39 DIVERSITY CHAMPIONS AT THE BIGGEST COMPANIES IN FINANCE
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BEST PRACTICES: THESE 6 COMPANIES GET IT RIGHT FOR WOMEN AND DIVERSITY LOCKHEED MARTIN EXEC TALKS ABOUT MENTORING
how the
most
diverse congress yet will revolutionize
inclusion in finance
CONGRESSWOMAN MAXINE WATERS LEADS THE PUSH FOR CHANGE Congresswoman Maxine Waters (D-California), Chairwoman of the House Financial Services Committee
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contents FOR TODAY’S CAREER WOMEN IN BUSINESS AND TECHNOLOGY
features 24| C hampions of Diversity
These champions are in charge of diversity at today’s top companies
32| D iversity Best Practices
These companies are getting it right when it comes to women and diversity
VOLUME 19 NUMBER 1 SPRING 2019
departments 06| Take Five
Vietnamese Immigrant Represents the American Dream
Gabriela arrived in America not knowing English; today she is a top executive at Intel
The sky is where they start. Everything you need to know about women in aviation
Women can count, so why are there so few in the financial industry?
08| She Thrives
10| By the Numbers
13| A Matter of Facts
14| Women Who Inspire
Women who made it to the stars
16| Global Sisters in Innovation
3 women who are changing the world
18| Product Review
Cool products that will change the way you work, learn, and play
37| If I Knew Then...
How mentoring can save your career
39| Know Your Worth
What is your value? Here are some tips to help you figure it out
40| My Healthy Life
Is stress killing your career? Things you should know to grow and stay healthy
42| Book Review
20| Women in Fintech
Missing! There is a lack of women in fintech. Here’s what’s being done to solve that.
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Michelle Obama’s Secret to Becoming is Within Every Woman’s Reach
45| Last Word
Here’s what’s on the minds of some of today’s most influential women
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PUBLISHER’S PAGE
Why CCG supports new House rules on diversity and inclusion
A
United States House of Representatives that looks more like America more closely resembles the talent and customers of her marketplace, and increasingly the world in which we do business.
The new rules for the 116th Congress released by House Speaker Nancy Pelosi and Congressman James P. McGovern (D-MA), chair of the House Committee on Rules, include plans to build a subcommittee to oversee diversity and inclusion within the financial services space. For more than 30 years, Career Communications Group (CCG), publisher of Women of Color magazine and producer of the annual Women of Color in STEM Conference, has worked with our nation’s premier employers, as we have reached thousands of students in accounting, business, finance, and STEM fields. Nine years ago, Women of Color magazine’s spring edition was dedicated entirely to women in finance. For that 2011 issue, we brought together a roster of women ranging from those who ran corporate finance to small, women-owned businesses in local communities.
At the federal level, we spoke to Rosa “Rosie” Gumataotao Rios, the 43rd Treasurer of the United States. She talked about the 2008 financial crisis, her role in the Treasury-Federal Reserve transition team, and how she managed the process by which constituencies and business organizations express their concerns, recommendations, and suggestions to the administration. A few months before Rios left office in 2016, the Treasury announced that women would be placed on the $5, $10, and $20 bills reflecting the theme of democracy. The actions of the 116th Congress are not just affirmative action, but rather the markers that define how the world is changing and the competitive behavior required to win in the 21st-century marketplace. I applaud the emphasis on diversity in the rules package, and Congresswoman Maxine Waters’ push to improve the racial, ethnic, and gender diversity in the financial services industry workforce.
Tyrone D. Taborn CEO and Chief Content Officer
chnology & Business
Career Communications Group’s
for today’s career women in business and technology EXECUTIVE OFFICE
CORPORATE AND ALUMNI RELATIONS (CONT.)
Tyrone D. Taborn, CEO and Chief Content Officer Jean Hamilton, President and CFO Alex Venetta, Associate Publisher, Manager of Partner Services Eric Price, Vice President, Recruitment and Professional Training
Matt Bowman, CCG Military Program Manager, Stars and Stripes Committee; Executive Director/Chief of Staff for VADM Walt Davis, USN (Ret.) Ty Taborn, Corporate Development
EDITORIAL AND CONTRIBUTING EDITORS
SALES AND MARKETING
Rayondon Kennedy, Managing Editor Lango Deen, Technology Editor Michael Fletcher, Contributing Editor Gale Horton Gay, Contributing Editor Garland L. Thompson, Contributing Editor Roger Witherspoon, Contributing Editor
JOBMATCH AND STUDENT DEVELOPMENT PROGRAMS
GRAPHIC DESIGN Beverly Wladkowski, Art Director Bryan Davis, Digital Director Joe Weaver, Global Design Interactive Rachael DeVore, Digital Channel Manager
CORPORATE AND ALUMNI RELATIONS Dr. Gwendolyn Boyd, CCG Alumni Committee Chair and President Dr. Eugene DeLoatch, Chairman, BEYA Alumni Group Vice Admiral Walter J. Davis, USN (Ret) National Chair, BEYA Military Alumni Oliver “Bo” Leslie, Retired Program Manager, Historically Black Colleges and Universities/Minority Institutions, Boeing Monica E. Emerson, Women of Color STEM Conference National Chair
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CONFERENCE AND EVENTS Ana Bertrand, Conference Coordinator Jennifer Roberts, Customer Success Manager Brandon Newby, Administrative Assistant Toni Robinson, 360 MMG Rutherford & Associates
ADVERTISING SALES OFFICE Career Communications Group, Inc. 729 E. Pratt Street, Suite 504 Baltimore, MD 21202 Phone: (410) 244-7101 / Fax: (410) 752-1834 Women of Color (ISSN 1937-0555) is a publication for today’s career women in business and technology. Women of Color magazine invites letters to the editor about any topics important to our readership. Article queries and letters should be sent to: CCG – Women of Color magazine, Editorial Department, 729 E. Pratt St., Suite 504, Baltimore, MD 21202. No manuscript will be returned unless accompanied by a stamped, selfaddressed envelope. Women of Color magazine cannot be responsible for unsolicited art or editorial material. Subscriptions are $13/year. Please write to: CCG – Women of Color magazine, Subscriptions, 729 E. Pratt St., Suite 504, Baltimore, MD 21202. Copyright © 2019 by Career Communications Group Inc. All rights reserved. Printed in the U.S.A. Like us on Facebook at http://www.facebook.com/WOCITC
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TAKE FIVE
by Lango Deen ldeen@ccgmag.com
Vietnamese Immigrant Represents the American Dream D
uy-Loan Le and her family escaped Vietnam, leaving behind her father and brothers. While the Asian conflict turned lives upside down, America welcomed thousands of people displaced by the war. The young Vietnamese refugee would later become the first woman elected as a senior fellow at Texas Instruments. The United States is a nation built by immigrants, who now account for 13 percent of the U.S. population. More than 40 percent of the nation’s Fortune 500 companies were founded by immigrants. “I landed in America at a very fragile age in a girl’s life—12 turning 13,” recalled Duy-Loan. “I was country-less, Duy-Loan Le, Semiconductor homeless, father-less, penny-less, Industry Expert and and speechless if I might use that Technology Consultant term to describe language barrier,” she said. Still, she did not allow herself to become a victim. “Having so much ‘less’ at that fragile age was difficult, but the hardest thing was not having the center of my universe: my father,” Duy-Loan said. All was not lost. “Fortunately, I had three things in my favor,” DuyLoan said. “Pride for my heritage invigorated me to overcome, the need to honor the promise I made to my father when we parted forced me always to march on, and the deep sense of gratitude I had in my soul for America required me to do well if I want to pay back,” she said.
She started her professional life at Texas Instruments (TI) as a dynamic random-access memory (DRAM) design engineer—a field that was dominated by men four decades ago and is pretty much the same today. “In general, Asian Americans tend to look young for their age, and at 19? Well, I looked more like a high school kid than an engineer,” she said. Three years into her career, she traveled to a site in Japan for three months to provide design training for Japanese product engineers. “For that assignment, I faced multiple gaps: gender, age, language, and cultural,” she said. “I thanked God for tremendous common sense in dealing with this tough situation. I fully recognized that even in the world of technology, humanity is of utmost importance. I decided we must get to know each other as human beings first, engineer second: our unique stories, challenges, and our perspectives. “In the process, we developed mutual respect, built trust, and that led to collaboration with common goals. Collaboration is incredibly powerful and impactful. It is the foundation for innovation yesterday, today, and tomorrow. I ought to know with 24 patents,” she said. In 1997, Duy-Loan was elected a distinguished member of the technical staff, and two years later was elected a TI Fellow.
Duy-Loan graduated high school at 16 as valedictorian of her class and went on to finish her Bachelor of Science in electrical engineering, magna-cum-laude at 19.
In 2006, she received the Golden Torch Award with Congressional Recognition, and in 2008, the Humanitarian Award from the Vietnamese American Heritage Foundation. She is a frequently invited speaker at the U.S. Military Academy, also known as West Point, and Fortune 500 companies. She is married to her husband of 36 years, and together they have two adult sons.
“Looking back, ‘pride and gratitude’ combined with ‘duty and work ethics’ enabled and empowered that 12-year-old girl to overcome the odds stacked up against her,” she said.
Despite the focus on immigration policy, one thing is clear: The U.S. economy depends on the skills that immigrants like Duy-Loan bring. America is a strong nation because of them.
Duy-Loan’s story shatters the myth in a U.S. immigration policy that has not had a major overhaul since the Ronald Reagan administration.
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SHE THRIVES
No Challenge Too Great
Gabriela González shares her journey to success Gabriela A. González has had a thriving career for more than 25 years. What’s the secret to her success?
G
abriela A. González’s life journey has had its ups and downs. Today she is a model of success, but like thousands of children from immigrant families, that future was not always certain. González recalls, “When we moved to the states, my mom, at first, said life was much better; you can do a lot more. The first day of school, we couldn’t buy pencils or notebooks. We had to split notebooks into four pieces. We had to split pencils. We had no money,” she said. González has had a thriving career for over two decades. Throughout her career, an engineering education, hard work, and innovation have been key to her success. In her current job at Intel Corporation’s Corporate Affairs and Intel Foundation, González manages U.S. Corporate Social Responsibility programs for K-12 as deputy director for Intel’s Greater Americas Region. Her job includes global strategy for science, technology, engineering, and math (STEM), and corporate and Intel Foundation strategies for women and girls in STEM. Her past prepared her for this role. Shortly after the González family arrived in Texas, Gabriela’s mother went on welfare. The road to a college degree would be paved with even more hard knocks and disappointment. González’s family’s new life with her mother, following her parents’ divorce, was supposed to be a new beginning. Instead, it almost brought them to a dead end. Although González had been at the top of her class in Mexico, in Texas, she fell to rock bottom. Isolated from other students in the bilingual program, she was forced to repeat the seventh grade.
