JULY-AUGUST 2018 ISSUE

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JULY - AUGUST 2018

LeTITIA NALL Heads Outbound Operations For Amazon

MARIA DAVILA Northeast Ohio Regional Outreach Manager, ODOT

Diana Starks Vice President of Human Resources, Diversity & Inclusion Federal Reserve Bank of Cleveland

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From the Editor: Shelley M. Shockley

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t's late summer and if you're anything like me, you are running screaming away from the thought of the end of this season. For the first time i n m a ny ye a r s , t h e weather in Cleveland has delivered exactly what we expect each year – winter, spring, summer and soon fall but because this has been an unseasonably warm summer, we've become accustomed to the feeling. I am usually anxiously awaiting fall, my favorite season, but this year I actually had the opportunity to enjoy some beach time and it wasn't enough. Thus, my call for more summer, I'll just have to put plan 'B' into play – save for an island vacation during the cold months.

Each year at this time we take a look at Diversity & Inclusion and it is quite a timely subject based on the many movements taking place nationally. From the “Me Too,” movement to the detaining of immigrants, the world we live in seems to be reverting to years gone by.

With all of that it was a pleasure to talk to Diana Starks, Vice President of Human Resources, Diversity & Inclusion for the Federal Reserve Bank of Cleveland. One of the key take-aways from her feature was the focus on changing the culture of an organization while also changing procedures, they go hand-in-hand yet often institutions don't understand this is key. Instead they develop new policies and procedures without first determining if they are a fit within the organization. I'm certain you'll be enlightened by her views so be sure to check it out.

Inside we also have the return of a native Clevelander, Letitia Nall, Operations Manager of the Outbound Department for Amazon, LLC in North Randall. Nall's position is an example of Amazon's commitment to diversity. As a woman running operations and overseeing some very technical aspects of this operation, she is working what many would consider a male dominated field. Her commitment to STEM and her love of God and family will inspire many.

Maria Davila is also making a name for herself in a maledominated industry as Northeast Ohio Regional Outreach Manager for ODOT Districts 4, 11 & 12. Now most of us see “orange” when we think of ODOT (Ohio Department of Transportation) and again we think of the most men we see driving large trucks on both construction projects as well as snow plowing. Davila continues to serve as a bridge 4 ▒ JULY-AUGUST 2018

between our community and ODOT. Her journey prior to joining ODOT is fascinating and demonstrates how you can grow professionally and think outside of the box when seeking employment.

With classes beginning soon on the nation's college campuses, the matter of finances and how to pay for your child's education has been the topic of many dinner table conversations over the last nine months or more. We have some information on how you can help families look at this process in a different light, and encourage and guide students into the role of financial responsibility. The enclosed column is an eye opener even if you have already signed on the dotted line, because this is only one year – at minimum you have three more years to help pay for.

Although I'm loving the summer, I'm also looking forward to September when the eyes of the literary world will shift to Cleveland, with the 83rd Annual Anisfield-Wolf Books Awards to be held on September 27th at the Cleveland Playhouse. The Awards were founded by Cleveland poet and philanthropist Edith Anisfield Wolf to recognize books that have made important contributions to our understanding of racism and human diversity. They were established in 1935 and remain the only American book prize focusing on works that address racism and equity.

They are annually presented by the Cleveland Foundation and for the last three includes Cleveland Book Week an opportunity to celebrate present and past Anisfield-Wolf Book Awards winners, while offering a number of free literary and literacy themed events for the community.

For the first time, Clevelander authors Leah Lewis and Robin Hill will present The Great Lakes Black Authors Expo and Writers Conference to foster literary education and publishing industry networking.

Phenomenal Woman will cover these events and we hope if you are a supporter of literary events and literacy that you will join us in attending these free events. For more i n f o r m a t i o n o n C l e v e l a n d B o o k We e k v i s i t www.clevelandfoundation.org and for more on the expo and writer conference visit www.glbaexpo.com.

As always, it is our hope that you find interesting, informative and enlightening features within the pages of this publication. We strive to shed a positive light on the work that women are doing in greater Cleveland. It is also our hope to hear from you, so drop us a note so that we can get to know you our readers a little better.

Until next time, Strive to be a blessing to others and seek to live your best life, today!

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COVER

CONTENTS

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STUDENT LOAN: How to Avoid Intergenerational Financial Disaster

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LeTITIA NALL Heads Outbound Operations for Amazon LLC, North Randall 10 Ursuline College appoints

YOLANDA KING As Assistant Dean for Diversity 12

DIANA STARKS Vice President Human Resources, Diversity & Inclusion Federal Reserve Bank of Cleveland

ISRAEL: Then & Now, Opens September 23 at

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MARIA DAVILA Building a bridge between the Community and ODOT 16

BY BRITTANY “BLUSHING BRIT” GARRETT

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Delicious Recipes

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Student Loan Debt How to Avoid Intergenerational Financial Disaster

By: Marsha Walker Eastwood, BS.Ed, MSHSVC PWM Contributing Writer

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t comes as no secret that sending a child to college is the long-held dream of a parent, grandparent and/or guardian. For many of them sitting in a crowded venue watching as their student is handed a diploma is one of the greatest joys of their lives, and for many of them is the calm before the financial storm. After the celebrations have ended the stark reality of student loan debt repayment takes center stage.

For those students fortunate enough to have received a totally free ride the only concern is finding a job, but for the millions of parents, grandparents and relatives it is the calm before one of the most hellacious storms they will ever weather.

