27 April 1st April 30th
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Q&A with BNY
GEORGE GILMER The Callie Crossley Show Special Section:
Whoâ€™s Who in Diversity
Micro-Affirmations: The Antidote to Workplace Inequities We Believe in America Ferrera
Great Green Grapes & The Organic Wine Scene Restaurant Review:
East by Northeast
Star line-up includes these sensational talents!
C.C. Carter • Chef Josie • Dred • Feloni • Mimi Gonzalez • Sandra Valls • Karen Williams
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Women of Color & Friends Weekend P R O V I N C E T O W N
June 3 - 6, 2010
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5 | Micro-affirmations: The Antidote to Workplace Inequities
15 | We believe in America Ferrera, so should you 16 | Debi Nova on her New Album Luna Nueva
Benchmarks 6 | The Callie Crossley Show
7 | Who’s Who in Diversity Special Section sponsored by Blue Cross Blue Shield of Massachusetts and Globalview Communications
12 | George Gilmer As the CFO at BNY Mellon, George Gilmer is in charge of the largest custody bank in the country
Lifestyle 18 | Great Green Grapes: Wine is Going Organic, Biodynamic and Beyond 20 | Review: East by Northeast, A Transcendent Dining Experience
Dialogues 22 | Sum It Up by Mimi Gonzalez
From the editor:
his month we celebrate equal opportunity – it’s the law after all and
an essential one at that. Yet discrimination still occurs, inequalities remain. This much I am sure of, but, personally, I mostly hear of anecdotal stories from fed up employees – not scandalous stories of bigotry. Turns out there is a name for these smaller problems and a whole field of research dedicated to them. Anna Giraldo-Kerr’s excellent article (on the following page) introduced me to the world of micro-inequities and microaffirmations. If you ask someone what the definition of war is, most people would easily come up with a decent answer. If you ask someone what the definition of peace is, it’s a bit more difficult – but one thing is for sure, it’s not merely the absence of war. Eliminating overt displays of discrimination in the workplace is important, but it isn’t the whole story when it comes to being inclusive. Inclusion, like peace, is something we must continually work towards, and, in doing so, we must pay attention to the little things, the micro-affirmations and the micro-inequities. Finding out that you have been left out off a fun email list always feels bad, but it’s not exactly lawsuit material. Likewise, how often does one little affirmation make your day? It may not seem rational, but it’s human. Sometimes we can get so caught up in the big picture we overlook the micro things, which can have a major effect. You don’t have to be an expert diversity practitioner (like those featured in our “Who’s Who in Diversity” section) to make your workplace a more inclusive place. Michael
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Aaron A. Arzu is a Le Cordon Bleu-trained culinarian. A recovering lawyer, Aaron now spends his time arguing over the perfect spice blends instead of legal briefs.
Anna Giraldo-Kerr founded Shades of Success, a career coaching firm, to help professionals of color proactively manage their careers. In 2006, Anna’s editorial commentary on immigration and education was awarded national recognition at the First National Ethnic Media Awards.
MAGAZINE April 2010
Mimi Gonzalez is a stand-up comedian actively touring since 1998. She’ll go anywhere to make people laugh, including Iraq and Afghanistan to entertain the U.S. military. She’s also a part-time black-walnut farmer in between comedy shows and writing assignments.
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.
Micro-Affirmations The Antidote to Workplace Inequities
By Anna Giraldo-Kerr t could be as effortless as a nod or a smile. Or perhaps just eye contact. Sometimes it is just being included in the email list or being invited to join the group during lunch time. It is a micro-affirmation – a small and brief interaction that makes people feel acknowledged and valued.
Mary Rowe, Adjunct Professor of Negotiation and Conflict Management and Ombudsperson at MIT, has been studying this phenomenon for nearly forty years. In a paper published in 2008 in the Journal of the International Ombudsman, Dr. Rowe defines micro-affirmations as “apparently small acts, which are often ephemeral and hard to see, events that are public and private, often unconscious but very effective, which occur wherever people wish to help others to succeed.” Dr. Rowe first stumbled upon its counterpart, micro-inequities. These are also small acts which are “hard to prove, events which are covert, often unintentional, frequently unrecognized by the perpetrator, which occur wherever people are perceived to be different.” Endless examples of micro-inequities exist among minority and diverse employees – who feel they do not fit in their place of work. Whether being MORE MICRO excluded from informal conversations or being stared at by others who do not engage them otherwise, many Anna Giraldo-Kerr is professionals of color have experienced micro-inequities currently conducting often. These small acts, when taken place repeatedly, research about micro-affirmations become a collective force that devalues and undermines and micro-inequities people. In Rowe’s words, micro-inequities “have been a while pursuing principal scaffolding for discrimination in the U.S.” graduate studies at From Inequities to Affirmations Harvard University. If you would like to Robert Martínez, Human Resources Manager of contribute or learn Diversity and Inclusion at Princeton University, points more, please contact Anna at annagkerr@ out that in order to understand the effect of microgmail.com. affirmations one needs to start by acknowledging the pervasiveness of micro-inequities. Realizing the potential psychological damage created by micro-inequities is the first necessary step to the road of micro-affirmations. Both Rowe and Martínez agree that there is value in talking about inequities: The conversation starts the process of validation – and affirmation – for individuals who have experienced them. Discussing micro-inequities affirms the person’s sanity. Acknowledging the existence and experience of micro-inequities allows the individual to confirm that they did not imagine these small, demeaning acts. They happened, and they were hurtful. This first step jump starts the micro-affirmation process. In practical terms, there are three ways in which micro-affirmations help counteract micro-inequities. First, if a person affirms another, then by definition they are blocking any possibility of creating inequities. Therefore, micro-affirmations block unwanted, negative behavior – in this case microinequities – just by taking place. The two cannot happen simultaneously. Second, the snowballing nature of affirming and appreciating an individual has the potential to reverse the effects created by inequities. Third, microaffirmations have a built-in role model effect: Witnessing small, appreciative acts allows others to see their effects and invites them to replicate these, influencing their behavior and even their environment.
