Color Magazine - Edition 45 - Apr/May by Color Media Group, LLC

Edition

45 April 15th May 15th

2012

in a city rich in shades, here is a COLOR that includes all...

Whoâ&#x20AC;&#x2122;s Who in Diversity & Inclusion

FELA!

comes to Boston

Jiro Dreams of Sushi April Showers: Style and Sensibility

Carlos Rodriguez:

Decision D Maker The new CEO of ADP is ready to make the tough calls

3RD

ANNUAL

2012

OMEN

JUNE 21,

OLOR

LEADERSHIP AND EMPOWERMENT FORUM

....AN EVENING OF CONVERSATIONS, CONNECTIONS, FOOD AND MORE! The Women of Color Leadership and Empowerment Forum will begin with a cocktail reception followed by an intimate dinner and unique panel-style discussion, featuring renowned women of color who are CEO's, Entrepreneurs and Executive Directors. Attendees will have the oppurtunity to forge relationships and learn from these inspirational women who have excelled in their industries, reinforcing Color Magazine's mission of promoting professionals of color. A portion of the proceeds will go to the Color Magazine Foundation, which provides financial assistance to professionals of color who want to pursue graduate level degrees For more information or sponsorship opportunities, visit www.colormagazineusa.com or email sales@colormagazineusa.com

Contents

Feature

12 | Carlos Rodriguez: The

new CEO of ADP discusses the American dream, networking for fortune 500 CEOs and how to make the tough decisions

Entertainment

16 | FELA! Musical celebrates the legendary Fela Kuti 18 | Jiro Dreams of Sushi: Director David Gelb discusses the inspiration for his awardwinning documentary

Lifestyle

20 | ‘Wine, Climate and Change by Trond Arne Undheim 22 | ‘April Showers: Style and Sensibility by Jay Calderin

— 01 — 02 — 03 — 04 — 05 — 06 — 07 — 08 — 09 — 10 — 11 — 12 — 13 — 14 — 15 — 16 — 17 — 18 — 19 — 20 — 21 — 22 — 23 — 24 —

APRIL/MAY

Dialogues

5 | An Eye-Opening Opportunity by Mimi Gonzalez Business

6 | Global, Regional, Local: Really? by Karen Stephenson 10 | Who’s Who in Diversity & Inclusion listing Benchmarks

8 | Om Aroma: How Angela Kim went from classical pianist to beauty entrepreneur

www.colormagazineusa.com Arpil - May 2012

Welcome

From the editor

his month I had the pleasure of

speaking with Carlos Rodriguez, the new CEO of Automatic Data Processing, Inc. (ADP). If you haven’t heard of ADP, it’s a massive “human capital management” company with roughly 550,000 clients and nearly $10 billion in revenue last year. Needless to say, if you head a company like ADP, you’re a big shot. Yet after speaking with Carlos, any unfavorable preconceptions I had of what this Fortune 500 CEO would be like, were quickly debunked. When he talks about cutting costs, he was calculated but not cold. When he discussed his first time networking at the exclusive, Fortune 500-CEO business round table, he admitted to being a little nervous. He discussed the ADP philosophy of the virtuous circle. (It goes something like this, happy workers mean happy clients, and happy clients mean happy shareholders.) Yes, he is beholden to the shareholders like any public CEO, but not without regard for the employees, the community or the clients. It seems he feels the goals of profitability and corporate responsibility aren’t incompatible, they are inextricably linked. And that’s the kind of person I would want making the tough decisions. Michael

In a city rich in shades here is a color that includes all… Color Magazine is the premier all-inclusive monthly magazine that highlights and promotes professionals of color. 4 Copley Place | Suite 120 Boston, MA 02116 (617) 266.6961 sales@colormagazineusa.com Publisher

Josefina Bonilla

josefina@colormagazineusa.com Editor

Michael Chin

michael@colormagazineusa.com Event Strategist

Desiree Arevalo Social Media/Marketing Coordinator

Yaritza Pina Marketing Director

Paola Mesadieu Publisher

Color Media Group, LLC Distribution

GateHouse Media Advisory Committee

Sandra Casey Buford Mark Conrad Beverly Edgehill Yvonne Garcia George Gilmer Kimberly Y. Jones Samson Lee Juan Carlos Morales Pussel Pergament John A. Sims, Jr.

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CONTRIBUTING WRITERS

Joanne Choi is a freelance journalist who also regularly contributes to AsianBoston Magazine. Her passion is staying upto-date on people and society. She is working on her first novel.

Dr. Karen Stephenson is a corporate anthropologist and lauded as a pioneer in the growing field of social capital metrics. She received her Ph.D. in Anthropology at Harvard University, an M.A. in Anthropology at the University of Utah, and B.A. in Art & Chemistry at Austin College, TX.

MAGAZINE Arpil - May 2012

Paola Mesadieu is currently pursuing both of her passions, cooking and writing. In addition to managing the marketing and social media strategy at Color Magazine, she is a prep cook at Rialto. Previously she was the Manager of Content and New Media at Boston World Partnerships.

Trond Arne Undheim is an entrepreneur, speaker and author. He lives between Boston and London, speaks six languages and has a Ph.D. in sociology. He writes frequently on wine and society.

Jay Calderin is the author of Form, Fit & Fashion,’ and Fashion Design Essentials. Jay is an instructor and the Director of Creative Marketing at the School of Fashion Design, as well as the Executive Director of Boston Fashion Week, which he founded in 1995.

DIALOGUES

An Eye-Opening Opportunity By Mimi Gonzalez

f April showers bring May flowers,

what do May flowers bring? Pilgrims. That’s an old joke I remember from grade school. Having just completed a comedy tour of the northernmost states in America, I was introduced to Hidatsa, Assiniboine and Mandan Native Americans in the midst of what I assumed was Lakota country.¶ After one show in Missoula, a young comic of Blackfeet heritage shared one of his jokes with me. “The white man cut off what we originally said to them which was, ‘How…long will you be staying?’”

