple women’s conferences. The overwhelming sentiment among these entities has been, how can I find the women-owned businesses to add to my bottom-line diverse spend? Not all companies have the same corporate social responsibility, yet several in attendance have large checkbooks looking for women-owned businesses. Major competitors are working together to help each other in diverse spend without compromising their trade secrets. If you had told me five years ago I’d have competitors together on either side of me, truly supporting one another, I wouldn’t have thought it possible.

“Thank you to the White House Council on Women & Girls for making this a reality and to all the women & men working for gender equality.”

-Desirée Patno,

NAWRB Founder & CEO

As an industry that is evolving with incredible growth, oversight and global challenges, we are so blessed to see the needle moving in the right direction, however slightly.

NAWRB recently created the Women’s Global Resource Center for women working in the housing ecosystem from government and trade associations to business owners.

By creating a proactive tracking system, in a space where time is of the essence, we are giving back to our community to ensure the growth of women at all levels of employment and the diverse spend of women-owned businesses. It is essential to bring in fresh blood, raise the awareness of opportunities and educate both sides of the spectrum through the many platforms of communication and support.

From large companies with hundreds of millions of dollars in yearly gross revenue to small companies comprising the 91 percent of women-owned businesses employing no one other than the owner, the utilization of women-owned business classification is drastically limited. There are entities really looking for women-owned businesses to certify within their guidelines; there is demand. But how do we find the

additional 10 million or more women-owned businesses that are not part of a depository?

You can’t certify or educate an empty cloud. Opportunities will be lost and your bottom-line profits will be hurt by not finding these women-owned businesses. We need to find the needles in the haystack and grow the women’s culture.

As I have stated before, “Women don’t have geographical roots like their diverse counterparts.” Instead of creating a new group, we need to come together, join forces and make a difference! Find out how you can be a part of this great women’s initiative from being a woman to the client looking for women’s diverse spend.

Thank you to the White House Council on Women and Girls for making this a reality and to all the women and men working for gender equality. NAWRB salutes you!

Desirée Patno,

NAWRB Founder and CEO

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Contents:

Features 6 The United State of Women Summit by Desirée Patno 13 Considering Doing Business with the Federal Government?

By Joyce Cofield

16 2016 Roaring Twenty Award Winners

47

25 The Price of Doing Business: Paying Attention to the Rules

by Ann Sullivan

30 SBA Makes Certification Easier with Online Tools 32 sheCENTER(FOLD) – Carla Harris 40 Small Business Rule Changes Notice of Proposed Rulemaking 42 Mastering Your Mindset is the Key to Going BIG

13

by Julia Pimsleur

45 How to Prevent Derailment of the Deal: Being Non-Transactional in the Transaction by Louise Phipps Senft

47 The Critical Points of Diversity and Inclusion

by Cheryl Travis-Johnson

52 Breast Cancer Survivors Should Skip Late Night Snacking, Study Says

by City of Hope

Departments 56 Health: Tennis 50

Chef Roberts' Recipes

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Inclusion (OMWI) Timeline & NAWRB Coverage 2010-2016

57 Helpful Hints

54 Books and Movies

48 Showcasing Women ‘On the Move’

28 SWAN

in the Housing Ecosystem

8

10 Infographic: Offices of Minority & Women

-Speak -Write

-Attend -Network

32

6

42

30

52 40 sheCENTER(FOLD)

Carla Harris

Vice Chairman, Global Wealth Management and Senior Client Advisor at Morgan Stanley

16

2016 Roaring Twenty Award Winners

Vol 5. Issue 3: Women's Diversity and Inclusion NAWRB MAGAZINE |

32

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INFOGRAPHIC

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INFOGRAPHIC

NAWRB STAFF & CONTRIBUTORS Proud winner of consecutive APEX Awards for 2015 and 2016!

PUBLISHER/ EDITOR-IN-CHIEF Desirée Patno CONTENT WRITER Belester Benitez SENIOR GRAPHIC DESIGNER Kendall Roderick

Order your Digital or Print Subscription Today!

PRODUCTION ASSISTANT Jay Jones Odysseus Jones CONTRIBUTORS Joyce Cofield Ann Sullivan Julia Pimsleur Louise Phipps Senft Cheryl Travis-Johnson City of Hope NAWRB Magazine is a bi-monthly magazine featuring unique content, articles on diversity and inclusion for women in the housing ecosystem, exclusive interviews with industry professionals, business development tools, book reviews, feature stories and more. All materials submitted to NAWRB Magazine are subject to editing if utilized.

The articles, content, and other information in this publication are for information purposes only. Articles, content, and other information in this publication without named authors are contributed by the publication’s staff, but do not necessarily reflect the views or opinions of NAWRB. NAWRB assumes no liability or responsibility for any inaccurate, delayed or incomplete information, nor for any actions taken in reliance thereon.

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NAWRB Magazine is your gateway to the hottest topics for women in the housing ecosystem, bringing women’s diversity and inclusion to the forefront with accountability and results. /NAWRB

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/NAWRB

XXXX XXXXXXX

Considering Doing

Business with the Federal Government?

Here is an opportunity for advice from Joyce Cofield, Executive Director of the Office of the Comptroller of the Currency’s Office of Minority and Women Inclusion.

Joyce, what is the Office of the Comptroller of the Currency?

The Office of the Comptroller of the Currency [OCC] is the federal agency that charters, regulates, and supervises national banks and federal savings associations. The OCC’s mission is to ensure that these institutions operate in a safe and sound manner, provide fair access to financial services, treat customers fairly, and comply with applicable laws and regulations.

And what’s the Office of Minority and Women Inclusion?

The Office of Minority and Women Inclusion [OMWI] is a division within each of the financial services regulatory agencies [the Board of Governors of the Federal Reserve System, Consumer Financial Protection Bureau, Department of the Treasury, Federal Deposit Insurance Corporation, Federal Housing Finance Agency, National Credit Union Administration, OCC, and Securities and Exchange Commission].

The OMWIs are responsible for increasing the participation of minority- and women-owned businesses in the agencies’ programs and contracts, among other diversity and inclusion objectives. The OMWIs also coordinate technical assistance to minority- and women-owned businesses.

What’s the difference between the OMWI program and the small business program?

When the OCC’s OMWI program was formed five years ago, the OCC already had a robust small business program.

The OMWI program has leveraged the agency’s small business program and also worked to create the foundation for a broader supplier diversity program that applies to minority- and women-owned businesses of all sizes. In addition, the OMWI program is committed to providing technical assistance, including attending national conferences, participating in matchmaking, and hosting internal events for minority- and women-owned businesses.

From a contracting perspective, what successes have you seen with the OCC OMWI program since it started five years ago?

On an annual basis, the OCC pays contractors about $150 million. Last year, the OCC’s payments to minority-owned businesses were approximately $45 million, representing over 31 percent of the OCC’s total contractor payments, and the OCC’s payments to women-owned businesses were over $15 million, representing nearly 11 percent of the OCC’s total contractor payments. We are proud that, comparing last year’s percentage of payments to women-owned businesses with the previous year, payments to women-owned businesses increased by almost 29 percent. We are also proud of the

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FEDERAL CONTRACTING

OCC’s technical assistance and outreach program and the opportunities to help minority- and women-owned businesses learn more about contracting with the federal government.

What recommendations do you have for women-owned businesses considering contracting with the federal government?

It may sound like a cliché, but do your homework and know what the agency buys and how. For historic information, there is a wealth of publically available information that lists with whom and how much agencies spend. For prospective information, in mid-October each year, many agencies including the OCC post forecasts of what the agencies intend to purchase during the coming year. These forecasts are very specific and provide a list of what the agencies intend to purchase—it is much easier to fill an identified need than to try to convince an agency to make an unplanned purchase! Another great resource is the list of existing contracts with incumbent prime contractors, which is also published on agency websites annually. The existing contracts with incumbent primes list is a great resource for women-owned businesses that are considering subcontracting or teaming arrangements, which are an excellent way for businesses to enter federal contracting.

More information on doing business with the OCC is available at the OCC’s OMWI website: www.occ.gov/omwi Joyce Cofield is the Executive Director for the Office of Minority and Women Inclusion at the Office of the Comptroller of Currency (OCC)

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2016 Roaring Twenty Award Winners The NAWRB Roaring Twenty Awards honor the women in the housing ecosystem who embody the spirit of revolution and progress of the 1920s! This year we introduce a new category, the Trailblazer. As we approach the century mark since the 1920s, we must continue to recognize the progress and hard work being done on behalf of tomorrow’s generations by today’s women trailblazers.

The Chrysler:

Awarded to the woman who has continued to show growth even in times of diversity and strife.

The Flapper:

These awards celebrate the women changing the game and breaking down barriers that stand before them.

Join us as we honor these incredible women during our Roaring Twenty Gala on August 31st, 2016 in Costa Mesa, CA at our 3rd Annual Women's Diversity and Inclusion Conference.

These winners are creating success even under continually imbalanced and disadvantageous conditions, displaying the unlimited potential of women in business and setting the stage for tomorrow's women entrepreneurs.

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This woman is breaking ties with the traditional way of doing business and has chartered her own course for running a business.

The Talkie:

This pioneering woman is gaining ground and making her mark in the world of marketing, branding her business to build a successful enterprise.

The Gatsby: Awarded to the woman who is on the rise, and whose cunning skills and business savvy have put her on the fast track to success.

The Spirit of St. Louis Award: This woman's passion for business has led her to break the barriers that cross her path as she creates new roads and opportunities.

The Chanel: This woman is changing the perception of entrepreneurial women.

The Disney:

Awarded to the woman who is a visionary. She sees past existing limitations and strives to build a new tomorrow.

The Charleston:

This woman tirelessly gives back to her community, successfully swinging between her professional and personal life. She never sacrifices the time she donates to charitable organizations and her local community.

The Gershwin:

This woman is writing a soundtrack for success while mentoring fellow members in an effort to foster and grow new talent.

The Women's Voice Award: Awarded to the woman who is continually advocating for the rights of women in business.

The Trailblazer: This is a woman succeeding in her competitive industry, embodying women’s power and paving the way for tomorrow’s women entrepreneurs.

2016 ROARING TWENTY AWARD WINNERS

The Talkie: Tami Bonnell

The Flapper: Amy Brandt Schumacher

joined New Penn Financial on March 1, 2016 as President, Mortgage Originations & Corporate Technology. She oversees all loan origination activity for the organization’s three business channels and leads New Penn’s Information Technology group, aligning the needs of the business units, customers, and clients with New Penn’s internal systems and customers interfaces. Prior to joining New Penn, Ms. Schumacher served as Chief Operating Officer for Prospect Mortgage where she was responsible for all loan fulfillment activities, technology, business intelligence/ information, loan servicing, training, post close and global services. Earlier in her career, Ms. Schumacher formed Vantium Capital, Inc. and Vantium Capital Management with Apollo L.P., a leading private equity firm. Ms. Schumacher holds a Bachelor’s degree, Political Science and Government from University of Southern California, and earned a Doctor of Law ( J.D.) from Arizona State University.

The Flapper Leading Lady: Hilary Jackson

is the Head of Default Servicing for Capital One Home Loans. Prior Capital One, Hilary spent 12 years at Bank of America in multiple executive leadership positions.

Hilary holds a Bachelor of Business Administration in finance from Texas A&M University – Commerce. She is active with the Junior League of Collin County, and serves as a board member for Communities in Schools in the Dallas Region.

is a 30 year veteran of the real estate industry and was instrumental in building three major brands.

Among her many achievements, she was recently recognized by Real Estate trend watcher Stephan Swanepoel, as one of the 200 most powerful people in real estate, the top 20 women in Real Estate and the top 20 real estate franchise executives.

Ms. Bonnell has been a featured speaker at the National Association of REALTOR’S Convention to the top 500 power brokers, The National Women’s Council of REALTORS, Inman News Connect Conference and the RISMedia’s Leadership Conference. She was recently named a finalist in the category of Best Executive in a Service Business by the Stevie Awards for Women in Business, the world’s premier awards for women in the work place. NAWRB awarded her the 2014 Talkie Award and the Chanel award in 2015. Ms. Bonnell is the CEO of EXIT Realty Corp International.