The adage “the road to hell is often paved with good intentions” has taken on new meaning when it comes to student loan debt, and the first brick laid is a completed FAFSA form. As with so many decisions in life, failure to plan can have dire consequences and create ripples of financial misery few saw coming. Parents of newborns and toddlers, school-age children and teenagers discuss the desire for their child or children to go to college and wonder how they will be able to afford it. While securing financial aid opens the door to an opportunity for higher education, it is often insufficient to pay for that full ride that includes books, dorm space and décor, and travel etc.

Oftentimes a supplemental loan may be required, and this is how the disaster begins to take form.

Loan options vary and may include bank loans, second mortgages, and a HELOC (Home Equity Line of Credit).

Each comes with the attendant repayment options, including interest and penalties and there is no shortage of parents, grandparents and even great-grandparents willing to jeopardize pensions and the family home to put a loved one through college. According to the Consumer Financial Protection Bureau (CFPB) the number of American consumers ages 60 and older with student loan debt quadrupled between 2005 and 2015, jumping from 700,000 to 2.8 million. A majority of older borrowers with student loan debt are funding their child or grandchild's education. Consumers over 60 are now holding $66.7 billion in student loan debt and 40% of those are in default and the highest in any age group.

The dichotomy between parents in their 30's and those in their mid to late 50's is significant in that it is more likely 6 ▒ JULY-AUGUST 2018

that the parents of the younger group may already be going under guilt-driven waters securing financing for that degree because they may have younger children still in school and are not as financially secure. Older parents of college students feel the same obligation but the opportunity for future earning potential to repay the loan begins to decrease and they find their pensions and social security retirement to be in a fair amount of jeopardy. So how can this strong undercurrent of student loan debt keep families from going under?

With nearly 5 million Americans in student loan default totaling an excess of $84 billion, it is clear how failure to plan has created financial disaster for the nearly 5 million individuals in default. For those who have been socking away a college bound cash account for their child or perhaps even children, the thinking is that with some financial aid they should be able to meet the demands of college life for their undergrad, or at the very least make it a graduation gift. On the surface this seems like a great idea, however, the problem is that the amount allocated for a weekly, bi-weekly or monthly deposit usually does not take into account the ever-increasing cost of college tuition and the cost of credit for the four-year degree.

Generally, the funds are deposited into a savings account to help defray some expenses associated with the transition from family life to college life and is a better alternative to the stopper in the bottom piggy bank. This type of account is usually not funded to the point where it can pay even half the amount for one semester. This raises the ugly question of should parents, grandparents and others assume student loan debt.

From a practical financial standpoint, the answer is no.

In the case of younger parents many are making mortgage payments, car payments, and budgets that include monthly payments for utilities, transportation to and from work, clothing and other necessities. Many are still paying rent or have little to no equity in a home. In many cases there are also other children attending elementary, middle or high school. There is no financially sound reason to incur the amount of debt for four years of college when the repayment begins in four years and six months. In the case of older parents and grandparents and relatives, the risk is even higher and there are several reasons that explain this.

According to the National Student Clearinghouse Research Center 28% of students drop out before they even become a sophomore, 57% of students enrolled in college are not done after six years. Of that 57%, 33% of them drop out entirely. Any situation that involves a reasonably large amount of money demands professional expertise. How much planning and foresight went into the selection of a

major or a college or university? Sometimes a full or partial scholarship offer may come from a small college in a small town. Can a city kid really adjust to the sound of corn growing and the birth of a calf as the most exciting news story of the day? If not the chances of graduating are slim to none and the scholarship money may need to be repaid and any loans as well. Can a child who has been financially supported for the first 18 years of his or her life live on their own with the necessary discipline to finish what they started on your dime? What is the end game and the timeframe? College majors' matter and what seems like a great area of endeavor now may be not be a realistic fit four years down the road. An estimated onethird of college graduates work in their field of study which means there are significant numbers of underemployed graduates as well as a significant number of unemployed graduates.

Perhaps the most prevailing argument is that a student truly interested in attending college can get a student loan. Younger parents who are still two decades or more away from retirement literally cannot afford to have the rug ripped out from under them by defaulting on a student loan. While older parents may be less of a loan risk, in the case of a student loan default they cannot borrow money to fund their retirement. Social Security benefits can be garnished to repay Federal student loans, as can pensions and any other income and Federal student loans cannot be discharged in bankruptcy.

So, what can a parent or grandparent do to avoid student loan default disaster? Plan, plan, plan! Remember that college bound cash sock fund? Have a family meeting that includes the parents, the grandparents, any other interested relatives, the student and a financial planner.

Draw up a contract that outlines a timeframe for the student to find employment. Use the sock fund to cover as many post-graduation loan payments as possible in the unlikely event the former student has not secured employment within the six-month timeframe for initiation of repayment. Determine how much each party will contribute to the fund and for how long. It should be for a specific timeframe not to exceed 12 months postgraduation. Agree that securing all loans will be the sole responsibility of the student without any family cosigners.

Feeling torn between duty and guilt can be a terrible burden for many parents, however, those feelings pale in comparison to the angst and guilt felt at the loss of the family home or watching grandparents become homeless as the result of a defaulted student loan. Having the student secure his or her own college financing is an excellent money management learning tool and it establishes a sense of responsibility for actions and outcomes. For the parents, and grandparents and others the sock fund is a way of saying we support you emotionally and we will help you financially within limits, but we are not going to pay for the ride.

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IGNITE AMBITION

How Women Can Inspire Other Women Having “it all” is a concept women have discussed and aspired to attain for nearly 40 years. Still, the conversation continues because no one has determined what having it all actually means.