Developing and nurturing an organizational culture based on micro-affirmations may appear simple. Do not be fooled. Martinez advises to be consistent and to plan on investing time, as the key to reaping the benefits of micro-affirmations lies in the cumulative nature of the experience. The boss and persons of influence in the organization are essential to the success of micro-affirmations as they carry the social currency that validates employees. Colleagues and peers are also a source of affirmation. Their reaching out to those who feel they do not fit in will facilitate the transition from outsider to insider. “These tiny acts of appreciation sometimes as simple as ‘well done’ are so meaningful to employees because they are not expected,”Martínez said. “A performance review is expected and it happens once a year. Micro-affirmations are immediate feedback that might happen at the water cooler. They are personal, and, best of all, they are sincere.”
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The Callie Crossley show airs from 1-2 p.m. on WGBH 89.7 FM. You can also become a fan of The Callie Crossley Show on Facebook, follow it on Twitter and listen online at www.wgbh.org.
By Michelle McKenzie hen WGBH Radio decided to jump into the local talk radio scene, it chose journalistic heavyweights Callie Crossley and Emily Sweeney to anchor its commitment to local programming. They came out swinging on Jan. 11, creating a two-hour power block of local talk Monday through Friday, with The Emily Sweeney Show from Noon-1 p.m. and The Callie Crossley Show airing from 1-2 p.m. on WGBH 89.7 FM.
This is a new frontier for Crossley, who has won a number of top film and broadcast awards, including a national Emmy, a Peabody, an Edward R. Murrow, the Alfred I. Dupont-Columbia prize. A former producer for 20/20, she is a regular panelist on WGBH-TV’s Beat the Press, and contributor to the Fox25 Morning Show, and NPR’s Tell 6
MAGAZINE April 2010
Me More with Michele Martin. Now three months in to her eponymous radio show, she finds humanity in new form, her challenges from new drive and her days exhausting. “It’s going pretty well, but it’s hard,” Crossley said. “Doing a daily show takes some energy. More weight goes into it because we’re trying to do
something really different. We are trying to find different voices, other than the usual suspects in the Boston and Boston area – we go up into Maine, New Hampshire and down to Rhode Island as well. “We’ve made the commitment to finding new voices, so it’s just a matter of figuring out who they are and what the right roles are for them to speak about.” Crossley likens her show to an essay, especially when compared to Rooney’s news-oriented program in the preceding hour. Topics are as wide-ranging as Crossley’s own interests, from J.D. Salinger to wine to Bugs Bunny, and often touch on arts and culture. “It’s exciting to have my own space … Sometimes we talk about what’s going on in the moment, but we may step back and look at a story over a period of time and find a different angle,” she said. “(Because of the nature of the show) I have a moment to stop and think about what I really want to talk about.” One such moment came after the death of Crossley’s favorite poet, Lucille Clifton, in February at age 73. “I thought, ‘Wow, I can talk about this on my show!’ So I went to my producer and he said, ‘Poetry? Are you sure?’ and I said ‘I promise you.’ And it worked out fine. What I have learned in a very short period of time is that the topics you think will generate a lot of discussion don’t always do so, and some topics you don’t think will get much response at all can generate an exciting discussion.” The show takes comments from listeners and also receives feedback via email and Facebook. Crossley feels that the importance of having an open dialogue outweighs the risk of opening the airwaves to random callers. Also extremely important to Crossley is the fact that she is one of a limited number of African-American women on the air, not just in Boston, but across the country. She noted having just received an email from a friend about a new satellite radio show hosted by MC Lyte and comedienne Loni Love, and ticked off names of a handful of media colleagues, such as Michele Martin and Gwen Ifil. “This is probably the most black women who have been on the radio,” she said. “I feel a great responsibility for the people who made the way.”
SPECIAL SECTION WHO’S WHO IN DIVERSITY & INCLUSION
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We are the ones we’ve been waiting for.
We are the
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SPECIAL SECTION WHO’S WHO IN DIVERSITY & INCLUSION
Section sponsored by Blue Cross Blue Shield of Massachusetts www.bluecrossma.com/careers
Who’s Who in
& Inclusion N THE FIRST EDITION OF OUR “WHO’S WHO” SERIES, we’re highlighting some of the top diversity and inclusion practitioners in Greater Boston. These are the professionals on the cutting edge of change — making their workplaces more inclusive and reshaping the business landscape.