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Gabriela A. González Deputy Director, Intel Foundation
“There was no support whatsoever at the school,” González said. “They put you in a classroom; they leave you there until you pass some examinations saying that you have reached a level of English that would qualify you to be in a regular class with the rest of the students.” Despite little support at the junior high level, love and encouragement from González’s close-knit family brought her back to the top of the class. Later, the González family moved to Bellingham, WA, where González was one of a few minority students to qualify for honors English. Unfortunately, she would then face a major setback. Her mother broke her neck in a serious car accident, forcing the family back on welfare. “That summer, I started working a migrant workers’ daycare,” González said. “That helped a little because even though we were really bad off, they were worse than we were.” González also worked in nursing homes, working 38 hours per week after school to help with expenses and necessities around her family home. Although a
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by Lango Deen ldeen@ccgmag.com
college degree seemed out of reach, her hard work paid off. With a scholarship, González was able to attend the University of Washington, where she graduated with an electrical engineering degree in 1992. At college, she served as the SHPE National Student President as well as a founding member of the National Leadership Student Institute, which became the National Institute for Leadership Advancement. During this time, she participated in outreach efforts for urban and rural communities in middle and high schools throughout Washington to recruit more Latinos into engineering. González began her career as an electronic systems engineer in 1993 at Xerox, where she held various manufacturing, engineering, and management positions. By the time she left in 2000, she had made her mark as the co-inventor of a remote network optical sensor, which resulted in a pending U.S. patent. She also developed a global process control and operator certification system. However, González didn’t do all this alone. In 1999, she was awarded the highest supervisor rating for managing a diverse industrial workforce in a union environment. After joining Intel Corporation in 2000, González led innovation as an industrial engineering manager for 10 years. Her greatest achievements as a thin films industrial/process engineering manager included two microprocessor technology transfers from development to manufacturing. While in Intel Labs at Chandler, AZ, González managed relationships with the network of research universities across the United States. As university programs manager from August 2010 to August 2013, she drove Intel’s Ph.D. fellowship programs in the U.S., Europe, and Brazil. She also led coordination of key Intel events hosting the extended network of academia and industry in research and development. Recently, González went on to earn a Ph.D. in human and social dimensions of science and technology at Arizona State University. She also holds a master’s degree in engineering/manufacturing management from Clarkson University.
www.womenofcolor.online
Over her long career, González has often spoken about overcoming barriers and the challenges in pursuing STEM careers.
In addition to her work at the foundation, she is a member of the National Science Foundation’s STEM Education Advisory Panel and served as chair of the inaugural STEM Education Advisory Panel meeting held last fall. As a member of the STEM Education Advisory Panel, González provides advice and information on STEM education research, development, training, professional development, or workforce needs or concerns. Members of the panel serve for up to a three-year term. She plays a leading role in the Intel Latino Network and Women at Intel. “When somebody doesn’t have nothing, I say ‘Well, I don’t have nothing to give my children, except, if I can make them go to school, get good grades, and become somebody, it’s something nobody can take away,’” González’s mother said, stressing the importance of access to education.
WOC Digital Video Connection
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BY THE NUMBERS
Women Rock
60 4 4 2 50 women female female female women have flown in space as cosmonauts, astronauts, and payload specialists.
cosmonauts have flown on the Soviet/ Russian program: Valentina Tereshkova, Svetlana Savitskaya, Elena V. Kondakova, and Elena O. Serova.
space flight participants have flown on the Soviet/ Russian program: Helen Sharman, Claudie Haigneré (nee AndréDeshays), Anousheh Ansari, and Yi So-yeon.
astronauts or in total have taikonauts flown with have flown in NASA. the Chinese program: Liu Yang and Wang Ya Pang.
Women Astronauts From Astronaut Classes of 1998, 2009, and 2013 Who Have Not Yet Flown Patricia Hilliard Robertson (M.D.) (Deceased) Astronaut Class Of 1998 She died May 24, 2001, of injuries sustained in the crash of a private plane. Served as the official representative for the Crew Healthcare System, and a Crew Support Astronaut for the ISS Expedition 2 crew.
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Jeanette J. Epps Astronaut Class of 2009
Kayla Barron Astronaut Class of 2017
Christina M. Hammock Astronaut Class of 2013
Zena Cardman Astronaut Class of 2017
Nicole A. Mann Astronaut Class of 2013
Jasmin Moghbeli Astronaut Class of 2017
Anne C. Mcclain Astronaut Class of 2013
Loral O’Hara Astronaut Class of 2017
Jessica U. Meir Astronaut Class of 2013
Jessica Watkins Astronaut Class of 2017
www.womenofcolor.online
by Tyrone Taborn editors@ccgmag.com https://history.nasa.gov/women.html (as of July 2017)
the first... Woman in space
Valentina Tereshkova - Vostok 6. June 16, 1963
U.S. woman in space Sally Ride - STS-7. June 18-24, 1983 (She was the third woman in space after Valentina Tereshkova, above, and Svetlana Savitskaya, who flew on Soyuz T-7 on August 19, 1982)
Female space shuttle commander Eileen Collins - STS-93. July 23-27, 1999. She commanded for a second time on STS-114 on July 26, 2005 Pamela Melroy - the second woman commander on STS-120 October 23-November 7, 2007
Female Space Station expedition crew member Susan Helms - Expedition 2. March 2001-August 2001
Woman to command the International Space Station (ISS) Peggy Whitson - Whitson completed a six-month tour of duty aboard the International Space Station as the ISS Commander for Expedition 16 in April 2008. Sunita Williams - the second woman commander for Expedition 33 beginning on September 15, 2012.
Woman to participate in an extra-vehicular activity (EVA) Svetlana Savitskaya - Soyuz T-12. July 25, 1984
U.S. woman to participate in an EVA Kathryn (Kathy) Sullivan - STS 41-G. October 11, 1984
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FEMALE SPACE SHUTTLE PILOTS »» »» »»
Eileen Collins was the first woman pilot on STS-63, February 3-11, 1995. She returned as pilot on STS-84 Susan Still - STS-83, STS-94 Pamela Ann Melroy - STS 92, STS-112
SPACE SHUTTLE MISSIONS WITH MORE THAN ONE WOMAN »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »» »»
STS 41-G Kathryn D. Sullivan, Sally K. Ride STS 51-L Judith A. Resnik, Sharon Christa McAuliffe STS-34 Shannon W. Lucid, Ellen S. Baker STS-32 Bonnie J. Dunbar, Marsha S. Ivins STS-40 Tamara E. Jernigan, M. Rhea Seddon, Millie Hughes-Fulford STS-50 Bonnie J. Dunbar, Ellen S. Baker STS-47 N. Jan Davis, Mae C. Jemison STS-57 Nancy J. Sherlock, Janice E. Voss STS-58 M. Rhea Seddon, Shannon W. Lucid STS-63 Eileen M. Collins, Janice E. Voss STS-67 Tamara E. Jernigan, Wendy B. Lawrence STS-71 Ellen S. Baker, Bonnie J. Dunbar STS-70 Nancy Jane Currie, Mary Ellen Weber STS-73 Kathryn C. Thornton, Catherine G. Coleman STS-76 Shannon W. Lucid, Linda M. Godwin STS-83 Susan L. Still, Janice E. Voss STS-84 Eileen M. Collins, Elena V. Kondakova STS-94 Susan L. Still, Janice E. Voss STS-91 Wendy B. Lawrence, Janet L. Kavandi STS-96 Ellen Ochoa, Tamara E. Jernigan, Julie Payette STS-93 Eileen M. Collins, Catherine G. Coleman STS-99 Janet L. Kavandi, Janice E. Voss STS-101 Mary Ellen Weber, Susan J. Helms STS-112 Pamela Melroy, Sandra Magnus STS-107 Kalpana Chawla, Laurel Clark STS-114 Eileen M. Collins, Wendy Lawrence STS-121 Stephanie D. Wilson, Lisa M. Nowak STS-116 Sunita Williams, Joan Higginbotham STS-118 Barbara R. Morgan, Tracy E. Caldwell Dyson STS-120 Pamela A. Melroy, Stephanie D. Wilson STS-126 Heidemarie M. Stefanyshyn-Piper, Sandra H. Magnus STS-131 Dorothy Metcalf-Lindenburger, Stephanie Wilson, Naoko Yamazaki (The four women in space during this mission set a record for the most women in space at the same time, including these three from the STS-131 crew along with NASA astronaut Tracy Caldwell Dyson, who arrived on the ISS aboard Soyuz TMA-18)
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Exelon is proud to be an equal opportunity employer and employees or applicants will receive consideration for employment without regard to: age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law. Š Exelon Corporation, 2018
A MATTER OF FACTS
by Tyrone Taborn editors@ccgmag.com
“Although I am heartened to see that overall representation of women and minorities in the financial services industry has increased, I am deeply concerned that representation of African Americans at various management levels has decreased.”
Women in Financial Services A
GAO report titled Financial Services Industry: Trends in Management Representation of Minorities and Women and Diversity Practices, 2007-2015 has found that representation of African Americans at various management levels in financial services decreased, while the representation of other minorities increased at a time when female millennials are key to growth in the industry. Overall representation of women was unchanged from 2007 through 2015. Representation of women among first- and midlevel managers remained around 48 percent, and among senior-level managers at about 29 percent during this period.