One of my favorite bumper stickers features a black and white photo of four Comanche or Apache warriors with guns and the statement in red, “Homeland Security – Fighting Terrorism Since 1492.” Dickinson, N.D. is sixty miles from Montana. It’s in the midst of an extreme housing shortage because of the oil boom and jobs brought on by it. Locals have no room to expand, nor are they even able to avail themselves to coupons for discounts on gas. Literally the newspapers print, “Coupon does not apply to local customers.” There’s opportunity to earn high wages in the oil fields of western North Dakota, but there’s nowhere to put the workers. Even the RV ‘farms’ where aluminum-sided campers were stacked in rows that became makeshift streets were filled to capacity. My car was an out-of-place sheep among the herds of pickup trucks, semis and tankers that filled the roads. The “Wild West” referred to the ‘settlement’ of the Western American region and its lawlessness. What’s unlawful is the nostalgic framing of the country’s western expansion as discovery. There were already people living there; people with thousands of years of ties to the land and a rich culture developed amidst the plants and animals of that environment. The show in Dickinson was sparsely attended despite being in the lounge of a four-star hotel. The last time I was there six years ago,

I mistook a Native American for Latino. This time, the young couple sitting at one of the tables was clearly of one of the original tribes of America’s people, and I inquired which one. This brought grunts from the table of three young White men wearing camouflage. “They’re Indians,” one said. “Which tribe though?” I asked turning to the couple, then added, “Please educate us. We need to know whose land we’re on!” This

You never get to hear, ‘Thank you.’ It’s a beautiful country and we get to be here on your land.

made them both smile and the guy announced, “Three Affiliated Tribes!” Of course I had to ask what that meant and where it was. The Three Affiliated Tribes are the Mandan, Hidatsa and Arikara nations unified on the Fort Berthold reservation in northern North Dakota – in the midst of what their website calls the “tidal wave of oil and gas.” Then I announced to the thirty people at the show and directly to the Native couple, “I only have one thing to say to you as someone with the last name, ‘Gonzalez’ - I’m sorry. The Spaniards were the first to take it away from your people and I admit it. One more thing, you never get to hear, ‘Thank you.’ It’s a beautiful country and we get to be here on your land.” April is Equal Opportunity month. With so much legislation and backlash against attempts toward achieving parity amongst the citizens of this country, I try to take whatever action I can. For me, the first step is admitting the truth of the past, not white-washing it as an explorer’s glory. www.colormagazineusa.com Arpil - May 2012

Business

Global, Regional, Local: Really? Whether its social media or political uprising, trusted, face-to-face connections still rule By Karen Stephenson

iananmen Square, the largest city square in the world and located in the

capital city of Beijing, China, was the site of democratic protests in June of 1989. The Chinese government suppressed that rebellion, but not before the iconic picture of a singular student in a white shirt facing down an army tank was witnessed around the world. Two decades later, in 2010 and half way around the world, another democratic disturbance erupted, this time in Tahrir Square located in the capital city of Cairo, Egypt. It too was the site of a democratic uprising virally spread from the desperate act of a Tunisian fruit vendor who six months earlier lit himself on fire to protest government harassment. That act proved to be a tipping point and launched the Arab Spring. In only two years it virally spread to Wall Street in the United States. Occupy Wall Street (OWS) began September 17, 2011 in the New York City financial district. Imported and initiated by a Canadian activist group, OWS spread around the world, its mantra protesting the undue influence of business on government. What most protestors failed to notice is OWSâ&#x20AC;&#x2122;s foundational principle of resisting the undue influence of business on government is just the opposite of the Arab Spring, which protested the undue influence of government on business! No matter! I think itâ&#x20AC;&#x2122;s fair to say that the spirit of revolution is the 21st century angst.

MAGAZINE Arpil - May 2012

No question about it, turmoil foments protests. However, there is nothing new about oppression and protesting. What is new is the connectedness of different regions, localities and countries connected through technology. Vox clamantis in deserto (a voice crying out in the wilderness) is now a rarity in the 21st century and that is the real revolution. People have evolved from tom-toms and smoke signals among tribes separated by geography to tweets among peoples connected only by technology. Never before has the human race been this connected.

What does this mean? It means that while we may be connected with distant tribes and relatives through technology, we canâ&#x20AC;&#x2122;t mistake the collection of contacts for real connection. Despite technological connection, the primordial connection is still trust and it is ancient. Like a boulder lodged in a mountain stream, so is trust lodged in the human heart and all social cur-

trusting one another. Despite virtual connection, Tweeters will still Foursquare when and where possible to meet up with colleagues the “old-fashioned” way: face-to-face (f2f). By way of example, Tahrir Square became the central place for the Egyptian revolution. Central places where people meet up in f2f meetings galvanize trust and drive social movements. Think about it? How do revolutions start when there is no town hall, Zuccotti Square or Tahrir Square in the equation? What exactly happens when we meet up in a central place, face-to-face?

Homophily

rents move around it. Do not be distracted by counting the number of connections one has on Facebook or LinkedIn. It may be a cheap thrill but it does not add up to anything that looks like a foundation of trust. If you are not sure of what I mean, here is a litmus test. Think of how you receive incoming messages. Any missive that comes from a trusted source will be the first to be believed. End of story. The challenge we all face every day is to distinguish authentic communication from trust sources as standing apart from the noise of rumors gone wild. We must be able to distinguish nuance from noise and trust from the traffic of transactions. Do not be seduced by the siren call of technology. We literally and figuratively live in a Milky Way of possible connections and their cry is everywhere. The true connecting imperative remains profoundly and primordially social:

Homophily is the principle of “like seeking like” and is determined largely by our five senses and perceptible body language. “You look like me, you think like me, you talk like me, you’re one of us.” No amount of virtual tweeting is likely to unravel three millennia of genetic coding that is baked into how humans size each other up. This primordial behavior is acted out on children’s playgrounds and adult playgrounds every day of the week. So while tweets may be the all the rage, primal connection comes down to facial twitches that inform our “expert” judgments and cultural stereotyping. And that is precisely why Tweeters will continue to Foursquare - you can bowl alone and drink alone, but who wants to ... it’s better to be in the company of others. Despite cloud computing or perhaps because of it, human behavior bears witness to the dominance of physical and cultural place: we tweet up so we can meet up. It is in physical space where we subconsciously conduct that subtle cultural calculus of sizing each other up. Whether it’s f2f or virtual, connecting is a social imperative. But of the two forms, f2f is inexorably primal. Primal is personal and it will always happen in a central place where we can be in close proximity to one another. This type of physicality is called propinquity and it has persisted throughout the ages. So no matter how global we have become, we cannot escape the locality.