Robert Amelio Vice President of Diversity & Talent Management Dana-Farber Cancer Institute Top three diversity initiatives for 2010: Enhance employee retention by piloting a mentorship program & supporting employee resource groups Build an internal pipeline of talent by providing onsite precollege coursework for frontline staff Increase visibility of Dana-Farber in communities of color
Joyce Beach-Small Director of Diversity Blue Cross Blue Shield of Massachusetts
Bernard Brown Manager of Compliance & Diversity MassHousing
Top three diversity initiatives for 2010:
Top three diversity initiatives for 2010:
Create culture of inclusion that supports goal of being a culturally competent healthcare provider, providing all associates with specialized training & learning opportunities Incorporate diversity lens through end to end Talent Management System (Recruiting/ Retention/Development/Advancement/ Succession Planning/ Workforce Planning) Align community outreach with diversity strategy to strengthen brand with associates & the diverse labor market
Work with developers & property managers, encouraging them to contract with minority- & women-owned businesses (M/WBEs) Sponsor an annual trade fair that brings real estate developers & property managers with contractors, small businesses & trades people Provide workshops to build capacity of small minority- & womenowned businesses such as access to capital & credit, marketing & insurance & bonding
APRIL 2010 April 2010 MAGAZINE
Sandra Casey Buford Ph.D. Director of Diversity Massachusetts Port Authority Top three diversity initiatives for 2010: Diversity Leadership Council Professional/leadership development & talent management for high potential, high performing minority employees Quarterly diversity roundtable forums
Shawna Ferguson Associate Director Diversity & Development Programs Genzyme Corporation Top three diversity initiatives for 2010: Business Driver: Aligning D&I with our business excellence initiatives, people practices & customer success service goals Getting Involve: Expand corporate sponsorships & participation with D&I professional associations Continuous Learning: Building a culture of inclusiveness through learning and development initiatives
Jackie Glenn Senior Director & Chief Diversity Officer EMC Corporation
Lydia Greene Vice President of Human Resources and Diversity Tufts Health Plan
Top three diversity initiatives for 2010:
Top three diversity initiatives for 2010:
Align diversity & inclusion with local issues in regions where EMC does business or there are critical emerging markets Developed strategic partnerships & feeder programs to drive identiﬁcation of potential employees Maintain leadership focus on diversity & inclusion aligning strategic business goals with diversity & inclusion goals
Strengthen candidate pool through improved recognition of Tufts Health Plan as an employer of choice Leverage use of employee referrals through external networking & partnerships with minority professional associations Increase the internal pool of minority candidates available for promotion
Chase Hawkins Director, Employee Inclusion & Cultural Solutions Raytheon Integrated Defense Systems Top three diversity initiatives for 2010: Raytheon Game Changers: program for management level employees bringing inclusive culture closer to ideal end state Vulnerability Assessment Process: identifying valued employees at risk for leaving the company Behaviors of Excellence: linking behaviors missing from management & barriers to success of people, or motivation for leaving company
Kari Heistad Diversity Officer Ocean Spray Cranberries, Inc. Top three diversity initiatives for 2010: Company wide generational survey to further enhance our understanding of generational differences Senior management committee working with an employee led Idea Review Team to develop new ideas & innovation Shifting our emphasis from understanding diversity to developing an inclusive workplace
Michael James, MBA Director of Diversity & Community Relations Boston Architectural College Top three diversity initiatives for 2010: Recruit diverse faculty & teach new diversity management strategies to our students, staff, faculty & board Create a comprehensive multicultural communications plan Diversify the design ﬁeld by expanding design education to urban middle & high schools
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www.colormagazineusa.com APRIL 2010
SPECIAL SECTION WHO’S WHO IN DIVERSITY & INCLUSION
Doreen Nichols Vice President of Associate Relations and Global Diversity Staples, Inc.
Deborah Minori Vice President, Diversity Recruitment Manager BNY Mellon
Top three diversity initiatives for 2010: Continue to build rela Advance an inclusive tionships with & attract work environment to experienced diverse ensure attraction and professionals to BNY retention of best talent Mellon Expand workforce Work with Historically diversity with focus on Black Colleges leadership develop& Universities to ment for women and recruit undergraduate minorities interns & early career Win customers by individuals better understanding Partner with affinity our different customer networks & diverse segments professional associations to brand BNY 10-HRO0145_HR_ad_Color_Mag_March:HR-Diversity Mellon as a premier employer Top three diversity initiatives for 2010:
Mike Scannell Senior Vice President, HR & Head of Global Inclusion State Street Top three diversity initiatives for 2010: Develop action plans that address the results of our annual employee engagement survey Provide all employees with technology-based access to both formal mentoring partnerships and informal learning circles Strengthen our program governance with a new Global Inclusion Center of Expertise and a 30-member Global Ad_8.5x5.5_HalfPage Inclusion Working Group
Lisa Strack Senior Manager of Diversity & Inclusion, Greater Boston Region Comcast
Taunya WilliamsGarrett Director of Diversity & Inclusion Stop & Shop/Giant L Supermarket
Top three diversity initiatives for 2010:
Top three diversity initiatives for 2010:
Diversifying our leadership ranks by recruiting managers and above into the company Education & Awareness Branding as an employer & provider of choice
Associate Development: Programs preparing women & multicultural professionals for success Supplier Diversity: Partnerships with Minority & Women Business Enterprises & develop business relationships • Consumer Engagement: Provide shopping experience encompassing great food, low prices & associPage 1ates who reﬂect diversity
A WORLD OF DIFFERENCE WITHIN ONE COMPANY Are you interested in adding your unique value to a global leader that embraces diversity and inclusion? At State Street, one of the leading providers of financial services to institutional investors, we are firmly committed to having a diverse workforce. What we value most about our more than 27,000 employees worldwide are the qualities that make them each unique — their experiences, interests and capabilities. State Street offers competitive salaries, generous benefits, entry- and advanced-level positions, paid internships, work/life balance, employee networks and volunteer opportunities. APPLY ONLINE today at www.statestreet.com/careers. Click Job Opportunities and then select your location.
Are you ready to add value? State Street is an Equal Opportunity Employer M/F/D/V. ©2010 STATE STREET CORPORATION. 10-HRO01450310
Dedicated to opportunity for everyone
EMC is committed to inclusion and sustainability. Every day we work to leverage the dedication and passion of our employees to create business and personal success through fulfilling work and boundless opportunities. We are shaping the workplace of the future by cultivating diversity, inclusion, and sustainability now. Learn more at www.EMC.com. EMC2, EMC, and where information lives are registered trademarks or trademarks of EMC Corporation in the United States and other countries. All other trademarks used herein are the property of their respective owners. ÂŠ Copyright 2010 EMC Corporation. All rights reserved. 1875
For over 75 years, Ocean Spray Cranberries, Inc. has been the leader in creating nutritious juices and food products for the entire family. Most of our success is due to the diversity among our 2,000 employees worldwide. At Ocean Spray, we strive to create an inclusive culture in which individual perspectives are valued and differences leveraged for greater opportunities in todayâ€™s multicultural society. To apply, visit www.oceanspray.jobs Ocean Spray Cranberries, Inc. believes diversity makes good business sense. We take pride in being an Equal Opportunity Employer. Candidates of all backgrounds are encouraged to apply.
At the center of all we do. Great people from diverse backgrounds make a great company. At Tufts Health Plan, this philosophy is what you might expect from a health insurance leader that is driven to provide excellent coverage and improve the quality of care for each of its members. Headquartered in Watertown, Massachusetts, Tufts Health Plan is a health insurance leader offering a full array of health care coverage options for individuals across Massachusetts and Rhode Island.
