Bay Area Women Magazine - Dion Lim by Rich Borell

Spr i ng/ Summer2019

Honest ,Funny& Fi l l ed wi t hPassi ont o EmpowerWomen!

Di onLi m,

NewsAnchor/Repor t er ABC7News,KGOTV

• Over 30 years sales and marketing executive in telecom and hi-tech • Serves on the boards of two non profit senior care corporations • 4th generation Peninsula resident & has lived in Los Altos for over 30 years • Consistent top producer & member of Alain Pinel’s President Club

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Lynn North Respect, Service, Results, & Referrals

RESULTS: All homes have sold in an average of 9 days and all for over the asking price!

“I am personally committed to your success in selling or finding your dream home.” Lynn North direct 650.209.1562 | cell 650.703.6437 | fax 650.941.1411 lnorth@apr.com | www.LynnNorth.com

Serving The Communities Of Los Altos, Los Altos Hills, Mountain View, Sunnyvale, And Cupertino

Lynn North Respect, Service, Results, & Referrals

RESULTS: All homes have sold in an average of 9 days and all for over the asking price!

“I am personally committed to your success in selling or finding your dream home.” Lynn North direct 650.209.1562 | cell 650.703.6437 | fax 650.941.1411 lnorth@apr.com | www.LynnNorth.com

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A SPECIAL CONVERSATION

WITH PAT WADORS, Senior Vice President of Global Talent Organization at LinkedIn

ful and fastest growing companies in Silicon Valley and the world. Pat joined LinkedIn in January 2013 “to lead its world-class talent (HR) team. In addition to hiring, retaining and inspiring top talent, Pat is also responsible for all employee related HR programs at LinkedIn, including compensation and benefits and performance management”. Since her arrival, the company has nearly tripled in size. All this, and more, is why she is one of the most respected voices in business. In this brief conversation, enjoy what is some of her vision and philosophies, as we indeed have … Q: How do you see HR evolving – from what it was to where it is and your vision of where you see it heading? PW: HR is evolving from a function that is often viewed as process oriented to more of an innovative role. Typically, HR folks are not the first to deviate from the norm, but successful companies will have HR teams that are not only subject matter experts but they innovate at the same time. They are the ones in the industry that are making Human Resources hip and progressive. This is what we aspire to at LinkedIn. For instance, I am always looking to move the needle and to

yond their own boarders and think of talent issues that affect the world. They become game changers. SVL: Regarding talent – What are some of the key elements looked for – How important are data analytics and PW: When it comes to talent I hire for humility and intellectual curiosity. The candidate needs to have a decent amount of the skills required for the role, but as long as they have humility and curiosity, then the rest can almost always be learned. I am also a strong believer in treating people beautiful-

The HR Organization of the Future … What Does It Mean?” nization at LinkedIn. LinkedIn is one of the most success-

ny culture. Typically, these are individuals who think be-

what can aspiring employees learn to improve?

“How LinkedIn Is Creating

Pat Wadors is Senior Vice President of Global Talent Orga-

have the ability to inspire leaders and influence compa-

ly. At LinkedIn we are in hyper growth and in order to maintain our wonderful culture we need to continue to hire people who believe in this sentiment. We also need gain a fresh perspective. What better way to do this, and tap into the collective brainpower, than by bringing together the best and the brightest interns from around the Bay Area? We did just that this past summer when we hosted our first ever HR Hackathon event. Teams comprised of technical and non-technical interns competed against each other to come up with the coolest, most creative, out-of-the box solutions to today’s toughest HR problems. Over 150 interns from companies across the Bay Area participated, and the energy level and breadth of ideas generated from each team was inspiring. The future of HR is not about avoiding policies and processes, it is more about innovation and knowing what should be global vs. local, and creating unique experiences that differentiate your company. These leaders help evolve/create an amazing talent brand for their organizations and influence HR practices in their community. They are willing to experiment and compete for talent in new ways. I meet with my peers and other HR and Talent Acquisition leaders every single week. What I am discovering, are more leaders are in that third bucket or are leaders who aspire to be in that space. It means taking more intelligent risks. They

to constantly reinforce our culture through our behaviors and decisions we make every

Pat Wadors and participants of LinkedIn’s inaugural HR Hackathon. Photo credit: Tony Chung

to work for. Connect with those employees and see how they navigate the company. Remember – a company’s best hire is a referral from someone else at the company. If you really want to work somewhere try to find alumni from your alma mater that already works there, grab coffee with a current employee, follow the company, etc. Leverage your network to help you get your next job.

day. Pulsing our employees twice

SVL: HR is the catalyst - What

a year on an employee voice sur-

makes a good employee, man-

vey is one way in which we gauge

ager, leader desirable and great

our culture and engagement.

for the company and also for the

To help drive talent strategies

employee, himself/herself?

that truly enable our businesses success – we need data. Talent Analytics is the new oil. At LinkedIn we have built a talent analytics team to help us find, engage, hire and retain the right people. The data helps us understand things like where the candidates are, what skillsets they have, and who our competition is. This data also helps me keep an eye on our organizational health. What is our hiring pattern? Where do we have the most effective leaders? What do they do different that we can leverage in other teams? What are the key drivers to engagement? Data helps us solve problems and improve as a company. Regarding aspiring employees they need to learn to build out their network; connect with people who they went to school with, or worked with. Add your friends and family. Then learn about the companies and cultures you aspire

PW: I believe that a good employee is always learning, has a strong work ethic and is a brand ambassador for their organization. Managers and leaders need to lead the way. They create the vision that others aspire to achieve. They need to be authentic and treat people beautifully. They should ensure their teams are working on a good mix of projects that both stretches them in their skills and contributes to the success of the company. They encourage the team to come to the table with solutions, not problems. They realize that mistakes are just part of the necessary learning curve and should not be hidden. They believe in transparency to build trust. They strive to be both empowering while holding themselves and their teams accountable.

A SPECIAL CONVERSATION

WITH PAT WADORS, Senior Vice President of Global Talent Organization at LinkedIn

ful and fastest growing companies in Silicon Valley and the world. Pat joined LinkedIn in January 2013 “to lead its world-class talent (HR) team. In addition to hiring, retaining and inspiring top talent, Pat is also responsible for all employee related HR programs at LinkedIn, including compensation and benefits and performance management”. Since her arrival, the company has nearly tripled in size. All this, and more, is why she is one of the most respected voices in business. In this brief conversation, enjoy what is some of her vision and philosophies, as we indeed have … SVL: How do you see HR evolving – from what it was to where it is and your vision of where you see it heading? PW: HR is evolving from a function that is often viewed as process oriented to more of an innovative role. Typically, HR folks are not the first to deviate from the norm, but successful companies will have HR teams that are not only subject matter experts but they innovate at the same time. They are the ones in the industry that are making Human Resources hip and progressive. This is what we aspire to at LinkedIn. For instance, I am always looking to move the needle and to

yond their own boarders and think of talent issues that affect the world. They become game changers. Q: Regarding talent – What are some of the key elements looked for – How important are data analytics and PW: When it comes to talent I hire for humility and intellectual curiosity. The candidate needs to have a decent amount of the skills required for the role, but as long as they have humility and curiosity, then the rest can almost

The HR Organization of the Future … What Does It Mean?” nization at LinkedIn. LinkedIn is one of the most success-

ny culture. Typically, these are individuals who think be-

what can aspiring employees learn to improve?

“How LinkedIn Is Creating

Pat Wadors is Senior Vice President of Global Talent Orga-

have the ability to inspire leaders and influence compa-

gain a fresh perspective. What better way to do this, and tap into the collective brainpower, than by bringing together the best and the brightest interns from around the Bay Area? We did just that this past summer when we hosted our first ever HR Hackathon event. Teams comprised of technical and non-technical interns competed against each other to come up with the coolest, most creative, out-of-the box solutions to today’s toughest HR problems. Over 150 interns from companies across the Bay Area participated, and the energy level and breadth of ideas generated from each team was inspiring. The future of HR is not about avoiding policies and processes, it is more about innovation and knowing what should be global vs. local, and creating unique experiences that differentiate your company. These leaders help evolve/create an amazing talent brand for their organizations and influence HR practices in their community. They are willing to experiment and compete for talent in new ways. I meet with my peers and other HR and Talent Acquisition leaders every single week. What I am discovering, are more leaders are in that third bucket or are leaders who aspire to be in that space. It means taking more intelligent risks. They

Pat Wadors and participants of LinkedIn’s inaugural HR Hackathon. Photo credit: Tony Chung

always be learned.

to work for. Connect with those employees and see how

I am also a strong believer in treating people beautiful-

they navigate the company. Remember – a company’s

ly. At LinkedIn we are in hyper growth and in order to

best hire is a referral from someone else at the company.

maintain our wonderful culture we need to continue to

If you really want to work somewhere try to find alum-

hire people who believe in this sentiment. We also need

ni from your alma mater that already works there, grab

to constantly reinforce our culture through our behav-

coffee with a current employee, follow the company, etc.

iors and decisions we make every

Leverage your network to help you get your next job.

day. Pulsing our employees twice a year on an employee voice sur-

Q: HR is the catalyst - What

vey is one way in which we gauge

makes a good employee, man-

our culture and engagement.

ager, leader desirable and great

To help drive talent strategies

for the company and also for the

that truly enable our businesses

employee, himself/herself?

success – we need data. Talent Analytics is the new oil.