The Talkie Leading Lady: Renee Marie Jordan

As a third generation Realtor ® who started her real estate career in residential lending, Renee Marie has superior knowledge in real estate transactions from both selling and lending sides. This gives clients of Jordan Real Estate Group-RE/MAX Gold the advantage needed in today’s real estate market. Renee Marie holds the following designations: CRB, CRS, GRI, SRES, SFR, PMC, EPRO, and holds RE/MAX Gold 100% Club award.

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2016 ROARING TWENTY AWARD WINNERS

The Gatsby: Min Alexander

has more than 15 years of experience in real estate investment, development and asset management. Prior to joining Altisource, Ms. Alexander served as the founding partner of an SEC-registered residential real estate investment fund sponsor and founder of a real estate development company, both based in Boston, MA. She started her career as a consultant at Accenture in the strategy division, specializing in the financial services sector. Ms. Alexander is a Massachusetts-licensed commercial general contractor and real estate salesperson. She holds a BA from Duke University and MBA from the Massachusetts Institute of Technology.

The Spirit of St. Louis: Shannon B. Jones

The Gatsby Leading Lady: Victoria V. Blass

is a top agent for RE/ MAX Results who commenced her real estate career in 2004 in the heart of Tucson, AZ. Accomplishments over her tenure include a nomination for the top 30 of 30 in the nation from the Arizona Real Estate Commissioner and selection as panel presenter by the Arizona Real Estate Commissioner to train the industry on forward trends. Blass is also a law degree candidate.

is the owner and managing partner of Shannon B. Jones Law Group, Inc. She has been representing real estate agents and brokers for 25 years. She has an undergraduate and law degrees from the University of Southern California. She is a member of CAR’s Strategic Defense Panel. She has published a number of articles and the best-selling real estate book, “A Real Estate Agents Practical Guide to Avoiding Litigation.” She is a shareholder in California Real Estate Legal Alliance (“CRELA”), a company established to represent real estate professionals throughout the State of California that offers real estate advice, coaching, claims prevention, effective and efficient management of claims, risk management, cutting edge industry information, insurance management assistance, as well as other beneficial services.

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The Spirit of St. Louis Leading Lady: Karen Rollings

Karen Rollings loves real estate!

She has owned two brokerages and trained over 200 agents, but her real love is helping buyers and sellers. She sold her brokerages and now focuses solely on her clients and a few great agents that are on her team at Berkshire Hathaway HomeServices.

2016 ROARING TWENTY AWARD WINNERS

The Chrysler: Toni Moss

is the founder and CEO of AmeriCatalyst LLC and EuroCatalyst BV, “sister” advisory firms for companies engaged in housing-related investments, finance and Single-Family Rental (SFR). She is also the founder and CEO of Digital Ridge, a firm that intends to entirely change the purpose of housing. In 2013, she established the non-profit AmeriCatalyst Idea Lab to generate ideas to improve and sustain the long-term balance of the housing ecosystem. She is best known as the founder, producer and curator of the revolutionary annual peer-to-peer think tank known as AMERICATALYST. Toni is a unique force in the housing industry, with hands-on experience in more than 20 international markets. Often called “a walking think tank,” for Toni, connecting ideas and people is as natural as breathing. She is a true catalyst in setting industry-wide agendas and moving them forward.

The Chrysler Leading Lady: Jeannette Fuentes

serves as the Broker and Owner of RE/MAX Top Producers with offices in Diamond Bar, Chino and Brea, California. Besides running a Real Estate office with over 110 agents, Jeannette and her husband, Christian, have flipped over 300 homes and own approximately 30 investment properties. Jeannette believes that you can accomplish anything you want with Integrity, Passion and Dedication.

The Chanel: Casey Cunningham

is CEO and founder of XINNIX, the number-one mortgage academy in the nation.

XINNIX provides leadership development and mortgage-sales training programs that enhance productivity, manager effectiveness and overall company profitability — transforming an organization while delivering measurable ROI. With more than 20 years of diverse retail mortgage banking experience, Casey is an incredible source of information and a powerhouse in the industry.

Casey’s broad industry experience includes sales, operations, human resources, training and executive management. Casey has served as Executive Vice President of a $4 billion super regional mortgage company and earned recognition as one of the highest ranking female executives in the industry.

The 2005 Atlanta Women’s Pacesetters List recognized Casey as the city’s fifth most influential female business owner. Additional, she is recognized as one of the Top Female Entrepreneurs by Atlanta Woman Magazine and HousingWire’s Women of Influence.

The Chanel Leading Lady: Betsy Julian

is Founder/Senior Counsel of Inclusive Communities Project, a Dallas based non-profit working for the creation and maintenance of racially and economically inclusive communities. From 1994 to 1999, Ms. Julian served in the Clinton administration at HUD.

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2016 ROARING TWENTY AWARD WINNERS

The Disney: Ginger Wilcox

As Sindeo’s Chief Industry Officer, Ginger Wilcox is at the forefront of innovation in home financing. A startup veteran and recognized leader in the real estate industry, Wilcox is involved with almost every aspect of the business. As a result of Ginger’s efforts, Sindeo was recently named to REach® Real Estate Accelerator’s Class of 2016 by Second Century Ventures and the National Association of REALTORS® and was named one of the 2016 Bay Area Best Places To Work by the San Francisco Business Times. Befitting her status as an industry thought leader, in 2015 Ginger was named one of HousingWire’s 2015 Women of Influence, National Mortgage Professionals Magazine’s 25 Most Connected Mortgage Professionals and Inman News Top 101 in Real Estate. Ginger has also become a much sought after speaker on technology and innovation in real estate and home financing.

The Disney Leading Lady: Kris Miller

is a #1 bestselling author and financial expert. She’s helped over 6,000 families avoid financial disaster by strategically planning for their futures and executing their money action plan. Not one person has ever lost a single dime on her watch. Kris is a highly sought-after speaker and trainer for companies like Citibank and Keller Williams.

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The Charleston: Britnie Turner

founded Aerial at the age of 21 with the mission of elevating people and places. Britnie has since formed multiple companies under the Aerial brand all accelerating the mission by empowering people, sustaining the planet and utilizing capitalism as a force for good. Through the success of her companies, Britnie is resetting the standard of what is possible for women and young people across the globe and has won several national and international awards for speed of growth, innovation and trajectory.

Aerial’s commitment to a triple bottom line approach is proving that conscious business is not only viable but the way of the future.

The Charleston Leading Lady: Donna VanNess

Donna VanNess is the President of Tarrant County Housing Partnership, a housing non-profit agency whose mission is to revitalize communities and increase affordable housing. Since inception in 1991, TCHP has provided $4.5 Million in down payment assistance to low income families, produced $50 Million in first-time homebuyer mortgages and generated $4.8 Billion for the economic development of North Central Texas.

2016 ROARING TWENTY AWARD WINNERS

The Gershwin: Patricia Arvielo

Patty Arvielo is the President of New American Funding. She has over 35 years of experience in the mortgage industry, and she helped transform the company into a national mortgage lender funding in excess of $1 billion in home loans every month.

Patty resides on NAHREP’s Corporate Board of Governors, she is on the Diversity and Inclusion Committee and the Consumer Affairs Advisory Council for the MBA, and she frequently visits Washington, D.C. to lobby on behalf of the mortgage industry and homeowners.

Patty is passionate about supporting the upward mobility of women and she has become an iconic mortgage leader through her work in the industry and local communities. Her life story, “I am my mother’s American Dream,” was recently featured on NBC Latino and Ernst & Young named Patty 2016 EY Entrepreneur of The Year® Orange County.

The Gershwin Leading Lady: Teri Spiro

has been a Realtor since 1989. She lives in Bloomfield Hills and has her office in beautiful downtown Birmingham. Spiro’s first offices were in Farmington Hills and West Bloomfield, which continue being a main part of her market area at Coldwell Banker Weir Manuel. Spiro also serves as a trustee for the Realtor Scholarship Fund, where high school seniors can apply for college scholarships to Michigan schools.

The Women’s Voice: Rebecca Steele

brings more than 20 years of experience in managing some of the nations largest and complex residential mortgage banking businesses. She spent the majority of her career at JPMorgan Chase and Bank of America. This includes experience in managing Direct Retail mortgage originations, servicing portfolios, and working directly with National Housing Non-profits. She has significant experience in default servicing industry expertise, managing some of the largest volumes of modifications and foreclosures across the nation during 2009-2013. In 2014, she founded Sigma Associates LLC where she leads various strategic, lending start-up companies and business development efforts.

She is a graduate of Drexel University with a BS in Chemical Engineering, Philadelphia PA, and earned her Masters in Business Administration (MBA) from Villanova University.

The Women’s Voice Leading Lady: Angel Knight

is Founder of Diamond Realty Brokers, a real estate company licensed in multiple states who’s mission includes influencing the diversity landscape of residential & commercial estate executives. Diamond Realty Brokers also serves as a sponsoring Broker to Agents in multiple states. Angel Knight is also Founder of AGENTS Who Brunch, created for philanthropy & networking among AGENTS, REALTORS® & BROKERS.

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2016 ROARING TWENTY AWARD WINNERS

The Trailblazer: Shannon Vinci

has over 17 years of marketing and technology experience in the real estate industry. She is currently the Director of Business Process Solutions at Altisource, where she is responsible for delivering creative solutions that solve her client’s complex business challenges. Prior to the Altisource acquisition, Shannon was Director of Solutions at Equator, responsible for designing technology for many of the top servicers. Earlier in her career, Shannon was the Founder and Principal Consultant at Market Share Solutions, a marketing and solutions implementation firm in the real estate and mortgage space. She also served as Director of eCommerce at Coldwell Banker, The Herman Group and as Vice President of Agent Services at RE/MAX Communities. As both a woman leader and technology expert in the real estate industry, Shannon is an inspirational innovator.

Diversity of People.

Diversity of Thought.

Bring your fresh perspectives, innovative ideas and different approaches to Freddie Mac. We rely on a diverse array of suppliers to help us make home possible for millions of America’s families.

Register Today!

Fill out our Supplier Profile Questionnaire at FreddieMac.com/suppliers

NAWRB

Third-party Women-Owned Business Certification Specializing in the Housing Ecosystem

Four fundamental categories taking the mystery out of being certified.

1. Benefits of being certified: • Access to contracting opportunities specifically for Women-Owned Businesses • Connection to professional community of women and women business owners • Highlights your technical expertise and experience while providing exposure to the industry and validating your business • Certified businesses can tap into a multitude of public and private sector contracts and support client initiatives

2. Requirements for Certification: • The business must be 51 percent or more women-owned, controlled, operated and managed • The women business owner must be a U.S. citizen or legal resident alien • Technical expertise in the housing ecosystem

3. Process of Certification:

1. Application available online at NAWRB.com 2. Submit completed hard copy application with supporting documentation, sworn affidavit and application processing fee in a 3-ring binder 3. Review of application packet by certification staff 4. Follow up with applicant to obtain any additional materials necessary 5. Committee and Board Review 6. Certification can take up to 45 days upon complete application

4. Why Certify with NAWRB: NAWRB is the only third-party, industry-specific certifier of Women-Owned Business (WOB) and Minority Women-Owned Business (MWOB) certifications specializing in the housing ecosystem.

Take advantage of the benefits of being certified as a Women-Owned Business today.

To obtain your application: visit www.NAWRB.com

800.337.3996

certification@NAWRB.com

www.exitrealty.com

Owning an EXIT franchise offers women the opportunity to live a balanced lifestyle while earning a six-figure income.

There’s no more working round the clock or jeopardizing family life to be successful, and it’s all because of EXIT’s revolutionary new Formula that’s putting the feeling-factor back into the industry.

down” wisdom is fostered between agents, creating a positive, empathy-oriented work environment. This fabulous new earnings generator benefits brokers and agents alike, who work arm-in-arm towards building the office, and the bonus monies also help to fill the gaps between closings, solving one of the industry’s fundamental problems.