To find out what makes us a great place to work, visit www.tuftshealthplan.com
At Tufts Health Plan, diversity and inclusion help to drive our success. We are an equal opportunity employer encouraging candidates of all backgrounds to apply for open positions.
www.colormagazineusa.com www.colormagazineusa.comAPRIL APRIL 2010 2010
George Gilmer BNY Mellon
is a critical aspect of negotiating corporate America. As the chief financial officer for asset servicing and global markets within Bank of New York (BNY) Mellon, George Gilmer is in charge of the largest custody bank in the country. He is the highest-ranking African American at BNY Mellon and he has a keen understanding of how he got to where he is, and how he can help others get there too. CM: Tell me about your job. GG: I’ve been at BNY Mellon for the last six and a half years. As CFO I have responsibility for all financial issues related to the sector. That would include planning forecasting, reporting and analysis, working to insure that we don’t have SOX (Sarbanes-Oxley Act of 2002) or audit issues in the sector as well as in the finance organizations. We also support any deals and transactions in terms of due diligence and doing a financial model that covers the transactions and also integrating those businesses. We’re a vital part of the sectors that we support, and we try to really partner with them to make sure that they are making the best financial decisions based on the information we provide to them. CM: How much money do you manage? GG: Our sector, the assets servicing sector, has just under $4 billion in revenue. The global markets business, that I also have, has just under one billion dollars in revenue. CM: How would you classify, in terms of the responsibility and power, controlling that kind of money? GG: Obviously, I think it’s an extremely important position within the organization. I think, with that, it carries a certain amount of influence not only in the company but also from an external standpoint. One of the things that I do, as I go about my daily business and working with my team, is make sure we are being as honest and as trustworthy as we possibly can in delivering good, solid, accurate financial information that the business can use. We try to make sure that we use the power and the influence to help the business grow, to get more profitable and create more earnings for the company, and not really use it in a way that is negative or contrary to that. CM: You are the highest ranking African American in the company. How does that make you feel? GG: It’s mixed emotions. On the positive side, I take a certain amount of pride in what I’ve achieved and what I’ve been able to do from a career perspective, not just on my own but with a lot of help from others ... But one of the things I would like to see, not just within BNY Mellon but other companies as well, is more people who are senior and get to this level. I don’t think that I’m the only person out there who is qualified to really be at this level, so I think that we’ve got some work to do from that perspective. I feel very excited and happy about what I’ve been able to achieve, but I would also like to see more people get the oppurtunity to work at this level.
MAGAZINE April 2010
CM: And how do you accomplish that? How do you go about finding people or mentoring people? GG: I mentor people either within the organization and sometimes people seek me out. Sometimes there’s a manager who sees a bright employee and thinks that I could be the right person to help them out. I also sign up for many of the mentoring programs that BNY Mellon has. We have some through finance, some through the WIN (Women’s Initiative Network) network. We have some through the IMPACT Network (focuses on multicultural employees). I try to sign up for all of those programs so that I give people access to me from a mentoring standpoint. It’s just something that has been very helpful to me in my career, providing that same opportunity to others is very important to me. Mentoring is a critical aspect of negotiating corporate America. Having somebody outside of your manager-employee relationship that you can go to, who helps you to navigate decisions, is only going to help you better your career and be a better employee. It worked for me and I can see how it has worked for some of the people I have mentored as well. CM: How did you get into finance? GG: I went to college in Western Mass., at Westfield State College. I knew that I wanted to be in business, but I didn’t know I wanted to be an accountant or a finance professional. Being the athlete that I was, sometimes I found myself in the back of the classroom. I noticed that when I went to my accounting class I always found myself sitting in the front of the room. I really had a natural love or enjoyment for it. At night, I would have kids knocking on my door asking me how to solve this problem or that problem. I just found that it really came naturally to me. Late in my sophomore year, my Accounting 1 professor said, ‘You should really think about this as a major.’ After that conversation, I moved to a specific concentration in accounting and have just really been enjoying it ever since. CM: What kind of sacrifices have you made to be the CFO? GG: I had a councilor who I work with at Westfield State College, and he talked to me about the concept of short-term losses for long-term gains. When I was in college, there would be people who would be going to a party or an event, and what he talked about was that if you take that short-term loss, and take that extra hour to get some work done or some studying, I would still be able to make it to the party, I just might be an hour late. And that was a short-term loss but the long-term gain was that it helped me get that 98 instead of maybe that 85, and that’s really something that has helped me.
www.colormagazineusa.com April 2010
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I felt that same way from a career standpoint when I first started working. People might be running out right at five o’clock, while I wanted to stay and spend some extra time to learn more about the business, more about the way things work, things that might be outside the finance of the organization. But again, taking that time, that short-term loss, gave me advantages in the longterm that helped me be a little more successful. CM: We tend to only ask women how they balance their professional life and their personal life, but it’s equally as important for men. How do you do that? GG: Planning is obviously very important. What I try to do is really make sure I am visible and I’m there for the activities. I don’t really feel like that is time I can ever get back, and I’ve never really been willing to sacrifice that. Parents bring kids into the world, kids don’t get to select their parents. The easiest thing for me to do is to always give my time. It’s difficult in terms of balancing the demands of a career with trying to be visible in their life, in their activities. We take the time to make sure we are very planful and that I can get there as much as possible. CM: What are you committed to, passionate about, outside of your work. GG: There’s really a couple of organizations I try to work with on a continuous basis. They would be NABA, the National Association of Black Accountants, also ALPFA, which is a latino professional association, and then I’m on the board of Westfield State College. I’m also a coach. I coach a youth basketball AAU program called Mass Destruction. Those are the four things that take up my time outside of what I do here at BNY Mellon. Obviously NABA and ALPFA are fantastic ways for me to reach out to the minority population and be very visible to them, to mentor, to network with them. I also learn by meeting new people and sharing different ideas, and that’s very important to me. From my career standpoint, I’ve had people along the way who reached back to help me. I think it’s very important for me to do the same for others who are navigating corporate America. Westfield State College – as a student there I had some great experiences I had some things that I wish were different, and participating as a board of trustees at Westfield State is a very important way for me to give back. I love doing that. And I enjoyed basketball, it was something that really helped me coming up. It helped me learn how to work with others, be a good leader, be a good teammate, and that’s carried through my corporate career. I enjoy giving back in that way, and I also enjoy teaching the young kids some of the skills of the game.