“Diverse representation in the management of these institutions is essential to ensure that all consumers have fair access to credit, capital, and banking and financial services.” Congresswoman Maxine Waters
CEOs of financial services companies see challenges in the availability of key skills and employees to their company’s growth. Not enough 34% career progression
Why Women Leave Companies
Work is not challenging 29% or interesting Better paid 29%
Congressman Sherrod Brown
Financial analysts Women make 81.2% as much as men
What Women Make
Compared to Men
Financial managers Women make 67.4% as much as men
Personal financial advisors Women make 61.3% as much as men
Not enough opportunities 22% for learning and development Unfair balance between 20% compensation and work Women are 54.2% of the labor force
Women in financial services feel that companies are biased toward men 29% toward attracting employees 50% toward promotion 36% toward developing employees 34% toward retaining employees
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18.3% of board directors
Women
in Financial Services
12.4% of executive officers
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WOMEN WHO INSPIRE
Nothing Can Keep These Women Grounded! I
t takes a village to raise a child, and that is also true when we think about getting women astronauts to space. It takes many teachers, professionals, researchers, and trailblazers to blast a path for those who reach the stars. Here are just a few who inspire. Astrophysicist Before we reach the stars, we must see them. Jedidah Isler is just that seer. She is the first AfricanAmerican woman to receive a Ph.D. in astrophysics from Yale University. “When I graduated from Yale with my Ph.D. in astrophysics ... I unwittingly became the first black woman to do so. There are so many barriers that remain in the way of students’ access and achievement,” Dr. Isler said in the Jan. 4 episode of PBS NewsHour’s Brief but Spectacular. There are too few women in this rewarding field. Over the last 40 years, more than 22,000 white men have earned physics doctorates in the U.S., compared to 66 black women. But according to NASA Astrophysics, their science goals are breathtaking: “We seek to understand the universe and our place in it,” says the Science Mission Directorate Astrophysics division. “We are starting to investigate the very moment of creation of the universe and are close to learning the full history of stars and galaxies. We are discovering how planetary systems form and how environments hospitable for life develop. And we will search for the signature of life on other worlds, perhaps to learn that we are not alone.” Dr. Isler’s thesis is helping NASA Astrophysics achieve its goals. Her research examined the physics of particle jets emanating from black holes at the centers of distant galaxies. She explored the physics of blazars—supermassive black holes at the centers of galaxies that create particle jets moving at nearly the speed of light. Dr. Isler is working with museums, libraries, planetariums, schools, and universities across the country to inspire the next generation of leaders in STEM.
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Human factors ergonomist Before the pilot and flight crew get into a spaceship or plane, somebody must make sure they will fit. That’s when Dr. Pamela McCauley, an ergonomics and biomechanics expert enters the picture. She is director of the Ergonomics Laboratory in the Department of Industrial Engineering and Management Systems at the University of Central Florida, where she leads human factors and ergonomics in disaster management research. Human factors and ergonomics are the application of psychological and physiological principles to the engineering and design of products, processes, and systems. The goal of human factors is to reduce human error, increase productivity, and enhance safety and comfort with a specific focus on the interaction between the human and the thing of interest. She is also laying the foundation for the next generation of women in human factoring. To inspire students, particularly minorities and females, to consider careers in STEM, she authored, Winners Don’t Quit … Today they Call Me Doctor in which she shares her inspirational journey to engineering success despite personal challenges. Dr. McCauley had a daughter at age 15. Fifteen years later, she earned a Ph.D. in engineering. Previously, she held the position of Martin Luther King, Jr. visiting Associate Professor of Aeronautics and Astronautics at the Massachusetts Institute of Technology. Dr. McCauley’s efforts have resulted in the receipt of both the College of Engineering Award for Excellence in Undergraduate Teaching and the Teaching Incentive Program Award. She is also the recipient of the 2015 Black Engineer of the Year Award for Educational Leadership and the Promotion of College-Level Education. Many of her leadership, diversity, innovation and science, technology, engineering, and math (STEM) education-related keynote talks draw from her research-based book, Transforming Your STEM Career Through Leadership and Innovation: Inspiration
www.womenofcolor.online
by Tyrone Taborn editors@ccgmag.com
There are too few women in this rewarding field. Over the last 40 years, more than
22,000 white men
have earned physics doctorates in the U.S., compared to 66 black women.
and Strategies for Women. The book examines the growing need for leadership and innovation in America, particularly among women and STEM professionals. Piloting 747 Jumbo Jets to 787 Dreamliner Lynn Rippelmeyer, the first woman to captain a Boeing 747, was recently featured in PBS’s We’ll Meet Again with Ann Curry. “The Fight for Women’s Rights” episode highlights the personal and professional struggles of women born into 1950s America who faced inequality in the workplace but went on to champion equality between the sexes. The women’s rights feature, which premiered Jan. 8, shows Curry follow Ripplemeyer in a 40-year search to thank her mentor and re-establish a connection with the female pilot with whom she shared the historic flight. Below is an excerpt from Seaboard’s “Capt. Lynn Rippelmeyer’s Extraordinary Life and Career” story. Lynn was born and raised on a farm in Illinois. She attended the University of Illinois, studying English education and psychology. During her college years, she had student teaching experience in inner-city Chicago. After graduation, Lynn was employed as a flight attendant at TWA off and on from 1972-1978. During furloughs and leaves of absence from TWA, she was engaged in an impressive variety of activities. She
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worked as a bartender, substitute teacher, and crewed on a sailboat in Antigua, BWI. She retired from United in November 2013, after a 36year career as an airline pilot. The photo above shows Capt. Rippelmeyer in a Boeing 787 the same year. A Rising NASA Astronaut Star Jasmin Moghbeli was selected by NASA to join the 2017 Astronaut Candidate Class. She is a distinguished graduate of the U.S. Naval Test Pilot School and has accumulated more than 1,600 hours of flight time and 150 combat missions. Moghbeli graduated from Baldwin Senior High School in Baldwin, NY, and earned a bachelor’s degree in aerospace engineering with information technology from the Massachusetts Institute of Technology. She also earned a master’s degree in aerospace engineering from the Naval Postgraduate School in California and graduated from the U.S. Navy Test Pilot School in Maryland. At the time of her selection into the Astronaut Candidate Class, Moghbeli was testing H-1 helicopters and serving as the quality assurance and avionics officer for Marine Operational Test and Evaluation Squadron 1 of the U.S. Marine Corps in Yuma, AZ. Moghbeli reported for duty in August 2017 to begin two years of training as an astronaut candidate. Upon completion, she will be assigned technical duties in the Astronaut Office while she awaits a flight assignment.
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GLOBAL SISTERS IN INNOVATION
by Lango Deen ldeen@ccgmag.com
How African Women in Tech are Changing the Narrative
Here’s what’s happening in Mozambique, Nigeria, and Ethiopia Achenyo Idachaba (Photo courtesy of TED Talk)
that is right for your future career path can be tricky. It was an easy choice for Odete Muximpua during her third year of college in Mozambique. There’s lots of water along the Mozambican coastline that faces the Indian Ocean, but not the kind you can drink. Like in many developing countries, people struggle to access public services like clean water. “I felt that water management was a challenge in my country and worldwide,” Muximpua told the World Bank. “I understood that it was a scarce resource, and I thought that’s where I could make a difference.”
Odete Muximpu
Odete Muximpua, Achenyo Idachaba, and Betelhem Dessie are bringing change to some of the poorest areas in the world.
W
ith investment and support from the United States and other resource-rich countries, these three women of African descent are helping to advance local solutions to African problems. They are pushing opportunity in the digital world and promoting global economic growth with market economies that account for three-quarters of world trade. Hydraulics or construction? Choosing the right major is important, but figuring out what you want to major in and how to choose a major
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After completing her bachelor’s degree in 2004, Muximpua began working as a researcher in the sustainable use of water resources in wetlands and improving community water supplies. In 2007, the World Bank was looking for an analyst to assist work on a national urban water and sanitation strategy. Muximpua applied and got the job. It was while working at World Bank that she returned to university to start her master’s degree. Currently, Muximpua is working on the six-year, $100 million Lilongwe Water and Sanitation Project, which will help increase access to improved water services and safely managed sanitation services in Lilongwe City. The World Bank project in Malawi’s capital city will include transmission mains, pumping stations, and storage reservoirs. It will also upgrade 142 kilometers of the existing distribution network and expand the distribution network by about 186 kilometers to areas of the city not currently served by piped water. Muximpua’s success has inspired her mother, who is now working toward a graduate degree. She and Muximpua’s grandmother, who has a fourth-grade education, are incredibly proud of her. “To be a woman and engineer, also to be able to make a difference in some people’s lives—that makes them happy,” Muximpua told the World Bank. “They hear from people how I helped them with their water and sanitation, and they are proud.” Aquatic weeds and agro-waste American-born Achenyo Idachaba’s TED Talk has
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Betelhem Dessie (standing third from right) poses with young coders at a recent robotics workshop for members of the Girls Only ICT club. The theme of the event was “Exposing Students to 21st Century Technologies,” and the two-day workshop was sponsored by the U.S. Embassy Addis Ababa in Ethiopia and organized by iCog-Anyone Can Code, founded by Dessie.
gotten more than 1.7 million views. She is the head of MitiMeth, a Nigeria-based company that makes handicrafts from aquatic weeds and other agro-waste. In 2009, Idachaba relocated from the United States to Nigeria. Once settled in the city of Lagos, she took in local sights like the view from the iconic Third Mainland Bridge, one of the three bridges linking Lagos Island to the mainland, and the longest in West Africa. “I looked to my left and saw this very arresting image,” Idachaba said. “It was an image of fishing boats that had been hemmed in by dense mats of water hyacinth, and I was pained by what I saw because I thought to myself, ‘These poor fisherfolk— how are they going to go about their daily activities with these restrictions?’ And then I thought, ‘There’s got to be a better way.’” In Bayeku, a riverine community in Ikorodu, Lagos, she saw how the invasive aquatic weed had infested waterways. “Who would have thought that this plant with round leaves, inflated stems, and showy, lavender flowers would cause such havoc in these communities?” Idachaba asks in her TED Talk. The plant known as water hyacinth goes by more evocative local names. In the Igala-speaking part of Nigeria, the plant is known as A Kp’iye Kp’oma, she explained. “It translates to ‘death to mother and child,’” she said. After Idachaba’s research, she came up with a winwin solution: First, get into the waterways and harvest the water hyacinth. That way, you create access. Second, dry the water hyacinth stems. Third, weave the water hyacinth into products. “The third step was a challenge,” she said. “See, I’m a computer scientist by background and not someone in the creative arts.” Idachaba learned how to weave and transform the dried water hyacinth stems into long ropes.