An abundance of caution Whether you are global and/or local, the propensity of people to trust others in their social networks presents certain challenges. If you are a member of a professional group, like a faculty club, social club or work group,

Foursquare is a location-based social networking application for mobile devices that connects users as they “check-in” at various real world venues.

No amount of virtual tweeting is likely to unravel three millennia of genetic coding that is baked into how humans size each other up.” how can you really be sure of the AAA ratting of the information you are receiving from your colleagues? In the majority of cases, it’s because you trust the source and as such the source is part and parcel of your trusted social networks. Just because you receive information from a trusted source, does not guarantee the veracity of that information. A terrorist (less known to you) or a family member (well known to you but who could be a terrorist) could transmit the identical information to you. Because you trust one familial source over the other less known or unknown source, you will swallow the information whole as if taking in a good meal. But it could be your last meal. An abundance of historical and popular evidence indicates that political/managerial careers and life-ending moments are ultimately sourced to a trusted connection gone AWOL. In the end, it’s our trust in others that is blind, not love. And that’s why there will always be mafia, mystery and murder in every culture because it begins and ends with trusted connection and a need to belong. The revolution in Tiananmen, Tahrir and now Wall Street is not just a revolution about technology and ideas, but a reminder as to why we are compelled to connect in the first place. Trust trumps technology. Never forget that. Being virtually global simply reminds us of how important trusted connection is and has always been and will continue to be. To measure what is so profoundly human — the trusted connection — is to appreciate, not depreciate, the panhuman asset. For many of you who already live in this mobile world, whether it’s global or local, you know what this connection means to humanity. You are a harbinger of what is to come.

Propinquity can mean physical proximity, a kinship between people, or a similarity in nature between things (“like-attracts-like”).

www.colormagazineusa.com Arpil - May 2012

benchmarks

Om Aroma: Oh My! Classical pianist turned beauty entrepreneur shares her formula for success

By Joanne Choi

f Angela Kim looks familiar, you might have

seen her on an episode of Tim Gunn’s “Guide to Style.” Or you might have watched her in concert playing classical piano. But these days, she may be best known for her Organic skincare line Om Aroma & Co.¶ During our conversation, Angela shared the moment that provided the inspiration for her company. Picture this: a splendid piano, bright lights, an audience waiting to hear you play, but your arms are covered in hives! She remembers thinking something along the lines of, “Oh my god! This is really toxic!” The culprit was a chemical laden bottle of lotion that was supposed to be all-natural.

Returning to New York City, intent on finding a solution, Angela experimented to come up with the right mixture. After 100 tries in her kitchen over two years she arrived at the final concoction. She tested it on her husband and gave it to friends. Soon her hobby became popular enough that Kim realized she had a business, and this Midwesterner waded into the waters of entrepreneurship head on. The initial $60,000 came not from angel investors but from plastic. Though Angela wouldn’t advise someone else to charge it like she did, but she says she’s always had a good relationship with money, and she believed in her product. As one chapter of her life was opening up, the other was winding down. The final performance Angela gave in the summer of 2008 was not hard; it was time to bid adieu. The touring schedule required significant time away Marc Stedman, her husband. Traveling 200 out of 365 days a year became unsustainable. These days, Angela Kim toggles daily between her roles as a wife, mother and entrepreneur. She’s learning along the way, and she’s passing on the lessons through her blogs, videos and Savor the Success – a social networking organization and PR cooperative that was created in tandem with Om by Angela and Marc. This 8

MAGAZINE Arpil - May 2012

organization is about “educating, connecting, inspiring women to grow their businesses to the next level.” It was founded because she realized that she “didn’t understand the business” and needed a support system. Right now, there are more than 10,000 online members. Angela shared some advice that she narrowed down to her three P’s.

Passion

Make sure that you a love/ passion for what you do and you are meant to do it.

Persistence

Don’t give up too early, try it at least a 100 times, but practice differently each time and don’t repeat mistakes.

Posse

Surround yourself with smart, educated, empowering people that

dream big and inspire you. Those that have lived a bigger dream and are consistently growing and learning. Get rid of negative people that are toxic. Many of us have a pie in the sky fantasy about changing career directions or the possibilities of what if. Angela points out that it is important to realize the distinction between living one’s own life and the one that your parents want you to have. Angela’s own journey from pianist to entrepreneur is an example of how some calculated risks can lead to fulfillment. Om Aroma’s excellent Truffle Face Cream and Caviar Eye Cream both have a freshly whipped, artisanal qualities to them and rest cleanly on the skin. The Elixir de Perle Cleansing Cream provides a gentle, thorough clean. Our male tester said the Truffle Face Cream was “great after shaving.” The brick and mortar Om Aroma location in New York City’s West Village offers facials and sells products. They are also available online at www.omaroma.com.

The Diversity Difference.

Others Talk.

THE PRODUCTS

We Lead.

Extrait de Caviar/Caviar Eye Cream 1 oz/$58.00

There’s a difference between talking about diversity, and paving the way towards change. Diverse patients – from our local communities and from around the world – can only receive the best care from an organization that understands, accommodates and welcomes their unique needs. Building a culture that celebrates differences requires self-examination and action on the part of an organization’s leadership and every staff member. Join us at Massachusetts General Hospital and you’ll join an organization with energy, commitment and a richness of programs designed to create a hospital and a workplace that’s more vibrant than ever before.