A first-of-its-kind social experiment dug deeper into the choices women make in life and uncovered that female relationships often play a significant role. In collaboration with Dr. Emily Balcetis, Associate Professor of Psychology at New York University, Lean Cuisine asked women to define their “ideal life,” as part of the ItAll social experiment.

The experience explored how women answered questions alone versus in the presence of other women in their lives.

The results showed that women help each other set a higher bar for themselves. In fact, 89 percent of women set more ambitious goals in the presence of other women.

Despite societal stereotypes that suggest female relationships encourage anxiety, pressure and judgment, this experiment determined that women have a positive impact on other women as an engine for ambition.

“We rarely talk about the positive power of female relationships that we saw firsthand in the ItAll experiment,” Balcetis said. “Women can encourage each other to shoot for more where it matters most, rather than working to accomplish something less fulfilling only because society says they should. Women have a truly unique way of inspiring each other to reach their own greatest potential.”

Balcetis offers these tips, which were observed during the ItAll social experiment, to support women aspiring to be the best versions of themselves: Be a Role Model Allowing a woman to observe and model your performance, whether in your personal or professional 8 ▒ JULY-AUGUST 2018

life, is an opportunity to give someone the courage and confidence to excel in her own right. A role model can set standards for an aspiring woman to work toward, while proving that certain goals are, in fact, attainable.

Provide Encouragement Take stock of the women in your life, including family, friends and social and professional acquaintances.

Consider where you may be able to lend support or nudge someone into higher aspirations. It might mean encouraging someone to set or achieve a certain goal, or it may mean challenging someone to take a leap, like applying for a challenging new position.

For example, the ItAll experiment first surveyed female participants individually then allowed them to express their aspirations in the presence of familiar, influential women in their lives. Life choices became less conservative when others were involved. For example, participants declared a desire for higher salaries, chose to work more hours, wanted to spend more time with friends and be more involved with children.

Start a Conversation It's been said that variety is the spice of life, and no place is that truer than among women working to define their own ambitions. Engage with women from different backgrounds and start important conversations that may open your eyes to unique experiences or viewpoints you hadn't previously considered. Arming yourself with that kind of knowledge can help make your own path clearer and encourage others to be a positive force for change.

Learn more about the social experiment and discover ideas to spur ambition for your own life at youtube.com/leancuisine.

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Cleveland Native

Letitia Nall Heads Outbound Operations for Amazon LLC, North Randall

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aving earlier led the operations for the Inbound team at the Amazon Robotics in Columbus, Letitia M. Nall now leads the Amazon LLC, North Randall team as Operations Manager of the Outbound Department.

An altar girl and cheerleader, Nall participated in several extracurricular activities having made volunteerism a critical part of her development. She volunteered at the local food bank, at her aunt's nursing home, and at the local hospital to name a few. She was exposed to the arts at an early age, enjoying the orchestra, opera, and the ballet. She attended Catholic school for elementary and high school, St. Agatha – St. Aloysius School and Beaumont High School.

Nall is grateful to her maternal grandmother who raised her with a traditional value system and good work ethic.

“She taught me the importance of having a good education and being well-rounded. Most importantly, she taught me to trust in God and have love for the world.” Nall said of grandma.

These inspiring words encouraged Nall to pursue studies earning her a Bachelor of Arts in Biology and Master of Science in Nutrition from Case Western Reserve University. She completed research for CWRU and Cleveland Clinic in Stem Cell Research and Molecular Biology, respectively. Nall received her MBA from Baldwin Wallace and her Lean Six Sigma Black Belt Certification from Ohio State Fisher School of Business. She is also an American Society of Quality Certified. On the factors that attributed to her great accomplishments, she said “my love of science and technical learning was my driving force to graduate with high honors.”

Nall's leadership, adaptability and industrious nature leaves a legacy of sustainability and profitability in business operations at Swagelok, Coca-Cola, NASA, Caesars Entertainment Corporation., and a host of industry leading brands. She has also spent several years consulting for Freedom Enterprises Co. LLC, an 10 ▒ JULY-AUGUST 2018

Letitia M. Nall

organization that creates opportunities for corporations to achieve operational excellence and profitability.

Her work with these top corporations has taught Nall several lessons. She noted “I believe it is important to work for top corporations because they have the most resources to help you grow your career. Through working for top brands, you can feel confident in the integrity of the company.” “Furthermore, you are challenged to be at the top of your game daily and compete amongst the best.

This keeps your skills sharp and allows you to be adaptable.” She has attained a budget responsibility of more than twenty five million dollars and oversight of a workforce that exceeded seven hundred people.

Nall developed the employment series concept for the National Black MBA Association(NBMBAA) – Cleveland Chapter, during the height of the economic down turn and has established the “Freedom of Employment” Lecture series program that is available to local churches and nonprofit organizations.

The program consists of guest lecturers from a variety of Fortune 500 Companies and World Class organizations. Her NBMBAA program, “Where Are You on Your Journey to Senior Leadership,” is featured in a Black Enterprise Article.

Nall sets standards high with innovative concepts that improve profitability in manufacturing and business processes, while eliminating inefficiencies through program development, team training, and deployment of strategic, tactical plans designed to ensure sustainability.

She gets immense satisfaction in developing future leaders, while giving people hope. She noted “when you invest a piece of yourself in people and see their dreams come true, you recognize your purpose in life.”

On some of the challenges she faced along the way, Nall stated “My biggest challenge is politics. Every organization has its' own set of politics. It is always a challenge where you have to find a delicate balance of advocating for what is right, when it is not popular opinion.

You have to be confident enough to not lose your identity and authenticity.”