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“With my long ropes, I was equipped to make products, and that was the beginning of partnerships—working with rattan basket makers to come up with products,” she said. Idachaba then took this knowledge back into the riverine communities. “Taking the weeds and weaving them into products that can be sold ... we have pens, we have tableware, we have purses, we have tissue boxes,” Idachaba said. “Thereby, helping the communities to see water hyacinth in a different light and seeing water hyacinth as being valuable, being aesthetic, being durable, tough, resilient. Changing names, changing livelihoods.” Mastering computer science and robotics Betelhem Dessie has been dubbed Ethiopia’s tech queen. In 2017, she was invited to speak at the Milken Institute Women’s Leaders’ Summit. Dessie started iCog—Anyone Can Code to create a platform in which children throughout the developing world can have the same opportunity as she had when she was a child. A technology education entrepreneur and project manager, Dessie has taught children computing and robotics and has partnered with iCog Labs, Ethiopia’s first AI and robotics lab, co-founded by American AI pioneer Ben Goertzel and leading Ethiopian technofuturist Getnet Aseffa. Dessie started coding with Visual Basic and HTML at the age of 10. As a software engineering student at Addis Ababa Institute of Technology, she has continued to master the key aspects of computer science and robotics. According to This Is Africa, artificial intelligence (AI) and bioinformatics research is part of the services rendered by iCog Labs. Last July, Ethiopia was one of the few countries to host Sophia, the famous AI humanoid robot, at the Information and Communication Technology International Expo in Addis Ababa. Parts of Sophia were assembled in Ethiopia.
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PRODUCT REVIEW
by Tyrone Taborn editors@ccgmag.com
Everyday Technology for Women on the Move Everyday Smartphone Apps for Everyday Living Noonlight Gives You Some Peace of Mind For women on the move, safety is always on our minds. That’s where Noonlight comes into the picture. It’s like a digital version of pepper spray or a quicker way to call for help. Noonlight’s mission is to protect and comfort people so they can live and move around freely. What began as an app focused on helping college students walk from point A to point B (SafeTrek) is now a platform focused on protecting you and what matters most to you—at home and everywhere else. This includes sending first responders to your home when suspicious motion is detected, to your vehicle immediately following a crash, or to your location when your heart rate reaches a dangerous level—all made possible by Noonlight’s API. https://noonlight.com/ Practo Makes You CEO of Your Health Health technology is changing our consumption of healthcare treatment and the way we own our bodies. For millions of people, Practo is the trusted and familiar home where they know they’ll find a healing touch. It connects them with everything they need to take good care of themselves and their family— assessing health issues, seeing the right doctor, booking diagnostic tests, obtaining medicines, storing health records, or learning new ways to live healthier.
The
CleanWave
travel wand is effective against harmful germs such as Staph infections, swine flu or H1N1, and E. coli.
Healthcare providers can also harness the power of Practo as the definitive platform that helps them build their presence, grow establishments, and engage patients more deeply than ever.
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Wunderlist Helps to Keep Life in Sync Wunderlist is the easiest way to get stuff done. Whether you’re planning a holiday, sharing a shopping list with a partner, or managing multiple work projects, Wunderlist is here to help you tick off all your personal and professional to-dos. Unlike a lot of other task lists, this one lets you break down each task into subtasks and steps, giving you a comprehensive list of everything you need to do. It also allows you to share your list, which means you can assign some of it to your children or spouse. https://www.wunderlist.com/
Technology Products for Travelers Shewee Bridges that Gender Gap We have all been there. Unsanitary public toilets are a serious health risk, but with Shewee, a portable urinating device, traveling ladies won’t have to worry about this ever again. The discreet device allows women to urinate while standing or sitting without even removing their clothes. Sanitizing Travel Wand for the Serious Traveler The science is still out on this, but ultraviolet C (UV-C) light emitted by the Verilux CleanWave UV-C Portable Sanitizing Travel Wand eliminates up to 99.9 percent of bacteria and viruses found on the surfaces we touch every day by destroying their DNA. This 10-inch-long sanitizing travel wand is effective against harmful germs such as Staph infections, swine flu or H1N1, and E. coli. All you have to do is hold the device over the surface for 30 to 60 seconds, and it will be wholly germ-free and safe to touch. If you don’t have the Shewee, the CleanWave is an alternative. Water Purifier will Keep You Going the Right Way Are you worried about the safety of the water you are drinking? Water contamination is a severe issue in
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Bioscarf is as
certain places in the United States and the world. A reliable travel companion, the SteriPen Ultra water purifier uses ultraviolet light to destroy 99.9 percent of all harmful bacteria, organisms, and viruses that can exist in water. Equipped with a rechargeable lithium-ion battery, the award-winning device can treat about 50 liters of water per charge. Moreover, in just 45 seconds, a smiley face will let you know that your water is safe to drink. Otherwise, a frowning face will indicate that the process needs to be repeated. Bioscarf Fights Air Pollution If you have been to China or India recently, you know that pollution is very real. A chic alternative to traditional air pollution masks, Bioscarf is as much a warm and comfortable fashion accessory as it is an air filtration device that lowers the risk of respiratory health problems. The revolutionary neckwear offers protection against pollutants, allergens, and viral infections thanks to its special built-in air filter, which strains more than 94 percent of contaminants out of the atmosphere. Skyroam: Staying Connected Globally I never travel without my Wi-Fi hotspot. Often, I find it more reliable than the free internet offered in some hotels and airports. Indeed, it is more secure. With Skyroam Solis, you don’t have to worry about foreign SIM cards or roaming charges when traveling the world. One of the best mobile Wi-Fi hotspots on the market, this ingenious connectivity gadget offers unlimited 4G LTE service in over 130 countries around the globe. Each device can support up to five connections and works as a portable charger for your phone or tablet while on the move, thanks to its integrated 6000mAh power bank. A day pass, which gives you unlimited internet access for 24 hours, is $9.
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3 Cool Financial Technology Tools
much a warm and comfortable fashion accessory as it is an air filtration device that lowers the risk of respiratory health problems.
GreenSky Offers Low Rates on Consumer Loans Financial technology companies are adding alternatives for both businesses and consumers in obtaining financing options. Many large companies are using companies like GreenSky to get you a financial decision quickly. However, wait before you accept that vendor’s credit offer. In many cases, you can go directly to the financial technology company and get a better interest rate. Credit Karma Keeps You in the Know Is your credit score 680, 720, or over 800? If you don’t know, then Credit Karma is a must for you. The first thing it does is give you free access to your credit scores, reports, and monitoring. Once you know where you stand, Credit Karma helps you figure out your next move. Maybe you need to dispute an error on your credit report, or perhaps you’re paying too much in interest. It can help with that, too. With Credit Karma, you will know your financial standing before making that next major purchase, giving you options and allowing you to make informed business decisions. That means giving you the right information at the right time so you can zero in on what’s important. Kabbage helps Fund Your Side Gig In this Uber economy, you may have your own business or a side gig. For a small business, access to capital is critical. Kabbage’s comprehensive lending platform can be configured for your organization, allowing you to use the power of data to obtain loans up to $250,000 in just minutes. This financial technology company gives you decisions within minutes that once took weeks and tons of paperwork with legacy financial institutions.
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Women FINTECH IN
ON JANUARY 16, CONGRESSWOMAN MAXINE WATERS OUTLINED
THE AGENDA IN HER FIRST SPEECH AS COMMITTEE CHAIRWOMAN OF THE POWERFUL HOUSE COMMITTEE ON FINANCIAL SERVICES. by Lango Deen ldeen@ccgmag.com
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“IT IS A NEW DAY IN CONGRESS AND FOR THE HOUSE COMMITTEE ON FINANCIAL SERVICES.” —Maxine Waters
The first woman and first African American to serve on the
Financial Services Committee, Waters has taken on critical issues on behalf of consumers, investors, and vulnerable American families. Her track record includes serving as one of the authors of Section 1116 of the Housing and Economic Recovery Act, which requires Fannie Mae, Freddie Mac, and federal home loan banks to promote diversity and the inclusion of women and minorities in all activities, and Section 342 of the Dodd-Frank Act. In her speech, Waters said the Dodd-Frank Wall Street Reform and Consumer Protection Act had helped improve accountability in the financial system and protect consumers, investors, and the economy. Her new bill, the Consumers First Act, will reintroduce protections for the Consumer Finance Bureau.
‘THE GROWTH OF FINANCIAL TECHNOLOGY’ Waters announced that her ongoing priority is financial regulation that protects consumers, investors, and the economy. “One emerging area the Financial Services Committee will be paying very close attention to is the growth of financial technology or so-called fintech firms,” she said. “As Americans are banking and accessing credit in new ways, it is important that we encourage responsible innovation with the appropriate safeguards in place to protect consumers and without displacing community banks and credit unions.” Waters has “great hopes that fintech firms can open up opportunities for those who have been excluded from access to responsible credit,” but she believes that as the fintech sector grows, the Committee will make sure that regulators eliminate the risks, and meet the opportunities. The new chairwoman plans to scrutinize credit reporting in the wake of the Equifax data breach. “For the sake of consumers across the country, credit reporting needs a comprehensive overhaul,” she said.
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Other important issues that will get renewed attention from the Financial Services Committee is housing and the housing finance system. “The financial crisis was driven by predatory lending, the private market packaging those toxic, risky loans into securities and then selling those securities to unsuspecting investors,” she said.
DIVERSITY AND INCLUSION As chairwoman, Waters will continue to work on diversity and inclusion. Recently, the Government Accountability Office (GAO) found a continued trend of low representation of minorities and women in the financial services industry and unusually low representation at the senior management levels within the financial services industry. “This needs to change,” she said. “Diverse representation in these institutions, and particularly at the management level, is essential to ensure that all consumers have fair access to credit, capital and banking, and financial services.” Turning to federal financial services agencies, Waters said the Office of Minority and Women Inclusion and others have the important responsibility of overseeing all diversity matters in management, employment, and business activities at their agencies. “The creation of these offices was a major step forward,” she said. “But we all know that laws that promote racial, ethnic, and gender equality are only as strong as the implementation and enforcement of those laws. And congressional oversight is essential to ensure that implementation and enforcement are strong.” Waters recently announced a new Subcommittee on Diversity and Inclusion. “It is a new day in Congress and for the House Committee on Financial Services.”
‘THE TIME TO HELP ADVANCE WOMEN IS NOW’ According to a new report from Goldman Sachs’ Global Markets Institute, the fact that women make up about 40 percent of employees at S&P 1500 firms—but only 6 percent of CEOs— suggests that adjusting hiring practices can’t be the cure-all.
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“The time to help women employees, clients, and consumers is now,” says Samantha Saperstein, head of Women on the Move, JPMorgan Chase. “JPMorgan Chase is committed to this effort, and I believe our approach will create meaningful change in people’s lives.” According to its website, Women on the Move started in 2013. During a listening tour to exchange ideas with 6,000 female employees, leaders identified the barriers to advancement and meaningful change. Women on the Move reports that today its gender diversity initiatives include an interactive network, a vibrant community made up of thousands of people across all levels and regions, who meet regularly for discussions, training, and networking opportunities.