PW: I believe that a good em-

At LinkedIn we have built a talent analytics team to help

ployee is always learning, has a strong work ethic and is a

us find, engage, hire and retain the right people. The data

brand ambassador for their organization.

helps us understand things like where the candidates

Managers and leaders need to lead the way. They cre-

are, what skillsets they have, and who our competition is.

ate the vision that others aspire to achieve. They need to

This data also helps me keep an eye on our organization-

be authentic and treat people beautifully. They should

al health. What is our hiring pattern? Where do we have

ensure their teams are working on a good mix of proj-

the most effective leaders? What do they do different

ects that both stretches them in their skills and contrib-

that we can leverage in other teams? What are the key

utes to the success of the company. They encourage the

drivers to engagement? Data helps us solve problems

team to come to the table with solutions, not problems.

and improve as a company.

They realize that mistakes are just part of the necessary

Regarding aspiring employees they need to learn to build

learning curve and should not be hidden. They believe

out their network; connect with people who they went to

in transparency to build trust. They strive to be both em-

school with, or worked with. Add your friends and family.

powering while holding themselves and their teams ac-

Then learn about the companies and cultures you aspire

countable.

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Featured Local Business

Since 1977 — A Tradition in Downtown Mountain View

Champagne/Sangria Brunch Saturday and Sunday 11am-3pm

Banquet Facilities Seat up to 40 Monday-Thursday 11:00am-2:00pm and 5:00pm-9:00pm Friday 11:00am-2:00pm and 5:00pm-10:00pm Saturday 11:00am-10:00pm • Sunday 11:00am-9:00pm

240 Villa St., Mountain View, CA 94041 • (650) 968-1364

Infoblox - a global leader in delivering Actionable Network Intelligence to enterprise, government, and service provider customers around the world - has launched a global initiative entitled the“Women’s Internal Network”(WIN) to increase the representation of women at the company. The purpose of WIN is to build an internal support system to attract, retain and promote women in the workplace. A global initiative of this magnitude can only be successful with active support at the highest level.

Bay Area Women Magazine caught up with the Executive Board for the WIN group … • Jesper Andersen, CEO • Sonya Andreae, Vice President of Global Customer Advocacy • Norma Lane, Executive Vice President of People & Places Read on to see what each has to say . . .

Q&A with Infoblox’s WIN Executive Team “Our primary focus is to expand the presence of women in leadership, enterprise direct sales, and engineering roles.” JESPER ANDERSEN - INFOBLOX CEO

Q: What is the purpose of Infoblox’s “Women’s Internal Network” and what need will it serve? JA: Our purpose is to build an internal support system to attract, retain and promote women in the workplace. Our primary focus is to expand the presence of women in leadership, enterprise direct sales, and engineering roles.

SONYA ANDREAE - GLOBAL CUSTOMER SERVICE & SUPPORT EXECUTIVE

Q: As a company, what made you stop and say … “we need to create a WIN program?” JA: We value diversity at all levels and in all job categories throughout the organization. We’re fortunate to have a diverse workforce, in general. However, we lack broad representation of Women in senior leadership and technical roles. We decided to create an internal network for women to learn together and from each other. Additionally, we want to support external efforts that inspire young women to pursue engineering and technology careers. This will help fill the pipeline with qualified candidates in the future. Collectively, we think we can make a difference. The result will be a more engaged and productive workforce, and ultimately a more successful organization. Q: What goals do you hope to achieve and what is your time frame? JA: We haven’t established a timeframe or specific quotas to achieve. Instead we’re taking direct action to achieve our goals in everything we do. From recruitment, to employee development, outreach activities and mentoring efforts. Additionally, we’re participating in a variety of community initiatives that align with our goal. Q: How will you monitor the progress of WIN? JA: We’ll measure our effectiveness in engagement levels of women employees through our mid-year and annual employee engagement survey. Additionally, we’ll measure our percent of women representation in leadership and technology positions.

JESPER ANDERSEN - INFOBLOX CEO

Q: What do you think is the most significant barrier to female leadership? SA: A primary concern is the lack of women entering the Engineering/technical profession resulting in fewer women available to assume leadership position in the high-tech industry. There are a variety of social and economic reasons that have resulted in an imbalance of women in leadership and technology. Many women don’t have mentors at home to help shape their career aspirations. Others were preoccupied with fulfilling traditional roles of being a mother and/or caretaker, placing their career goals on the back burner. Additionally, there are still deep-seated biases that have existed for many generations. During the last few decades I’ve seen a positive shift in this mindset. As a result, women are achieving parity in the workplace. Although we’re seeing positive change in the workplace, it will require sustainable change in institutional mindset to correct these biases over time. Male presence still dominates the boardroom and C-Suite positions.

Q: Why is tech the fastest-growing industry in the U.S. which is predicted to provide more job opportunities than all other professional sectors, still failing to attract and retain women in your opinion? SA: I wouldn’t say the high-tech industry is failing at attracting and retaining women in the workplace. Quite the opposite. I think we’re making significant progress. More than ever, employers are sponsoring mentorships for women in technology and proactively pursuing opportunities to expand their representation of women, particularly in technical positions. Additionally, there are now many Corporate-backed outreach programs designed to attract and inspire women to enter high-tech careers. STEM and Code.org come to mind as two well-funded programs sponsored by employers in the high-tech industry. However, as noted earlier, it takes time to change mindset and practice resulting from generations of gender bias. Infoblox is one of many employers who are embracing this change in mindset by promoting women leadership in the workplace and sponsoring programs aligned with our beliefs.

Q&A with Infoblox’s WIN Executive Team “Our primary focus is to expand the presence of women in leadership, enterprise direct sales, and engineering roles.” JESPER ANDERSEN - INFOBLOX CEO

SONYA ANDREAE - GLOBAL CUSTOMER SERVICE & SUPPORT EXECUTIVE

JESPER ANDERSEN - INFOBLOX CEO

NORMA LANE - CHRO AND EXECUTIVE VICE PRESIDENT OF PEOPLE & PLACES NORMA

“We would like to see a significant increase of women represented in our management and technical positions. We are committed to creating and maintaining a work environment that reflects gender diversity, which in turn, will result in higher employee morale, superior performance, and ultimately profitability. ” NORMA LANE - EXECUTIVE VICE PRESIDENT OF PEOPLE & PLACES

Q: Focusing on diversity in the workplace is an essential step in building a great culture. How has Infoblox responded to this challenge as a company thus far? NL: Fortunately, we’ve built a great culture and a cool work environment which focuses on collaboration, respecting others, and having fun. (“We believe that a fun, caring, collaborative, and learning work environment will stimulate creativity and innovation that results in customer satisfaction and business success,” said Jesper Andersen, CEO of Infoblox) We also maintain a diverse work environment and fully embrace diversity in all areas of the company. Our challenge is finding qualified candidates in our senior management, direct enterprise sales, and Engineering environment. We’re taking steps to sponsor programs (like Hour of Code) that promote women in technology through STEM and various professional associations (such as Watermark) who are also aligned with our purpose. This will help build a strong pipeline of female candidates for future consideration. Additionally, we’re sponsoring a variety of programs to develop and promote women currently employed at Infoblox. Q: There is currently lack of women in tech … does Infoblox have a goal of how many Women they would like to employ in the company? NL: We would like to see a significant increase of women represented in our management and technical positions. We are committed to creating and maintaining a work environment that reflects gender diversity, which in turn, will result in higher employee morale, superior performance, and ultimately profitability. Q: A diverse workplace is proven to get better results, more accurately reflects your customer/client base, and ensures a wider range of experience. Do you feel WIN project will help Infoblox meet its goals? NL: Absolutely! A diverse work environment offers diverse opinions on broad business issues. Ultimately, business decisions are well thought out and result in sustainable solutions because we’ve considered a variety of creative ideas and in-depth insight.

SONYA ANDREAE - GLOBAL CUSTOMER SERVICE & SUPPORT EXECUTIVE

NORMA LANE - EXECUTIVE VICE PRESIDENT OF PEOPLE & PLACES

Q: What woman inspires you and why? NL: Personally, I relate to women who are successful because of their resilience and grit. They’ve been through their share of life experiences that may have been challenging. However, they remained focused and determined, despite the obstacles. These women were not born with a silver spoon. They didn’t come from privileged families who paved the way for their success. Instead, these women envisioned their dreams and seized opportunities to pursue them; Overcoming many speed bumps along the way. Even after achieving success they remained humble and gave back to their community so that others can also prosper. Oprah Winfrey comes to mind. My Grandma is another.