When asked why she chose to join Amazon, the proven strategist stated, “Amazon's unique innovative and disruptive culture inspired me to join the company. The company's internal slogan is “Work Hard. Have Fun. Make History.” This describes the daily buzz that I experience.

You have control over a lot of resources and people and you are challenged to do your best every day.”

On her new responsibilities over the outbound department and outbound deck, Nall explained “this department being closest to the customer ensures to deliver every package to every customer on time and with great quality. “The goal is not just measured only by the 'what we do', but also on how we engage our internal customers, the workforce.”

She stressed.

When Nall is not working, she is involved in several civic and community projects.

She served as Board Chairperson of one of the Greater Cleveland Young Men's Christian Associations (YMCA) and is a member of Olivet Institutional Baptist Church and St. Aloysius Church.

She appreciates the role played by mentors and credits her mentors who influenced who she is and shaped her commitment to her work and life. Fr. Paul Marshall, her former pastor, who was like a father to her helped shape

her development and her Catholic faith. Dr. Stephen Haynesworth, her physiology professor, inspired her to challenge hypothesis' and use sound research methods to search for answers. Also she is thankful for Bernard Nsengimana, a Rwandan native who is a plant manager in Michigan, for giving her counsel in manufacturing.

Nall mentors aspiring entrepreneurs and corporate bound professionals on career development and has been nominated for the esteemed Chairperson's Award for Caesars Entertainment Corporation. She established the Pursuit of Wealth Investment Club designed to inspire professional women to invest.

At home, her family is very supportive of her. “We take a lot of great vacations when I am away from work.

Spending time with family and traveling keep me balanced. Additionally, I have a great work family. Since the fulfillment center is our home away from home, the team enjoys pot lucks, fun activities, and cultivating each other in the work space.” She said.

Nall's message to girls and women of all ages is to “love yourself, maintain a strong confidence, trust in God and you will be able to do anything you want. Continuously sow seeds daily, so you will be able to harvest forever.”

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appoints

Yolanda M. King as Assistant Dean for Diversity

Ursuline College has announced the appointment of Yolanda M. King as Assistant Dean for Diversity. King joins the College's leadership on July 1 to plan and implement programs meant to heighten cultural, ethnic, and social justice awareness while celebrating the richness of diversity within the campus community.

King brings with her more than 20 years experience in counseling, mediation, student development, diversity and inclusion and innovation. She comes to Ursuline from Tufts University in Boston where, as Director, Residential Life and Learning for the last 15 years, she oversaw the day-to-day operations of 41 residence halls serving 3,500 students. In that role, she recruited, trained and managed a staff of 120, and collaborated with University departments to provide programs and services for diverse student needs.

Also while at Tufts, King directed 16 theme houses that focused on culture and academic co-curricular programs and were advised by faculty and staff. She co-chaired the Student Affairs Professional Development Committee for more than 150 professional colleagues, focusing on emerging trends in higher education and best practices for establishing systems and processes.

Before her tenure at Tufts, King served as Associate Director of Residential Services at Worcester Polytechnic Institute in Worcester, Massachusetts, for five years. She gained her early career experience in student affairs at Howard University, Ohio University and University at Buffalo.

“We look forward to Ms. King's creative leadership of diversity initiatives that will educate and inspire 12 ▒ JULY-AUGUST 2018

students, faculty and staff,” said Ursuline College President Sister Christine De Vinne, OSU, Ph.D. “Ursuline College has been committed to inclusive education since its founding in 1871. For almost two decades, the College has maintained an office of diversity, welcoming and supporting students of all backgrounds. Ms. King is well positioned to carry forward that legacy of inclusion.”

“I look forward to being a part of the Ursuline community and collaborating to create an inclusive transformative experience for students, faculty, and staff,” King said.

She earned a bachelor of arts degree in English at The College of Wooster in Wooster, Ohio, and a master of arts degree in student development in higher education at Howard University in Washington, D.C. ~~~~~~~~~~~~~~~~ About Ursuline College – Founded in 1871, Ursuline College is an accredited, independent college offering rigorous curricula in the liberal arts, nursing, and professional studies. At Ursuline, holistic education transforms students for service, leadership and professional excellence. Women-focused undergraduate programs and co-educational graduate and degree-completion programs foster lifelong learning in an environment characterized by the college's Catholic and Ursuline heritage; valuesbased curricula; and inclusive, global perspective. www.ursuline.edu

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World Premiere Special Exhibition, Israel: Then & Now, Opens September 23 First-of-its-kind Programming Partnership Coincides With Exhibition Launch

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he Maltz Museum of Jewish Heritage is proud to announce the launch of a new exhibition, Israel: Then & Now, making its world premiere in Cleveland on September 23 with special $5 general admission, from 11AM to 5PM; freefor members (2929 Richmond Rd, Beachwood; 216-593-0575; maltzmuseum.org).

Israel: Then & Now tells the story of a people with no home, rejected across the globe for religious beliefs finding hope in a land they can make their own. In 1948, when Israel was declared the first Jewish state, it gave the Jewish people an opportunity to create a home for themselves and their children – what would come of this land, the people, and a culture? Audiences are invited to take a look back and imagine what's ahead during this world premiere exhibition that combines milestone moments, historic images, interactive media, and film to explore Israel: Then & Now. Surrounding the special exhibition is a robust season of programming, the result of a firstof-its-kind collaboration between two great educational institutions: Case Western Reserve University's Siegal Lifelong Learning Program and Maltz Museum of Jewish Heritage.