Synchrony, also on the list of companies with a powerful woman in finance in 2018, has more than 16,000 employees. The company made the Working Mother 100 Best Companies 2018, has been named to the American Banker Most Powerful Women for 11 consecutive years, and has made Best for Vets Employers, 2018 Military Times.
CLOSING THE GENDER GAPS: ADVANCING WOMEN IN CORPORATE AMERICA In Closing the Gender Gaps: Advancing Women in Corporate America, the authors focus on some of the key issues they believe will require attention. The report says that if women are to have the same opportunities as men regarding position, pay, and promotion, leading to a greater number of women at the top of corporate America, companies should review:
“Having seen so much change in this industry, it’s really important to be engaged in the conversation. I want to see more people like me in financial services,” Gretchen Gardinier told Melissa Brandon for Charles Schwab.
»» Recruiting processes
Gardinier is a financial professional at Charles Schwab & Co., Inc. Now a managing director of investor services, she’s been at Schwab for more than 17 years.
»» Evaluation and promotion processes
“I’ve been a people leader at Schwab for a long time—it’s taught me a lot,” she said. “As a leader, I’ve learned that it’s okay to ask for help. Being vulnerable is okay. It’s okay not to have all the answers.”
MENTORS AND SPONSORS Annie Liu, vice president, and regional market executive for Charles Schwab’s Pacific Northwest Region, stresses the importance of mentors and sponsors. “So many people have helped me along the way,” Liu said. “I couldn’t have done this on my own, and it empowers me to pay it forward. I want to leverage my voice and my experience to help women that want to be in the financial services industry.” One of the executive sponsors of Schwab’s diversity strategy to support a unique and diverse workforce, she says, “We are a gender-neutral firm. When it comes to career opportunities, it’s not who you are, or what color you are. It’s what you bring to the table and how you can make an impact. We work with our people, and we support our people.”
VALUES AND CULTURE
»» Internal compensation data, and practices »» Leadership development programs
»» Organizational structures and practices »» Representation of women on boards of directors »» Programs that enable women to “upshift” after having downshifted »» Boards should develop robust metrics and strengthen their internal data-gathering and analytics. »» Tailored support for women can include mentoring, coaching, and networking programs and senior-level sponsorship, as well as higher visibility of successful role models. »» Family-friendly policies can include paid parental leave, flexible working hours and arrangements, the opportunity for part-time work, and emergency childcare, among others. »» When employees work part-time, employers should protect the part-time nature of the job as much as is feasible. »» Beyond changes in the workplace, companies that want to strengthen their pipelines of female talent for senior positions can also develop or support industry initiatives and take on public policy advocacy on a host of issues, including family care and tax policy, among others.
Amy Ruegg, vice president of specialized solutions and product integration at Schwab, left corporate life to raise her three children and work part-time.
»» Data availability on recruiting, retention, promotion, seniority, and pay. More robust and standardized public disclosures on gender issues.
“When I decided to come back to corporate life, it was easy to choose Schwab because of our values and culture,” Ruegg said.
»» Employers can facilitate or subsidize childcare.
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»» Mandated paid family leave programs can help individuals while spreading the costs.
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Tamika Jones Mechanical Engineer
Ad YOUR FUTURE IS BUILT HERE Join a diverse team that is united in pushing the boundaries of imagination and excellence. Come shape the future with us. boeing.com/careers Boeing is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.
CHAMPIONS OF DIVERSITY THE TOP
WOMEN
IN FINANCE Women of Color magazine’s 2019 “Top Women in Finance” list features chief diversity officers and diversity recruitment captains at some of largest banks in the world. Many of the top employers that made the list work with farmers, non-agricultural companies, and offer investment banking, as well as personal loans, credit card services, mortgages, asset management, and insurance to millions of Americans.
A
t JPMorgan Chase, Bank of America, and Goldman Sachs, our researchers found that women are leading the development of diversity, equity, and inclusion initiatives, including expanded program partnerships with minority institutions and women-only institutions. Deutsche Bank and TD Bank are pushing efforts to promote diversity with a focus on building and measuring workforce representation. Prudential Financial is driving the diversity and inclusion (D&I) strategy for group insurance as other bankers develop D&I programs to attract talent while recruiting minorities and women who are interested in finance. Women of Color magazine’s 2019 list also features top women executives from Bank of America Merrill Lynch, the Principal Financial Group, Bank of the West, and, American Express, which is implementing strategies around the pipelining of Black, Hispanic, Latinx, and female executive-level talent globally. There are also executives from PNC, Mastercard, H&R Block, and Morgan Stanley, where D&I strategies span the investment management, finance, technology, operations, risk management, and legal/compliance divisions.
SunTrust, Accenture, Equifax, State Street, PayPal, and Capital One increase minority representation within their organizations. Also looking to the long term are companies such as PricewaterhouseCoopers (PwC), Ernst & Young (EY), Fifth Third Bank, Quicken Loans, and the USAA, which are all focused on developing leaders that look like America. Banking on Women Leaders: A Case for More? In 2017, the International Monetary Fund’s (IMF) Banking on Women Leaders: A Case for More? study measured a large gap between the representation of men and women in leadership positions in banks and bank supervision agencies worldwide. Worldwide, women occupied less than 2 percent of bank CEOs positions, and women hold fewer than 20 percent of board seats of banks and banking supervision agencies. This contrasts with the sizeable supply of women with relevant degrees. However, contrary to common perceptions, many lowand middle-income countries have a higher share of women on bank boards and banking supervision agency boards compared to advanced economies, the IMF said.
Improved diversity analytics, program management, and communications strategies are helping Nationwide,
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QUICK SUMMARY: • Women are absent from powerful jobs in business and finance. • Women are underrepresented in the investment profession. • Women occupy fewer than 2 percent of bank CEO positions and fewer than 20 percent of the board seats in 80 percent of banks. • One avenue to attracting more women to finance would be to structure and reward jobs in a way that supports flexibility.
by Kameron Nelson and Lango Deen knelson@ccgmag.com, ldeen@ccgmag.com www.womenofcolor.online
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T
o explore the reasons for the underrepresentation of women in finance, one study, Family, Values, and Women in Finance, first assumed that the time demands of careers in finance put too much of a strain on the traditional roles of women in family and society. The study said this tension creates a selection effect such that the women who choose finance are more achievement-oriented than women in the general population, as well as men who pursue careers in finance. The researchers Renée B. Adams in the Department of Banking and Finance, University of New South Wales; Brad M. Barber, Graduate School of Management, UC Davis; and Terrance Odean in the Haas School of Business, UC Berkeley, surveyed CFA members about their values, their families, and their desire to recapture time from work. “Family, Values, and Women in Finance” They found that female members of the Chartered Financial Analyst (CFA) Institute, a global association for investment management professionals, tend to value tradition and conformity less than other women living in the same country and less than male CFA members. Female CFA members are more likely than male CFA members to express a preference for recapturing time from work. This is particularly true for those who are married and those who have children. The researchers said these findings support one argument that women are less drawn to professions such as finance, where the gender gap in pay is larger and where individuals who work long hours are disproportionally compensated. Their conclusion: Structuring and rewarding jobs in a way that supports flexibility would be one avenue to attract more women to finance. The study notes the growth of employment of women in finance has not kept pace with the growth of employment of women in other professional fields, even though finance is a profession in which people are well-compensated and have responsibility for allocating society’s financial resources. A 2016 Catalyst report said that women hold 4.4 percent of the CEO positions and 20 percent of board seats in the S&P 500 companies. Justin Wolfers, a professor of economics and public policy at the University of Michigan, famously noted that there are more men named John in CEO positions than there are women CEOs among the S&P1500. 26 ‹
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Women in Finance Michelle Gadsden-Williams
Managing Director, Inclusion and Diversity Lead — North America
Accenture
Michelle Gadsden-Williams is the managing director inclusion and diversity lead for North America at Accenture. Gadsden-Williams is responsible for strengthening and accelerating the company’s efforts to foster an inclusive culture. She received bachelor’s degrees in marketing and communications from Kean College of New Jersey and a master’s degree in organizational dynamics from the University of Pennsylvania.
Mikeisha Anderson Jones, Esq. Vice President, Global Diverse Executive Recruitment
American Express
Mikeisha Anderson Jones is vice president of global, diverse executive recruitment at American Express, where she has been for six years. Among her many responsibilities, Anderson Jones develops and implements American Express’ strategies around the pipelining of external Black, Hispanic, Latinx, and female executive-level talent globally. She has a Bachelor of Arts in psychology from Smith College and a J.D. from Rutgers University School of Law.
Cynthia H. Bowman
Chief Diversity and Inclusion Officer
Bank of America
Cynthia Bowman is chief diversity and inclusion officer for Bank of America. She is the chief strategist for diversity and inclusion, focused on initiatives that support a diverse and inclusive workplace. Bowman has been with Bank of America for seven years. She received an MBA from the Kellogg Graduate School of Management. She earned a dual bachelor’s degree www.womenofcolor.online
CHAMPIONS OF DIVERSITY in industrial engineering from Georgia Institute of Technology and Spelman College.
Jenise Tate
Natalie Choe
Bank of America
Vice President, Diversity Campus Recruiting
Bank of America
Natalie Choe is vice president for diversity campus recruiting for Bank of America Merrill Lynch. She implements diversity strategies and promotes inclusion while recruiting minorities and women who are interested in finance. She has been with Bank of America Merrill Lynch since 2015. Chose has a Bachelor of Science degree in psychology from George Mason University and a master’s degree in organizational psychology from Hofstra University.
Lauren Hood
Senior Vice President, Diversity and Inclusion Executive
Bank of America
Lauren Hood is senior vice president and a diversity and inclusion executive at Bank of America, leading efforts focused on developing and advancing Bank of America women leaders. Additionally, Hood is responsible for analytics and reporting, program management, communications, and financial and risk management functions. Hood joined Bank of America in 1989. Hood earned a Bachelor of Arts degree in economics and English from Duke University.
Aubrey Long
Diversity and Inclusion Executive
Bank of America
Aubrey Long is a diversity and inclusion executive at Bank of America in North Carolina. Long is responsible for developing and implementing D&I programs to attract and foster incoming talent. Long has been with Bank of America for more than 15 years. She holds a B.S. in marketing from Winthrop University.