Elixir de Perle/Pearl Cleansing Cream 4 oz/$48.00

Crème Eclat Body Cream 8.5 oz/ $45.00

MGH offers career opportunities in all areas of patient care, research, administration and operations. To see a complete list of our current opportunities and learn more about our benefits, please visit our website.

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By embracing diverse skills, perspectives and ideas, we choose to lead: EOE.

CVS Caremark David Casey, Vice President Workforce Initiatives and Diversity Officer Eastern Bank Ivelisse Gonzalez, Vice President, Human Resources Officer EMC Corp. Jackie Glenn, Chief Diversity Officer

ADP/Workspace Ed Hurley-Wales, Senior Vice President Human Resources “Standing still is the fastest way of moving backwards in a rapidly changing world”

Aetna Raymond Arroyo, Global Diversity Officer Bank of America Erika Irish Brown, Senior Vice President Diversity & Inclusion Baystate Health Bobby Rodriguez, Chief Diversity Officer BJ’s Wholesale Club Jessica Newman, Manager of Community Relation Blue Cross Blue Shield of Mass. Michael James, Director of Talent Diversity & Inclusion

Boston Scientific Corp. Chevalier Cleaves, Vice President Global Diversity and Inclusion Cartus T. Thomas David, Vice President External Supplier Diversity Commonwealth of Massachusetts Sandra Borders, Director, Office of Diversity and Equal Opportunity CoBank Rodney Patterson, Corporate Diversity and Talent Management Officer

Fidelity Investments Marina MacVicar, Diversity Programs Manager Harvard Pilgrim Health Care Karen Young, Director, Learning, Development & Inclusion Massachusetts General Hospital Dianne Shaddock Austin, Workforce Diversity Program Manager

MassBay Community College Robin Nelson-Bailey, Director and Affirmative Action Officer MassMutual Financial Group Lorie Valle-Yanez, Vice President, Chief Diversity Officer Massachussets Port Authority Sandra Casey Buford, Director of Diversity National Grid Bill (William) Bollbach III, Senior VP Human Resources & Chief Diversity Officer Network Health Vincent C. Pina, Vice President Human Resources

Pitney Bowes Susan Johnson, Vice President, Executive Succession & Diversity Strategies Raytheon Hayward Bell, Chief Diversity Officer Society for Human Resource Management Shirley Davis, Chief Diversity and Inclusion Officer Staples Joy Errico Seusing, Director Diversity and Inclusion Stop & Shop Janine Kennedy, Manager Staffing and Diversity Thermo Fisher Scientific Heather Vono, Manager Supplier Diversity Program

State Street Corporation

Mike Scannell, Senior Vice President Human Resources and Head of Global Inclusion “Employee networks ensure State Street employees feel valued and engaged by recognizing and utilizing their unique talents. Research indicates that more engaged employees will ultimately deliver better business results, helping to make State Street a stronger company.”

Visit www.colormagazineusa.com for our more extensive, most up-to-date list. To list a professional and their company, email editorial@colormagazineusa.com.

MAGAZINE Arpil - May 2012

Sun Life Financial Senior HR Program Consultant, Talent Acquisition, Management and Diversity “Ultimately, talent is the biggest differentiator in today’s business world. Companies that invest in diverse talent both internally and externally possess a major edge over those that do not.”

TJX Companies Greg Flores, Executive Vice President of HR and Global Diversity & Inclusion Tufts Health Plan Lydia Greene, Vice President of Human Resources and Diversity UMASS Boston Juan Nunez, Chief Diversity Officer Verizon Magda Yrizarry, Vice President Workplace Culture Diversity and Compliance

At Boston Medical Center, our diversity sets us apart. As a central component of the greater Boston area, our commitment to serving individuals with various cultural, ethnic and religious backgrounds is an essential part of who we are at Boston Medical Center. We know that by bringing together differences — a rich variety of traditions and viewpoints — we can remain truly engaged in providing the utmost service to our community. In fact, we offer our patient population on-site, person-to-person interpretation services in more than 30 languages, 24-hours-a-day. This same commitment to diversity encompasses our careers. Within our strong, all-inclusive workforce, you have the opportunity to discover the full potential of your own personal and professional strengths. You belong with the best. At Boston Medical Center (BMC), you can join a team of individuals who don’t simply strive for excellence – they set the standard for it. Visit our website to discover opportunities and enjoy an exceptional career at BMC – The Exceptional Choice: www.bmc.org/hr/taleo

True diversity knows no exceptions: EOE.

Decision Maker Carlos Rodriguez

is the new CEO of ADP and heâ&#x20AC;&#x2122;s ready to make the tough calls

Color Magazine: What did your parents do when they came to America? What lessons did they impart on you? Carlos Rodriguez: When we first arrived in the United States, my parents didn’t speak the language, they didn’t have college degrees. So my father was a waiter in two different restaurants, one during the day one during the night. My mother was basically an accounts payable clerk at a trucking company. My parents and my grandparents, who lived with us, really pushed hard on education as the way of making it. They felt the pain of not having an education. In their mind it was something you can’t take away from someone once you have it. Bedsides education, it was work ethic. Those were the two things that I heard a lot about, but also saw from an example standpoint. My father really worked quite hard. He wanted to have enough income to have a roof over our head, but also go to good schools and have a better life than he had. The message always was, hard work will help you overcome other stuff, if it gets in the way.

Color Magazine: What kind of things got in the way? Carlos Rodriguez: I think the challenges are breaking out of the world that you are part of. I don’t think it was fair to say I was poor, because

arlos Rodriguez’s story is the American dream realized. His family left Cuba to escape Fidel Castro’s regime. In America, his parents practiced and preached hard work and emphasized the importance of an education. Their sons got into Harvard and then seized the opportunities an education afforded them.¶ Today, Carlos Rodriguez is the new CEO of Automatic Data Processing, Inc. (ADP), a Fortune 500 payroll and human resources outsourcing company that had nearly $10 billion dollars in revenue in 2011. We spoke to Carlos about his background, becoming the CEO of a major company and having to make the tough decisions.