“In partnership, we have organized a full season of dynamic Israel programs designed to engage, enrich, and educate,” said Alanna Cooper, Director of Jewish Lifelong Learning at CWRU who worked with Dahlia Fisher, Director of External Relations at the Maltz Museum to create the programming. Gallery talks, lectures and discussions, arts and culture events, and family fun activities offer something for most ages and interests.

Fisher said of the many exciting programs to come, the new documentary film series stands out. “The new film series is a reflection of the exhibition – providing a glimpse into the complex lives of Israeli doctors, artists, teachers, and survivors. Through these films, we are discovering both the country of Israel and the people who live there – understanding their challenges and joys.” A talk-back led by a local subject-matter expert will follow each film screening.

This new exhibition and its coordinating programminginvite visitors toexplore Israel beyond media headlines by seeing the landmarks, learning the history, exploring the culture, and meeting the people – without leaving home.

Israel: Then & Now opens Sunday, September 23, 2018, 11AM – 5PM, with special $5 general admission; free for members. For more information about the exhibition, film series or other programming offerings, please contact 216.593.0575 or visitwww.maltzmuseum.org.

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2018 Diversity Connection: Maria Davila being recognized by her peers in the ODOT District 4 office for her tireless efforts in the space of Diversity both internally and with the business community resulting in an increase in minority and women businesses and employment within the district.

(Pictured left to right, Maria Davila NE Ohio Regional Outreach Manager; Madison Johnson Human Capital Management Senior Analyst ODOT; ODOT Director Jerry Wray; Chris Mabe, President of the Ohio Civil Service Employees Association)

Maria Davila

Building a bridge between the Community and ODOT aria Davila knew at a young age that she wanted to make a difference in the community. Growing up, she was surrounded by strong women who to this day influence the woman she is. “My mother and both my paternal and maternal grandmothers broke from the traditional lives of women for their time and have helped me to never be afraid of the “new” or “unknown” in any element of work or life.” She noted. “They have molded me in so many ways and consistently helped me push past what I perceive as my own limitations.”

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University. Earlier in her career, she spent over a decade working in the Hispanic community, both as an Executive Director of the Cleveland Community Development Corporation and on the board of The Spanish American Committee for a better Community. She began her outreach career at the Cuyahoga County Recorder's office, where she served nearly five years establishing relationships and assisting the community with understanding property documents as well as living-wills and durable powers of attorney for healthcare.

Maria's family has a long history of community engagement, advocacy and giving. They instilled in her the values that she holds to and lives by; “a person is only as valuable as their word. If I commit to doing something, then I need to follow through because if people cannot count on me, then who am I really.” She says. “Another important value that I live by is to judge people based on who they are in their core, not by their physical attributes.”

Maria's dreams of serving the community in a bigger role came to reality when she learned of an opportunity with ODOT's office of outreach. In pursing this opportunity, she said, “I was intrigued. Here you have this statewide agency with over 5,000 employees, over $2.8 billion annually in construction that I knew nothing about, aside from the orange barrels and snow plowing.” She learned more, did some research and coupled with a strong desire to continue serving the community, she joined ODOT.

Maria worked very hard in school, obtained a Bachelor of Arts from Ohio State University and an International Master of Business Administration from Baldwin Wallace 16 ▒ JULY-AUGUST 2018

Today Davila works as the Northeast Ohio Regional Outreach Manager for ODOT Districts 4, 11 & 12. These

include Cuyahoga, Summit and Tuscarawas counties and all the counties along the Ohio/Pennsylvania border. In her capacity, she is responsible for helping those seeking to do business with ODOT understand the steps needed to obtain certifications, enabling them to bid for contracts with ODOT. She travels extensively in these counties, organizes and conducts presentations and training sessions,-all with the meaningful objective of linking communities to ODOT's opportunities.

In addition, she spearheads the youth initiatives for her region and actively pursues opportunities to connect with younger generations about the possibilities not only at the Ohio Department of Transportation, but also in the STEM industry.

In an effort to promote diversity and provide equitable opportunities both internally and externally, ODOT created the division of opportunity, diversity and inclusion (ODI) on July 2015. ODI is comprised of three offices; Office of Equal Opportunity, Office of Small Disadvantage Business Enterprise and Office of Outreach.

The Office of Equal Opportunity is primarily responsible for ensuring that the ODOT is in full compliance with all related federal and state non-discrimination laws, regulations, directives, and executive orders in all its programs and activities. This includes Americans with Disabilities Act Section 504; Affirmative Action/Equal Employment Opportunity and Title VI. The Office of Small Disadvantage Business Enterprise is responsible for Contractor Compliance, Goal Attainment, Supportive Services and both DBE and ODOT SBE Certifications.

The Office of Outreach initiates and coordinates outreach efforts including promoting certification and prequalification of Small and Disadvantaged Business Enterprise (S&DBE) firms. The office also meets with certified, newly certified and prospective S&DBE firms to promote available services (e.g. technical training, tuition reimbursement programs, formal education courses) and discuss eligibility for prequalification to bid on highway construction and local public agency projects.

Davila recently made a presentation at the 3rd Annual Financial Literacy and Business Opportunities event, organized by Phenomenal Woman Magazine in Cleveland. The full day event gave an opportunity for women in business or those seeking to launch businesses to hear from subject matter experts in the area of finance and gain insights on various business opportunities. Of the event, she said “I had the opportunity to share with a new audience how to do business with ODOT, which is always rewarding. More rewarding was being able to meet and hear the stories of strong influential women business owners outside of the construction industry.”