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Senior Vice President, Global Talent Acquisition, Head of Women’s Strategic Initiatives Jenise Tate is responsible for talent acquisition strategies that create opportunities for women at Bank of America, with a focus on professionals who map to senior and executive roles. She earned her Bachelor of Science degree in business administration with concentrations in finance and marketing. She later earned an MBA from The Wharton School at the University of Pennsylvania, majoring in entrepreneurial management and finance.
Namrata Yadav
Senior Vice President, Head of Diversity and Inclusion Learning and Inclusion strategy
Bank of America
Namrata Yadav is responsible for initiatives focused on educational needs to create a work environment and culture where all employees can contribute to the bank’s success. She works with the global diversity and inclusion organization, leadership development, and human resources teams to implement D&I learning priorities. Yadav joined Bank of America in 2008. She earned a master’s degree in organizational psychology from Illinois Institute of Technology.
Benita Mays
Senior Vice President, Diversity and Inclusion Program Office
Bank of the West
Benita Mays is a senior vice president of diversity and inclusion at the Bank of the West. In her current role, she drives the ongoing development and implementation of the bank’s D&I Council and Resource Groups training curriculum and collaborates with human resources to oversee the bank’s talent management and recruitment programs. She has been with the Bank of the West for over 11 years.
Na Shai M. Alexander
Senior Manager, Diversity and Inclusion
Capital One
At Capital One, Na Shai Alexander assists with the development of policies and programs to attract, retain, and develop diverse talent for the organization. Alexander joined Capital One in 2019 and has over six years of D&I experience. She earned degrees in English language and literature and psychology from the University of Virginia and a master’s degree in HR/ diversity and inclusion management from Georgetown University.
Patti Zajdel
Vice President of Talent Acquisition
Chemical Bank
As Vice President of Talent Acquisition, Ms. Zajdel is responsible for developing and executing strategic direction of the Talent Acquisition team by ensuring appropriate communication and partnership and to the organization’s priorities. Additionally, she leads and supports all recruiting team initiatives. Ms. Zajdel earned a Bachelor of Science Degree in Education from Western Michigan University.
Yonette Apple
Diversity Recruitment Captain
Deutsche Bank
Apple has been at Deutsche Bank since 2006 and is currently a diversity recruitment captain, responsible for engaging with underrepresented minorities and socializing the opportunities within transaction banking. She received her M.B.A. from the University of Phoenix and holds a Bachelor of Science degree in computer and information sciences and support services from DeVry University.
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Theresa Harrison
Director, Diversity and Inclusiveness Procurement
Ernst & Young
Theresa Harrison is responsible for management and oversight of the Ernst & Young (EY) supplier diversity initiative. Harrison is also responsible for the design, development, and implementation of diverse supplier policies, processes, and procedures. She has over 14 years of work experience at EY. Harrison obtained her Bachelor of Science degree in management from Emmanuel College and a Master of Business Administration from Bentley University
Karyn Twaronite
degree in human resources and counseling from George Washington University.
Stephanie Smith
Chief Inclusion and Diversity Officer
Fifth Third Bank
Stephanie Smith has a stellar 21-plus year career at Fifth Third Bank. She has established community presence in philanthropy, commercial lending, and development. Currently, she develops strategies for inclusion and diversity, which includes supplier diversity. Smith earned a Bachelor of Arts degree in communications from Wright State University and a master ’s degree in urban planning from the University of Cincinnati.
Partner, EY Global Diversity and Inclusiveness Officer
Erika Irish Brown
Karyn Twaronite is a driver of diversity and inclusiveness programs. As EY Global and EY Americas diversity and inclusiveness officer, Twaronite drives innovations that maximize the effectiveness of EY personnel. She earned a bachelor’s degree in accounting from Miami University (Ohio) and a master’s degree in taxation from Fordham University. She is certified in strategic human resource management from Harvard University Graduate School of Business.
Erika Brown has been the chief diversity officer for Goldman Sachs for a year. She leads the development and implementation of proactive diversity, equity, and inclusion initiatives. Brown received her bachelor’s degree in economics from the State University of New York at Albany and her M.B.A. from Columbia Business School.
Ernst & Young
Coretha Rushing
Senior Vice President, Chief Human Resources Officer
Equifax
Coretha Rushing is senior vice president, chief people officer at Equifax. Since 2006, she has been the chief HR officer for Equifax. She has responsibility for the Center of Excellence that includes human resources, compensation and benefits, global talent management, and leadership development. She also serves as a member of the Equifax Foundation board and earned a master’s 28 ‹
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Chief Diversity Officer
Goldman Sachs
Mallory Leib
Vice President, Technology/Engineering Recruiting
Goldman Sachs
Mallory Leib is a vice president of technology/engineering recruiting at Goldman Sachs, where she has been for over nine years. Leib oversees technology campus recruiting for incoming analysts and interns. She holds a marketing degree from Towson University.
Sarah Shahan Lauck
Vice President, Human Resources
H&R Block
Sarah Shahan Lauck is a vice president in human resources at H&R Block.
She has been at H&R Block for more than 12 years. As an executive in HR, she is responsible for talent and performance management, associate engagement as well as building crossfunctional partnerships, leadership coaching, identifying talent, and building successful teams. She holds a bachelor’s degree in journalism from the University of Kansas.
Patricia Adams
Vice President, Program Manager and Diversity Lead
JPMorgan Chase & Co.
Patricia Adams has been with JPMorgan Chase since 2008 and has served as a program manager and diversity lead since 2014. Among her many responsibilities, Adams has increased program partnerships with historically Black colleges and universities and women-only institutions. Adams holds a Bachelor of Science degree from the University of Maryland’s Robert Smith School of Business.
Patricia David
Senior Diversity Advisor
JPMorgan Chase & Co. Patricia David is responsible for developing and implementing a diversity strategy for the organization in line with the business strategy. She has been a part of the team at JPMorgan Chase for over nine years. David received a B.S. in finance and economics with a minor in accounting from Fordham University and her doctorate of humane letters from the Fordham Gabelli School of Business.
Lisa Gallo
Vice President, Diversity Recruiter - Advancing Black Leaders (ABL)
JPMorgan Chase & Co.
Lisa Gallo is a vice president of diversity recruiting at JPMorgan Chase, where she focuses on attracting diverse senior-level talent. Gallo is www.womenofcolor.online
CHAMPIONS OF DIVERSITY responsible for the Advancing Black Leaders initiative that JPMorgan Chase created to increase minority representation within the organization. She has been with the company for more than four years. She earned her bachelor’s degree in sociology from Quinnipiac University in 2002.
Caprice Henry
Vice President, Executive Recruitment
JPMorgan Chase & Co.
Caprice Henry is a vice president of executive recruitment at JPMorgan Chase. Henry leads recruitment initiatives focused on executive-level human resources and human capital talent, diversity and inclusion, and learning and development. Henry has been with JPMorgan Chase since 2017. She earned a Bachelor of Arts degree in history and philosophy from North Carolina State University.
Lucida Plummer
Global Head of Diversity, Asset and Wealth Management
JPMorgan Chase & Co.
Lucida Plummer is the global head of diversity, asset and wealth management, at JPMorgan Chase. Plummer joined JPMorgan Chase in 2017 and is responsible for working with senior leaders to drive accountability and engagement around attracting and promoting a diverse and inclusive workforce. She earned her B.A. in psychology from the University at Albany, and her M.S. in human resource management from Mercy College.
Erika Whyte
Diversity and Inclusion Program Manager
J.P. Morgan Chase & Co.
Erika Whyte is a diversity and inclusion program manager for JPMorgan Chase. Her responsibilities include leading and developing programs and initiatives within the business’ functions and regions. She also www.womenofcolor.online
implements the diversity recruiting agenda for senior roles and diversity recruiting events. Whyte has been with JPMorgan Chase for more than five years. She earned her Bachelor of Arts in broadcast journalism from Temple University.
Parul Kakkar
Vice President, Talent Acquisition
Mastercard
Parul Kakkar is a talent acquisition leader managing talent acquisition for the operations and technology business unit of Mastercard. Kakkar has been at Mastercard for over 12 years. She holds a Bachelor of Science degree in biology from Delhi University and a master’s degree in management from Indian Institute of Planning and Management in New Delhi.
Gabrielle Lyse Brown
Executive Director, Diversity and Inclusion
Morgan Stanley
Gabrielle Lyse Brown is an executive director at Morgan Stanley, where she advises on diversity and inclusion strategy across the investment management, finance, technology, operations, risk management, and legal/compliance divisions. She joined Morgan Stanley in the summer of 2018. Brown holds a degree in English, gender studies, and law and sociology from Oberlin College.
Daniele Johnson
Associate Vice President, Talent Acquisition
Nationwide
Daniele Johnson is responsible for talent and recruitment strategies in the corporate sector and leading talent acquisition’s digital transformation to Workday. Johnson has been a part of Nationwide for over four years. She obtained a Bachelor of Science degree in public relations and Master of Science degree in information and communication sciences from the David Letterman School of
communications at Ball State University in Indiana.
Lybra Clemons
Global Head of Diversity and Inclusion
PayPal
Lybra Clemons is global head of diversity at PayPal. Clemons is responsible for managing and overseeing all global diversity initiatives for the company, including developing a framework and strategy for diversity talent analytics, engagement, and recruitment. She earned a Master of Public Administration degree from Columbia University’s School of International and Public Affairs, and a Certificate in Executive Management from the Tuck School of Business.
Madelyn Toliver
Vice President, Diversity and Inclusion Manager
PNC
A 23-year employee of PNC Financial Services Group, Inc., Madelyn Toliver is a vice president and member of PNC’s Diversity and Inclusion team. In her role, she manages 80 employee business resource group (EBRG) chapters in PNC markets across the company. She is responsible for ensuring EBRG initiatives align with the company’s diversity and inclusion strategic priorities and objectives. Toliver holds a bachelor’s degree in communications from Chatham University and a master’s in organizational leadership.
Lisa M. Ong
National Talent Management Director, Office of Diversity and Inclusion
PricewaterhouseCoopers
Lisa Ong has been at PricewaterhouseCoopers (PwC) for over 27 years and leads initiatives to promote diversity within PwC via its national minority leadership program. Ong earned her Business Administration degree in accounting WOMENOFCOLOR | SPRING 2019
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CHAMPIONS OF DIVERSITY from the University of Texas at Austin and her Master of Science degree in management and administrative sciences in organizational behavior and professional executive coaching from The University of Texas at Dallas.