As a special thank you for helping to build the corporation, EXIT’s head office pays out Sponsoring Bonuses equivalent to 10% of the gross commissions earned by those introduced to Management and hired into the company. Through EXIT’s single-level residual Formula of Sponsoring, “hand-me-

To date, EXIT Realty has paid out 1/3 of a billion dollars in single-level residuals! Ladies, the real money is in real estate, and brokerage ownership at EXIT will ultimately prove to be your finest business decision ever.

Contact Tami Bonnell, CEO, to learn more: 1-877-253-3948 or tbonnell@exitrealty.com

WOMEN-OWNED BUSINESSES

The Price of Doing Business: Paying Attention to the Rules

Women-owned businesses have gained ground and we can see the progress on a number of fronts. Last year, the Census Bureau’s Survey of Business Owners (SBO) reported that there are nearly 10 million women-owned businesses in the U.S, and since 2002, the number of women-owned firms has increased by over 50 percent. Similarly, the Women-Owned Small Business (WOSB) Federal Contract Program continues to grow, and women-owned firms are reaping the benefits of $17.9 billion to WOSBs in fiscal year 2015. For the first time ever, the federal government met its 5 percent contracting goal with women-owned businesses.

While we have made tremendous progress, there is still work to be done. Part of improving access to federal markets for women entrepreneurs is improving the federal marketplace for all small businesses.

While Congress passes the laws, agencies implement them through promulgating rules.

Women Impacting Public Policy (WIPP) works hard to remain

By Ann Sullivan

Looking at the past fifteen years of progress women business owners have made, I am reminded that there is no one-step solution to solve inequalities between male and female-owned and large-andsmall businesses. Rather, women-owned firms have chipped away at the inconsistencies in the federal marketplace and urged elected officials and policymakers to consider women businesses owners in their decision making.

informed on federal contracting changes, especially rules that govern contracting. NAWRB supports WIPP as a Collation Partner to submit comments on behalf of our collective members. By advocating together on behalf of WOSB’s with members of Congress, we can create change to give more women greater access to federal markets.

Below are some of the new developments you should know about when it comes to federal contracting. Most are good news – some are not.

Get Familiar with “Similarly Situated Entities” This spring, SBA released a new rule that will provide greater flexibility and encourage more subcontracting with women-owned firms. The rule updates the formula for calculating the percentage of allowable subcontracting to be based on total value of the contract, not only the labor costs. The new formula also allows for an exemption for amounts spent on “similarly situated entity” subcontractors.

A similarly situated entity is defined as a first tier subcontractor that has the same small business program status as the prime contractor and is small for the NAICS code assigned to the subcontract. This change empowers women-owned firms to pursue greater subcontracting, as prime contractors determine NAICS codes for subcontracts. For example, under a $10 million contract, a WOSB prime contractor can perform less than $5 million of the total cost (less than 50 percent), if it can subcontract to one or more WOSBs,

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WOMEN-OWNED BUSINESSES and the total of the work performed by all WOSBs reaches at least $5 million (50 percent of the total cost).

While this change sounds like highly technical inside-the-beltway speak, Karen Primak, President and CEO of IPAK, sees real potential in the subcontracting rule changes.

“This change makes us want to partner with other WOSBs so we can all obtain larger contracts. Plus, as a manufacturer of products that also provides strategic communications services, IPAK has more flexibility in the type of contracts we can pursue," Primak states.

Empowering SBA’s Contract Watchdogs Federal agencies often combine contracts to cut back on administrative costs. However, this harms not only small businesses, but the competitiveness of firms that work for the government. The job of protecting against this trend are Procurement Center Representatives (PCR) who serve as SBA’s small business foot

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"Women-owned businesses have gained ground & we can see the progress on a number of fronts."

formula that takes away the guesswork. The new rule specifies that if each partnering entity is small, they qualify for a joint venture.

soldiers. This rule ensures that small business advocates can effectively do their job by reviewing contracts that could be set-aside for small businesses, but have been combined into a requirement too large for a small business to complete. Takeaway: get to know PCRs.

GSA Wants You to Tell Them What They Bought

More information about this rule can be found at https://federalregister.gov/a/2016-12494

Yes, you read the title correctly.

Earlier this summer, the General Services Administration (GSA) finalized a new reporting requirement for contractors that hold GSA contracts including Federal Supply Schedules (FSS) and Government-Wide Acquisition Contracts Partnering Just got Easier (GWACs). The new policy requires firms that sell to the government to SBA encourages small businesses report transaction or task order level to partner together (form joint data on goods and services. Effecventures) to go after contacts that individual small businesses could not tively, companies will be informing complete on their own. However, the GSA details of what other agencies have purchased through GSA. formula SBA used to determine the appropriateness of this relationship The rule requires GSA contract led to much confusion among small holders to submit information firms. This new rule has a simpler

WOMEN-OWNED BUSINESSES including item descriptions, part numbers, quantities, and prices paid on a monthly basis. GSA plans to use this new data to analyze price data to improve the available data for federal purchases.

Success in the federal sector is largely dependent on knowing the rules better than anyone else. As an advocate for women owned firms, it is my job to make sure that we boil down massive agency rules to language

Courtney Fairchild, the President of Global Services, and head of the GSA Schedule Programs division, is concerned that GSA missed the mark, “While the transactional data requirement removes the Price Reductions Clause (PRC), it just replaces one burdensome reporting requirement with another. I am particularly concerned about how GSA plans to use this data to compare labor rates on service contracts— which can be like comparing apples and oranges.”

"...T here are many ways you can become a part of a productive conversation on issues that matter to business owners."

The move is part of a broader effort to streamline federal acquisition.

GSA also plans on making some of this data publically available to allow contractors to better identify competitive pricing.

While this new requirement is not something women-owned firms sought out, the availability of competitive pricing could allow women-owned firms to be more agile in obtaining federal work.

More information about this rule can be found at https://federalregister.gov/a/2016-14728 Both the new SBA and GSA rules will have a direct impact on women-owned firms in the federal marketplace. While we reached the 5 percent contract goal for the first time this year, we need to be observant of changes to the marketplace to ensure we can build on our successes.

an organization you trust—there are many ways you can become a part of a productive conversation on issues that matter to business owners.

Become an expert and become an advocate.

every woman in the federal contracting space can understand. One of my mottos has been “know more than anyone else in the room.” With federal contracting, nothing could be more important.

While this article is devoted to federal contracting, there are rules and regulations governing all aspects of business. That’s why it is important to stay informed on developments on the federal, state and local levels.

Join organizations that give you important information and consider taking steps to becoming an advocate. It can be as simple as a retweet on a policy position that matters to you or a “like” on Facebook. Simply reinforcing a message is advocacy.

Consider writing an op-ed on an issue you care about, or attending a forum with elected officials in your area.

Send out a legislative alert from

Ann Sullivan

Madison Services Group, Inc. WIPP Chief Advocate NAWRB MAGAZINE |

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SPEAK WRITE ATTEND

In

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May 2016, the Small Business Administration (SBA) announced that their new certification website, https://certify.sba.gov/, is open and functional for WOSB Procurement Program Participants. This new site allows users to certify their business, fill out WOSB and EDWOSB applications, submit questions/feedback online and more. The SBA also released a webinar that walks you through the process of using the site.

The WOSB Program is an invaluable resource to women entrepreneurs, providing them with the pivotal business opportunity to secure a government contract. Last year, the program made headlines after Congress granted it sole source authority that officially permits contracting officers to directly award federal contracts to women-owned businesses without having to complete the previous lengthy process.

For busy women entrepreneurs who don’t have enough hours in the day, the SBA’s new site will provide much-needed convenience. By being able to quickly complete certification and WOSB processes, these business owners can focus their time and energy on making their businesses a success while also competing for federal contracts.

The importance and value of certifying as a women-owned business cannot be overstated. As the Small Business Administration (SBA) reveals in the Scorecard Summary for fiscal year 2015, HUD awarded over $360 million in contracts to women-owned small businesses (WOSB). This is just one agency dedicated to working with WOSB in the contracting arena.

The SBA’s Women-Owned Small Business (WOSB) Program allows Federal contracting officers to limit competition for Federal contracts to qualified Women-Owned Small Businesses (WOSBs) or Economically Disadvantaged Women-Owned Small Businesses (EDWOSBs), in select industries.

The FDIC paid contractors $507.2 million in 2015, including $83.2 million paid to women-owned businesses (WOB) and $142.5 million paid to minority women-owned businesses (MWOB). Additionally, the FDIC awarded $858.4 million in contracts in 2015, of which $104.2 million went to women-owned businesses

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SBA CERTIFICATION (WOB) and $211.6 to minority women-owned businesses (MWOB).

“Meeting this goal means five percent is no longer our ceiling but our foundation upon which to build,” stated Maria Contreras-Sweet, Administrator of the SBA. “A reAs this data elucidates, a variety of leading agencies, cent SBA-commissioned study revealed women-owned with enormous responsibilities and projects, beckon the businesses already employ eight million American workassistance of diverse independent contractors from sev- ers, but when it comes to receiving contracts and capital, eral industries. women are still under-represented. That’s why the SBA has added 36 new industry cat“Meeting this goal means These entities possess contracts egories where women can now and set-asides for women-owned, five percent is no longer our compete for set-aside contracts women-owned small businesses ceiling but our foundation and sole-source awards. This will and small businesses within several dramatically expand contracting designations. With the ever-grow- upon which to build,” stated opportunities for women-owned Maria Contreras-Sweet, ing diversity and inclusion (D&I) businesses, paving the way for new movement, a rising number of Administrator of the SBA. jobs and industries to be created.” agencies are dedicating themselves to increasing the utilization of small businesses in the con- These opportunities for women-owned businesses, potracting arena. tentially worth millions of dollars, are pivotal. If you prepare yourself, you could be the next recipient of a A historic development, the WOSB Program once again million-dollar contract. displayed its value to women professionals when it announced in March 2016 that for the first time ever, the To learn more about certification and contracting opporfederal government surpassed its five percent women’s tunities, visit www.NAWRB.com and attend the 2016 3rd contracting goal, presently awarding 5.05 percent or Annual NAWRB Women’s Diversity and Inclusion Con$17.8 billion of federal small business conference August 30th-31st in Costa Mesa, CA. tracts to women-owned small businesses.

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sheCENTER(FOLD)

Vice Chairman, Global Wealth Management and Senior Client Advisor at Morgan Stanley Appointed by President Barack Obama Chair of the National Women’s Business Council

CARLA HARRIS

From Wall Street powerhouse to selling out Carnegie Hall five times, critically-acclaimed author and speaker Carla Harris is a Renaissance woman. She details her journey through the competitive professional environment and her experience as a new mother, sharing the importance of family in her life and delineating the way a person can steer their career through dedication and perception.

NAWRB: Who has inspired you most throughout your life? How important do you believe having a mentor or supporter is to women professionals?

Carla Harris: My greatest inspiration I would have to say is my mother, because she was the master multi-tasker. So I grew up with a lens that you could have it all.

The fact that you could be a wife, a mother, a professional and somebody who’s involved in the community was just sort of my norm. I look back now and hear how many professional women say, “You can’t have it all,” and I cringe when I hear that because I grew up with a different experience and therefore, I have tried to live my life that way.

vance your promotion, your goals, your next opportunity.

And frankly, of the two, the sponsor is more important because that’s the one that’s going to allow you to ascend. You can survive a long time in your career without a mentor, but you will not ascend without a sponsor.

A mentor is very much nice to have because this is the person who can give you the real deal advice, but the sponsor is more important if you want to advance.

NAWRB: Can we say on the record that you’re actually the one who originated the mentor vs. sponsor concept in 1990?