Davila also works towards a full year ACE Mentoring Program, where ODOT will co-lead the program with Langan Engineering. The ACE Mentor Program is an after-school Architecture, Construction, Engineering Mentoring program for high school students. She is part of the Greater Akron and Greater Cleveland Chapters for ODOT and this will be the first time the department has the lead role at a school with this program.

John Marshall School of Engineering ACE Mentor Program Kick-off with ODOT and Langan. 1st row Right hand side Maria Davila, ODOT, 2nd Row Right-hand side Chris Westbrook, Langan Both co-leading the effort.

Further, her division is in the preliminary stages of planning the 2019 Civil Rights Transportation Symposium.

The Civil Rights Transportation Symposium explores the value that diversity and inclusion brings to both the industry and the state. During this event, thought leaders from business, government, and academia hold discussions on issues related to contracting, business development, regulatory compliance, and the future of transportation.

Davila encourages young women and girls to “face your fears head on, know that at some point you will be met with resistance, so arm yourself with knowledge and patience as this will help you get through it.”

Her work volume and extensive travel related to her responsibilities no doubt takes a heavy toll on work-life balance. Nonetheless, Davila stated “when you love what you do, it doesn't feel like work, so finding and attaining a work life balance is often very difficult. It's with a lot of conscious thought and effort that I have to remind myself to stop “working”, so that I may mentally and physically be present when I am with my family. Work will always be there, however family time is finite.”

Maria Davila has not only been interested in pursuing the values passed on to her by her parents but she also explored ways and means of making the greatest impact on communities. She is proud to be a part of the community she serves and has demonstrated an exemplary commitment to helping communities reach new heights.

Davila's accomplishments speak for themselves and her expertise and passion for the work she does continues to make a positive impact in the community. www.PHENOMENALWOMAN.me ▒ 17

COVER STORY: DIANA STARKS

Diana Starks,

Helping The Cleveland Federal Reserve Bank Achieve Diversity

Photo: Page 18-21 Jason Garrett

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By Shelley Shockley PWM Managing Editor

“Diversity & Inclusion starts at the top with the CEO and extends to whatever that executive leadership team is,” says Diana Starks, Vice President of Human Resources, Diversity & Inclusion for the Federal Reserve Bank of Cleveland. Starks should know as she is one of the key architects of the Cleveland Fed's Diversity & Inclusion (D&I) policies, and has held this position for a number of years prior to the bank's establishment of a full division and policies associated with D&I. During a recent sit down with Phenomenal Woman Magazine, Starks offered insight into how the Fed developed its program and how she, a black woman, has held a leadership role in the transition the Cleveland Fed began long before being mandated to do so by the DoddFrank Act of 2010.

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Before delving into the ins and outs of her work, Starks offered insight on the Federal Reserve Bank. Many in Cleveland are familiar with the ornate building on the corner of E. 6th Street and Superior Avenue, but do you really know what happens inside?

Starks explained, “We are the nation's central bank. As the central bank of the United States, the Federal Reserve supports the effective operation of the US economy, acting in the public interest to promote the stability of the financial system. This is accomplished through monetary policy.” She further explained that the Fed, as an institution, is under a microscope of sorts being watched by many audiences from the public to Congress because everyone wants to know what Fed policymakers say on many topics. She said it doesn't stop at the decisions that are made, it actually begins before that as they scrutinize the speeches and everything the various Reserve Bank Presidents are saying with the hopes of detecting clues that will offer insight on monetary policy.

Starks who had worked at the City of Cleveland for a short period of time was urged to apply for a job at the bank.

Seeking to advance, she applied at the bank and another local institution deciding to take the position offered first – the bank called and she accepted the job. This was at a time when financial institutions were still very male and very white but that was not a deterrent to Starks, who left high school with a determination to conquer the world under her own terms, which meant to work full time and go to college part time. Making the decision to accept the bank’s offer set Starks on a path which subsequently led to her responsibility to lead the bank’s diversity and inclusion efforts. This was long before former President Barack Obama signed into law the Dodd-Frank Act, adopted in 2010. One of the unique aspects of Dodd-Frank is a clause calling for the diversification of the workforce in federal regulatory agencies as well as the inclusion of female and minority businesses in contracting. The Act is most often associated with stabilization of the country's financial system.

Starks explained that the “Cleveland Fed’s commitment to diversity and inclusion came from a need to attract talent in northeast Ohio whether it's local or national talent,” which was something other institutions were also working to do.

She continued, “We all need talent and we're trying to attract the best to our organization so that we can remain competitive and innovative, so we can be sought after for the work that we do.”

Follow your passion. Think about those things that get you really excited, if that became your career, you knew you would excel.

The institution she said is, “One of integrity and it's a trusted institution.” There are three areas of focus for the Fed – to conduct the nation's monetary policy to promote maximum employment, stable prices, and moderate longterm interest rates; insure the safety and soundness of financial institutions that they regulate; foster payment and settlement system safety and efficiency through services to the banking industry and the US government.

In summary the Fed promotes the stability of the financial system and seeks to minimize and contain systemic risks.

They do not give loans, you can't cash your check there and you won't see anyone with a printing press making money.

Diversity and inclusion within the workforce are nothing new for the local Fed. As a young woman in her late teens,

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She recalled that each Reserve Bank was required to establish an Office of Minority and Women Inclusion under the Dodd-Frank Act, and she saw this as “giving us the rocket fuel boost we needed because it focused on minorities and women in employment, in contracts and, financial literacy and education.”

The rocket fuel, she explained was new energy for the team to do more. At this time they were looking at all things diversity and trying to move the needle on some things while also trying to help people understand the 'why,' behind diversity. Showing that it was more than just the right thing to do and emphasizing, “We had such a strong foundation to begin with that we were able to really zoom forward,” she said.