Natali Justiniano Pahl, MBA
Assistant Vice President, Human ResourcesTalent Acquisition, Development, and Diversity and Inclusion
Principal Financial Group
Natali Pahl is an assistant vice president in human resources talent acquisition. She has been with the Principal Financial Group since 2016. Pahl is a human resource professional with more than 20 years’ experience managing a broad range of human resource functional areas. She holds a Master of Business Administration degree from Drake University and a Bachelor of Arts degree in business management from the University of Northern Iowa.
Sharyn Mandell
Vice President, Human Resources/Diversity and Inclusion
Prudential Financial
Sharyn Mandell is a vice president for human resources and diversity and inclusion strategy for Prudential group insurance. She leads the employee relations team as well as assists in all areas of human resources for the Office of the Chief Marketing Officer (CMO). Mandell earned her B.A. in political science from the University of Michigan and her J.D. from the Fordham University School of Law.
Trina Scott
Vice President of Diversity and Inclusion
inclusivity and diverse perspectives. She is passionate about people and creating a work environment grounded in collaboration and freedom of selfexpression. Scott graduated with a Bachelor of Science degree in finance from Oakland University.
programs, Dr. Mobley has expanded the bank’s efforts to promote diversity, delivering its enterprise D&I strategy, with a focus on building and measuring workforce representation since joining TD Bank in 2018.
Christine Brown
Executive Director, Diversity & Inclusion Programs
Talent Acquisition, Assistant Vice President
State Street
USAA
Christine Brown is assistant vice president of talent acquisition at State Street. Brown leads recruiting efforts for State Street’s global service and alternative investment solutions department. She joined the State Street Corporation in 2017. Brown earned a Bachelor of Science degree in marketing from the Belk College of Business at the University of North Carolina at Charlotte.
Dr. Julia Metcalf leads the team that ensures compliance with affirmative action and equal employment opportunity (EEO) policies while advancing the participation and education of D&I throughout USAA. Dr. Metcalf earned a Bachelor of Arts degree in political science from Mississippi State University, a Master of Professional Studies degree in international relations from Auburn University at Montgomery, and a Ph.D. in organization and management from Capella University.
Kercea Beckwith
First Vice President, Executive Talent Acquisition Manager
SunTrust
Kercea Beckwith is a talent acquisition recruiter and HR leader for SunTrust. She joined the team at SunTrust in 2016. Her responsibilities include acquiring executive talent by partnering and collaborating with executives and C-Suite leaders across the organization as well as building pipelines of executives to include diversity and inclusion. Beckwith holds a Bachelor of Science degree in human resources development from Indiana State University.
Vice President, Senior Diversity and Inclusion Relationship Manager
TD Bank
Trina Scott is the director of diversity and inclusion at Quicken Loans. Scott, who has been at Quicken Loans for two years, develops the strategy and infrastructure that foster a culture of
Dr. St. Jean Mobley is a vice president senior diversity and inclusion relationship manager at TD Bank. With more than 15 years of experience in all aspects of developing diversity, inclusion, and equal opportunity
WOMENOFCOLOR | SPRING 2019
Kim Hawkins
Vice President, Recruiting Manager
U.S. Bank
Kim Hawkins is a recruiting manager for U.S. Bank where she has supported talent acquisition team for more than two years. Hawkins is focused on sustaining a diverse workforce through national recruitment and working with local organizations to increase women and minority representation. She earned her undergraduate degree from the University of Illinois Carbondale and a certificate in human resource management.
Gerardine St. Jean Mobley, Ph.D.
Quicken Loans
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Dr. Julia Metcalf, Ph.D.
WOC Digital Connection For more exciting stories like this one, be sure to visit us online at WomenofColor.online www.womenofcolor.online
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Best Practices in Diversity:
Companies Keeping
Advancement of Women a Priority Fifth Third Bank Fifth Third Bank is a diversified financial services company headquartered in Cincinnati, OH, and among the largest money managers in the Midwest.
The importance of women in the
workplace and the inequities of advancement for women are not lost on corporate leaders. Many give these issues tremendous lip service, but do not make significant policy changes or investments in their workplaces. That’s not the case for the following companies who show how much they value women and their contribution to their businesses by ensuring that women are supported and are on track for leadership positions:
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Inclusion and diversity are “essential to living our Core Values,” states the financial institution on its website. It has established an “extensive array” of business resource groups made up of employees and allies including African American, Asian and Pacific Islander, individuals with disabilities, Latino, and women’s business resource groups. The company also has established a Women in Leadership (WIL) program, described as an integrated development experience that is targeted to high-performing senior female leaders who have a significant impact on the success of the bank. “The program is focused on accelerating readiness to lead at the next level and, ultimately, the C-suite,” states Fifth Third’s website. “Being intentional and transparent in our investment in women benefits not only the women in the program, but the firm, others who aspire to the program, and the sponsors who invest themselves in the program. “All of the women promoted in our development program have a formal sponsor at the executive or even Enterprise Committee level whose role is to actively guide career direction and facilitate progression. This moves beyond a traditional mentoring relationship and should lead to greater representation of women at senior levels.” Fifth Third also has recently launched a maternity concierge program that it considers groundbreaking. It helps with the “unique challenges” during pregnancy, after childbirth, and especially upon a mother’s return to work. www.womenofcolor.online
“As part of this, we empower women to make meaningful contributions within our company and in our communities by focusing on being a great place to work for our female employees and customers, making the financial lives of our female clients and customers better and advancing the economic empowerment of women in communities around the world,” states Bank of America’s website. Goldman Sachs Founded in 1869 and headquartered in New York, the Goldman Sachs Group is a global investment banking, securities, and investment management firm. Diversity “supports and strengthens the firm’s culture and reinforces our reputation as the employer of choice,” states Goldman Sachs on its website. The firm has developed and supported more than 80 affinity networks including Women’s Network and Working Parent Forum. The Times named Goldman Sachs among its Top 50 Employers for Women in 2017, Working Mother magazine ranked the firm on its 100 Best Companies for Working Mothers list in 2017, and Fortune magazine named Goldman Sachs among its Best Workplaces for Diversity in 2017. To retain its talent, the firm has several programs, including a Women’s Strategies Career Initiative. For more than a decade, Goldman Sachs has helped women worldwide build their entrepreneurial strength. 10,000 Women is the firm’s initiative that has helped thousands of women from more than 50 countries “grow and succeed through access to education, networking, and capital.” According to the company’s website, 70 percent of program graduates report “higher revenues and nearly 90 percent of them creating new jobs in their communities.” In 2018, the company took the program a step further, launching an online and interactive curriculum. In October 2018, an all-female team of Goldman Sachs’ managing directors, vice presidents, and an analyst released a report called “Closing the Gender Gap: Advancing Women in Corporate America.”
Ernst & Young One of the largest professional services firms in the world, Ernst & Young is also one of the “Big Four” accounting enterprises. Ernst & Young’s concerted efforts for gender inclusiveness have resulted in a 20 percent increase in women in the company’s top executive level. “A strong ‘tone at the top’ from senior leaders holds our executives accountable for the development and www.womenofcolor.online
advancement of women,” states Ernst & Young on its website. It notes that it has engaged men in women’s advancement through its Inclusiveness Steering Committees by opening more dialogue between women and men at the local business unit level. These dialogues encourage “candid discussions on critical issues and experiences, and establishing several mentoring and sponsoring initiatives, and networks.” Fortune magazine named Ernst & Young on its 100 Best Companies to Work for in the U.S. list, and for the 11th year in a row the firm was selected by Working Mother magazine as one of the 100 Best Companies for Working Mothers list. Ernst & Young provides education, mentoring, sponsorship, and networking opportunities to women moving up its ranks. Programs include: »» Professional Women’s Network »» Career Watch »» Inclusiveness Leadership Program Advancement of women for Ernst & Young is not only an internal commitment; it extends beyond its walls. “Through EY Entrepreneurial Winning Women, we use our resources and convening power to help women entrepreneurs achieve the full potential they envision for their growing companies.”
PricewaterhouseCoopers PricewaterhouseCoopers (PwC) purposely doesn’t treat everyone the same, according to its website on developing talent. “…we have a customized approach to fitting the diversity of our people to create a culture of inclusion. To date, our efforts have paid off. More than half of the firm’s new hires each year are women, and their representation at the partner level continues to steadily increase.” A multinational accounting and professional services firm, PwC addresses diversity and inclusion in many ways, including its PwC Circles. “PwC’s Minority Circles, Women’s Network Circles, Parenting Circles, Professionals with Disability and Lesbian, Gay, Bisexual, and Transgender Circles are designed as professional forums to help women, ethnic minorities, parents, and gay and lesbian professionals connect with one another and provide mentor, learning, and development opportunities.” WOMENOFCOLOR | SPRING 2019
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The firm received of a 2007 Catalyst Award for its efforts in advancing women in business. In its relationship with suppliers, PwC’s goal is to partner with diverse companies that can provide innovative and competitive solutions. “We believe that a strong supplier diversity program is a key element to a successful diversity program,” states PwC on its website. The company partners with businesses certified as minority-owned, women-owned, disability-owned, veteran-owned, and others with specific certifications. In an online statement on its overall commitment to diversity, PwC shares, “We provide our people with training and tools to increase their awareness and understanding of differences and why they matter, so their actions can contribute to our inclusive and high-performing workplace culture.”
Bank of America Bank of America is a multinational investment bank and financial services firm with estimated 200,000-plus employees.
The company also has a Diverse Leadership Sponsorship Program, which targets top-performing diverse talent and assigns each a senior level sponsor who helps accelerate that individual’s visibility, advocacy, and development during 10 months. Participants are twice as likely to be promoted as a result of their involvement in the program, according to the bank’s website. Bank of America also has a Global Ambassadors Program in which women entrepreneurs are connected to senior women executives for mentoring and skills building.
JPMorgan Chase & Co. A global financial services firm, JPMorgan Chase is also one of the largest banking institutions in the United States. It expanded its efforts on behalf of women inside and outside of the firm with its Women on the Move, a firmwide global initiative designed to empower female employees, clients, and consumers to build careers, grow their businesses, and improve their financial health.
The company notes that it has had an “ongoing commitment to being a great place of work. We encourage our employees to have courageous conversations to promote inclusion, understanding, and positive action by creating awareness of different experiences and perspectives.”
JPMorgan Chase states on its website that it seeks to propel women into leadership positions across the firm. The company supports female employees “across all levels, regions, and departments by providing an inclusive culture, growth opportunities, coaching, leadership training, and family-friendly policies and benefits.”