Carla Harris: Yes, I’m the one who talked about it. We can absolutely go on the record and say that. When I started talking Mentorship is important, and about sponsorship in 1990, and let me just make this distinction, the first time I used the term I have talked about this in pub- Strategize to Win: The New Way to Start Out, Step Up, was at the University of Michior Start Over in Your Career by Carla Harris lic before and in fact, I’ve been gan when I was giving a speech talking about it since 1990. A mentor is important be- for the black business school association, nobody was cause that’s the person you can tell the good, the bad talking about sponsorship. You heard people say chamand the ugly to and that person’s job is to give tailored pions, and advocates and all of this, but I introduced the advice, tailored specifically to you and to your career, concept of what a real sponsor was and just kept talking unlike a sponsor. A sponsor is a person who is carrying about it every speech I gave. It was picked up by other your paper into the room. That’s the concept I’ve been people from there. talking about since 1990.

NAWRB: In times of professional doubt, when women Now you hear other people talking about it, writing recognize their hard work is not reaping the results and books about it, doing research on it and I’m actually recognition it should, what is the most important thing thrilled because they’re keeping the concept very much on which they should reflect and take action? alive. A sponsor carries your paper into the room and will use social and political capital on your behalf to ad- Carla Harris: Yes, they need to ask themselves, are they NAWRB MAGAZINE |

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SHECENTER(FOLD): CARLA HARRIS offering that which is valued? So often, we think we know what working hard looks like and we embark upon doing that, and you can work really hard, but if you’re working in a way that is inconsistent with the way your organization is defining success, you won’t maximize your success. You’re working hard, but you’re offering something that is not of value. Let’s say you’re thinking, “Well, I did all this background research and it really makes the story more interesting because of all the hours I spent doing the background research.” Well, maybe your editor doesn’t care about your background research, they care about the wow factor, the way you position the story, the way you compare that subject to somebody else and they could have cared less about going all the way back to the person’s childhood.

So it’s important that if you’re working hard and you feel like you’re not going anywhere the first question is, “Am I working consistent with how they’re defining success? Am I offering that which is valued?” Number one. Number two, “Have I invested enough in the relationships around me?” Because sometimes we focus so much on the performance currency, but it’s the relationship currency that allows you to move as you get a little bit more senior.

And third, “Have I evaluated whether or not this is the right environment? Perhaps I have outgrown this seat, and maybe I have even outgrown the house.” It’s important that you understand that, because that tells you when it’s time to make a change.

NAWRB: What is your proudest moment, both personally and professionally?

Carla Harris: I would have to say personally, and there are a lot of moments that I’m proud of personally, I mean, obviously now one is becoming a new mother. I’d have to put that as number one, but there are lots of things that I was able to do while my parents were alive that I was so happy they got a chance to see and to experience.

I’d say that I’ve been enormously blessed to have a lot of important personal moments, and very few that I would put one above the other.

Professionally, I would say, is being able to be in this business in what I will call a large position, actually responsible for executing transactions and getting deals done. Really being on the line as opposed to not on the line. Being able, most importantly, to impact other peoples’ successes. I’d say that is something, as I think about almost all the years in this business that I am most proud of. And not just people within my own firm, people within the industry.

NAWRB: What is the meaning and importance of family in your life?

Carla Harris: Family is very important, and I’ll tell you the more seasoned I get the more important I can see that it is. And even if you don’t have your immediate family around, making the people that are around you feel important and like family I think is enriching in both ways. The other thing that I’ve noticed too is that

Performance at Carnegie Hall, November 23, 2015

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SHECENTER(FOLD): CARLA HARRIS you never know whom you’re going to impact. You never know how giving and encouraging worth to someone or saying something that will empower them in that moment, you have no idea the impact that you could be having on someone. So that’s something that I try to actively do.

There was a woman at the White House last night who came up to me and said, “You said something back in 2009 and I have to tell you, it really impacted me.” And she said it, I remembered what it was but I thought to myself, “Wow, who would have known or thought that seven years later this woman would have taken that thing and made it part of what motivates her through, especially through tough times, or makes her stand up a little bit straighter?” It’s amazing so I think you should always be mindful of that, especially in time when you’re not feeling powerful, when you’re not feeling like things are going well, you have to remind yourself you still do have power to impact, and you should use it just because.

NAWRB: You are an incredible singer with three CDs and five sold-out shows at Carnegie Hall. What does singing mean to you and what role has it played in your life? Have you set any goals or achievements in your singing career that you have yet to reach?

Carla Harris: The goal that I want to accomplish from a singing perspective before I hang up my singing cleats would be to get a Grammy. I used to say that it would be a singing Grammy, but I realize now they give Grammys for spoken word and for audio. So a Grammy. Frankly, I just like to sing because it gives me an opportunity to be of service in a different way. Yes I speak, yes I’m an investment banker, but sometimes singing will also “take somebody there.” Someone says, “Oh, I felt my breakthrough. Oh, that really changed my base.”

“...if you’re working hard & you feel like you’re not going anywhere the first question is, ‘Am I working consistent with how they’re defining success? Am I offering that which is valued?’”

Carla Harris: One of the biggest ones was saying no to someone who was a potential sponsor as they asked me to take on a different level of responsibility. It was at a critical time when I was up for the big promotion of Managing Director, and the year before somebody who I was targeting as a sponsor for me asked if I would go on a different road. In my heart of hearts, deep in my gut, I knew that if I stayed in my current seat I had a heightened probability of being able to get the promoIt’s another way of being able to use a gift that He gave tion, but if I moved at my current point it might put that me to impact people. And it impacts me every time I promotion in peril, number one. Number two, it would have an opportunity to do it, whether it’s in Carnegie give the organization the opportunity to say, “Well, she’s Hall, in my church or even singing on the stage when doing a great job in this role now, but she needs to get someone asks, “Oh, can you sing something for us?” a little bit more seasoned because it’s a new role. Let’s Which I often do. Even that is an opportunity, if you wait and see.” will, to serve.

It would have created an opportunity to wait when I felt NAWRB: One of the Pearls you speak on is fear and the that I had momentum on my side. But here was the risk; importance of taking risks. What are some of the defin- if I said no to that person then they might not sponsor ing risks you have taken throughout your life and what me for the promotion. But I followed my gut and said no and I got the promotion. It was absolutely the right was their outcome?

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SHECENTER(FOLD): CARLA HARRIS call because in retrospect, waiting a year, the dynamics changed and this person was no longer in the position where they could sponsor me effectively. So I would have been much more exposed had I taken that new role. It was a huge risk, but it was absolutely the right call and that person ultimately didn’t sponsor me anyway.

NAWRB: What is your favorite vacation you have taken? What was so special about that trip?

Carla Harris: It would have to be Italy, loved Italy. I’ve been to a number of great places but it’s just so wonderful with the architecture, the history, the people, the food, love it. A close second would be Spain. And again, the history that’s associated with these countries and the architecture and culture are just terrific.

NAWRB: In addition to your career at Morgan Stanley, singer and writer, is there hobby or passion dear to your heart that most people may not know you enjoy?

Carla Harris: I’m sure they know because it’s been written about, but it would have to be golf. I love, love, love playing golf.

Whenever I get a chance to do it, I do it.

“ A mentor is very much nice to have because this is the person who can give you the real deal advice, but the sponsor is more important if you want to advance.”

Carla Harris: I’ve said this before in my first book Expect to Win, perception is the copilot to reality. That was the biggest aha moment because I did not realize that you could teach people how to think about you, or that it was important to understand the perception about you in the marketplace. I was very green, I just came in thinking that I would work hard and that would be enough. But as I said at the beginning of this conversation, if you’re working in a way that is inconsistent with the way they’re thinking about success, you’re not going to maximize your success. So there you are working as | NAWRB MAGAZINE

The second biggest lesson is the whole concept about sponsorship, that you can’t do it alone. The concept of putting your head down and working hard to the exclusion of investing heavily in relationships won’t get you where you want to be. It will certainly help you very early on in your career because doing well from a performance standpoint creates a reputation in the marketplace, but you will only get so far on the performance. You cannot do it alone; you’re going to need the relationships.

NAWRB: What is your favorite way to spend a day when you don’t have to worry about work or any other professional responsibilities?

NAWRB: What is the most important professional lesson that you have learned during your career as an executive woman?

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hard as you possibly can, but again, you’re offering that which is not valued so you don’t get the return for your efforts. Biggest lesson, that’s my biggest lesson.

Carla Harris: At this point there’s no question, it’s about hanging out with my daughter Dakota.

No question.

NAWRB: What is your favorite thing that she has done?

Carla Harris: Starting to walk, absolutely. Every new thing that they do now becomes the coolest thing. Three months ago the coolest thing was watching how she would pull herself up in her crib. Two months before that was watching how she was figuring out how to crawl, when she would grab the carpet and slide herself. Every time they do something for the first time it becomes the coolest thing.

NAWRB: What do women at all career levels, from entry-level positions to executive offices, bring to the proverbial table that men do not? How important do you think gender diversity is within the workplace?

Carla Harris: I think gender diversity is essential because any time you’re trying to get to the best ideas, the more diverse thought you have the higher the probability that you come up with that great solution that will

SHECENTER(FOLD): CARLA HARRIS allow you to obtain and retain that leadership position for your team or firm, because you really have thought about it from all aspects. When you have homogenous thought, there’s no way it can be as competitive as people coming up with different ideas that are offering you different perspectives, because you just don’t cover everything. It gives you the ability to lead and to retain a leadership position.

One of the things that I think women bring to the table in particular is that by nature, in most cases, we are inclusive. We are very inclusive, we foster collaboration, it’s just in our DNA without thinking about it. Whereas men don’t necessarily approach things that way. I think this is going to play very well for women’s leadership status, especially as we go forward when you start thinking about what the emerging professionals and emerging leaders require. And I mean the millennials and Generation Z, because they are used to a level of transparency that we didn’t necessarily get.

what they’re used to. I think the way that we tend to manage, and I’m not saying all women do this and all men don’t, but if you just think about the default, we tend to do it. This will hold us in good stead as leaders, especially leaders in this next generation.

NAWRB: What is your favorite National Football League (NFL) team, and what is your fondest memory of rooting for them?

Carla Harris: I’m going to say I’m a fair-weather NFL fan. I like it more when it gets close to the playoffs, I don’t just come in on a Sunday afternoon and watch a game.

NAWRB: You are a Spanish speaker. How did you learn the language and how often do you get to practice it? Has speaking Spanish had an effect on your life or career?

Carla Harris: A little bit. I used to be fluent but I’ve pretty much lost it now because I don’t use it enough.

So one of the things that I’m going to make sure Dakota Again, I think that women tend to be transparent, they gets early on is the ability to learn another language. As tend to foster inclusion, i.e., soliciting other peoples’ she starts to learn Spanish I will relearn it. By the time voices, and millennials and Generation Z love to be I graduated from Harvard I was fluent but I tell you, I included, they like for you to solicit their views, they have not used it and I graduated 32 years ago. like being collaborative because they are brought up in teams. All the technology is open architecture, that’s I just loved learning another language and as I’ve trav-

“I think gender diversity is essential because any time you’re trying to get to the best ideas, the more diverse thought you have the higher the probability that you come up with that great solution...”

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SHECENTER(FOLD): CARLA HARRIS elled around, especially when we went to Italy for the first time, having knowledge of Spanish helped a little bit. When we went to Spain for our honeymoon it helped a whole lot because I was able to help maneuver through the country even though it had been a long time since I’d studied it. It was pretty neat being able to function in those other countries where that was the dominant language, or where the language was a derivative of Spanish in some way.

NAWRB: With all of the successes you have created in your life, from being a Harvard graduate to becoming a successful singer and industry leader, how do you remain motivated and hungry? What drives you?

Carla Harris: I just have always wanted to really do well. I would have to say my parents instilled in me the appetite to operate at my highest level. My grandmother used to always say to me, “Whatever you be, be good at it.”

So my attitude has always been, “If you’re going to bother doing something, try to be the best.” I’ve also learned, as I’ve gotten more seasoned in my career, that the way you maintain your excellence is that you have to keep investing.

There’s always something else to do better, there’s always another way to sing the song, there’s always another riff that you don’t have on your own. There’s always something that you can do to improve upon that which you think is pretty good. Look at professional athletes who continue at the end of the day to invest.