NORMA LANE - CHRO AND EXECUTIVE VICE PRESIDENT OF PEOPLE & PLACES NORMA

SONYA ANDREAE - GLOBAL CUSTOMER SERVICE & SUPPORT EXECUTIVE

NORMA LANE - EXECUTIVE VICE PRESIDENT OF PEOPLE & PLACES

Bay Area

WOMEN magazine

We Support Diversity and Gender Equality – An Issue Greater Than Just “Equal Pay in the Workplace”

The story behind Bay Area Women Magazine and Website has always been to empower, inspire and support women in our local communities and the workplace. We believe in diversity and gender equality, equal pay for equal work and believe that no woman should have to be in fear of harassment or assault in her community or workplace. Women have made unquestionable advances — from American boardrooms and courts of law, to political and sports arenas — but inequality remains, especially in poor or rural areas. By simply being inclusive of an equitable number of women in an organization, it has availed itself of a larger talent pool, increased its attractiveness to potential talent, increased its ability to retain talent and has brought an insightful eye to market to potential users and clients of the organization’s products or services. While outcomes of equality in the workplace should be achievable equally among genders, these outcomes may not necessarily be the same for all. Still, it’s essential to advance the trend of acceptance and advancement in gender equality to ensure that access and enjoyment of the same rewards, resources and opportunities are available to all. This includes freedom from gender discrimination and its stereotypes, pregnancy and parenting, freedom from discrimination in fields of employment where women have traditionally been excluded or discouraged and the systemic undervaluing of work traditionally performed by women. Workplaces need to provide equal opportunities and pay for equal work; there is no justifiable reason based on gender not to do so. There should never be limits to the equal participation of women in the workforce. All should have access to all positions and industries; including leadership roles regardless of gender. Women represent nearly half of the U.S. workforce and the number of women in politics is increasing rapidly. At some point in their career, one in four women has been subjected to harassment at work. Management has a responsibility to ensure they act early to both identify and stop harassment, but unfortunately, in many companies, occurrences are often ignored. If there are signs of harassment taking place within the workplace– no matter how big or small – it should be rectified immediately, and preventative processes reevaluated to avert such occurrences from happening again. Organizations have a responsibility to maintain an environment that is free of sexual harassment. Today we are asking that our communities’ most prominent workplaces and community organizations take a step to join Bay Area Women Magazine and its website to advocate for respectful, fair and dignified treatment of women. Thank You Rich Borell Founder & Publisher

Bay Area

WOMEN magazine

We Support Diversity and Gender Equality – An Issue Greater Than Just “Equal Pay in the Workplace”

Honest, Funny & Filled with Passion to Empower Women!

Dion Lim,

News Anchor / Reporter ABC7 News, KGO-TV Q: How did your career start as news anchor? DL: By a stroke of pure luck! I had always wanted to be a reporter, then a network correspondent before the age of 30. This was the career path I had carved out in my head. But during my first on-air job in tiny Springfield, Massachusetts, (market 109) just a year into the job, somehow, my agent got a call from the ABC station in Kansas City (market 33) and asked if I wanted to try anchoring. Having never anchored before, and wanting to keep it a secret, a friend of mine from a competing station snuck me into their studios after hours to record a demo using the day’s old scripts. When I got the job and first sat down at that desk, (much to the chagrin of my much older, experienced, talented co-workers) I made a lot of mistakes but learned so much. All it took was for one person to believe in me, someone who thought I had talent and just needed the experience and skills. He laid the foundation for what I do today, and I wouldn’t trade it for anything else in the world. Q: What is a typical day like for you? DL: After working nights most of my career, I’ve discovered unless you are regimented on waking up it’s far too easy to sleep in until noon! So, when the alarm goes off, usually around 8 I immediately get on my phone and scroll through social media and catch up on the big news of the day. That keeps me from going back to sleep. DION AT THE OSCARS 2019

In the news business you never know what your

REPORTING ON THE KAVANAUGH HEARING

shift will be depending on the day...and that some weeks I work day shifts and night shifts and the occasional early morning 3am shift! The hours before my shift starts at 2:30 or 3 pm, I try to be as productive as possible. This week, I’m meeting with the Asian Realtors Association of America to go over a speech I’m presenting for their yearly gala.Other days I meet up with friends for lunch since I’m at work at the time most people go out to dinner and drinks. I’ve been a part of an online food group called #FoodTravelChat for several years and for the San Francisco members, we explore new places to eat and we jokingly refer to ourselves as “those people” who take photos of our food to post on social media later! As soon as work begins, it’s go-go-go. For reporting shifts, I’m in assignment meetings, making calls, in the field grabbing interviews and trying to juggle many tasks at once. A photographer friend of mine introduced me to a device called a Hot Logic, which is like a portable oven the size of a lunchbox. I use it to eat while I write my story script and web script. Depending on what I’m covering, I could be live in the 11 pm newscast. The fact you never know where you’ll be on any given day is what makes reporting exciting. On anchoring days, it’s equally as busy, but inside the station. There is proofing and writing of scripts. Recording teases and tracking story packages and calls to set up stories for reporting days. Since we have a lot of newscasts at ABC7 during

the week and on the weekend, I usually use my Hot Logic at my desk for dinner or we’ll all order delivery. Postmates, Caviar and Uber Eats are a must some nights! Some evenings, we’ll have special guests visit the studio. I’m involved with a group called Best Buddies, which promotes friendship, job creation and confidence for those with physical and developmental disabilities. Recently, a generous donor spent $1600 to sponsor a group of 10 Buddies and their family members to watch one of our newscasts. My co-anchor Eric Thomas and I, along with meteorologist Drew Tuma spent time answering their questions, showing them the technology of the studio and just spending quality time eating cake with them. These evenings are very special to me and part of why I love what I do! After getting home at around midnight, (or later if I’m reporting and live somewhere far away from the station) I stay up another hour or two reading, unwinding with all of my DVR’d shows and eating my 4th meal with my husband. He is a professional poker player and has a flexible schedule, so it’s good he’s a night-owl too! Q: Can you share with our audience one of your most memorable events you’ve covered? DL: My first day on air at ABC7 was when the North Bay Fires broke out. As soon as I stepped into the newsroom, a colleague thrust a big red

Honest, Funny & Filled with Passion to Empower Women!

Dion Lim,

In the news business you never know what your

REPORTING ON THE KAVANAUGH HEARING

newscast from her. She taught me every has a season and a place to shine. Lyanne Melendez here at ABC7 News/KGO-TV is inspirational because she’s reported all over the world for CNN and is tough as nails, knows who she is and has been a cheerleader for me as the relative new kid at KGO. Members of Women Entrepreneurs of Los Altos launch festive inaugural 2017 WE Vibe Block Party highlighting the women-owned businesses of Los Altos.

I’ve had a lot of success, but behind it also came a lot of rejection. But it’s those who said “yes” and took a chance or believed in me that helped me get to where I am today.

DION VISITS GOOD MORNING AMERICA

bag my direction and inside was my fire-retardant suit, a face mask, and hard helmet. I’ve covered tornadoes and hurricanes and all other natural disasters...but a wildfire, which grows, and spread is unlike anything I could ever imagine. I met so many people those first few days who had experienced tremendous loss. A man, covered in ash, dazed and wandering the streets. A family frantically packing up their belongings to evacuate. A woman who had lost a dozen horses to the flames. I still keep in touch with some of them today, and it’s been encouraging to hear how they’re starting to rebuild and piece their lives back together. The funniest? A time in Kansas City when a man was arrested after licking a frog, hoping the animal’s poisonous venom would create a hallucinogenic experience! Q: What’s one lesson you’ve learned in your career that you can share with our audience? DL: That you don’t have to be the smartest, the most talented or most skilled in order to thrive in your career. (I’m definitely not and have the grades from school to prove it!) It’s about being able to communicate, not

Q: Do you have any advice you can share for those women who may want to pursue a career in broadcast journalism? DL: Don’t be discouraged by the “no’s”. Let them fuel your passion to strive for something better. This is a subjective business. It’s not like mathematics, where there is always a clear and defined right or wrong answer to an equation. In TV news, you could be a Pulitzer Prize-winning journalist, but if one person doesn’t like your voice, and you don’t get the job, does that mean you’re not talented? Absolutely not.

only with an audience but during those day-to-day “microinteractions” in the workplace and also with yourself. Being comfortable in your own skin to have the confidence to tackle any challenge that comes your way. This is the theme of my book “untitled” (McGraw-Hill 2019) coming out this fall. Q: Which woman inspires you and why? DL: Do I have to pick just one?! The cliché thing to say would be my mom but she is truly remarkable in many ways. My mother grew up in Taiwan and because girls were not viewed as valuable like boys, she was given away to another family. When that family rejected her and gave her back, can you imagine what that must do to you psychologically? Later as an immigrant she faced tremendous racism and adversity in the US. I’m amazed by her work ethic and grit to get things done and to take care of our family despite all of the hurdles. When it comes to TV news, I’ve had the fortune of working with some remarkable women in my career. Sonja Gantt the former main anchor at the NBC station in Charlotte taught me how to lead a newsroom with kindness and empathy when I took over the 11pm

Q: What are some of the challenges you feel women face today? DL: What AREN’T some challenges women face today? An important topic I speak about often at schools and at women’s conferences is being “ok” with who you are and understanding you are “enough”. There is so much pressure to look and sound a certain way. To fit the standard of beauty and success. But unless you wholeheartedly grasp the notion of acceptance of who you are, you cannot effectively emote and communicate with your audience, your colleagues, the environment around you. Early in my career, I was very insecure. Unaware of my unique talents as a person. But during this time, I was portraying this image of perfection on TV. It was not authentic. My advice is to never let others take away your confidence. Your sense of self-worth. It empowers you to pass on these lessons to others and empower them. If you remember what that is, you’ll be untouchable. Q: What advice would you give to young women who want to succeed in the workplace?