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MAGAZINE April 2010
We Believe in
By John Black
hen you make your acting debut starring in a film called Real Women Have Curves, then find fame as the title character in a television series called Ugly Betty, chances are you have either a strong sense of your self-image or the acting chops to be able to set aside your ego and delve into any role you get to make it completely believable no matter how different it is from the real you. America Ferrera, it turns out, has both.
“In films or on television, you can make anyone look like anything you want them to look like, and for me that’s the beauty of being an actor,” Ferrera said. “I can step into Betty’s shoes and not feel that it’s me out there in front of the camera. I’m acting. The more my character doesn’t look like me, the easier it is to let go of representing myself. I don’t have to be afraid of going to all these different places because it’s not me.” In the eight years she’s been acting, Ferrera has played a wide range of roles, from a tough skater chick called Thunder Monkey in Lords of Dogtown to a young woman searching her family roots to find out where she belongs in The Sister-
hood of the Traveling Pants. Along the way, Ferrera has not only created some truly memorable characters, but worked her way up the Hollywood ladder to become a leading lady in her own right, as she proves in the recently released comedy Our Family Wedding, in which she plays Lucia Ramirez, a woman whose plans to marry the man she loves run head-on into the old-school ways of the perspective fathers-in-law. “I like that people don’t know me for my look. It makes it easier for them to believe me as a character,” Ferrera said. “Lucia is a very different character for me to play because she looks the most like me in real life. I had to find a way
to distinguish her as a character apart from me. There are cultural gaps between the two families, because she’s Latino and her fiancé is African American, but I was more drawn to the generational gap between the children, who are now adults, and their parents. How could their parents be so stuck in their own traditional mindsets yet raise children who were so colorblind? I just love the idea that Lucia is strong and knows what she wants. She’s smart and independent, but when she gets around her family she reverts back to being a 15-year-old and can’t escape the role that she’s always played in that family. More than having a perfect wedding day, her struggle is to try to find the courage to be the women she’s become even if that’s not who her family sees her as.” It was Lucia’s struggle, and the way she saw her own personal struggles reflected in her, that gave Ferrera the key to unlocking the character. “My career choice was not one that anyone in my family understood so from a very early age I realized that even though no one can see the vision I have for my life, and no one really supports it, I have to be strong enough to believe in it no matter what happens.” As a young Latino woman who actually made her dreams come true, Ferrera realizes she has a responsibility to her culture and her community, but she isn’t satisfied in just creating positive Latino roles in movies and on television. Her goal is to create characters that are judged solely for what they do in the story. “I grew up with a single mother, so I did not have a lot of reference for a father/daughter relationship like the one in [Our Family Wedding], but I love that the relationship is portrayed in a positive way. Fathers in a lot of these stories don’t have the warmest relationship, or even a presence, in their children’s lives, so I think it’s important to show these loving, warm well-intentioned and present fathers in Latino families on TV and movies. Hopefully, it sets a good example. “But I think the goal for any Latinos in Hollywood is just to be part of the landscape of cinema or TV and not have it be about the fact that they’re Latino or telling a Latino story,” she added. “I know there are stories that need to be told, and there’s an entire audience out there that wants to have their stories told, and when they are stories I can connect to, I’m certainly happy to step into that role. It would be very nice if we got to a point where I could be up for a role next to a girl who has blonde hair and blue eyes and it wouldn’t be about how we look, but how we acted. But it takes a long time for any individual to get to that place. Look at Halle Berry. If the role’s not written for a Black woman, but it’s Halle Berry who gets the part, then it becomes a Black woman. I think that’s what everybody wants; just to be recognized for their talent and their spirit and not for whatever the outside is.” www.colormagazineusa.com April 2010
By John Black he’s written songs for Latin recording artists Belinda and RBD, performed the standout track “Latin Girls” on the Black Eyed Peas’ Grammy-nominated Elephunk, and was the featured vocalist on albums by Ricky Martin, Boney James and Sergio Mendes. She has been a vital part of six Grammynominated projects, toured the world as a feature performer, and become a sensation on You Tube with her sizzling, hip-shaking duet with Martin at the 2006 Victoria Secret Fashion Show.
Now it’s time for Debi Nova to strike out on her own with her North American debut CD, Luna Nueva, an electrifying combination of Latin rhythms and pop smarts that showcases the Costa Rican’s considerable musical gifts – she plays piano, guitar, bass, timbales and more – as well as her rich Latina heritage. “Because Costa Rica is in Central America, we had Bossa Nova coming from Brazil, Afro-Cuban rhythms drifting over from the Caribbean, and, of course, all the great rock and soul from the U.S.,” Nova said. “It was a real melting pot and I wanted my album to capture that.” A resident of Costa Rica and the U.S., who has split her time between the two countries for the last seven years, Nova sings in both English and Spanish, combining her native tongue and the language of her adopted homeland, often in the same song. “The idea of singing in both English and Spanish on the album wasn’t planned, but as I was writing the songs, I found myself naturally blending the two because it’s something I do every day,” she said. “I’m a Latin girl who relocated to America, and culturally and socially I’m part of a generation that just naturally mixes English and Spanish. I think music is always a representation of where we are culturally and socially. The world is becoming smaller and I want to be part of that. I want to represent that.” Nova’s timing for adding her voice to the musical melting pot of the world couldn’t be better. According to the Los Angeles Times, U.S.-born Latinos now account for more than 60 percent of all Latinos in the country. Bi-lingual entertainers and performers across all media have become breakout stars thanks to television channels as MTV Tr3s, SiTV, and LATV, which seek to reach Latinos who are raised with American pop culture who want to hold onto their roots.