Carla Harris: Thank you for this question because the adjectives actually change over time. When I was a first-year associate, the perception that I wanted in the marketplace was definitely analytical, quantitative, you know, tough, for example. But as I have become a managing director and a vice chairman now, the adjectives that I care about are commercial, relationship-oriented, and I still keep tough because I don’t want there to be any confusion. Again, it really goes back to what is valued in your career. Early on in my career, people cared if I could do a spreadsheet and whether or not I had good analytical skills. But today, as a vice chairman nobody cares about spreadsheets, they care about me being commercial and forming relationships, getting clients to do business with us; this is not as valued or expected when you are a first-year associate, but it is absolutely valued and expected when you are a managing director and vice chairman.

“I’ve also learned, as I’ve gotten more seasoned in my career, that the way you maintain your excellence is that you have to keep investing.

There’s always something else to do better...”

NAWRB: You spoke at Arizona State University about the importance of perception in a person’s reality and the ways in which a person can shape how they are perceived by choosing three adjectives with which they want to be associated. What are the three adjectives Carla Harris wants used to describe her and why?

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NAWRB: Have the three adjectives changed now that you are a mother?

Carla Harris: At home, what is important is that I’m present.

When I’m with her I should be present and with her. That’s generally what I do. When I’m ready to spend some time with her I’m not going to be on the phone. The biggest change being a mother has had is that it’s made me more present and focused in everything I do, even when I’m at work, if I’m in a meeting now I’m very present as opposed to multi-tasking two or three different things.

Having Dakota has made me pay attention because if I’m fixing a bottle or getting something ready for her, I pay attention to what I’m doing.

NAWRB is a proud Sponsor on the MWM Movement

Reflecting on our Journey, Looking Forward MWM State Teams work closely with local and state governments.

Currently there are two governors, fourteen lieutenant governors, and one state congresswoman serving as honorary chairs.

Additionally, eighteen mayors from across the country are involved with the MWM State Teams.

Million Women Mentors (MWM), an initiative of STEMconnector, aims to increase the number of women and girls entering STEM fields through mentoring and thus increasing their interest and confidence in STEM. In order to achieve this important goal MWM works with: Over 60 National Partners

45 Corporate Sponsors

35 State Teams

2 Governors

14 Lieutenant Governors

18 Cities

MWM promotes a wide and varied range of mentoring styles, or pathways, to match the varied needs and capabilities of both mentors and mentees. These pathways include:

Face to Face

Online

Paid Internships

MWM has created five simple objectives to make the goal of a million mentors a reality.

1) Leading a national call to action

COMMUNICATIONS & BRANDING Sodexo

CORPORATE & BD STRATEGY Apollo

PARTNER ENGAGEMENT Cisco

ENTREPRENEURSHIP Pinnacle Group

STATES Lt. Gov. Kim Reynolds

TATA Consultancy Services

GOVERNMENT Mayor Martin Walsh / Mayor Betsy Hodges

GLOBAL STRATEGY Pepsico

HIGHER EDUCATION Des Moines Area Community College

WOMEN’S VETERANS Cognosante

2) Providing an easy-to-use platform 5) Recognizing best practices

Through the use of these objectives MWM is well on its way to achieving its million mentor goal!

As of June 2016, more than 680K pledges have been made towards MWM's one million mentor goal and of those pledges over 50% have matured into mentor/mentee relationships!

0

0

680K pledges

355,971 COMPLETED

Since MWM’s inception it has amassed a large and vibrant social media following!

Sponsorships

LEADERSHIP COMMITTEES & CHAIRS

3) Matching mentors to mentees

4) Building and supporting state teams

Workplace Mentorship

1,000,000

1,000,000

Twitter (@MillionWMentors) 55K + Impressions

TECHNOLOGY

To effectively reach MWM’s goal, best practices are recognized and shared with all members and partners. Best practices shared this year include:

Easy-to-use Forms

Programs & Events

MWM Platform

Facebook: 3,143 likes

Metrics

Newsletter Recipients: 10K +

For more information, contact: Lorena Fimbres, VP & Chief Business Development Officer / 202.296.3009 / Lorena.Fimbres@STEMconnector.org NAWRB MAGAZINE |

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SMALL BUSINESS RULE CHANGES

Angel Carrera, Branch Chief Department of General Services Procurement Division Office of Small Business and DVBE Services 707 Third Street, 1st Floor, Room 400 West Sacramento, CA 95605 RE: The National Association of Women in Real Estate Businesses (NAWRB) Comments: SB Rule Changes Notice of Proposed Rulemaking (NPRM) Dear Ms. Carrera, Thank you for the opportunity to provide comments on the Small Business Rule Changes Notice of Proposed Rulemaking (NPRM) and Request for Comments.

source Center, providing a women’s depository for vendors and clients to grow their diverse spend and increase women’s employment at all levels.

The National Association of Women in Real Estate Businesses (NAWRB) is a leading voice for women specializing in the housing ecosystem. NAWRB is providing women the tools and opportunities for economic expansion and growth, while advocating and promoting women-owned businesses and increasing women’s homeownership.

In response to the Small Business Rule Changes Notice of Proposed Rulemaking (NPRM), we provide the following comments:

NAWRB empowers women in our advocacy relationships with the Office(s) of Minority and Women Inclusion (OMWI), Government Sponsored Enterprises (GSE), the Small Business Administration (SBA), the National Women’s Business Council (NWBC) and other organizations. Since August of 2010, we have been championing the OMWIs, GSEs, SBA and NWBC to bring more diversity and inclusion to our industry with their awareness, opportunities and access.

§1896.12. Eligibility for Certification as a Small Business.

The NAWRB Diversity and Inclusion Leadership Council (NDILC) brings women to the forefront of the housing ecosystem with accountability and results. The NAWRB Women’s Homeownership Initiative (WHI), introduced earlier this year, strives to increase women’s homeownership throughout the nation and decrease women’s poverty by cementing their personal and professional strides.

Most recently, we launched NAWRB’s Women’s Global Re-

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In relation to the changes in regulations to the Small Business (SB) Certification Program, NAWRB expresses its support and concern.

The increase in the small business gross revenue threshold from $14 million to $15 million will adversely affects small businesses that do not meet either mark. This will raise the competition between eligible businesses for contracts and, most importantly, it will enable the SB Certification Program to continue contracting to businesses that have exceeded the $14 million threshold in yearly revenue, thus preventing other small businesses from benefitting from these would-be available contracts. As businesses succeed past the Program’s revenue threshold, they make room for other companies to compete. Increasing the threshold only serves to prevent this cycle and potentially hurts smaller businesses in the process.

The newly introduced requirement for owners or certified firms to submit an Internal Revenue Service Form 4506-T, for the purpose of requesting a tax return transcript for certification el-

SMALL BUSINESS RULE CHANGES igibility review will cost participating businesses time, but it will contribute to a better program. This requirement will ensure that only businesses that are truly eligible are able to participate, creating a fairer environment in the SB Certification Program, and streamlining its operation.

Similarly, the added regulations to ensure officers, owners, partners, managers or members of a business reside in California, such as providing individual state tax returns, will help guarantee that only eligible businesses compete for these contracts. The accountability created by this added transparency will grow the fairness and efficiency of the program.

The duty of the Department to provide the public and local agencies with web access to a small business statewide directory, maintained by the OSDS for searching and confirming small businesses, will help entities locate eligible businesses more efficiently. This will better connect agencies with available small business contractors and enable small businesses to help maximize their book of business with potential contracts.

With the interests of women entrepreneurs in mind, those who have elected to not go through the vetting process or know about it, NAWRB launched a Women’s Global Resource Center (NWGRC) with the goal of growing the women-owned business network and women’s employment on an international scale. As the depository grows in size and connections grow, so does the awareness to help empower business owners across the world with diverse spend. § 1896.15. Definition and Determination of Commercially Useful Function (CUF).

The new stringent regulations for the definition and determination of a small business possessing a CUF, such as being responsible for the execution of a distinct element of the work of the contract and not further subcontracting a portion of the work that is greater than that expected to be subcontracted by normal industry standards, will both promote eligible businesses that do provide a CUF and eradicate companies that do not meet these standards, thereby restricting competition on the program only to firms in good eligibility standing. §1896.16. Certified Status

ation or ownership during its certification period that may affect its continuing eligibility as a small business, prevents ineligible businesses from utilizing loopholes in the program. The fact that if a small business is sold during its certification period, certification ceases and is not transferable to new owners, helps contribute to transparency and assurance of eligibility for all participating companies.

It is our contention that the validity of certification for a period of 36 months without exceeding 60 months is too lengthy. If a business were to lose their certification eligibility at some point during this 3-5 year period and not report it, it would allow too much time for the misallocation of contracting dollars. Whether a contract is worth a thousand or a million dollars, the need to award it only to an eligible business remains equally important.

Additionally, in order to keep contract competition fair, we suggest owners of businesses that previously participated in the program and now exceed the $15 million threshold not be allowed to submit other businesses they own to the program.

This would be unfair competition and contribute to the imbalanced distribution of contracts.

As stated throughout this response, most of the newly proposed rule changes to the SB Certification Program are fitting and timely. Although they are demanding and will require more work, time and manpower, these regulations will contribute to the programs efficiency and will certify that only eligible companies participate in the competition for contracts.

However, some of the regulations, like the threshold increase and 3-5 year eligibility period, contribute to the potential harm of small businesses and the program itself. As an advocate for and supporter of small businesses, NAWRB submits these comments for your consideration.

Sincerely,

Desirée Patno NAWRB Founder and CEO

The new regulation demanding that a small business promptly provide written notification to OSDS of any changes in its oper-

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Why can’t we just ramp up sales, find new clients

and customers and get to one million in revenues that way? Do we really have to deal with confidence issues, limiting beliefs and unconscious thoughts? Sorry, but yes, we do. Because the unconscious drives the show.

When only three percent of women are getting to one million in revenues, it’s obvious something isn’t working. Mindset is actually the big mama elephant in the room for most of the women I’ve coached, mentored and swapped entrepreneurial war stories with.

I like to say for women looking to go big it’s not a question of competence; it’s a question of confidence. It’s not that we can’t overcome mindset challenges, but we struggle to figure out how. Very few women are mastering mindset, and it’s the critical driver of success.

WHAT MINDSET MEANS TO ME

When obstacles come up, successful entrepreneurs adopt a “water around rocks” attitude. There is always a way around the boulders, no matter how big they are. That’s about mindset. When you become aware of what’s happening in your mind, you can actually change your thought patterns, which means you can: • Resolve inner conflicts that could be sabotaging your success • Have an abundance mentality instead of a

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scarcity mentality • Own your ability to prevail in every situation • Think big and achieve your full personal and professional potential

THE MIND IS LIKE A COMPUTER

Think of it this way, on your computer, you have programs running that you can actually see—your email, word processer, Facebook, or music player. These applications are like what’s going on in your conscious mind—the conversations you have, the decisions you make, the actions you take.

But you also have programs running that you can’t see— your operating system, your virus protection software, the programs that make your mouse and speakers work.

These are like your unconscious mind, driving the show from behind the scenes. Your operating system determines the conversations, the decisions, the actions you take. Our unconscious thoughts can also prevent us from taking the next step in becoming the biggest, boldest versions of ourselves. They can cause us to lose documents, behave in glitchy ways and generally muck things up.

So how do we access these old “programs” and replace them with new ones?

WOMEN ENTREPRENEURS It’s a much more empowering way to live. When you start BE-ing the person you want to be and Do-ing the things you want to do, you will soon HAVE the things you want.

HOW BE-DO-HAVE WORKED FOR ME

I wanted to be the CEO of an internationally known, multimillion-dollar company that taught kids a foreign language. What would this person be doing? She would be ramping up marketing, fundraising in order to hire more people and recruiting the best of the best.

"THE MIND IS POWERFUL AND HAS A DIRECT IMPACT ON YOUR DESTINY..."

The mind is powerful and has a direct impact on your destiny; if you think you won’t succeed, then you probably won’t. Whether or not you feel like you can is often related to the early conditioning you experienced as a child. Henry Ford famously encapsulated this thought, “Whether you think you can, or you think you can’t— you are right.”