DION AT THE 2018 OSCARS

DL: It’s why I partnered with my literary agent at Full Circle Literary and my publisher, McGraw-Hill to write a book about communication. It’s number one. Unlike in say, college, workplaces are filled with people from all different backgrounds, all different ages. The bringing together of a diverse workforce means each person can bring inherent skills and talents to the table. But it also can mean breakdowns in communication style. This breeds stress, drama, and frustration. You don’t have to be the smartest, the quickest or the most talented. But when you know how to listen and react appropriately with those you interact with, you’ll have a more productive, harmonious work environment. Q: What do you like the most about living in the Bay Area? DL: Hands down the diversity, which is reflected in the thinking, the lifestyle, and the FOOD! Every city I’ve had the opportunity to work in has shaped who I am today, and I’m so grateful for those experiences. But San Francisco has a vibrancy like no other, which makes me feel alive.

I’ve had a lot of success, but behind it also came a lot of rejection. But it’s those who said “yes” and took a chance or believed in me that helped me get to where I am today.

DION VISITS GOOD MORNING AMERICA

DION AT THE 2018 OSCARS

ustin Design Design CREATORS CREATORS OF OFDISTINCTION DISTINCTION COMBINING COMBININGTHE THEOLD OLD WITH THE NEW WITH THE NEW

Catherine Canfield

has been creating distinctive interiors unique to each clientâ&#x20AC;&#x2122;s personal taste since 1985. Her design philosophy involves working hand in hand with her clients, listening carefully, so as to define their individual style. By integrating their treasured possessions, combined with the necessary experience, imagination and inspiration, to result in an exceptional interior and loyal clientele. Catherine consults on design concepts, color, space planning, lighting, finish materials, fixtures, furnishings, wall coverings and finishes floor and window coverings, art and accessories. Our focus is to assist our clients in expressing their own unique

and individual style, which best suits their budget and lifestyle. Specializing in all phases of interior design, from in home consultation to complete redesign, remodel or design & build, providing design advice for every aspect of your home or office. Austin Design can assist you with conceptual design and specification and/or purchase of custom furnishings, lighting, window, wall & floor coverings, color selection, space planning, kitchen & bath design, artwork and accessories, as well as, many other resources available to the design trade. Regardless of your personal style, Catherine combines vision, presence, sophistication and beauty to create the perfect artful enhancements for your home.

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Cathleen Gouveia is the Design Principal of Cathleen Gouveia Design, an award-winning design firm based in Belvedere-Tiburon, California delivering high-end residential Interior Design and Project Management services to the San Francisco Bay Area, Lake Tahoe, the Napa and Sonoma Wine Region, the Hamptons, Nantucket and beyond. Her work has been featured on Home and Garden Television (HGTV), California Living® Television, in The San Francisco Chronicle, and several other periodicals. Cathleen is the 2016/17 President of ASID California North, and an Associate Member of the IIDA. CGD was founded in Sausalito in 2004. Cathleen previously designed spaces for prestigious residential design firms in San Francisco. Her work has appeared at The Traditional Home Napa Showhouse (2012 and 2014), The San Francisco Decorator Showcase House (2011), The Elle Décor Home Tour (2011) and the Marin Designers Showcase House (2004, 2005, 2007, 2010). The San Francisco Chronicle named Cathleen a, “San Francisco Stylemaker”. Ms. Gouveia was the recipient of The 2011 ASID Cal North Design Excellence Award for, “Best Sustainable Residential Interior Design Project”; The 2015 Design Excellence Award for, “Best Showhouse Design” (1st Place); “The Best Residential Project Under 3,000SF” (2nd Place), and ASID Design Excellence Award this year, “Best Residential Space in the Public Domain (Living Rooms, Dining Rooms). Cathleen graduated with Honors from the prestigious Rhode Island School of Design (RISD) where she received an MFA Degree in Interior Architecture and Design, and received The Departmental Award for Design Excellence. She studied European Architecture, Art and Design in London, Paris, and Rome; and completed post-baccalaureate studies at The School of Visual Arts (SVA), and The N.Y. School of Interior Design. The hallmark of Cathleen’s style is a conceptual perspective unique to the history and vernacular of each building and design client. Cathleen has established a cornucopia of unique sources, artisans and suppliers. In her free time, Cathleen may be found indulging her passion for travel, art, design, music and boating. She divides her time between San Francisco, CA; Bay Head NJ; and East Hampton, NY and one day plans to open a design studio in Nantucket, MA.

P.O. BOX 1203 | TIBURON, CA 94920 TEL. 415.203.8663 | FAX: 888.908.1634 WWW.GOUVEIADESIGN.COM

If you want to find the best home or investment, partner up with an experienced and proven agent, Jessie Lee. She is an award-winning realtor with a track record of among the top 1% of real estate professionals in the Bay Area. Anyone who worked with Jessie is familiar with her tenacity and exceptional negotiating skills. She is well-informed, well-connected, a Graduate of the Realtor Institute (GRI), and a consistent top-earning producer for her brokerage since 2010. Jessie specializes in high-rise condos, urban lofts, corporate, and personal investments, multi-family units, and single-family homes. Over the years, she has cultivated valued client relationships, which help continue to grow her business through referrals. Jessie offers her clients the most up-to-date market analysis and investment opportunities, and her guidance continually leads to smoother transactions. She also prides herself on her hard-working team to provide resources and the best service possible to clients. Raised in Korea by parents who are real estate

investors, Jessieâ&#x20AC;&#x2122;s formative years were heavily influenced by entrepreneurs who often discussed real estate-related topics at dinner. Her upbringing taught her invaluable real-world business experience long before many of her peers began their path to entrepreneurship. Today, Jessie is a product of Korean, American, and French influences, having married a French hubby. She is multilingual and can speak English, Korean, Japanese, and French. Outside of work and family, Jessie is active in the Foreign Investment Professionals Group, and serves as the Vice President of the Korean American Chamber of Commerce in San Francisco. She is an avid traveler who frequently visits Asia and Europe while keeping a close eye on global and local real estate market trends and always brewing up ways to expand her network of investors, financial service providers, and other agents and brokers. Jessie aims to continually bring value to her clients and foster new relationships. If interested in real estate, partner up with Jessie and gain a true friend in the business.

Pamela Lindsay Pamela Lindsay co-founded the College of Adaptive Arts (CAA) with DeAnna Pursai in the spring of 2009, launching a vision of lifelong collegiate education for those who have historically not had access to such opportunity. The effort began with one student and endless possibilities, a twinkle in the eye, and a call upon their hearts. However, that little-vision-that-could has developed into one of their community’s most historic and impactful contributions to accessible, lifelong higher education for adults with differing abilities. The importance of this mission has been recognized locally and state-wide while the college itself has grown strong as a California charitable organization. CAA “Cardinals” are spirited collegiate men and women with a whole wide and beautiful range of learner profiles, including those who happen to have Down syndrome and autism. They have collectively earned over 11,000 credits to-date toward private diplomas in designated areas of adapted classroom study. The students do not need to leave the program upon graduation or cease their learning journey. They can stay and pursue as many diploma tracks as they like or take just one class. Like any community college, CAA is there for students whenever and however they need it. Lindsay explains that adults with differing abilities ages 18 to 70+ can experience obstacles to their pursuit of lifelong academic development including cost, age-out, class content, pace of study, and access to programs. These obstacles inhibit movement toward ongoing diploma goals. Lindsay’s M.A. in Theatre Arts, background in special needs education and consulting, and experience in college classroom instruction guide continual invention of innovative designs for eliminating these limits. She is currently completing her doctorate in research and development of ground-breaking ways for CAA staff, students, families, and community partners to collaboratively construct new solutions for curriculum and instruction within this disruptive and adaptive learning model. A day in Cardinal life has expanded to include joyful learning moments in nine schools of study. However, the need for expanded classroom space also grows every year. According to Lindsay, this is a great problem. They are now launching the next stage of their vision to accommodate growth: the move of their students and programs from current studio space to an existing college campus. The significance of this step will only be surpassed by the increase in the students’ learning and contribution potential. Colleges with space on their campus and in their plans for expanded impact

will experience another stratosphere of identified inclusive learning opportunities when they add CAA to their student community. The battle cry for this revolutionary work is, “Move the mountain!” The students’ motto is, “Showcase ability!” The community cry is “Transform perception!” Lindsay describes these as ingredients for powerful momentum and change if, as their alma mater asks, we all work together and “Just Believe.”

Pamela Lindsy, Co-Founder | College of Adaptive Arts 1401 Parkmoor Ave. #260 | San Jose, CA 95126 | mobile: 408-538-3809

DeAnna Pursai DeAnna Pursai teamed up with Pamela Lindsay in 2009 to co-found College of Adaptive Arts, which provides an equitable collegiate experience to adults with special needs who historically have not had access to college education. This lifelong college model is one the first of its kind in the country, and it’s grow 12-fold since inception. CAA’s vision is empowering the student body to creatively transform perception of individuals with disabilities. The long-term vision is to make this model of lifelong education as flexible and scalable so that it can be replicated across the country to become the Special Olympics model in the education space. DeAnna received her Bachelor’s at Purdue University in special education and elementary education and her Master’s from the University of Illinois at Urbana-Champaign in Educational Policy Analysis. She’s active in the San Jose in San Jose Rotary Club, in the MyProGroup business leads/referrals group, and she sits on the board of Christmas in the Park. Her guiding force is her sister, Angel, who happens to have Down syndrome, who is a constant source of love, guidance, and in rethinking possibility.