I never went hungry or didn’t have a roof over my head, but it was a very modest lifestyle. Looking back there was a big gap between where we were and where we could be. I think the obstacle was how do you break out of that. I lived in a certain neighborhood and I didn’t really know about some of the nicer neighborhoods. You get on a bike as a kid and think what is around is you is the world. The challenge is, how do you chase that American dream? I really think it comes back to the education. My family always talked about opening doors. Having a Harvard degree isn’t going to guarantee you anything, it’s not the cure to all the social ills, but it’s probably going to get you at least an interview. The rest is up to you. Color Magazine: You were named a top 10 CEO who keeps their workers happy. What’s the secret to having a happy employee base? Carlos Rodriguez: By the way I think that some of that is a reflection of many, many years of culture at ADP. It’s hard to believe that I, myself, who’s been doing the job for four months should take the credit for that. [Laughs.] A lot of that is the history and the culture of the company, which has been one of putting the associate front in center in the value creation of the company. As a service business we believe in

something we call the service profit chain, which is, if you have happy and engaged associates, they are going to make the clients happy, if the clients are happy they are going to stay, if the clients stay, we make money, and the shareholders win. It’s kind of a virtuous circle, if you will, and I’ve been hearing about it ever since I joined ADP in 1999. Color Magazine: How has your Cuban background affected your leadership style? Carlos Rodriguez: I can’t claim that I had enormous obstacles or went through terrible discrimination and so forth in my life, but I have felt sensitivity around my ethnicity, around my background. I feel it’s never gotten in my way, and frankly I’ve never let it. But I think my background has made me a little more sensitive to the issue of diversity and inclusion, and how important it is from a business standpoint. We’re really trying to make progress on the diversity front because we think it’s a good business proposition. We’re obviously trying to be successful and grow, and our communities are composed of a certain mixture of people and if we don’t reflect those communities, it doesn’t always immediately hurt our performance, but longer term it will. I also think in terms of attracting the best and the brightest people. I happen to think that I’m a pretty smart guy and that I’m capable, and if this were an organization that wasn’t open and inclusive, I may not be in the role that I am. And I’m not saying I’m the best guy for the job, but ultimately an open and inclusive environment allows the best people to take the most important jobs. That’s incredibly important for a successful company. Color Magazine: Do you try and surround yourself with people from different backgrounds and viewpoints? Carlos Rodriguez: The most important thing that I have always tried to do is surround myself with the best people. That may not be the most politically correct answer. I do consider, as part of that decision making process, how to get the most diverse points of view and diverse group of people around me. But again, I’ve been in my role for four months so it’s not like I’m planning on changing my entire management team to achieve some other objective that I have in terms of diversity. But it is important to me, and I really believe part of my success historically is that I have surrounded myself with people that, at a minimum, have different perspectives than I have. Having a richness of points of view,

opinions and approaches gets the best possible decisions. Color Magazine: How has your life changed since you’ve become president? Carlos Rodriguez: The biggest change for me is the amount of time I spend on external facing initiatives. Up until now, obviously I wasn’t completely insular, but the majority of time was head down, looking internally at what we needed to get done at ADP. I find myself spending more time now with external stakeholders, like investors or financial analysts. Yesterday, I was at something called a business roundtable, which is a group of CEOs who, once a quarter, get together in Washington, D.C. It’s a fairly prominent group, almost like the who’s who of the fortune 500 CEO’s, and it’s CEO’s only. And that’s something that I didn’t do a lot of, maybe I should have. Now, I see it as an essential part of my job, to be externally focused and be an external communicator for what ADP is doing and where we are going, for our outside stakeholders. Color Magazine: Is that a process you are learning as you go? Carlos Rodriguez: Absolutely. In many cases I’m starting from ground zero. The first time I went to the business round table, I’m surrounded by all these other CEO’s of all these big companies that I’ve read about in the paper and seen on TV, and I’m wondering, what the heck am I doing here? The second time I went, I felt much more comfortable. It’s like anything, the beginning is hard, you have a lot of building to do which is the phase that I’m in. Color Magazine: What would you say your main goals as president are? Carlos Rodriguez: Trying to accelerate the growth of our company is the most overarching goal, which then creates a bunch of sub goals. But that really is the most important goal because it’s a self-fulfilling virtuous circle if we can do that. Growth creates opportunity for our associates, growth creates wealth improvement for our shareholders, growth creates more resources to be able to reinvest in the business and products for our clients. I think as the company gets bigger, it gets harder, but it has to be the responsibility of the CEO to continue to find those growth opportunities. Color Magazine: ADP has about 550,000 clients, which is an enormous number. How do you grow beyond that? Carlos Rodriguez: That’s a great question, one that I spend a lot of time thinking about. The good news is that we have a couple avenues still available to us. Our international opportunities are still quite big compared to other companies our size. Only a little under 20 percent of our revenues come from outside

the U.S. That show’s we have a fairly big opportunity to grow in other markets. The second big strategy is to go from a traditional payroll company – which for decades we were and it’s still a great part of what we do – and become a broader, what we call, human capital management company. For example, when people do an annual performance review, that can all be automated and it can provide data for management. We also provide benefits administration. With all the changes in legislation around healthcare, companies are struggling with how to comply to the new rules and how to administer all these benefits. We’re really trying to broaden our products and services, so we can not only grow the 550,000 clients but also grow how much we provide to each client.