Just remember that it takes a while to rewire your brain; you have to reinforce the message to the unconscious mind that the old program is defunct. It takes time and patience and working on it with mentors, coaches and peers. And while practice may never make perfect, it will drastically change your experience of yourself and the results you can achieve.

HAVE-DO-BE VS. BE-DO-HAVE

Most people operate from the mindset of HAVE-DOBE, which goes something like this: “If I only HAD more (money or time or love or training), then I could DO (have a more successful business, do what I want, find a partner), and then I could BE (happy, successful, feel loved).”

But when you want to quickly reach your goals, the fastest way to accelerate change is to embrace the exact opposite of that. It’s called BE-DO-HAVE, which looks like this: “I want to BE (happy, successful, loved), so I need to DO (create more joy, behave like a successful person, generate love), and then I will HAVE (happiness, success, love).”

What would someone who was BE-ing an agent of change be DO-ing? She’d be in the trenches teaching other women how to raise money. So I started small. I taught a group of eight to 10 women on weekends in my Little Pim conference room. Then Morgan Stanley saw what we were about and eventually became a partner.

Because of the women I met and was inspired by in the class, I decided I wanted to write a book that helped even more women learn to raise capital. Over the years I helped 75 women raise over $15M for their businesses. And when I sat down with my future publisher, they said they were giving me an advance and the book deal because I was “an expert.” They saw me that way because I was teaching—I was DO-ing.

So in the process of BE-ing the person I wanted to be, and DO-ing the things that person would do, I became that person and the world recognized me, inviting me to go further than I would have ever thought possible. The power of mindset is incredible.

Be the biggest version of yourself Whether you want to run a multi-million dollar company or double your revenues this year, know that you can rewire your thoughts for greater success.

Stay brave and keep practicing BE-DO-HAVE!

Julia Pimsleur

Founder of Little Pim, entrepreneur, mom, coach, feminist, fundraiser, Francophile, scuba diver, author of Million Dollar Women, not always in that order. My mission: Help 1 million women get to $1M in revenues by 2020.

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COMMERCIAL LEASING

The situation is familiar to every commercial property

owner: The lease was signed with great optimism and without extensive negotiation, except for some discussion of the rent and other charges. But now, several years into the lease, the tenant is unhappy about something.

The landlord is still collecting rent, but the tenant is grumbling and discontented. Maybe they think that they’re not getting enough customer traffic, that they’re paying too much in common charges, or they now believe that they didn’t strike the best bargain when they negotiated the lease. The lease document itself doesn’t provide any answers. It was drafted with an eye to specifying the payments due and protecting the owner from incurring losses in any number of situations.

What should be done about the situation? The landlord’s first instinct may be to do nothing. The lease has been signed and he or she is collecting rent. What’s the worst thing that could happen? Ignoring the tenant, however, can lead to unfortunate outcomes for both parties. In an ideal tenant/landlord relationship, the two will work together as a team. If the landlord drops out of the game, the tenant may have to take actions to get them back in play. That’s the point at which the tenant may decide

to involve others. If the landlord works with a property management company, the tenant could go to another one of your coworkers. They could leave the company bad reviews on Yelp or begin telling their neighbors about how they are being mismanaged. They are pulling others onto their side. This is the beginning of a phenomenon commonly referred to as “triangling.” The harm that can be caused by “triangling” has the potential of being much more substantial than the original complaint warranted.

Triangling stifles diversity of voice by creating coalitions in which being against something else is the only thing holding people together. Approaching people and difficult real estate transactions in a relational way makes room in the interaction for differences that do not have to divide people or derail deals. Let’s look harder at the triangling, and some of the benefits that can come out of being aware of the dangerous phenomenon.

Triangling is a strategy you may have learned on the playground as a child or seen in your home of origin NAWRB MAGAZINE |

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COMMERCIAL LEASING thousands of times.

It is an unhealthy way to build partnerships, generally in order to gain power. As the coalition builds, demonization of a third person may get exaggerated and distorted in order to draw in as many people as possible, even if they are objectively reasonable and neutral.

When triangling happens, “camps” begin to form. Certain groups of people who feel cozy with each other alienate themselves from other groups who are doing the same kind of triangling amongst themselves. They all become disconnected from each other and often the original problem, the real concern held by the vast majority of people (in this case, that the lease isn’t functioning well), goes unattended, unaddressed. In its place is created an additional problem: the malcontent of gossip and the politics of destructive coalitions.

The tenant has a complaint, and they are coming to the landlord first. They obviously respect the landlord. They are looking for an ear. The easiest way to make sure that conflict doesn’t escalate out of the boundaries of the tenant and landlord’s relationship is for the landlord to sit down with the tenant and engage with them directly to fully hear their issues. Engaging in a dialogue generally leads to better outcomes. The conversation might be complex and difficult, and it may also have legal implications, since any agreements made in discussions with the tenant might need to be documented. The difficulties and risks associated with talking to the tenant directly often make property owners reluctant to do so, even though, intuitively, it is the sensible thing to do. This is where a mediator can be very helpful; navigating the conversation in order to keep triangling to a minimum and deescalate the conflict is not impossible, especially if the issue is minimal.

What would that look like? The tenant brings the complaint to the landlord, and the landlord chooses to engage with the tenant. The landlord pauses and listens fully, not yet responding. He or she finds the center within themselves by focusing on breathing. He or she listens to the complaint and suspends their judgment. When the tenant

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is finished voicing their concerns, the landlord reflects back exactly what they said, their stated meaning, not the landlord’s interpretation and repeats this as necessary.

The tenant is likely to calm down and soften the rough edges of their complaint. They are also likely to expand on the complaint and get underneath to a core concern that is often rooted in fear. From there, both the landlord and the tenant can make better decisions about how to move forward.

When the possibility for a triangling phenomenon to occur exists, it is much harder for the landlord and the tenant to work together as members of a team. By being aware of triangling and working to address problems with tenants head on, the tenant will feel as though his or her voice is being heard rather than crushed. He or she will not feel like they have to go to an external resource if they know that the landlord is on their side. Doing so can help landlords and tenants work together to make the partnership beneficial and inclusive.

Being aware and responsive to potential triangling situations will also help you to promote diversity of voice in real estate dealings. When the landlord is engaged with the tenant, he or she can more clearly understand the areas in which they need to improve. Working to improve those areas will increase the quality of the business and of the landlord’s dealing with their clients, and will also help them to integrate more of the client’s voice into their work. Allowing for the client’s voice to emerge as soon as possible is the best way to make sure that the landlord is avoiding problems down the road and including as many voices as possible while the deal is being struck.

Louise Phipps Senft Attorney Mediator at Baltimore Mediation

DIVERSITY & INCLUSION

The Critical Points of Diversity & Inclusion Diversity and inclusion within organizations is transparent when there is an intentional effort to recognize and celebrate the differences that each employee holds and the organization embraces these differences in its supplier selection process. Companies must have documented programs in place, including employee training and adherence accountability to demonstrate commitment. Organizational leaders should not just verbalize their commitment; but, have people and programs in place that promote diversity and inclusion without exclusionary practices that contradict their commitment. In addition, an assigned compliance officer for programs is an effective way to achieve desired results.

Enhancing organizational diversity and inclusion begins with building awareness.

Companies should start by performing a diversity and inclusion self-assessment using Section-342 of Dodd Frank as a guide. Utilizing a self-assessment will help leaders identify gaps and challenges within their organization’s diversity and inclusion efforts.

Proper employee and supplier sourcing practices are vital components to effective diversity and inclusion programs. The key to success, relative to hiring and sourcing, is to use methods that locate a diverse pool of candidates or suppliers. It is important to understand that onboarding diverse employees and suppliers is just one step in the diversity and inclusion process. In conjunction with sound recruiting practices, organizations must develop a culture, infrastructure and processes to support the sustainability of these employees and suppliers.

Educating resources on the economic benefits of diversity and inclusion is critical. In their 2013 Mending the Gender Gap, PricewaterhouseCoopers argued that inclusion of women in executive roles is more than a social problem since women make up greater than 50 percent of financial services employees, but less than 20 percent of the executives in the financial services industry. Women hold more than 50 percent of the wealth in the U.S. and are the best source to attract this customer segment. Not recognizing the importance of an inclusive workforce may alienate an entire customer

base and could cost a company millions of dollars. Therefore, employers should understand that having diversity and inclusion is not just about hiring women and minorities; it is about embracing differences, which also includes disabilities, religion, sexual orientation, age and any organization affiliations.

In fact, over the next decade, millennials and women will be the biggest consumers in the financial services industry, companies

"Therefore, employers should understand that having diversity & inclusion is not just about hiring women & minorities; it is about embracing differences..." not positioning its leadership team to have representation from these groups may face challenges in their outreach efforts.

The goal for every company should be to normalize diversity and inclusion efforts and make these programs a natural part of recruiting and sourcing efforts. Leaders need to understand that diversity and inclusion programs and affirmative action programs are not the same. Recruiting quotas are not relevant if sourcing efforts deliver diverse candidates and suppliers and organizational leaders base the selection process on the evaluation of applicable skills and experience. Inclusion does not insinuate reserving opportunities; instead, it means equal access to all opportunities, without exception.

Cheryl Travis-Johnson EVP and COO, VRM Mortgage Services

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Rayman Mathoda

Susan Yannaccone has been appointed President and CEO of ERA Real Estate; she currently serves as ERA’s chief operating officer. Yannaccone has over 20 years of experience in real estate franchising and sales. Her new role at ERA will take effect September 1, 2016.

Margery Shinners

Jennifer Flanagin has joined McNair Law Firm, which has practices in litigation, business, legislative, governmental, administrative and regulatory law, as an associate attorney in their Charleston office. Flanagin’s practice focuses on real estate. She holds a law degree from the University of South Carolina School of Law.

The Mainstreet Organization of Realtors in Illinois has announced that Margery Shinners will become CEO when current CEO Pam Krieter retires. Shinners led the organization’s transition to digital technology across all platforms in her past role as Technology Director. She has served as MORe Deputy CEO since 2004.

Nhayiry D. Rionda

Genesis Capital, a specialty commercial lender in residential real estate markets, has appointed Rayman Mathoda co-Chief Executive Officer. Mathoda joined the company’s management team and board of directors in 2014, bringing with her extensive experience in mortgage finance, real estate and affordable housing sectors.

Jennifer Flanagin

KB Kitchen & Bath has promoted Elizabeth W. Reeser to Vice President of Finance and Human Resources, her responsibilities include all financial management and human resource department matters. Reeser holds a master’s from the University of South Carolina and has worked for KB for 10 years.

Susan Yannaccone

Elizabeth W. Reeser

SHE SHOWCASE

Nhayiry D. Rionda has been appointed Vice President and Sales Director III for the Doral market of TotalBank, a retail-commercial bank in South Florida.

Rionda was most recently at Banesco USA and holds a bachelor’s degree in business management from Florida International University.

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Showcasing Women

‘On the Move’ in the

Julie Marquis

Julie Marquis has been named CEO of Five County Credit Union. Marquis previously served as the credit union’s Executive Vice President and Chief Operating Officer since July 2013. She brings with her over 23 years of experience with Five County.

Barbara Brobst

Barbara Brobst has been promoted to Vice President and Chief Human Resources Officer at Orrstown Bank in Shippensburg. Brobst was previously the Senior Vice President for Human Resources and Training since 2011 and the Senior Vice President supervising Orrstown Financial Advisors, the bank’s financial advising group, since 1997.

Barbara Drake

Kirkpatrick Bank, a business bank serving Oklahoma and Colorado, has appointed Barbara Drake Vice President of Mortgage Lending. Drake is a graduate of the Southwestern School of Banking, SMU, and holds a Master of Mortgage Lending certificate from APMW. She brings with her 25 years of experience in mortgage lending, including 18 years at InterBank and Coppermark Bank.

Gigi Ganatra Duff

Gigi Ganatra Duff has been named Chief Marketing Officer at Lionheart Capital, a Miami-based international real estate development and capital investment firm.