DeAnna Pursai, Executive Director | Official Mountain Mover, College of Adaptive Arts 1401 Parkmoor Ave. #260 | San Jose, CA 95126 | mobile: 408-394-6816

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istrative tasks, that there is a human goal and a larger purpose for the work we do. Q: Can you share with our audience one of your most memorable events your career? LKM: I will not soon forget what it took successfully running for the office of County Superintendent of Schools. It was without a doubt one of the hardest things I have ever done — but an incredible learning experience. The opportunity to now impact policy and give voice to the critical issues affecting the students we serve is a privilege. Q: I’ve read that STEM has a diversity problem… how bad is it and what is being done to improve these gaps for girls and especially students of color? LKM: An important part of our work is laying the foundation for increasing opportunities for our students and especially our students of color and our girls in the STEM fields. We know the need is there. Data tells us that only two percent of STEM jobs have included of people of color and women over the past three decades. California is home to 1.4 million jobs in this sector alone. We need to prepare our students not just for the jobs of the future, but the jobs of today. The jobs in these critical fields are here and we need capable, driven young people to fill them.

Alameda County Superintendent of Schools L. Karen Monroe addresses graduates of the Pregnant and Parenting Team Program.

Proven Leadership: Meet L. Karen Monroe, Alameda County Superintendent of Schools Q: How did your career begin and what led to becoming a School Superintendent? LKM: My career began with an interest in college in public affairs and public policy. I graduated from USC with my Bachelor’s degree in public affairs. From there I went to Washington D.C. to work for Shirley Chisholm and began to understand better the nexus between education and policy. I came back to California and went to work in city government. I worked for the City of Compton and then for several non-profits before deciding I would become a teacher like my mother. I soon realized that I had an opportunity to step into leadership and realized the power to affect change through leadership and I followed the opportunity to lead and vision on behalf of students. That ultimately led me to

We are leading an effort called Alignment Bay Area that brings together leaders of industry, school districts, college, labor and community organizations. By putting all of these people together, we are looking to harness their experience, energy and resources to transform systems and come up with solutions to persistent inequities. We need a collective effort to expose our students to careers that will allow them to earn a living wage and launch them into productive adult lives.

the Superintendency in Alameda County. Though I wasn’t certain then where my career path would lead, I now feel I am in the exact right place at to have affect outcomes for the students who need it most. Q: What’s the toughest part of your job? LKM: One of the most difficult parts of the job is to make sure that for districts and for leaders, there is a sense of accountability while focusing on the fact that we are educating children. You really have to hold both of those things at one time. As the County Superintendent, my role is to ensure providing accountability and oversight for the purpose of the success of the 220,000 kids in Alameda County. We must continually remember, amid our admin-

Superintendent L. Karen Monroe speaks to students of Teacher of the Year Ann Villegas at Hillside Elementary, San Lorenzo Unified.

Q: I see several issues facing Public Schools like; Classroom Size, Parent Involvement, Student Health (Obesity) along with Bullying. I’m sure funding is a big issue … what do you feel still needs to be done to assure that no child is left behind? LKM: Funding is a critical issue. I was proud to have led an effort by the 21 Superintendents in in Alameda County in delivering a letter to the gubernatorial candidates advocating for a significant increase in education funding in our state. We have seen increases in recent years, but 90 percent of states in the U.S. fund public schools at a higher level than California. And it has an unmistakable impact on the instruction, programs and services we offer our kids. We must do better. The world is moving and changing fast and our students deserve the opportunity to keep pace. Chief among the services that we need to increase is mental health services for our students. Our kids are facing unprecedented pressures – academic, financial, social. They need support and resources and there must be funding for that. Q: What types of program can be implemented to assure students and teachers can have a continued successful partnership? LKM: School climate is so critical to the success of students and teachers. We need to create conditions where both students and teachers feel empowered to learn, take risks and make the best decisions. Q: What’s one leadership lesson you’ve learned in your career that you can share with our audience? LKM: Stay open to opportunities to lead and trust your instincts about leadership. You always need to make sure you are well-informed as a leader, but at the end of the day, trust what your gut and your heart is telling you is the right decision to make. I would also say to be gracious with those you lead, be sensitive to the jobs they have and understand who they are as people.

Alameda County Superintendent of Schools L. Karen Monroe addresses graduates of the Pregnant and Parenting Team Program.

Proven Leadership: Meet Karen Monroe, Alameda County Superintendent of Schools Q: How did your career begin and what led to becoming a School Superintendent? LKM: My career began with an interest in college in public affairs and public policy. I graduated from USC with my Bachelor’s degree in public affairs. From there I went to Washington D.C. to work for Shirley Chisholm and began to understand better the nexus between education and policy. I came back to California and went to work in city government. I worked for the City of Compton and then for several non-profits before deciding I would become a teacher like my mother. I soon realized that I had an opportunity to step into leadership and realized the power to affect change through leadership and I followed the opportunity to lead and vision on behalf of students. That ultimately led me to

Superintendent L. Karen Monroe speaks to students of Teacher of the Year Ann Villegas at Hillside Elementary, San Lorenzo Unified.

Members of Women Entrepreneurs of Los Altos launch festive inaugural 2017 WE Vibe Block Party highlighting the women-owned businesses of Los Altos. Superintendent Monroe speaks with students about their robotics project at Altamont Creek Elementary in Livermore.

Superintendent Monroe shakes hands with a new graduate at the Court and Community Schools Graduation Ceremony.

Oakland Unified Teacher of the Year Micaela Morse is visited by Superintendent L. Karen Monroe in her dual language kindergarten classroom.

Q: Which woman inspires you and why? LKM: Working for Shirley Chisholm, as a historical figure, as a woman, she inspired me on so many levels. She was a first. She was brave and strong and understood the value of education. Closer to home, my mother is a person who absolutely inspires me. Being a teacher and a principal and really breaking barriers in her time as a teacher in Berkeley in the 60s, and an award-winning principal who really did meaningful work closing achievement gaps for students. Q: What will be the biggest challenge for the generation of women behind you? LKM: As someone who has a daughter in her early 30s, I feel as if the women of my generation were more able to easily step into a career and follow our aspirations. I think it can be more difficult for young people and women with the challenges they face, to do that now. The economics are different, the jobs of the present and future are different. And social media has a big impact on how young women perceive themselves, to the positive and the negative. I think the most important thing that helps young women is mentorship and positive roles models and making sure that they can be connected to people who can speak to what empowerment looks like.

Q: Can you offer advice to parents with daughters graduating from high school? LKM: I am no better equipped than anyone else to offer advice to parents of teens, but the most important thing to me is to build that relationship with your daughter. It is not easy during these years and you have to be intentional about spending time and making time and knowing what you have to offer, as parents, is enough. Yes, explore opportunities to expose them to great mentors and role models, but that is not a substitute for spending time as a parent. And for mothers and daughters, I think that’s extremely important. Q: Can you tell us how you manage your work life balance? LKM: It’s something I continually focus on because I still have work to do there. Entering my second term, particular things are in place here and I know the job better and can organize my work in a way that I’m hopeful it becomes more manageable. But it is something that I give serious consideration and thought to, because if you don’t, it will never happen. Even if you do, it can be a challenge. You need to have partners and allies in life who will hold you responsible for that balance, who will spend time with you doing things outside of work, who you give permission to check you

Superintendent Monroe visits kindergarten students from Hillside Elementary School, San Lorenzo Unified.

Superintendent Monroe with a student from Ruby Bridges Elementary in Alameda.

when that balance is not in place. I do have those people in my life. Q: What do you like the most about living in the Bay Area? LKM: I have lived in Southern California and in Washington D.C. and whenever I’m in those places, I find myself longing to return to the Bay Area. The Bay Area feels like home. I have always appreciated its diversity of people and geography and I feel like it’s nice to be from a place where people want to be. People want to be here for the great food, the great people and the great landscape. It’s certainly why I want to be here. Q: What are some of your favorite interests and hobbies that you enjoy? LKM: I enjoy spending time with family and friends or hiking or just having a really good conversation. One of the things I really enjoy doing is writing letters. It’s a lost art and I enjoy the art of penmanship and crafting a great retort.

Superintendent Monroe shakes hands with a new graduate at the Court and Community Schools Graduation Ceremony.

Oakland Unified Teacher of the Year Micaela Morse is visited by Superintendent L. Karen Monroe in her dual language kindergarten classroom.

Superintendent Monroe visits kindergarten students from Hillside Elementary School, San Lorenzo Unified.

Superintendent Monroe with a student from Ruby Bridges Elementary in Alameda.