Ultimately an open and inclusive environment allows the best people to take the most important jobs. That’s incredibly important for a successful company.” Color Magazine: What advice would you give some who aspires to be the CEO of a major company? Carlos Rodriguez: First of all, don’t plan to early to do that, because it would be unfair if I didn’t say that I ended up in my job due to good circumstances. There’s a lot of very smart, hard-working people in the company and in the world in general, so a lot of things have to fall in place. That said, I think the most important thing is to have a really good mentor, or, to put it more strongly, a sponsor. There are so few of those jobs, and so many factors that you can’t control, but when you have that goal in your line of sight, then it’s important to figure out who your sponsors are, and ask them for advice, for counsel and support. You’ve got to look them in the eye and ask if they can push for you. I was very fortunate that our former CEO was a big sponsor and supporter of mine. We did have an active succession process so I was not the only potential candidate, and I think

he was supportive of other candidates as well, but clearly him advocating for me and getting his advice was essential. Having really good sponsorship or mentorship is critical. Color Magazine: What was the advice that he gave you that stands out as really invaluable? Carlos Rodriguez: I’m not sure how to put it because it doesn’t sound very nice, but his advice was to make sure that you never lost the toughness. He focused a lot on the fact that the job requires a lot of difficult decisions around resource allocation, around people, around capital, and there are a lot of things and people that you have to say no to. For example, we have a list of things that we could invest in and if we invest in all of them we won’t do any of them well. He taught and demonstrated a certain toughness. You don’t want it to turn into being cold without regard for the consequences, but you do have to be tough and clinical in making sure you are making good decisions. Of course you need the right kind of input from as many people as possible, but ultimately the buck stops at your desk. Making decisions, sticking to them and making the tough calls is the most important thing that I learned. Color Magazine: Is that the most difficult part of your job? Carlos Rodriguez: Without a doubt. My role is one of always trying to balance the short term, the long term and balancing the stakeholders, which, in my mind, are our clients, our shareholders and our associates. You can’t always do everything you want to do for all of those stakeholders. For example, during the financial crisis in ‘08 and ‘09, we fared better than most companies, but like most companies, we wanted to hunker down. We went through cost reduction exercises, which were small compared to some of the stories you heard out there, but that was really, really unpleasant stuff. You create damage along the way, to people, to projects and ultimately families, so that was not an easy thing to do. Color Magazine: And you have to do it the best way that you can? Carlos Rodriguez: Exactly, and again, back to the balance of stakeholders. If we have to do what will be good for shareholders, we have to make sure that if we hurt our associates, we don’t hurt the culture we are trying to create, then that’s going to end up creating a problem, because they’re not going to end up providing good service to our clients, which is going to make the business even harder. It’s a circular thing and I don’t think there’s any science to it per se, but one thing is for sure, if you don’t do anything, everyone suffers. You have to make the tough decisions.

entertainment

Sahr Ngaujah and Paulette Ivory in FELA! (Photo by

Tristram Kenton)

FELA! Musical celebrating life and music of Fela Kuti comes to Boston B y J o h n B l a ck

aulette Ivory didn’t know much about Nigerian firebrand,

iconoclast, rabble-rouser and composer Fela Anikulapo Kuti before she auditioned for the musical about his life. She knew about the style of music he created, called Afrobeat, because she had danced to it in clubs. But of the man behind the music, she knew nothing. ¶ And that, she said, is a shame.

MAGAZINE Arpil - May 2012

“Of course, you want to know about anybody who makes music like that, because it’s so joyful and impossible not to dance to,” she said, “but FELA! then you start to listen to his lyrics, and you start to learn about his life and you realize here is a man who used his plays at the Cutler life and his music to fight for what he Majestic Theatre, 219 Tremont St., April believed in. Once you know that, and 24-May 6. Tickets as you learn more about Fela’s work are priced at $23.50 and his life, the more meaningful -$123.50 and are it becomes. You still dance, but you available online at www.artsemerson. dance with more passion.” org or by calling The idea for Fela!, the musical, 617.824.8000. first came to life in 2000 when New Yorker, Stephen Hendel, stumbled across a CD of the man’s music. He was so impressed with what he heard, as well as with Fela’s keen sense of social justice, that he determined to create a theatre piece. Four years later, he met Tony Award-winning choreographer Bill T. Jones, who agreed to direct the play. It took another few years of development, and an offBroadway run at 37 Arts, for the show to come together, and the support of A-list celebrities like Jay Z and Will and Jada Pinkett-Smith, who signed on as producers, to get it to Broadway. Fela! was nominated for 11 Tony’s, including “Best Musical” and “Best Leading Actor In A Musical.” The Tony Awards were handed to Fela! for “Best Costume Design,” “Best Sound Design” and “Best Choreography.” That’s the show: As for who the man was, we quote from the website for the touring company, which will be bringing Fela! to Boston April 24-May 6: “Fela had used his extraordinary big-band music as a medium in which he created biting, satirical diatribes against the excesses of successive military regimes in his native Nigeria. Any form of injustice, oppression, mismanagement, corruption was fearlessly and ferociously attacked, using eloquent harangues that specifically named the perpetrators. He had paid a steep price for his bravery in the face of powerful and implacable enemies, with 200 arrests and countless beatings that left scars all over his body. Fela died in August 1997. AIDS, they said, but as far as those close to him were concerned, he died of one beating too many.” Playing opposite such a strong character is an enormous challenge, but the role of Sandra Izsadore is one that Ivory said not only meets that challenge, but manages to stand on her own. “Sandra is a revolutionary musician in her own right, so when they met while he was on tour in L.A., sparks began to fly,” Ivory said. “It was lust at first sight, but they also sparked a passion in each other to fight the injustice they saw in the world not only through music but through the way they lived. They were meeting with the Black leaders of that time, with Dr. King and with Malcolm X, and sharing their passion and ideas, then bringing that message through their music to the world. “That’s something I think about every night I do the show,” she added. “I love the way we interact with the audience to get them to dance and celebrate the music with us, but I am just as passionate that when they leave the theater, they know about the man, about his message and about the need to share it.”

The Colleges of the Fenway serve a diverse neighborhood,

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Embracing Diversity, Empowering Individuals

Color Magazine Focus on Equality April

Join Bentley University as it leads higher education in the integration of global business with the arts and sciences, information technology, and corporate and social responsibility.