Duff was most recently Vice President of HSNi; she holds a bachelor’s degree in international business and Spanish from Albion College.

Angela Butler

Housing Ecosystem

Angela Butler has joined Katahdin Trust Co., a Maine-based commercial community bank, as Senior Vice President and Commercial Services Officer. Butler previously spent over 22 years at People’s United Bank and Merrill Bank. She was most recently the Senior Vice President and Commercial Banking Region Manager in Bangor.

Shelley Quinn

SHE SHOWCASE

Shelley Quinn has been promoted to Vice President Cash Management and Government Banking Manager at Merchants Bank. Quinn began her banking career in 1996 and joined Merchants Bank in 2008. She was previously promoted from Assistant Vice President of Government Banking and Cash Management to Vice President in April 2014.

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WHAT WOMEN WANT RECIPE Chef Joshua Roberts caters in San Diego, where you can experience his cooking firsthand. As a native Californian with several cuisines under his belt, he is known for his flare, creativity and the ultimate joy of savoring the taste in fine dining. Follow him on Twitter @ChefJoshuaRoberts

All Homegrown Tomatoes.

An Alternative to Cooking in the Heat.

Heirloom Tomatoes with Balsamic Reduction

Many heirloom tomatoes lack a genetic mutation that gives tomatoes an appealing uniform red color while sacrificing the fruit’s sweet taste. Varieties bearing this mutation, which have been favored by industry since the 1940s, feature fruits with lower levels of carotenoids and a decreased ability to make sugar within the fruit.

Balsamic Reduction

∙ 1 cup of balsamic vinegar Put Balsamic vinegar in a small sauce pan and bring to a boil on high heat. 5 min. Reduce heat to low and simmer vinegar for 15 min. The reduction when finished should be thick enough to coat the back of a spoon.

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Roast Chicken with Braised Kale Sweet

&

Corn Gazpacho

Roast Chicken

∙ 4 Chicken breast ∙ Grapeseed oil ∙ Salt and Pepper For this chicken recipe I used breast meat. It’s a personal preference, you can use any part of the chicken that you like. In a medium size mixing bowl coat chicken with your favorite spices and grapeseed oil, for me salt and pepper will always to the trick. I used grapeseed opposed to olive oil because Grapeseed oil can withstand a higher cooking temp than olive oil. Preheat oven to 375 degrees.

Place seasoned chicken skin side down in a

roasting pan (cast iron) and cook for 20 min in the oven. After 20 min. remove chicken and roasting pan from oven and flip chicken over skin side up. Place chicken and roasting pan back in the oven and cook for 10 more min. Remove chicken from roasting pan and let chicken rest for 10 min.

Braised Kale

∙ 2 pounds fresh Kale (rinsed) ∙ 15 grams chopped garlic ∙ 30 grams chopped onions ∙ 1 Liter of liquid (veggie stock, chicken stock, water) ∙ Salt and Pepper as desired In a very large soup pot, heat the grapeseed oil. Add the garlic and onions cook over moderately high heat, stirring, just until fragrant, about 30 seconds. Add the water, vegetable stock, or chicken stock, then add the kale in large handfuls, letting it wilt slightly before

WHAT WOMEN WANT RECIPE

adding more. Season with salt and pepper, cover and cook over moderate heat until the kale is tender, about 10 min.

Sweet Corn Gazpacho

A gazpacho is a cold soup. usually served during the hot summer days. ∙ 2 lb. yellow tomatoes, roughly chopped ∙ 2 yellow bell peppers, seeded and roughly chopped ∙ 3 ears of corn, removed from cob ∙ 1/2 cup white onion, roughly chopped ∙ 2 garlic cloves, smashed ∙ ½ cup olive oil ∙ ¼ cup sherry vinegar ∙ The juice of 1 lime In a large sauce pot heat up olive oil. add Onion, corn, tomato, bell pepper, and garlic.

Gently cook mixture for 20 min on medium low heat. remove from heat and blend ingredients in a blender till smooth. Work in small batches to prevent over exerting blender motor. once finished blending onions, corn, tomato, bell pepper, and garlic season with salt pepper sherry vinegar and lime juice. using a whisk incorporate final seasoning and refrigerate until needed.

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WHAT WOMEN WANT HEALTH

Breast Cancer Survivors Should Skip Late Night Snacking, Study Says By City of Hope Breast

cancer patients who indulge in midnight snacking might be doing harm to more than just their waistlines — they could be increasing their risk for reoccurrence, according to a new University of California, San Diego study published in JAMA Oncology.

“It's an interesting observation and it needs to be studied more,” Joanne Mortimer, M.D., director of City of Hope’s Women's Cancers Program, told HealthDay in an interview about the study. “I think sleep, diet and weight control are all kind of related.”

Specifically, women whose usual “nightly fast” lasted less than 13 hours, had a 36 percent increased risk of having a reoccurrence of breast cancer within about seven years. In the study, recurrence was defined as cancer at the same site, or a new primary cancer.

The University of California, San Diego research team looked at data from more than 2,400 women, aged 27 to 70, who had participated in the Women’s Healthy Eating and Living study between 1995 and 2007. All had been diagnosed with early-stage breast cancer, and the purpose of the study was to look at how diet and dietary habits affected outcomes.

Laboratory research has found that longer nighttime fasting can protect against high blood sugar levels, inflammation and weight gain. All are factors that have been linked with poor outcomes for cancer, according to the study’s authors.

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The researchers found a link between lower fasting times – on average, the women fasted for 12.5 hours each night – and cancer recurrence. (An episode of eating was

HEALTH WHAT WOMEN WANT

"This is a simple dietary change that we believe most women can understand & adopt." defined as consuming more than 25 calories.)

Ruth Patterson, Ph.D., one of the co-authors of the study, emphasized that the study found only an association. However, she added, "We have a lot of data suggesting that when people have bad sleep or shorter sleep duration, they may have a higher cancer risk."

"Evolutionary-wise, we are developed to eat when it is light, when we were out hunting and gathering," she said. "You should be eating when you are moving. When we go against these natural rhythms, it appears that your body clock is out of sync, and this can lead to poor metabolic health."

“Increasing the duration of overnight fasting could be a novel strategy to reduce the risk of developing breast cancer,” added Catherine Marinac, University of California, San Diego doctoral candidate and another of the paper’s authors. “This is a simple dietary change that we believe most women can understand and adopt. It may have a big impact on public health without requiring complicated counting of calories or nutrients.”

While the study is "provocative," Mortimer told HealthDay that it's too early to make a broad recommendation for breast cancer patients. She noted that many of her breast cancer patients report sleep problems. Those who fast longer and get better sleep may be less likely to develop metabolic syndrome, a cluster of conditions including high blood pressure, high blood glucose and low HDL or “good” cholesterol that can raise the risk of heart disease and other problems, she said.

Reprinted with permission from City of Hope

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WHAT WOMEN WANT REVIEWS

Have you read or watched something lately that impacted you?

Share your thoughts with NAWRB Magazine’s editorial staff and readers. Send reviews to media@nawrb.com

FILMS

BOOKS Behold the Dreamers

by Imbolo Mbue

In the autumn of 2007, Jende, a Cameroonian immigrant, finds a job as a chauffeur for Clark Edwards, a senior executive at Lehman Brothers. Cindy, Clark’s wife, even offers Jende’s wife, Neni, temporary work at the Edwardses’ summer home in the Hamptons. Jende and Neni begin to slowly but surely work towards the dream for a better life, but it is all cut short when Clark and Cindy’s secrets begin to fall out and Lehman Brothers collapses. Can Jende and Neni prevent their hard work from going to waste?

The Book That Matters Most

by Ann Hood

With her two grown children living abroad and her 25-year marriage having just ended in a flurry of confusion and disappointment, Ava decides to join a book club. The group tasks each member to present the book that matters most to them, and in this endeavor Ava rediscovers a book from her childhood that helped her cope with the sudden deaths of her mother and sister.

Alternating between Ava’s story and that of her daughter, who lives in Paris and enters a turbulent relationship with an older man, the narrative takes readers through their unpredictable storylines.

Breaking through the Bias

by Andrea S. Kramer and Alton B. Harris

Addressing the women’s movement and lack of parity between men and women, Kramer and Harris detail the unjust cycle of women not receiving equal professional opportunities to their male counterparts. Breaking Through Bias demonstrates the power and effect of misguided stereotypes about women, and provides communication techniques that women can utilize to avoid being subjected to discrimination. This book holds true power because as business leaders and practicing attorneys drawing from their personal experiences, the authors are uniquely positioned to help women successfully navigate the imbalanced professional landscape.

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Sully

Starring Tom Hanks, Laura Linney, Aaron Eckhart Clint Eastwood brings the story of Captain Chesley Sullenberger, a pilot of over 40 years who becomes a hero after the events of January 15, 2009. On this day, birds flew into the engines of his jet, disabling it, and Sully managed to land the plane in the Hudson River and save the lives of all 155 passengers on board. However, as he was being hailed a hero, an investigation was launched that threatened not only Sully’s heroic act, but also his entire career and reputation

Bridget Jones’s Baby

Starring Renée Zellweger, Patrick Dempsey, Colin Firth

After cutting things off with Mark Darcy (Firth), Bridget Jones (Zellweger) is faced with the brisk reality that her life hasn’t unfolded in the storybook manner she had imagined. Newly single and in her forties, Jones reconnects with friends and focuses on her career.

As soon as she feels in the driver’s seat of her life, Jones meets Jack (Dempsey); a handsome American that has everything Mark was missing. Her life takes another sharp left turn when she finds out she’s pregnant, but cannot be entirely sure who the father is.

Masterminds

Starring Owen Wilson, Zach Galifianakis, Kristen Wiig Based on true events, this film follows David (Galifianakis), an ordinary armored car driver living an even more ordinary life. Before he knows it, his work crush Kelly drags David into a heist with her group of criminals and miraculously, the group steals $17 million. What David doesn’t know is he’s been set up to take the fall. Now, tasked with evading the authorities, an eccentric hit man, and proving his innocence, there is nothing left of his once simple life.

WHEN WE PUT OUR MINDS AND HEARTS TOGETHER, CANCER DOESN’T HAVE A CHANCE. Cancer cannot withstand an assault of brilliant minds committed to breakthroughs. Here, some of the world’s best physicians and researchers join forces to save lives. Find out why so many innovative cancer solutions happen here. Find out why there’s no place like Hope. CITYOFHOPE.ORG

WHAT WOMEN WANT HEALTH XXXX XXXXXXX

Tennis

Tennis is an effective way to incorporate exercise into your life while having fun.

For players searching for a more individual experience with higher cardio, singles play, in which you play one opponent, is the best option. If you want the exercise at a

lower intensity, playing doubles, where you and a partner play against another pair, is better suited for you.

Health Benefits of Tennis • • • • • • • • •

Increases aerobic capabilities Promotes anaerobic fitness Lowers resting heart rate and blood pressure Increases bone strength and density Improves metabolic functions Lowers body fat Improves flexibility, muscle tone and strength Develops speed, motor skills and reaction times Learn teamwork and foster social skills

Consider picking up tennis if you think you’d enjoy the challenge of balancing precision and force. From beginners to advanced players, all you need is a racket and balls to start shakings things up on the court.

Remember, the most important thing is to stay active!

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NETWORK

upcoming

EVENTS

August 12-16 NAREB 2016 Annual Convention (Long Beach, CA)

With the theme “Rebuilding Black Wealth through Homeownership,” the 2016 NAREB convention will energize attendees with diverse sessions addressing the conscious and unconscious bias, automating your business, the state of housing in Black America and more. NAREB helps attendees discover how to maximize membership benefits and business performance, and also provides a golf tournament to balance the work with the play.

August 17-20

NAWIC 61st Annual Meeting and Education Conference (San Antonio, TX)

From zapping the generational gap between millennials and baby boomers in the workplace to eliminating self-imposed barriers to leadership, the NAWIC conference provides attendees direct industry overviews and guidance to create workplace success. This three-day conference will cover a multitude of necessary topics, focusing chiefly on the sustainability and success of attendees’ businesses.