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MAGAZINE April 2010
And while those people may be Nova’s natural audience, the music on Luna Nueva will appeal to anyone who appreciates passionately performed pop, from the Brazilian samba of the opening track “Need 2 Be Loved,” (that Nova describes as “a pep talk to myself to let go of fear and celebrate the moment”) to the evocative “Ashes & Pearls,” on which the environmentally minded Nova sings about greed and “how we’re not conscious of what we’re doing to this planet because of our desire to make more money and be powerful – so in the end we’re swimming in ashes and pearls.” After seven years of non-stop writing and recording with and for others, Nova said she is thrilled to finally be putting out her own solo album, a labor of love long in the making. “I’m just ready to give birth to these songs,” she said. “I feel like I’ve been holding onto them and I need to release them and share them with the world.”
THE PREmIER LEADERSHIP EvENT FOR wOmEN
Talent + Technology
Friday, April 30 Spirit of Resilience Seaport world Trade Center Boston, massachusetts
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FOR 31 yEARS the Conference has set the standard for women’s professional events, presenting an extraordinary blend of thought, leadership, motivation, and networking. Our 2010 program continues the tradition with a power-packed day of information and inspiration.
Innovation. Driven by Diversity.
16th Annual Academy of Women Achievers Celebration June 1, 2010
12:00 - 1:30 p.m. Westin Copley Place
As one of the world’s foremost technology leaders, Raytheon takes on some of the most difficult challenges imaginable. Meeting those challenges requires a diversity of talent, ideas, backgrounds, opinions and beliefs. Diversity helps our teams make better decisions, build stronger customer relationships and feel more inspired, supported and empowered. It is both a catalyst and an essential advantage to everything we do.
Opportunities exist in the following areas:
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Supply Chain • Quality • Subcontracts Operations • IS (Windchill)
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Sandra B. Henriquez Racial Justice Award
YWCA Boston is dedicated to eliminating racism, empowering women, Dr. Beverly Daniel Tatum and promoting peace, President, Spelman College justice, freedom and
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dignity for all.
© 2010 Raytheon Company. All rights reserved. “Customer Success Is Our Mission” is a registered trademark of Raytheon Company. Raytheon is an equal opportunity, affirmative action employer and welcomes a wide diversity of applicants. U.S. citizenship and security clearance may be required.
Trond’s Picks Sterling Cabernet Mendocino (2007, $14, 89/100)
Enjoy a strongly peppery bouquet with pleasant vanilla. Plum accents and a clever black and red berry mix with crowberry edge. Strong tannins, good acidity and nice oak tone, this Mendocino wine has medium body. Overall, this is a pure, clean and sharp effort with subtle hints of fine, unsweetened chocolate. Made with organic grapes, this wine is one to explore again and again.
Rutherford Organic Vineyards in Napa Valley
Grgich Hills Fume Blanc Napa Valley (2007, $25, 88/100)
This luscious white is a crisp and clean cut grapefruit and lemon tart effort. With a strong hint of tropical fruit that never goes bananas and a smoky, mineral bottom, the super long finish leaves no doubt about the quality of the wine. All Grgich Hills wine is certified organic and biodynamic as of their 2003 vintage. Munching on seafood, salad or just on its own, you might enjoy its forwardness.
Great Green Grapes
Organic, Biodynamic and Beyond
By Trond Arne Undheim
Frey Sauvignon Blanc Mendocino (2008, $13, 87/100)
A strongly yellow colored, organic wine with overripe lemon and passion fruit, hints of honey and ripe fruit and a full, oaky body. A bit rough around the edges, but great for spicy ethnic cuisine. A biodynamic wine from America’s first organic winery, delivering crisp terroir, Frey is located in Mendocino, just north of Sonoma valley, a region where a quarter of the wineries are certified organic.
ine grapes are generally “nasty and full of pesticides,” according to Paolo Mario Bonetti, President of Organic Vintners. They may also contain sulfites, which tend to induce headaches. The counterpoint is organic wine, which in the United States means it is produced in a certified facility and is made from vineyards supposedly free of chemical fertilizers and pesticides. Organic wine involves the use of cover crops, companion crops or even flowers and weeds in between each row of vines instead of neatly poisoned dirt. But should we stick to only one percent of the world’s vineyards and surrender to the eco-friendly wine life?