After graduating from the University of San Francisco in 1976 with an elementary credential, Jackie was faced with a downturn in the education system with schools closing and teaching jobs scarce. Wanting to use the degree she obtained, she searched for a position in the corporate world where she’d not only be an employee but educator as well. Always fascinated with construction and property, she landed her first job with Century 21 Real Estate in their Regional Office in San Francisco where she oversaw the company’s real estate school; scheduling classes and managing the students, as well as acting as activities coordinator organizing events for the 144 franchises. In 1979, a new marriage took her to San Diego and another real estate firm, only this time it was as an Asset Manager for The Koll Company, a real estate investment group. Her projects were the Rancho San Diego Shopping Center, with seven major stores and forty small “mom and pop” business. It was her responsibility to see construction was done on time, move the tenants in, and manage the rents. Her next project was The Bank of America Building in downtown San Diego, a twenty-two-story high rise. In 1981, Jackie moved back to the Bay Area with her children’s father to start their family and raised four children in Los Altos. Twenty-three years later, in 2004, as her last child left the nest, Jackie knew her talents would be best served to help others with the largest investment they ever own, their home, and became a residential real

estate agent. In her practice, she prides herself on acting as a consultant, not a salesperson. Her duties to her clients include the education necessary for making the proper decisions when buying or selling a home, as well as serving them above and beyond their expectations. She works to bring her sellers top dollar and guide buyers to properties that will not only have resale value but a home where memories are created, shared and last a lifetime. Her primary goal is to make realty a reality. With her Senior Real Estate Specialist designation, she works closely with the older population and their families making transitions in their life smooth and stress-free. She also holds a certification in dealing with distressed properties. In her spare time, she volunteers at the YMCA, helping adults and children reach their fitness goals; is a mentor with Partnering for Next Generation guiding high school students towards college; and spends her free time raising money for the American Cancer Society, Relay for Life, Habitat for Humanity, and The 100 Women Foundation. Jackie is also a published author. Her first book, My Life in a Tutu, a memoir, was launched in June 2018 with WriteLife Publishers. She is currently working on her next project, The Promise I kept, and is a columnist for the Los Altos Town Crier newspaper with her column Haugh-about-That, covering newsworthy and human-interest stories.

Dr. Aparajita Sohoni Physician Lead, QTbreasthealth

For every woman who is diagnosed with breast cancer, 19 more are likely to endure the sleepless nights, depression and anguish commonly associated with a false positive. And those are just some of the reactions felt by women who have been mistakenly told they have a potentially life-threatening disease. At QTbreasthealth, our mission is to provide reassurance without radiation. With two locations right here in the Bay Area, we provide the only true 3D, FDA-cleared breast imaging technology for women as a follow-up to mammography – and with no radiation, compression or injections. Throughout my career as an ER doctor, I’ve witnessed the results of delayed cancer diagnoses or side effects from treatments and wondered what may have happened with earlier detection or a more progressive approach to medicine like we have at QTbreasthealth. It’s time you put the decision making about your breast health in the most qualified hands – yours.

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Sunaina Arora is proud to be part of Compass, one of the most sophisticated and dominant real estate companies in the Bay Area. She is a full-service real estate professional and brings years of experience to the business. She is committed to growth and is constantly educating herself on ever changing real estate laws and learning new skills. She brings wealth of knowledge and professionalism to the business. Sunaina strongly believes that in business, the best reward is a happy customer. She is patient and takes all the time necessary to guide her clients through the process. Her relentless commitment to clients and their needs, and her passion and enthusiasm for her work has enabled her to build a strong referral based business. A business that is built on partnership, trust and client focus. Whether you are a first time homebuyer or a seasoned seller, Sunaina guarantees that you receive the highest level of service. She is highly skilled in marketing and negotiation. And ensures that you have the best representation in every transaction.

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Q: How did you get involved in the nonprofit sector? PD: I wanted to make a difference and give back to the community and felt the nonprofit sector was aligned with my values. I started off my career providing direct services in education to migrant children and immigrant families in the Salinas and Pajaro Valleys. Being a child of immigrant parents and wanting to give back to my community, I decided to pursue a master’s in social work with a focus in serving low-income Latino children as a therapist. As I was pursuing my degree, I gained a better understanding on how policies impact low-income families and decided to concentrate my career in policy advocacy and community building. For the past 20 years, I’ve worked in the nonprofit sector advocating for improving the lives and opportunities of Latino and immigrant families. It’s my passion and it’s personal. Q: Tell us about your time with the SIREN organization … what changes did you bring about in your role as Executive Director? PD: SIREN, an immigrant rights organization in San Jose, will always be close to my heart. I first started working at SIREN as their policy director. I’m so grateful for SIREN providing me the space and tools to learn how to bring the voice of the immigrant community on issues that are impacting them. I left SIREN to continue advocating for the Latino community in Sacramento with UnidosUs (formerly National Council of La Raza) and Latino Coalition for a Healthy California. I was happy to return to SIREN as their Executive Director in 2005. During my ten years at SIREN, I brought the organization to financial stability, reorganized its program priorities, and partnered with key statewide and national partners that led to victories for immigrants and their families. This couldn’t have happened without having a dynamic and dedicated Board and staff. Q: In your current position as Executive Director of the Chicana / Latina Foundation, can you share with our audience the foundations mission? PD: The mission of the Chicana Latina Foundation (CLF) is to empower Latinas and Chicanas through personal, educational and professional development. We invest in helping Latinas find their own path to success and open a path for others. It’s about cultivating leadership so that they have the confidence and skills to succeed in college, career and life. Q: What has been the impact of Chicana / Latina Foundation in the Bay Area since its inception in 1977? PD: The Chicana Latina Foundation was founded by three Latinas attending UC Berkeley who found the need to support other Latinas pursuing higher education. As first-generation college students, they realized the importance to come together to support each other and future generations of Latina college students. As of today, CLF has awarded nearly $1 million dollars in scholarship assistance to over 600 low-income and first-generation Latina college students in Northern California. Of this number, 400 scholarship awardees have participated in CLF’s leadership institute to succeed as leaders in social change. In 2015, CLF conducted a survey to its alumnae and found that CLF doubled the rate of educational attainment compared to Latinos statewide average.

Promoting Professional & Leadership Development of Latinas,

Patricia Diaz,

Executive Director of the Chicana Latina Nonprofit Foundation

Q: Tell us about your role as Executive Director of the foundation. PD: I joined CLF in January 2018. As their Executive Director, I’m responsible for the agency’s leadership and oversee program and organizational management, resource and fund development, financial operations and administration, and the management and evaluation of personnel. During my time at CLF, I am amazed by the love, community and support that underlies everything we do. CLF is successful because at the core of its work is an inherent love for the women we serve and a desire to serve as their cornerstone as they seek to grow as individuals and as leaders. When we provide a scholarship, we are saying “we believe in you.” When we provide our leadership program, we are helping them find their voice and make their words powerful and impactful. And what results, is a group of activated women who are involved in our communities and effecting change. Our participants and alumnae are powerful Latinas who will transform our future. Q: What are some of the goals you would like to achieve for the foundation? PD: First, it’s an honor to be able to follow in the footsteps of Olga Talamante and to receive so much love from the CLF board and community. As its first Executive Director, Olga led CLF for the last 15 years to be a respected and effective organization in building the power of Latinas.

With 40 years of investing in the leadership of Latinas, my goal is to listen and learn what has made CLF programs effective and through partnerships with the board, staff, alumnae, and supporters. I look forward to building onto that success to take it to the next level. It’s a great opportunity to reflect on our past and current work and the impact we want to make in the future. I’m excited of the endless opportunities. Q: Can you share with our audience your most memorable achievement in your career? PD: Obtaining my college degrees. I’m the first one and the only one in my family that graduated from college. My parents and siblings made sacrifices so that I could go to college. Because of that I am forever grateful to my family and completely understand what first-generation college students go through. When you receive that college degree, it has your name but it’s a family accomplishment. Q: What’s one leadership lesson you’ve learned in your career that you can share with our audience? PD: Embrace your cultural identity. This is what makes you a leader and better able to serve your community. As a woman and person of color, I’m strongly attached to my cultural identity. I had been to numerous leadership trainings that were very much related to skill acquisition. While they were very helpful, it didn’t get to the deep core of your identity. Growing up in the 70’s, my culture was not seen as an asset. The messaging we are hearing from the administration about Mexicans is similar to what I heard growing up. Oftentimes we internalize these beliefs and thoughts and they affect how we “show up.” After going through the Rockwood leadership program, I embraced my identity as a proud second-generation immigrant from the Salinas Valley. I learned from my immigrant parents and relatives to be courageous and brave, resilient, determined, and compassionate. This is what it means to be an immigrant. And that is why I’m grateful my journey landed me to the Chicana Latina Foundation. Their leadership program develops the student’s awareness and positive identification with the Latinx community by engaging them in the process of framing their individual stories of their past experiences from a deficit to an asset. We help our students build a strong cultural identity and pride in their heritage that propels their leadership and passion to create positive change. Q: Which woman inspires you and why? PD: It’s not necessarily one person but all the women in my family and relatives inspire and motivate me - My mom, sisters, tias (aunts), and primas (cousins). They are all immigrants or children of immigrants. They are all strong, determined and hardworking mujeres (women). They are my foundation. Q: What are some of the challenges you feel women face today? PD: As a Latina, we still face discrimination and gender stereotypes. In just 12 years, Latinas will make up the largest share of California’s workforce. Even though Latinas college graduation rates are increasing, far too many Latinas live in poverty and have the lowest median earnings. Keeping Latinas unprepared and things as they are, is a reality we cannot afford. Q: What advice would you give to young women who want to succeed in the workplace? PD: First, be true to who you are by embracing your identity and culture with pride. What you have to offer is vital and needed. You deserve to be at the table and your voice matters. Next, build a network of people you trust to be vulnerable. Have people in your circle who will support and uplift you and provide honest feedback with love. These are people who will help you through your growth and development. We’re always learning regardless of our age. Finally, take care of yourself both physically and mentally. Self-care is so important to be able to give your best, and I recommend integrating this at an early age. Selfcare shows that you value yourself. Q: What do you like the most about living in the Bay Area? PD: The food! My children are such foodies. When we moved to Eastern Washington, I learned how to cook Mexican and Indian foods – our favorite! I never learned how to cook and joke how my husband taught me how to boil chicken.