One of the keys to Cleveland's approach was the fact that as early as 2005, Starks was investigating the best practices of other organizations to determine what might work best for the bank. To do this she relied on the bank's membership on the Commission on Economic Inclusion and consulted with her counterparts in other institutions.

While researching she not only looked at the workforce, but also at supplier diversity and business inclusion.

Continued on next page...

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COVER STORY: DIANA STARKS

VP Diana Starks discussing with a colleague

The success she attributes to viewing the development of policy as “a journey, not something you arrive to because as you hit one milestone, the bar gets raised.

So, we used benchmarking and surveys to measure our progress.

We looked at our workforce demographics, we looked at where we were spending and who we were spending with and where there were opportunities and gaps and what we needed to do to fill those gaps and developed some strategies.” For this to be effective, they communicated everything they learned, not only to internal stakeholders at all levels of the organization but also making statements to external stakeholders about why this was important.

Of the process Starks said, “It's not a silver bullet you have to again think about the culture of your organization and make sure you understand why you're doing what you're doing. Being strategic requires intentionality and being deliberate in some cases. We went through a cultural assessment looking at the climate seeing how inclusive it was, and if there were any gaps or opportunity areas, looked at all of our bank policies. We did an assessment surveying all of our employees – it was the first of its kind and from there we developed a strategic plan.” Part of that plan was to build awareness and educate all levels of the bank, because they didn't just want to put something in and not have a valid reason for having that piece of the program. A part 20 ▒ JULY-AUGUST 2018

of what they found necessary was resource network groups, but they didn't want to start there. Instead they wanted to educate the executive leaders. To do that they held off-site education for two four-hour days and she said, “We really talked about the where am I in this space, how inclusive am I and where might I need to be further educated.”

This information was used to implement an education program throughout the various levels of employees. The education doesn't end there, as Starks noted there is turnover in the organization so some of those who began the journey are no longer with the bank, new employees have joined the bank and now they are working to do a refresher that will include educating staff utilizing the latest technology.

The development of competencies around culture is as much about knowing your people as it is about metrics. She compared this to a parent raising children, “No two individuals are alike. You think about managers managing teams and they manage fairly but they don't manage everyone the same way. As an example, whereas I might not need daily interaction, some people may need daily interaction with their manager. You have to know your team, it's like raising children you have to know your children's personality. You have to adjust based on that and not have everyone fit in the mold that you want them to be in – for success.”

So how did Diana Starks the youngest of six children raised by a single mother with the strong support of her grandmother in Cleveland's inner-city become a Vice President of the Cleveland Federal Reserve Bank? She says it was because she watched both women work hard and that ethics was passed on to the children.

For the majority of her education, she attended schools within the Cleveland Catholic Diocese, but as a high school junior, she became a little rebellious telling her Mom, “enough I want to go to public school.” Her mother relented and Starks attended Cleveland's John Hay High School for her senior year and learned something about parochial schools when she graduated a half year ahead of her class, “When that happened, I knew that parochial school had prepared me. I respected them for that and the day I graduated from high school, I said I'm going to go to work and I'm going to go to college.” Someone attempted to stifle that dream by telling her she would never be able to do it.

This message served as the nudge or fuel she would need to continue her education while working full time and raising a young child. As she recalled, “that was one of the things that I said no one has the right to tell me that I can't get a college degree and that just propelled me further.”

Starks took advantage of the bank's tuition reimbursement program and enrolled in Hiram College's weekend program. After graduating, she was promoted, which led to the desire to continue her education at the University of Phoenix. Armed with a Master's Degree in Organization Management, she was asked to lead up the diversity effort for the bank.

After taking the new position Starks said that what she considered an assessment was really not what she was going to be doing, and to be successful she needed more training and education. “I was pretty good at project management, and I decided I like this field, let me see who

has a degree program that will complement my Organizational Management degree and Cleveland State had a program. It was a Master's Degree in Psychology with a Certification in Diversity Management and it's been fabulous.”

It may seem that all of this has come fairly easy to Starks, but she noted that without a strong support system she would not be where she is today. She credits her mother, Godfather, Grandmother and brothers for being there to help her when she needed someone to stand in the gap.

In her position she said the biggest challenge is “to know that it is okay to say no, say that I can maintain balance and not feel guilty about it or saying no at this moment.”

Further she said, “there is a special anointing in the word no. I found that when you follow what you're most passionate about, that helps in maintaining balance because you're going to spend time and energy in your passion.”

When she has free time, Starks enjoys sitting in a chair and reading a book or sitting on the porch people watching. She also enjoys catching up on Live in Hope Haven, a nightly Facebook live stream, a show that she said is energized by. “It's a way of when there is so much going on around you – the woes of the world – you are able to latch onto that hope because things could be a lot worse or we can look at how we can make it better and that better starts with me and it has to be a part of my heart and my mindset.”

Recently Starks had the opportunity to speak with some high school students. The advice she offered was, “To follow your passion. Think about those things that get you really excited if that became your career you knew you would excel, you'd be excited about it. Because we spend so much of the day at work to just think of it as a job and not a career is really not fair to you.”

Phenomenal Facts Diana Starks has studied at Hiram College (BBA); Cleveland State University (MA in Psychology with a certification in Diversity Management); University of Phoenix (MA in Organizational Management).

She has also done graduate work in Christian ministries at Malone College and is a graduate of both the United Way Leadership Development Program and the Bank Administration Institute's operations and technology program.

Starks served on the board of Intergenerational Schools, one of the leading public charter schools in the US, and as chair of the human resources and diversity committee for Breakthrough Schools.