I spoke to Geof Ryan, co-global wine buyer at Whole Foods Market, a U.S. national retailer who is known as a bit of a game changer in the organic retail market. A typical Whole Foods Market carries less than ten percent eco-friendly wine. However, according to Geof, wineries like Frog’s Leap and Robert Sinskey have been making great organic wine for decades, without emphasizing this fact in their marketing. Now they do, obviously, since the popular kids have started drinking it. In France, the phenomenon is well established,
The Organic Wine Scene In the mix of marketing, science, religion, confusion that surrounds the organic, natural, carbon-neutral, fair trade and bio-dynamic wine scene, here are a few wine resources worth exploring for more insight and more importantly, taste impressions. Benziger: www.benziger.com
l Biokult (Austria): www.biokultwein.at l Bonterra : www.bonterra.com l Ehlers Estate: www.ehlersestate.com l Fetzer: www.fetzer.com l Frey Wine: www.freywine.com Frog’s Leap: www.frogsleap.com l Grgich Hills: www.grgich.com l Natural Merchants: www.naturalmerchants.com Nuevo Mundo (Chile): wwwnuevomundo-carbonneutral.com l Organic Vintners: www.organicvintners.com Organic Wine Journal: www.organicwinejournal.com l Robert Sinskey: www.robertsinskey.com Elderton Wines (Australia): www.eldertonwines.com.au
MAGAZINE April 2010
Organic wine tries to respect the rhythms of nature. particularly among Burgundy’s smaller players. Elsewhere, organic agriculture is a dignified way out of overproduction. How can you be sure you are actually buying environmentally sensitive wines? In the United States, the Organic Foods Production Act (OFPA) of 1990 assures the certifier is the United States Department of Agriculture’s National Organic Standards Board or an accredited certifying agent which can be private, public or non-profit entities. Internationally, Demeter and its local affiliates is the only certifier for biodynamic wine. In Europe there are at least two certifiers. In Chile, Nuevo Mundo was just certified as a “carbon neutral” wine, meaning that it arguably does not impact negatively on climate change (which is a big issue everywhere except here). Biodynamics is a popular extreme form of organic wine practice, where vintners like Benziger, Frey, and Huet use principles of natural, local growing and harvesting practices created by philosopher and school entrepreneur Rudolf Steiner (1861–1925). The approach includes the use of the astronomical as well as the lunar calendar and the application of organic teas on the soil., some, such as wine aficionados Jesús Barquin and Douglass Smith in the publication The World of Fine Wine, dismiss the biodynamic movement as a mix of good intentions, quasi-religious hocus-pocus, good salesmanship and scientific illiteracy. However, even its critics admit that most biodynamic wine tastes great. So the debate continues. Great green grapes seem to have the following going for them: they are politically correct, are produced with more care, taste the same or better,. (especially if we are believers).. But are political or placebo effects enough? “By and large the wines reflect minimal handling, thus a truer expression of grapes grown in specific locales,” said Ryan. He evokes the French term terroir, the fact that any wine is to some extent an expression of the physical place where it was made, some more than others. To him, the future of organic wine looks bright: “we see a shift to very high quality and a shift to entry level value selections.” Maybe so. Organic wine tries to respect the rhythms of nature. That cannot be bad. But letting the soil soak in organic tea concoctions might be taking it a bit too far into “viticultural voodoo.” Time will tell, but organic wines are here to stay, try them out.
workexcellencelife MGH – Rich with Diversity and Opportunity At the Massachusetts General Hospital, we offer our employees the best opportunities for dynamic and fulfilling careers by cultivating a diverse workplace committed to excellence. The MGH is the largest private employer in Boston and offers career opportunities in all areas of patient care, research, administration and operations in a fast-paced, challenging and supportive environment where every employee plays a critical role in our ongoing success. Guided by the needs of our patients and their families, we aim to deliver the very best health care in a safe, compassionate environment; to advance that care through innovative research and education; and, to improve the health and well-being of the diverse communities we serve.
To see a complete list of our current opportunities and to learn more about the full range of our employee benefits and resources, please visit our website.
By embracing diverse skills, perspectives and ideas, we choose to lead: EOE.
East by Northeast: A Transcendent Dinning Experience by Aaron A. Arzu
ambridge’s burgeoning restaurant scene has gained a new and exciting entrant. In the epicenter of Inman Square’s (Cambridge, MA) Restaurant Row, Chef Phillip Tang has brought his take on upscale, yet homey, Asian cuisine.
East by Northeast East by Northeast is located at 1128 Cambridge Street, Cambridge, MA 02139. For reservations call (617) 876-0286, or check out their website www. exnecambridge.com.
A paean to the home cooking of his Northern Chinese (by way of the D.C. area) roots, East by Northeast (or “E x NE” as displayed on the menu) is not your typical white-cardboard-take-outbox chop suey joint. Chef Tang’s new offering is a creative mélange of the recipes and techniques of the Chinese kitchen, applied to local and regional New England food products. Chef Tang, who honed his skills at notable area eateries Lumiére, T.W. Food and Hungry Mother, has created an inviting and intimate space, with a menu featuring small, tapas-style servings and a specials board that is particularly attuned to the changing seasonal output of local farms and food purveyors. The intimate (25 seats) setting is warm and inviting, with deep, rich red and gold walls, indirect lighting and small tables. The mood is casual, with ambient downtempo music wafting from the sound system. The restaurant is perfect for a romantic dinner, or for a laid-back
MAGAZINE April 2010
Head Chef Phillip Tang
meal with friends. The wait staff is attentive and knowledgeable, and the bar menu is complete with exotic cocktails, handmade infused sodas (the ginger soda was crisp, sweet and peppery, cooling the heat from some of the spicier menu items), and delightfully creative snacks (the wonderfully smoky curry-dusted carrot and sweet potato chips were an elegant touch), all serving to heighten the anticipation of a transcendent dining experience. The restaurant recommends ordering several small plates to share family style, and we saw no reason not to heed this suggestion. The rest of the menu offerings lived up to the promise of the chips; the amuse bouche, which was a delicately crispy rice fritter coated in sesame and fennel seeds and paired with a kicky peanut sauce, which let us know this dish was inspired by the Far East. Next up was a celery root and poached chicken salad that was served with a punchy sesame mustard dressing. The acid of the dressing was nicely tempered by the addition of fresh apple
slices (one small nit to pick; the salad was rather large compared to the size of the other dishes, and the pieces were a little too large to comfortably eat with chopsticks). What is a Chinese meal without a fried scallion pancake? Their offering was light, redolent with scallion and served with a fiery pickled-onion relish that shocked the taste buds into action. The sweet potato fritters were meaty, hearty and served with a chili-honey mayo that was the perfect blend of heat and sweet. Our only quibble was that the food we had received thus far, while perfectly cooked, seemed more New American than Northern Chinese. Our misgivings were soon allayed by the Pork Riblets in ginger and black bean sauce. This was a special item that Chef Tang should move to the permanent menu immediately. The riblets were crispy and savory, perfectly caramelized in the sauce, and gone far too quickly. The empty plate was replaced by an authentic, but culinary elevated Ma-Po Tofu. The tofu was smoked and topped with a savory sauce of minced veal and crispy rice for a textural contrast; the overall effect was an abundance of smoke and heat, a Northern Chinese barbecue special. These dishes were followed up with an unbelievably fantastic crispy pork belly served on homemade steamed mantou bread and a comfort food-style Chinese sausage and shiitake sticky rice plate. No Chinese meal would be complete without dumplings and noodles, and the selection at E x NE was exemplary. The Pork dumplings served in a butternut squash and Five Spice jus are a must have, as is the Bun Duo; drawing on Chef Tang’s classical training, the duo is comprised of a pulled pork and vinegar slaw filled steamed bread, and a Continental-inspired pork confit-stuffed bun. The result is a fusion of Western flavors and Eastern cooking techniques that will have the diner signaling the wait staff for another order – or two. The restaurant’s noodle offerings feature fresh-made noodles and a variety of meat and vegetarian options that will satisfy even the most finicky of foodies. Chef Tang’s vision of haute Chinese is an unqualified hit; his use of local ingredients and commitment to sustainable food fits right into the eclectic Cambridge food scene.