August 18

Global Real Estate Council: How to Monetize on Global Real Estate (Chicago, IL)

The Global Real Estate Council provides support to Chicago Association of Realtors members who plan to or currently conduct business with global markets through education, networking, information sharing and participation with important global real estate organizations. This forum also focuses on the development of relationships with local groups representing the diverse cultural communities of Chicago.

August 24

7th Annual Houston Multifamily (Houston, TX)

As one of the foremost job-creating cities in the country, Houston’s multifamily market is poised for continued vibrant buying activity.

Expert panelists will detail current projects fueled by this job growth as well as the housing needs of new employees. Speakers will also address the gap between fact and perception regarding the impact of oil on the multifamily sector. If you’re a housing professional in Houston, register today.

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August 30-31

NAWRB’s 3rd Annual Women’s Diversity and Inclusion Conference (Costa Mesa, CA)

The 3rd Annual NAWRB Conference brings you face to face with the housing ecosystem’s leading experts. From our Diversity and Inclusion Leadership Council (NDILC) panel featuring executive women sharing success stories to our pivotal matchmaking session allowing attendees to meet one-on-one with agencies and companies offering contracting opportunities, this dynamic event is one you cannot afford to miss.

September 7-8

iGlobal Forum 6th Specialty Finance Summit (New York, NY)

iGlobal Forum brings you the latest updates on opportunities in the specialty finance arena. With the growing prevalence of alternative lenders including those in the online marketplace, established companies and investors are fighting for sustainability amid unprecedented developments. Discover the strategies to set yourself apart and succeed through this evolution in the housing ecosystem.

September 7-9

13th Annual WBEC-West Strategic Procurement Opportunity Conference (Henderson, NV)

Helping women’s business enterprises (WBE) connect to one another and situate themselves for contracting and international success, the 13th annual WBENC conference provides a detailed look into the nuts and bolts of doing business as a WBE today. Full of breakout sessions, after parties and industry updates, this is an event that holds true value for women entrepreneurs.

September 13

SDAR 2016 Realtors Expo & Conference (San Diego, CA)

Prizes, breakout sessions, networking. These are just a few ways to describe the exciting 2016 SDAR conference. Register today to be a part of the largest REALTOR event in San Diego County and enjoy the raffles, giveaways and vital networking opportunities with leading industry vendors.

September 18-20 2016 NAHREP National Convention & Latin Music Festival (Los Angeles, CA)

The annual NAHREP convention will demonstrate the importance of homeownership in building wealth and creating stability for working families. Headlining speakers will equip attendees with the latest tools and information to succeed and share inspirational Hispanic success stories. The 2016 NAHREP convention offers a variety of value adds, from business tips and networking opportunities to topnotch musical performances.

WOMEN ENTREPRENEURS

INDEX

ADVERTISERS C City of Hope........................................ 55 E Exit Realty............................................ 24 F Freddie Mac.......................................... 22 L Landy Insurance.................................... 14 M Million Women Mentors (MWM)....... 39 Morgage News Network(MNN............ 61 N National Mortgage Professional Magazine....................... 61 NAWRB......... 4, 12, 23, 26, 53, 51, 58, 61 NMP..................................................... 62 R RISMedia.............................................. 44 W Wells Fargo Home Mortgage.................. 3

COMPANIES

A Accenture..............................................18 Aerial.....................................................20 Albion College......................................49 Altisource.................................. 18, 22, 58 AmeriCatayst LLC...............................19 Apollo L.P....................................... 18, 39 APMW.................................................49 Arizona State University................. 17, 38 Atlanta Women Magazine....................19 B Baltimore Mediation.............................46 Banesco USA........................................48 Bank of America............................. 17, 21 Berkshire Hathaway Home Services.....18 C California Real Estate Legal Alliance (CRE-LA)..........................18 Capital One Home Loans.....................17 CAR......................................................18 Census Bureau.......................................25 Chicago Association of Realtors............59 Chrimata Inc.........................................58 Cisco......................................................39 Citibank................................................20 City of Hope............................. 12, 23, 52 Cognosante............................................39 Coldwell Banker.............................. 21, 22 Consumer Financial

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Protection Bureau (CFPB).... 10, 11, 15 Coppermark Bank.................................49 D Department of General Services Procuement Division.........................40 Department of the Treasury............ 13, 15 Des Moines Area Community College..........................39 Desiree Patno Enterprises, Inc..............58 Diamond Realty Brokers.......................21 Digital Ridge.........................................19 Drexel University...................................21 Duke University....................................18 E Enterprising Women.............................58 Equator..................................................22 ERA Real Estate...................................48 Ernst & Young......................................21 EuroCatalyst BV...................................19 EXIT Realty Corp International.......................... 17, 24, 58 F Facebook................................... 27, 39, 42 Federal Deposit Insurance Corporation (FDIC)................. 10, 11, 13, 15, 30, 58 Federal Housing Finance Agency........................... 13, 15 Federal Reserve System................... 13, 15 Federal Reserve Board (FRB)...........10,11 FHFA.............................................. 11, 58 Five County Credit Union....................49 Florida International University............48 Freddie Mac.................................... 22, 58 G General Services Administration (GSA).......................................... 25, 26 Genesis Capital.....................................48 Global Services......................................26 H Harvard........................................... 37, 38 HealthDay.............................................52 HousingWire.................................. 19, 20 HSN......................................................49 HUD......................................... 19, 30, 58 I Inclusive Communities Project..............19 Inman News.................................... 17, 20 InterBank..............................................49 IPAK.....................................................26 J Jama Oncology......................................52 JPMorgan Chase...................................21 Jordan Real Estate Group......................17

K Katahdin Trust Co.................................49 KB Kitchen & Bath...............................48 Keller Williams.....................................20 Kirkpatrick Bank...................................49 L Landy Insurance.............................. 14, 58 Lionheart Capital..................................49 Little Pim..............................................43 M Madison Services Group, Inc.................27 Mainstreet Organization of Realtors.....48 Market Share Solutions.........................22 Massachusetts Institute of Technology........................................18 McNair Law Firm.................................48 Merchants Bank....................................49 Merrill Bank .........................................49 Microsoft Corporation..........................58 Million Women Mentors (MWM).................................. 9, 39, 58 Morgan Stanley...................1,5, 33, 36, 43 Morgage News Network(MNN)...........61 N NAHREP....................................... 21, 58 National Association of Realtors....................................... 17, 20 National Credit Union Administration.................10, 11, 13, 15 National Football League (NHL).........37 National Mortgage Professional............61 National Women’s Business Council (NWBC)............................. 1,5, 33, 40 NAWRB.................... 2,3, 4, 5,6,7, 10, 11 12, 16, 23, 27, 31, 33, 34, 35, 36, 37, 38, 39, 40, 41, 53, 54, 55, 58, 59, 61 NAWRB Women’s Global Resource Center..................................3 NBC Latino..........................................21 New American Funding........................21 New Penn Financial..............................17 NMP.....................................................62 O Office of Minority and Women Inclusion (OMWI).............. 10, 11,13, 15, 40, 58 Office of Small Business and DVBE Services..................................................40 Office of the Comptroller of the Currency (OCC)........ 10, 11, 13, 14, 15 Orrstown Bank......................................49 Office of Management and Budgent (OMB)..............................................11 P People’s United Bank.............................49 Pepsico...................................................39 Pinnacle Group.....................................39 PricewaterhouseCoopers.......................47

INDEX Prospect Mortgage................................17 R RE/MAX.............................17, 18, 19, 22 Realty411..............................................58 RIS Media................................. 17, 44, 58 S San Francisco Business Times...............20 Second Century Ventures......................20 Securities & Exchange Commission (SEC)..........10, 11, 13, 15 Shannon B. Jones Law Group, Inc.........18 Sigma Associates LLC..........................21 SMU......................................................49 Sindoe...................................................20 Sodexo...................................................39 Southwestern School of Banking..........49 Small Business Administration (SBA).............2,5, 25, 26, 30, 31, 40, 58 T Tarrant County Housing Partnership....20 TATA Consultancy Services..................39 Texas A&M University.........................17 The Herman Group...............................22 TotalBank..............................................48 Twitter...................................................39 U Union Bank...........................................58 University of Michigan..........................33 University of South Carolina.................48 University of Southern California..................... 17, 18 University of California San Diego................... 52, 53 V Vantium Capital, Inc..............................17 Villanova University..............................21 VRM Mortgage Services................. 30, 58 VRMU..................................................58 W Wells Fargo Home Mortgage...... 3, 12, 58 Women Impacting Public Policy (WIPP).................. 25, 58 X Xinnix....................................................19 Y Yelp........................................................45

PEOPLE

A Alexander, Min................................ 18, 58 Andrew, Erin E........................................2 Arvielo, Patty.........................................21

B Benitez, Belester....................................12 Blass, Victoria........................................18 Bonnell, Tami.................................. 17, 24 Brobst, Barbara......................................49 Brooks, Jordan........................................6 Brooks, Melodee....................................58 Butler, Angela........................................49 C Carrera, Angel.......................................40 Cofield, Joyce..........................8, 12, 13, 14 Contrras-Sweet, Maria..........................31 Cunningham, Casey..............................19 D Dempsey, Patrick...................................54 Drake, Barbara.......................................49 Duff, Gigi Ganatra................................49 E Eckhart, Aaron......................................54 F Fairchild, Courtney................................26 Fimbres, Lorena....................................39 Firth, Colin...........................................54 Flanagin, Jennifer..................................48 Ford, Henry...........................................43 Fuentes, Jeannette..................................19 G Galifanakis, Zach...................................54 Gass, Melanie........................................58 Goodaller, Jane.....................................64 H Hanks, Tom...........................................54 Harris, Alton B......................................54 Harris, Carla......................... 1,5, 9, 32, 33, 34, 35, 36, 37, 38 Harris, Dakota........................... 36, 37, 38 Hodges, Mayor Betsy............................39 Hood, Ann............................................54 I Inouye, Jay.............................................58 J Jackson, Hilary......................................17 Jones, Jay................................................12 Jones, Odysseus.....................................12 Jones, Shannon......................................18 Jordan, Renee Marie..............................17 Julian, Betsy...........................................19 K Knight, Angle........................................21 Kramer, Andrea S..................................54 Krieter, Pam...........................................48

L Levine, Sharon P.A................................58 Linney, Laura........................................54 M Marinac, Catherine................................53 Marquis, Julie........................................49 Mathoda, Rayman.................................48 Mbue, Imbolo........................................54 Miller, Kris............................................20 Moss, Toni.............................................19 Mortimer, Joanne M.D.................... 52, 53 O Obama, President Barack.............. 1,5, 33 P Patno, Desirée...........................5, 7, 12, 41 Patterson, Ruth, Ph.D............................53 Pimsleur, Julia.................................. 12, 43 Primak, Karen........................................26 Q Quinn, Shelley.......................................49 R Reeser, Elizabeth W...............................48 Reynolds, Lt. Gov. Kim.........................39 Rionda, Nhayiry D................................48 Roberts, Chef Joshua................... 8, 50, 51 Roderick, Kendall..................................12 Rollings, Karen......................................18 S Schumacher, Amy Brandt......................17 Senft, Louise Phipps.............8, 12, 45, 46 Shinners, Margery.................................48 Spiro, Teri..............................................21 Steele, Rebecca................................ 21, 58 Stripay, Kara..........................................44 Sullivan, Ann.................................. 12, 27 Swanepoel, Stephan...............................17 T Turner, Britnie.......................................20 Travis-Johnson, Cheryl...........8, 12, 47, 58 V VanNess, Donna....................................20 Vinci, Shannon......................................22 W Walsh, Mayor Martin............................39 Wiig, Kristen.........................................54 Wilcox, Ginger......................................20 Wilson, Owen.......................................54 Y Yannaccone, Susan.................................48 Z Zellweger, Renee...................................54 NAWRB MAGAZINE |

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WHAT WOMEN WANT FASHION

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