1/4 PAGE We foster an inclusive environment by valuing differences. Visit our website to learn how to be a part of it.

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For a complete list of open positions, please visit https://jobs.bentley.edu Bentley is an equal opportunity employer, building strength through diversity.

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entertainment

Jiro Dreams of Sushi At first, director David Gelb just wanted to make food look good... B y J o h n B l a ck

“There are five attributes to a great chef: 1. Take your work seriously 2. Aspire to improve 3. Maintain cleanliness 4. Be a better leader than a collaborator 5. Be passionate about your work.” -Masuhiro Yamamoto, Food Critic

The idea for the film Jiro Dreams of Sushi started when he was in film school, but David Gelb said he didn’t set out to make a movie about the food he loves or the man who is widely regarded as one of the best in the world at making it. He just wanted to make sushi look good. “I was watching this BBC series called Planet Earth and I thought to myself, why doesn’t anybody shoot food like that?” Gelb said in an interview with Color Magazine. “Most of the food programming people see now look like they were shot for a reality show. I thought somebody should make a Planet Earth of food, but I narrowed it down to sushi because I love sushi.” 18

MAGAZINE Arpil - May 2012

A scene from Jiro Dreams of Sushi (Photos courtesy of Magnolia Pictures)

They have a very good rapport.” It was watching the way that Jiro and Yamamoto talked to each other that gave Gelb the key to telling the story. He needed to stay out of it as much as possible. “The temptation is to jump in and try to explain everything, to ask David Gelb Jiro to explain what he is doing as he is making each piece of sushi, which is not only boring after a while – I wasn’t making Originally, Gelb said he planned to a how to make sushi movie – but it would also film a lot of sushi chefs, making a lot of be disrespectful to Jiro,” he said. “This is a film different dishes, but then he met Jiro about a man who has dedicated his life to create Ono and ate at his restaurant, Sukiyathe perfect plate of food, knowing all the time bashi Jiro, he realized it was much more that there is no such thing as a perfect food. compelling to make a movie about a As good as he is, he knows he can always do single person who is a true legend. “The better.” story would be much more compelling. And if there is a lesson he wants audiences to Told through his perspective, I could take away, it is as deceptively simple as a single say anything I wanted to say about sushi piece of sushi that Jiro creates. and more.” “The biggest misunderstanding people have All he needed to do was convince about sushi is that it’s just raw fish and rice. this world class chef – a man who People don’t realize the vast amount of work thinks so much and so intensely about it takes to get each piece of fish to its most the food he makes that he literally dreams of delicious state. For example, at the restaurant ways of making it better almost every night – to they massage the octopus by hand for an let him come to his restaurant and film him. hour just to tenderize it and bring Knowing a direct approach from an Ameriout the best of its flavor. These are can toting a video camera may not work, techniques Jiro has been deliverGelb enlisted the help of renowned food ing over decades,” he said. “So it’s critic Masuhiro Yamamoto. “He was my not just fish and rice. It’s about access point to the entire sushi world the balance between fish and in Tokyo,” Gelb said. “He is also very rice. He takes the absolute best ingood friends with Jiro, so he convinced gredients, and then prepares them Jiro to participate. I actually had Yamato the best of his ability to bring out moto to conduct some of the interviews the best of those ingredients. for me while I filmed because I knew “That is why he is the best they were friends who could Jiro Ono in the world.” relax with each other.

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www.colormagazineusa.com Arpil - May 2012

LIFESTYLE

Wine, Climate and Change By Trond Arne Undheim

ith climate and change comes

opportunity. With climate and change comes disaster. Which is it? People, scientists and politicians disagree. For wine, the answer is potentially both. Here is why.Âś A consistent climate is good. Plants get used to it. Growers get used to it. Both maximize the opportunities provided by their own micro climate. Stability is good. You know what you get. You can plan. Consumers enjoy it, too. We expect the wine from Napa to taste a certain way. We expect wine from Australia to taste a certain way. Part of it is climate. Part of it is habit. Part of it is laziness. Many of us go for the most typical.

A changing climate is good. It leads to variation, which is interesting. Who would want to taste the same wine every time, over and over again, even within a vintage or a label? A warmer climate, of course, means new regions can become wine regions, which is good for those who then get closer to them, be it producers or consumers. A colder climate could be good too, especially for wine regions that struggle with drought and high alcohol values in their wine, such as Chile, Australia, and lately, California. A changing climate means everybody has to be on their toes. You never know. According to The Napa Valley Vintners climate study, conducted by researchers at Stanford University, global warming could lead to 50 percent less land suitable for cultivating premium wine grapes in high-value areas of Northern California. However, some cooler parts of Oregon and Washington state would become correspondingly better for growing grapes. Even as growing temperatures may rise, Napa Valley might be spared. The Valley has many micro climates, access, technology and means to install new 20