Promoting Professional & Leadership Development of Latinas,

Patricia Diaz,

Executive Director of the Chicana Latina Nonprofit Foundation

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Meet

Keynote speakers Randi Zuckerberg and NASA’s Dr. Natalia Batalha, Event Chair Jenny Dearborn, playwright Lauren Gunderson, and speaker Ann Bowers at TheatreWorks’ Leading Ladies, held in 2014, at the Mountain View Center for the Performing Arts. Photo credit: Drew Altizer Photography

Jenny

Dearborn,

Senior Vice Present, Chief Learning Officer, SAP

Speaking on The Art of Learning, Developing & Inspiring Leadership When you talk about Leadership, Management, Human Relations, Sales, and Excellence and someone who is one of the most inspiring, leading positive role models in Silicon Valley - Jenny Dearborn’s name will come up.

at Hewlett-Packard, Sun Microsystems (acquired by Oracle), Suc-

peers are awesome and my manager is visionary and just

cessFactors and SAP. I’ve been a Chief Learning Officer at four

an all-around great guy. I love the type of work that I do,

different companies.

it’s challenging and rewarding. I love the variety in the work I do – leading the function at my company, helping

SVL: Who and what inspired you along your path to be where you

customers solve complex business challenges, writing arti-

are?

cles and speaking at conferences on topics that are import-

JD: I am severely Dyslexic, have ADHD (Attention Deficit Hy-

ant to me like data analytics, business strategy, the future

peractivity Disorder) and mild OCD (Obsessive Compulsive Dis-

of workplace and diversity & inclusion.

order) and was undiagnosed until age 18. The most formative part of my early life was

enny is Senior Vice President and Chief Learning Officer

and a Teaching Credential in 1993, and San Jose State University

growing up knowing that I was very smart

of SAP, the world’s largest business-to-business software

with a MBA in Organizational Development in 2003.

and capable, but placed in the lower tracked and Special Education classes at school. I felt

company, and is accountable for the learning and devel-

I love the type of work that I do, it’s challenging and rewarding. I love the variety in the work I do

SVL: You have learned so much about the special dynamics of Leadership … First, what is your definition of Leadership? JD: Great leaders inspire a common purpose, collaboratively create a shared vision and

opment of the 75,000 SAP employees worldwide. She has won

Q: Where do you work? What do you do? What has been your

that my early education years were wasted.

many top industry awards, including recognition as one of the 50

path leading you to today?

I felt great resentment towards the teach-

Most Powerful Women in Technology by the National Diversity

JD: I work at SAP, the world’s largest business software company.

ers and school system and vowed to make

Council in 2014 and 2015.

As the Chief Learning Officer, I’m accountable for the training, ed-

a difference in the education system so no

Her invaluable experience...plus interviews with more than 100

ucation, development and readiness of SAP’s 75,000 employees

student would ever experience the frustra-

global leaders,...has led to her best seller: Data Driven - How Per-

world-wide. I am in Human Resources and report to the Chief Hu-

tion and humiliation that I went through in

formance Analytics Delivers Extraordinary Sales Results.

man Resources Officer who reports to the CEO. I started as a high

my K-12 years. I felt great passion to drive

In the high tech universe, Jenny serves as a highly regarded advo-

school English, Public Speaking and Drama teacher at Woodside

change in our education system. This fire

cate and inspiration for many. Please enjoy this delightful conver-

High School. After two years I transitioned to corporate education

got me started in education, then after 2 years as a high school

their greatest potential. “Leadership is lifting a person’s vision to

sation with Jenny Dearborn...

as an instructor at Hewlett-Packard teaching the personal devel-

teacher I transitioned to the corporate education world for the

high sights, the raising of a person’s performance to a higher stan-

opment, management and leadership courses. I worked my way

opportunity to apply exciting and growing new learning tech-

dard, the building of a personality beyond its normal limitations.”

Q: Where were you born and raised? Where did you go to

up through all the various roles in corporate learning and educa-

nology to impact learners on a mass scale.

—Peter Drucker

school and what did you study?

tion including carrying a quota in Sales selling learning services

JD: I was born in Marin, California and raised K-12 in Davis, Califor-

to external corporate customers and partners. I’ve worked at a

SVL: What do you like most about what you do?

ple, they instinctively redirect all credit to the team when praise

nia. I graduated from Davis High School in 1987, American River

small learning technology start-up that went public (Docent, now

JD: There are so many things I like, that I can’t say what I

comes and absorb all blame when criticism comes. They are slow

College with an AA in Social Science in 1989, UC Berkeley with a

Sum Total Systems), and had a succession of executive roles with

like the most. I love my team, they are hands down the

to punish and swift to reward. Leadership is about the courage to

BA in English in 1991, Stanford University with a MA in Education

increasing responsibility in Human Resources, Sales & Services

best professionals I’ve ever worked with in my career. My

stand alone and the integrity of intent. “Leadership and learning

translate that vision into reality. Leadership is about action and driving results for the greatest good, great leaders see solutions where others only see challenges and obstacles. Great leaders know that people want to “make a dent in the universe” as Steve Jobs famously said, and make the world a better place. This comes through empowering others to achieve

Great leaders have the humility to be a servant leader to their peo-

Meet

Jenny

Dearborn,

Senior Vice Present, Chief Learning Officer, SAP

at Hewlett-Packard, Sun Microsystems (acquired by Oracle), Suc-

peers are awesome and my manager is visionary and just

cessFactors and SAP. I’ve been a Chief Learning Officer at four

an all-around great guy. I love the type of work that I do,

different companies.

it’s challenging and rewarding. I love the variety in the work I do – leading the function at my company, helping

Q: Who and what inspired you along your path to be where you

customers solve complex business challenges, writing arti-

are?

cles and speaking at conferences on topics that are import-

JD: I am severely Dyslexic, have ADHD (Attention Deficit Hy-

ant to me like data analytics, business strategy, the future

peractivity Disorder) and mild OCD (Obsessive Compulsive Dis-

of workplace and diversity & inclusion.

order) and was undiagnosed until age 18. The most formative part of my early life was

enny is Senior Vice President and Chief Learning Officer

and a Teaching Credential in 1993, and San Jose State University

growing up knowing that I was very smart

of SAP, the world’s largest business-to-business software

with a MBA in Organizational Development in 2003.

and capable, but placed in the lower tracked and Special Education classes at school. I felt

company, and is accountable for the learning and devel-

I love the type of work that I do, it’s challenging and rewarding. I love the variety in the work I do

Q: You have learned so much about the special dynamics of Leadership … First, what is your definition of Leadership? JD: Great leaders inspire a common purpose, collaboratively create a shared vision and translate that vision into reality. Leadership is

opment of the 75,000 SAP employees worldwide. She has won

SVL: Where do you work? What do you do? What has been your

that my early education years were wasted.

many top industry awards, including recognition as one of the 50

path leading you to today?

I felt great resentment towards the teach-

Most Powerful Women in Technology by the National Diversity

JD: I work at SAP, the world’s largest business software company.

ers and school system and vowed to make

Council in 2014 and 2015.

As the Chief Learning Officer, I’m accountable for the training, ed-

a difference in the education system so no

Her invaluable experience...plus interviews with more than 100

ucation, development and readiness of SAP’s 75,000 employees

student would ever experience the frustra-

global leaders,...has led to her best seller: Data Driven - How Per-

world-wide. I am in Human Resources and report to the Chief Hu-

tion and humiliation that I went through in

formance Analytics Delivers Extraordinary Sales Results.

man Resources Officer who reports to the CEO. I started as a high

my K-12 years. I felt great passion to drive

In the high tech universe, Jenny serves as a highly regarded advo-

school English, Public Speaking and Drama teacher at Woodside

change in our education system. This fire

cate and inspiration for many. Please enjoy this delightful conver-

High School. After two years I transitioned to corporate education

got me started in education, then after 2 years as a high school

their greatest potential. “Leadership is lifting a person’s vision to

sation with Jenny Dearborn...

as an instructor at Hewlett-Packard teaching the personal devel-

teacher I transitioned to the corporate education world for the

high sights, the raising of a person’s performance to a higher stan-

opment, management and leadership courses. I worked my way

opportunity to apply exciting and growing new learning tech-

dard, the building of a personality beyond its normal limitations.”

SVL: Where were you born and raised? Where did you go to

up through all the various roles in corporate learning and educa-

nology to impact learners on a mass scale.