She has also served as president at the National Brotherhood of Skiers, Inc. Currently Starks is very active in the ministry of her local and District church, and serves on the Ohio North First Ecclesiastical Jurisdiction Board of Trustees. www.PHENOMENALWOMAN.me ▒ 21

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How to Make Smart Decisions During Benefits Enrollment Season Every fall, millions of American workers spend time making financial decisions that will affect them for the entire upcoming year.

Benefits enrollment season is a critical time for choosing coverages that protect the health and financial stability of individuals and families. Despite the importance of these decisions, nearly half (49 percent) of people spend less than 30 minutes reviewing their options before making selections, according to research from Unum, a leader in employee benefits.

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Personal finance expert Laura Adams said not carefully reviewing all your employee benefits options can mean leaving money on the table or serious gaps in your financial safety net.

“Employers are increasingly offering consumer-directed health plans, which typically charge lower premiums but higher deductibles and other out-of-pocket costs,” Adams said. “Because of these additional financial burdens, I always recommend taking advantage of your employer's health savings account (HSA).”

Money deposited into an HSA is tax deductible even if you don't itemize deductions on your tax return. It grows tax-free and it can be withdrawn tax-free for qualified medical expenses. Unlike some flexible spending accounts, the unused funds in HSAs roll over.

In addition to your HSA contributions, review your employer's voluntary benefits to help close gaps that can expose you to financial risk. Getting this coverage at work can be one way to gain access to a variety of affordable options. Voluntary benefits are also generally available to employees at a lower rate than the cost of getting coverage individually.

Adams recommends carefully reviewing benefits materials provided by your employer prior to the open enrollment period, and paying special attention to the voluntary benefits that can help to reduce financial risk: ·

· · ·

·

Disability insurance can help replace a portion of your paycheck should you get sick or injured and can't work – you can think of it as income protection. Most plans will pay up to 60 percent of your salary if you're unable to work due to a covered illness or injury.

Term life insurance provides affordable protection for a specific period. Most people buy it during their working years so their death benefit can help loved ones manage their financial needs.

Accident insurance can pay you directly for costs associated with urgent care and emergency room visits, ambulance transportation and follow-up care.

Dental insurance is typically affordable and usually covers preventative cleanings, X-rays, exams and standard procedures.

Fillings, crowns and other procedures are also generally included at a reduced rate to the policyholder.

Vision insurance is another low-cost voluntary benefit that covers routine eye exams, lenses, frames and, often, discounts on vision correction surgery.

While these are just a few of the more popular voluntary benefits options, it's important to review everything your employer offers. Investing a little additional time on the front end can help reduce your family's financial risk down the road.

For more information on different types of employee benefits, visit unum.com/benefits.

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Sep 28 - Nov 11 | Hanna Theatre

Mamma Mia! Produced by Great Lakes Theater Great Lakes Theater’s Production of MAMMA MIA! The Smash Hit Feel-Good Musical Music and lyrics by Benny Andersson and Björn Ulvaeus / Some songs with Stig Anderson Book by Catherine Johnson / Originally conceived by Judy Cramer Based on the songs of ABBA On a tiny Greek island, Sophie is making final preparations for her wedding day in paradise. Little does her mother Donna know that Sophie’s last minute preparations include sleuthing out who her father may be among three possible candidates that she’s secretly invited. The storytelling magic of ABBA's classic, pop-hit songs propels this enchanting tale of love, laughter, family and friendship…which concludes with a trip down the aisle that you’ll never forget!

Great Lakes Theater season subscriptions are on sale now! Learn more and subscribe at greatlakestheater.org.

Ticket Prices $15.00 - $89.00

portrayal of a teacher's hectic life, from the point of view of an actual teacher!

Sep 28 | KeyBank State Theatre Eddie B - Teachers Only Comedy Tour

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he Houston native is single handedly changing the comedy game, tapping into the minds of teachers around the world and selling out major arenas throughout the country in minutes! Eddie B. is bringing his acclaimed "Teachers Only Comedy Tour" to Cleveland on September 28th! While others waited in the wings for a shot at becoming a top standup comic, Eddie soared to new heights by creating his own opportunity with the blockbuster "Teachers Only Comedy Tour"! The "Teachers Only Comedy Tour" has established Eddie as the official voice of teachers across the globe. Educators from America to Africa, Dallas to Dubai, New York to New Delhi (and beyond) are getting a lesson in the funniest ways to express their worst frustrations, and they are loving every second of Eddie B.'s uncensored, raw, and hysterically realistic 32 ▒ JULY-AUGUST 2018

The phenomenon, which began with a series of videos entitled "What Teachers Really Say" (written, produced, and starring Eddie B.) has tapped into a niche only this multi faceted comic/teacher can comprehend. Through a rigorous comedic set characterized by original material and accented by physical comedy, Eddie B. says what teachers everywhere are thinking but couldn't quite say out loud, (until now!). Millions of educators on social media are calling the "Teacher's Only Comedy Tour" their very own stress reliever and they are filling their favorite venues to capacity eager to hear Eddie B. speak THEIR mind.

Ticket Prices $25.00 - $65.00

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KATIE SCHUERGER Making a Difference in the Ohio Construction Industry

An Engineer & Entrepreneur

ESTHER C. KRAFT Helping Hispanic Students Succeed at Tri-C

BIG BROTHERS BIG SISTERS

HIGHLIGHTS,

Bowling For Kids’ Sake

3rd Annual Financial Literacy & Business Opportunities Conference

Life Insurance: Smart Investment?

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