MAGAZINE Arpil - May 2012

irrigation techniques, as well as increasing consumer tolerance for higher wine alcohol levels (I wonder why). Another tactic might be to switch to a more heat resistant grape varietal, but this might not go down well with what consumers are used to from that wine region. Imagine you could not get your California Cab, Chardonnay or Merlot any more. Inevitably, the ripening of balanced fruit for existing varieties and wine styles will become more difficult, with excessive temperatures at the wrong times in the growing cycle, soil erosion and other problems. Elsewhere in the world, climate change has already brought opportunity for wine growers in Northern Europe, including the UK and Denmark. By the end of the last century there were less than 10 commercial vintners producing wine in Denmark. There was widespread acceptance of the view that commercial production of wine here was impossible. Despite its northerly location, Denmark has been developing a wine industry over the last decades that has benefited from global warming. The Danish vintner association now has 1,400 members (but some are individuals with 100 vines or less), and almost 50 commercial producers. Fruit wine is obviously another story, and Scandinavian countries have long traditions here already. Eiswein (â&#x20AC;&#x153;ice wineâ&#x20AC;?) might be another winner up north as it already is in Vermont. In the UK, the production of bottlefermented sparkling wines is a major growth area, pioneered in the 1980s by Carr Taylor and Lamberhurst using native grape varieties. More recently, vineyards such as Nyetimber and RidgeView Wine Estate, both in West Sussex, officially the sunniest county in the UK, have been planted solely with Champagne varieties (Chardonnay, Pinot Noir and Pinot Meunier). The amount of red wine produced in the UK is small (an average 10% of total production), but the late harvest dessert wine using the grapes with the sweet sounding names of Huxelrebe, Ortega and Optima is a remarkable feature. The fact that weather impacts grapes and wine is not news. In fact, this is the basis of the notion of terroir, the idea that each place of production has its own characteristics that affect the taste of wine and makes it unique to its origin. Cold climate wine production has also come a long way, with better methods, new grape varietals, and more daring wine producers who challenge assumptions about what can be done. The interesting thing about any change is that it leads to innovation (or oblivion). People and plants have to adapt, and in the process, new outcomes become possible, and new ideas and ecosystems emerge (or die). In the Portuguese Douro valley, highly susceptible to climate change, they are now using cover crops against soil erosion, a practice more commonly associated with sustainable, organic viticulture. I would love to see new vintners emerge in Canada, Scandinavia, and China. Needless to say, this is an easier line to take if you do not own a high end vineyard already.

Trond’s Picks

California Science X wine

(2022, $2000, 85/100) The former glory of California Cabernet, Chardonnay, Pinot Noir or Merlot has given way to the new Science X grape, developed only a few years ago. All old style grapes are now only grown on the North Pole, and only in limited quantities at exorbitant rates. One must admit Californian wine is not the same. Only pockets of old school wine remains, in some Russian River micro climates and at the border with Oregon. Californian wine is still big, noisy and enormously fruity. The alcohol levels, are quite excessive, but that does not deter a new generation of consumers from Asia, who love this particular style, after “old” Napa and “old” Bordeaux wines disappeared from the market 5 years ago.

May 16, 2012

Josefina Bonilla Founder and Publisher of Color Media Group

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(2024, $3000, 92/100) The Hardanger fjord formerly known for great tasting apples has now given space to vineyards. At the Aga farm. As the apples were known to have a particularly aromatic, acidic taste, the wine from this region take on unique complementary characteristics, too. The Science Y white wine grape has an apply, light golden color, and is zesty and fruity, despite the dry and arid soil conditions where the thick, spongy soil, not more than two feet deep, rests on a solid bed of rock.

Embracing Diversity

Canada Science Z wine

(2025, $1000, 84/100) By 2025, Canada has emerged as the mass market, low cost producer of wine. Vineyards are huge, yields are bountiful, and quality is improving. Science Z is a grape varietal developed by the University of Calgary especially for the Canadian growing conditions this year. Due to the rapid climate change, new varietals come out every five years, and vines are replanted regularly. The taste is fair, with pine cone soil and former tundra contributing to the distinct mineral flavors.

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LIFESTYLE

April Showers: Style and Sensibility

Wellington Boots

B y J ay C a l d e r i n

hey say that April showers bring May flowers. As nice as that imagery may be, the fact remains that we all need to concern ourselves with staying dry until then. As every fashionable New Englander understands, the practicalities of protecting ones wardrobe from the elements must be taken seriously. Even the gentlest of rainstorms poses a potential threat to our personal style.¶ There are three classics of wet weather gear that often get taken for granted in spite of the fact that they provide protection you can count on, as well as representing the timelessness of good design – the trench coat, Wellington rubber boots, and the umbrella. They also happen to be integral part of British life and style. After all who knows rain better? ¶ Those with an interest in maintaining a sense of style, as well as sensibility will approach these items as investment pieces. Understanding their origins will go a long way towards appreciating their value far beyond functionality.

The Trench Coat Aquascutum is Latin for watershield, an appropriate name for the company that produced the first waterproof wool in 1853. Although the company has dressed both European and Hollywood royalty in all manner of waterproof apparel, the Burberrys brand is more commonly associated with the trench coat we are familiar with today. Founder Thomas Burberry developed a water-resistant gabardine that became instrumental in the development of the trench coat for British military personnel in 1914. Burberry’s signature plaid was not created until the 1920’s, when it was introduced as a lining for what has become one of the most iconic outerwear garments. Something for everyone: the rubberized raincoat called a Mac after its creator, Scottish inventor Charles Macintosh, is a sportier alternative to the trench, while oilskin cloth became a practical choice on the open seas in the form of a Sou’Wester, or in the Australian outback as a Driza-Bone coat.

MAGAZINE Arpil - May 2012

Although Wellies – boots named for Arthur Wellesley, the first Duke of Wellington in the early 19th century – have practical applications in industrial, military and sport settings they have also been interpreted in every color and pattern imaginable as a fashion accessory. Their association with British aristocracy also lends them an air of dignity, belying their true purpose, which let’s face it is trudging through the mud and muck. Wellington boots were initially made in leather and it wasn’t until 1852 when Charles Goodyear invented vulcanized rubber that a completely waterproof boot became a possibility.

The Umbrella Ancient history provides us with some of the earliest examples of the umbrella (or the parasol, when being used to provide shade from the sun), but the umbrella has come a long way since then and continues to evolve. Anyone who has had an umbrella turned inside out by a strong gust of wind will appreciate what an Englishman might describe as a well made brolly. With advances in technology the umbrella becomes stronger and more resilient than ever before. One of the most recent innovations in umbrellamaking was developed by Gerwin Hoogendoorn in the Netherlands. The Sanz is an aerodynamically designed umbrella, which can withstand winds of up to 70 miles per hour, won’t turn inside out, and is available through Totes in the United States. Hi-tech does have its merits but there are times when old school luxury ala John Steed is the way to go. It doesn’t get more luxe than a Brigg, made by Royal umbrella maker since 1893 Swaine Adeney Brigg, where a little shelter from the rain will set you back the equivalent of a few hundred British pounds.

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