—Peter Drucker

school and what did you study?

tion including carrying a quota in Sales selling learning services

JD: I was born in Marin, California and raised K-12 in Davis, Califor-

to external corporate customers and partners. I’ve worked at a

Q: What do you like most about what you do?

ple, they instinctively redirect all credit to the team when praise

nia. I graduated from Davis High School in 1987, American River

small learning technology start-up that went public (Docent, now

JD: There are so many things I like, that I can’t say what I

comes and absorb all blame when criticism comes. They are slow

College with an AA in Social Science in 1989, UC Berkeley with a

Sum Total Systems), and had a succession of executive roles with

like the most. I love my team, they are hands down the

to punish and swift to reward. Leadership is about the courage to

BA in English in 1991, Stanford University with a MA in Education

increasing responsibility in Human Resources, Sales & Services

best professionals I’ve ever worked with in my career. My

stand alone and the integrity of intent. “Leadership and learning

about action and driving results for the greatest good, great leaders see solutions where others only see challenges and obstacles. Great leaders know that people want to “make a dent in the universe” as Steve Jobs famously said, and make the world a better place. This comes through empowering others to achieve

Great leaders have the humility to be a servant leader to their peo-

are indispensable to each other.” —John F. Kennedy Q: What is the best course of action for management when it comes to Leadership? What is the best course of action for the employee when it comes to Leadership? JD: I believe in leadership at every level, leadership is about person power not position power. Everyone, regardless if they are people managers or individual contributors, can and should be a leader.

Hone your management skills – When managing your work and family, you’re managing a complex organization. Do activities as a family, to maximize efficiency.

Photo credit: Drew Altizer Photography

Q: How do you see the workplace evolving and improving?

Keynote speakers Congresswoman Anna G. Eshoo, New York Times best-selling author Lalita Tademy, Event Chair Jenny Dearborn, and Emmy Award-winning writer and producer Margaret Nagle at TheatreWorks Silicon Valley’s Leading Ladies event celebrating passion in arts and innovation, held in 2015, at the Mountain View Center for the Performing Arts. Photo credit: Drew Altizer Photography TheatreWorks Artistic Director Robert Kelley, Event Chair Jenny Dearborn, and TheatreWorks Managing Director Phil Santora at TheatreWorks’ Leading Ladies, held in 2014, at the Mountain View Center for the Performing Arts. Photo credit: Drew Altizer Photography

JD: The overarching theme for the workplace of the future is transparency.

the help you need.

business trip to align with a school break or just pull them from school

• Transparency in how we work: Your mobile device will become your office.

• Let it go – Your house does not have to be spotless. When you have a full

for a week here or there. John (or a grandparent or nanny) and the kids

• Transparency in where we work: We’ll work from everywhere - Workers will be

work and family life, the children have to learn to be independent. With

visit the local sites while I’m at the office working. We’ve done work/

spread across many time zones and countries in numerous satellite offices for

clear and consistent communication, every child can do their own laun-

family trips to: Mexico, Germany, China, Dubai, Singapore, Japan, Pan-

worker interaction, but not necessarily as daily destinations. Always-on video will

dry, clean their own rooms, clean the kitchen and bathrooms, make their

ama, Canada, England, France, Amsterdam, Australia, Belgium, Italy,

facilitate collaboration with colleagues in other locations.

own breakfast and lunch. Learning to be responsible and capable early on

to name a few….

• Transparency of our competence and value: Everyone will have a rating score,

is good for everyone.

I throw myself fully into what my children love as a way to spend time

based on his/her reputation capital, which is the sum total of your personal brand,

• Focus and prioritize – Do the high value work that only you can do and

together doing what interests them. Currently my 12 year old is ab-

the quality of your results, your expertise, depth and breadth of experience and

outsource the rest. You can outsource the laundry but your child only

solutely obsessed with Giants baseball, so he and I watch the games

social networks. The new workplace will be a results only work environment.

wants you there to see her win an award at school. Knowing how to fo-

together. It’s our special thing to do.

• Transparency in who we work for: Every manager will also have a rating score

cus on your highest priorities makes a big career and a big family possible.

I love to be creative. I write and publish articles in business magazines

based on similar criteria plus people management and functional leadership.

SVL: What do you see are some of the major issues facing us in today’s

and my first book Data Driven: How Performance Analytics Delivers

Employees will be hired into a company and then choose which manager they

work environment?

Extraordinary Sales Results was published in March 2015 – it debuted

want to work for based on the rating score of that manager.

JD: The globalization of work and changing demographics of the

at #1 in the new business releases on Amazon. I like to paint large

• Transparency of skill gaps: Big data, predictive analytics and artificial intelli-

workforce; multiple generations in the workplace

scale acrylic on canvas pictures, primarily pop art versions of comic

gence are enabling a workplace of the future that magnifies the global talent

• Contingent labor force

book superheroes.

shortage and makes more sparse highly skilled workers. Thus making lifelong

• Big data and analytics

learning a business requirement.

• Adaptation of mobile and social networks

SVL: Who are some of your favorite authors and what are some of your favorite books? Different topics? Are there books you like to rec-

Q: What do you recommend as tips and strategies for work-life balance?

SVL: If you could wave a magic wand, what would you like to see for

ommend?

JD: Well, I don’t think there is such a thing as work-life balance, but work-life inte-

progress in the workplace?

JD: I try to read what my kids are reading for pleasure or in school to

gration is very do-able. I was recently quoted in the Fortune Magazine article on

JD: I’d like to see a true meritocracy in the workplace. A workplace

make our dinner table conversation richer with the themes they are

this topic - Women with big jobs and big families: Balancing really isn’t that hard.

where people are paid equally for equal work regardless of their gen-

exploring and how to connect with broader issues in the world. So

Here are the tips and strategies mentioned in that article and others that I use.

der or race, and the diversity in the workplace at all levels of an organi-

if it’s a popular young adult series, I’ve probably read it. I go through

• Hone your management skills – When managing your work and family, you’re

zation mirroring the diversity in the population at large.

phases with the books I read. Right now I’m doing a research project on the knowledge and skills first time managers need and I’m reading

managing a complex organization. Do activities as a family, to maximize efficiency. I use a shared on-line calendar and each kid is color coded, they all have an

SVL: Who are some of the people who inspire you most and why?

stacks and stacks of books and white papers on the topic. For fun I

iPhone and can see where they need to be at any given time.

JD: My children and husband. I follow the research of a few social

listen to audio books and love Doris Kearns Goodwin who is such a

• Prioritize self care – Put your own oxygen mask on first. Managing your life takes

scientists, like Amy Cuddy of Harvard and Kelly McGonigal of Stanford,

great story teller.

energy, so never skimp on sleep, nutrition or exercise.

I find their work fascinating. SVL: What are some of your favorite movies, music, theater?

• Build your support team at work – Invest in the development of your staff to be accountable and independent. Seek sponsors and allies that understand and

SVL: You have many interests … please share with us what some of

JD: For movies – I love all horror / thriller / suspense films. I wrote my se-

support you.

these are?

nior thesis at UC Berkeley on the evolving role of women in horror films

• Build your support team at home – Enlist a village to help you and don’t be afraid

JD: I love to travel, I’m always up for going to a country that I’ve nev-

from Nosferatu in 1922 to Silence of the Lambs in 1991. The central idea

to ask for support (it’s a sign of strength not weakness). Live near family if possible.

er been to before. I’ve just passed 60 countries. I’m very fortunate

is that the female character in horror films is the manifestation of how

Invest in things that make your life easier. Not at the same time, but in the last 20

professionally to have worked for companies with operations around

our culture views women in society and as societies views of feminism

years I have employed all of the following: a part-time nanny, a full-time live-in au

the globe and have the opportunity to travel extensively for work. I

evolve, so does the female protagonist.

pair, home cook, meal delivery service, housekeeper, and a personal accountant.

also love to share with my family the cultures of the world and I’ve

For music – I love classic rap, hip hop and alternative punk from the 80s.

Depending on what the big challenge is at a given phase in life, reach out to get

brought them along on many of my business trips. I typically plan a

For theatre – I love any production that my kids are in.

are indispensable to each other.” —John F. Kennedy SVL: What is the best course of action for management when it comes to Leadership? What is the best course of action for the employee when it comes to Leadership? JD: I believe in leadership at every level, leadership is about person power not position power. Everyone, regardless if they are people managers or individual contributors, can and should be a leader.

Hone your management skills – When managing your work and family, you’re managing a complex organization. Do activities as a family, to maximize efficiency.

Photo credit: Drew Altizer Photography

SVL: How do you see the workplace evolving and improving?

JD: The overarching theme for the workplace of the future is transparency.

the help you need.

business trip to align with a school break or just pull them from school

• Transparency in how we work: Your mobile device will become your office.

• Let it go – Your house does not have to be spotless. When you have a

for a week here or there. John (or a grandparent or nanny) and the kids

• Transparency in where we work: We’ll work from everywhere - Workers will be

full work and family life, the children have to learn to be independent.

visit the local sites while I’m at the office working. We’ve done work/

spread across many time zones and countries in numerous satellite offices for

With clear and consistent communication, every child can do their own

family trips to: Mexico, Germany, China, Dubai, Singapore, Japan, Pan-

worker interaction, but not necessarily as daily destinations. Always-on video will

laun-dry, clean their own rooms, clean the kitchen and bathrooms, make

ama, Canada, England, France, Amsterdam, Australia, Belgium, Italy,

facilitate collaboration with colleagues in other locations.

their own breakfast and lunch. Learning to be responsible and capable

to name a few….

• Transparency of our competence and value: Everyone will have a rating score,

early on is good for everyone.