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Museum of Fine Arts, Boston “Astonishingly beautiful” —The Boston Globe
Museum of Fine Arts, Boston Avenue of the Arts 465 Huntington Avenue Boston, Massachusetts 02115 617-267-9300 www.mfa.org This exhibition was organized by the National Gallery of Art, Washington. It is supported by an indemnity from the Federal Council on the Arts and the Humanities. Luis Meléndez, Still Life with Pears, Grapes, Peaches, and Receptacles (detail), about 1772. Oil on canvas. Private collection.
Sum It Up
by Mimi Gonzalez quals.
= Mimi=Freed. I used to sport the mathematical symbol in one of many stage-names during my San Francisco heydays of self-discovery and chronic reinvention. “No, it’s not a typo,” I’d tell editors or booking agents, “It’s a symbol representing the ideal of what we all ultimately are: equals.”
Like a kid, I insisted on knocking my hardheaded notions of hope against closed doors. So much so, it’s left me with a permanent version of an infant’s soft spot. Because I keep knocking! I’m an American and the carrot that’s been dangling in front of me since my first civics class is that by birthright, I’ve got a shot at the spoils of capitalism! All that’s required is the willingness to meet the vast fields of opportunity with hard work and voila: victory is mine! That’s about the most level playing field there is in America. Everyone is equally responsible to pay taxes for being here. Everyone except the wealthy minority with enough money to pay a lawyer to sniff out and jump through loopholes
like some kind of poodle-bloodhound hybrid. The barons who forced the Magna Carta on King John of England could have never imagined the trickle down effect that protecting their privileges would have on the future. I doubt they envisioned a day when a female would be considered a citizen of a nation, let alone have the right to vote or own property. Especially a woman whose skin and features was so markedly alien to theirs. Right now, I’m fantasizing about a time warp introduction to Oprah Winfrey, who by all economic rights is an American Queen. She is the most actualized example of what the white founding fathers could have never imagined they actually meant.
The Declaration of Independence states in its opening line that the people of this new country have a right to “the separate and equal station to which the Laws of Nature and of Nature’s God entitle them.” Separate AND equal? There’s a backwards smack from history to the Confederate segregation fantasy of separate BUT equal. They demanded their inalienable righ as human beings (quaintly referred to as “men” in the document) to a liberated life of pursuing happiness. It amounted to the most eloquent “Dear John” letter ever written. Dear Great Britain,
Diversity At National Grid, one of the world’s largest investor-owned utilities, we understand the power of inclusion and diversity in our workforce. We value an individual’s skills, special talents and multicultural experiences – qualities necessary to develop and deliver clean energy products and services. We provide services to more than 7 million customers, managing their energy needs while maintaining our commitment to preserve the environment. Learn more about us by visiting our website at www.nationalgridus.com.
It’s been a lot of fun seeing you for the past couple of hundred years. You’ve shown me so much and opened my eyes to so many of the world’s wonders and truly, I’ll be ever grateful to you for that. It’s your lessons that have birthed in me the imagination and courage to sally forth on my own into the new adventures brimming this new world. I hope you understand, I simply can’t bear to be yours any longer. I must do this for my own good. I hereby resign myself and hope you do too, to our inevitable separation. I hope one day you’ll see it as I do and we can finally look to each other eye-to-eye as friends. ‘Till then I remain… Equally yours, America Equality, by “which the Laws of nature and Nature’s God entitle them.” Nature! You can’t argue with nature. You’re a piece of it so you’re entitled to be a free person and not someone’s subject. What a glorious vision. The trouble with vision is the further you get from what you’re looking at, the harder it is to see. How else to explain the disconnect from seeing their right to freedom but not a Native American’s or an African slaves? Blinders? Ambition? A game of peek-a-boo with themselves they forgot to see they lost? Projection is a psychological term where one’s own feelings are ascribed to something or someone else. It’s also how the movies work, by images being lit then projected on to a screen. How perfectly un-ironic it is then that entertainment is one of our highest grossing industries. And the highest-grossing film of all time is Avatar – a tale of equality not only among genders and races, but species. Go America! We’re number one! At least in the movies, where we excel at pretending “it’s all good.” The good word being about this fascinating ideal of equality, smack in the midst of a mosaic display of diversity. Of course we all get along; look at the Little League game that includes an obese boy, an East Indian boy and of course a Black kid on the team. Watch a mutual fund commercial and you’ll feel like we’re there – we’ve made it to the great ideal of equality the country was founded on – at least we’re projecting that we’re there. The most esoteric interpretation I had for the = symbol was it was the final place of transformation. No matter the equation, from simple addition to complex physics, all the numbers end up in the mystical symbol where they transform from what they independently are, to a sum of something new. The light bulb in the great American projector is a brilliant, self-evident and natural idea of equality. Every day we are collectively writing and rewriting the script for the movie we all hope will really have a happy ending: liberty and justice for all.
Boston Medical Center is proud to be an Equal Opportunity Employer. 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.
A MUTUALLY BENEFICIAL RELATIONSHIP. Liberty Mutual actively supports supplier diversity for one simple reason: It makes good business sense. To succeed in this global environment, our workforce, suppliers and business partners must reect the communities in which we live and work. Let’s succeed together. You can get started by visiting us at www.libertymutual.com/supplierdiversity and completing our Supplier Prole.