The financial institution has to date had 60,000 individuals take part in the conversations, including the board of director members, global senior leaders, and local market presidents.
Another goal is to expand women-run businesses from startups to global enterprises. The firm provides access to capital, networking, expertise, and other resources.
On its website, it notes it has a long heritage of supporting women’s economic empowerment and leadership. For example, Bank of America established a Women’s Executive Development Program in 2007.
In the area of improving women’s financial health, JPMorgan Chase employs actions and strategies to increase women’s financial acumen. “We aim to help women feel more confident about their financial future.”
“As part of this, we empower women to make meaningful contributions within our company and in our communities by focusing on being a great place to work for our female employees and customers, making the financial lives of our female clients and customers better and advancing the economic empowerment of women in communities around the world,” states Bank of America’s website.
In March 2018, JPMorgan Chase announced a $1 million investment to support women entrepreneurs of color in tech.
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The firm held its third annual Women on the Move Leadership Day in September 2018, and an executive said the company expects to extend $10 billion in credit to women-owned businesses during the next three years.
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NASA Pathways Program: https://nasajobs.nasa.gov/studentopps/Pathways.htm NASA Internships and Fellowships: https://intern.nasa.gov/ Careers at NASA: https://nasajobs.nasa.gov/
NASA Pathways Program: https://nasajobs.nasa.gov/studentopps/Pathways.htm NASA Internships and Fellowships: https://intern.nasa.gov/ Careers at NASA: https://nasajobs.nasa.gov/
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IF I KNEW THEN
by Gale Horton Gay editors@ccgmag.com
Please share your thoughts on finding a mentor with us. Send an email to Editors@ccgmag.com or Publisher@ccgmag.com
How Mentoring Can Save Your Career Dear WOC Magazine, I hear a lot of people talking about mentoring, but I don’t understand it or know if it’s something I need. Can you explain the benefits of mentoring and the hows and whys of getting a mentor? A. It may have taken Stephanie C. Hill a few decades to climb the corporate ladder to the executive suite, but she learned the value of mentoring at an early age. Hill, the deputy executive vice president of Lockheed Martin’s rotary and mission systems, said the foundation of her understanding of mentoring came from her upbringing and advice given by her parents. “I can remember growing up and my father saying everyone needs someone to whom they can turn,” said Hill, adding that he was talking about establishing trusting relationships. “That’s essentially what mentoring is,” she said. Her mother “never missed an opportunity” to dispense sage advice to her, her sisters, and their friends. At the time, Hill considered her mother to be meddling. “But I was also aware of how my friends and my sisters’ friends kept coming back to her, asking questions, and seeking her very generous counsel.” Hill noted that in her 28-year career at Lockheed Martin, she has had several “incredible” mentors. “They told it to me straight, helped to guide me along, told me when I got it right, and probably more importantly, when I got it wrong. Also, when I got it wrong, I knew they would be standing right there ready to help me fix it and get back on track,” she said. Hill described a “good” mentor as an individual who: »» Creates a safe place to ask questions, with no questions being off the table, and provides “real” answers—not “corporate speak.” »» Shares unwritten rules to help mentees navigate a new or changing environment. According to Hill, there are many ways to establish
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a mentor/mentee relationship, and companies now are formally pairing people they determine to have skills that match with an up-and-coming younger professional or student. However, she said the best situations result when individuals find someone they can look up to, trust, and learn from for these relationships. Hill cleared up any confusion of support givers, mentors, coaches, and sponsors. A mentor is a long-term relationship in which the individual helps a mentor reach his or her career goals. A coach is a more “in the moment” support giver who helps with an immediate situation or problem. A sponsor advocates for a professional within an organization and helps opportunities come to the person. Hill recounted a conversation with a female engineering student Stephanie C. Hill at Tuskegee University who shared Deputy Executive Vice that when she was a freshman, President, Lockheed Martin, there were several females in her Rotary and Mission Systems class, but she was the lone female in her junior year. She felt alone and was considering abandoning the course. Hill advised her about support options and suggested she seek help on campus. The student did that, and sometime later contacted Hill again to tell her she was recommitting herself to her engineering pursuits. Hill also said it was crucial for professionals to have mentors outside of one’s chain of command so that questions asked and concerns raised are never brought up or appear on an individual’s performance appraisal. “They need to hear ‘what can I do to differentiate myself to do better? What is that thing that’s keeping me back that no one else is telling me, but is clear to others?’” She added that the best mentoring relationships are when mentees can open themselves up to “real feedback.”
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40%
According to New CBcampus.com Survey
of hiring managers would hire college interns for full-time, permanent positions.
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by Christopher Zacher editors@ccgmag.com
KNOW YOUR WORTH
What’s My Value? N
egotiations can be a nerve-wracking process. It’s particularly uncomfortable for job-seekers and junior employees. Asking for more money at a job interview might drive the hiring manager to consider other candidates. And who doesn’t dread walking into the boss’s office to ask for a pay increase? So how should job-seekers or employees let their company know they’d like more money? In a seminar entitled “Knowing Your Value,” LaTonia Pouncey offered guidance. The seminar taught participants how to walk into the negotiation room with confidence and walk out with a higher salary. Setting Yourself Apart To justify a pay increase, employees need to demonstrate that they bring something to the table. If an individual offers a valuable skillset, they are more likely to get approval. “You need to know how you can add value,” says Pouncey, corporate manager and head of diversity inclusion at L3 Technologies. “Is there something that sets you apart in your particular field? Those are things that you need to be looking at.” More importantly, you must be able to prove your value.
“You have to be visible,” Pouncey says. “If people don’t know what you’re doing, then you won’t be recognized. Work hard and build relationships to make sure that you’re visible.” Do Your Research No job-seeker or employee should walk into an interview room without understanding how well the company is performing, where they could do better, and how much current employees are paid. These things help the negotiator to develop a realistic salary pitch. Websites like Glassdoor offer information about salaries. However, Pouncey also suggests participating in earnings calls. “It’s an overview of how the company performed over the last quarter, their future projections, their wins and misses,” she explains. “This will give you the opportunity to see how the company is growing.” Understanding the company’s trajectory gives one leverage in salary conversations.
“You should tailor your negotiation strategy to meet their needs as well as your own,” Pouncey says. “You have to demonstrate the things that make you unique if you want to get what you’re looking for.”
“If the company is doing healthy and you know that you’re contributing to the bottom line, then you’re in a position to negotiate,” she says. “If the company is losing revenue, it might not be the best time.”
She recommends that individuals bring proof of performance.
Don’t Fear Negotiations It can be awkward to ask for a higher salary, whether you are a current employer or a potential hire. While some employees worry their request is a burden, many managers see the willingness to negotiate as a strength.
“Whether you’re decreasing costs, decreasing time, improving processes … those things should be captured. That way, when you go to the table you can get your win.” The Importance of Networks It’s easier for current employees to get a raise. They have had time to prove themselves within an organization. For new applicants, mentors, advisors, and former managers can always vouch for their performance. This means that individual contributions should be well-known. Hard work does not guarantee a raise if an employee keeps her head down.
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WOC Digital Connection
“If you come prepared and have the emotional intelligence to handle the negotiation process, they’ll recognize it in you,” Pouncey says. In the end, don’t be afraid of negotiations. If the timing is right and an employee can demonstrate value, they have every chance of getting a pay increase. At the very worst, the individual may need to work a bit harder and wait until the next review period to earn a bigger paycheck. WOMENOFCOLOR | SPRING 2019
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MY HEALTHY LIFE
7 Ways to Manage Your Stress S
tress occurs when you feel like the demands placed on you—such as work, school, or relationships—exceed your ability to cope. It can be a reaction to a short-lived situation, such as being stuck in traffic or running late for an appointment, or it can last a long time if you’re dealing with relationship or money problems, the death of a loved one, or other serious situations. While some stress can be
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beneficial, such as stress that motivates you to study for an exam or perform well in a sporting event, long-term, untreated stress is linked to serious health concerns including depression, heart disease, obesity, and a weakened immune system. Since 2007, the American Psychological Association’s annual Stress in America survey has found that women consistently report higher levels of stress
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By Lynn Bufka, Ph.D. editors@ccgmag.com
than men. We don’t know whether this is because women often face more demands than men, such as frequently taking on more family responsibilities, or because women experience stress differently. However, it’s clear that if we don’t find better ways to manage our stress, chronic stress can have physical and emotional consequences.
3. Tap into your support system. Reach out to family or friends. Your friends or family members may have tackled similar challenges and have useful ideas and perspectives. There is no need to face challenging life circumstances alone. Support from family or friends may help you start and continue to take better care of yourself.
Stress can cause symptoms such as irritability, problems sleeping, changes in appetite, headaches, stomach aches, intestinal problems, nervousness, excessive worry, and sadness or depression. Stress can negatively impact a woman’s ability to get pregnant, the health of her pregnancy, and how she adjusts after giving birth. It can also affect menstruation and sexual desire, and it might make premenstrual symptoms worse.
4. Make one health-related commitment. Do what you can to boost your health so that you have the energy and strength to tackle the challenges you are facing. One small step, like cutting back on excessive snacking, can have a positive effect. Similarly, a brisk walk or other aerobic activity can increase your energy and concentration levels and lessen feelings of anxiety. Physical activity increases your body’s production of good-feeling endorphins and decreases the production of stress hormones.
For women juggling many responsibilities, it might seem difficult to find time to manage stress adequately. People with high stress levels may try to manage their stress in unhealthy ways, such as overor under-eating, drinking alcohol, or lying around the house. The good news is that there are effective ways to manage stress. Here are seven smart ways to help you cope: 1. Track your stressors. Use a journal to identify which situations create the most stress and how you respond to them. Record your thoughts, feelings, and information about the environment, including the people and circumstances involved, the physical setting, and how you reacted. Taking notes can help you find patterns among your stressors and your reactions to them so that you can develop a plan to manage your stress. 2. Set limits. List the projects and commitments that are making you feel overwhelmed. Identify which commitments are priorities and cut back on anything nonessential. Refrain from accepting any more commitments until you feel your stress is under control. Setting limits on nonessential obligations is important to lessening chronic stress.
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5. Manage your devices. People who report constantly checking email or social media typically report more stress. Give yourself a break over the weekend and in the evenings. Put your phone to bed before you go to bed. 6. Enhance your sleep quality. Women who are chronically stressed often suffer from lack of adequate sleep and, in some cases, stressinduced insomnia. Begin winding down an hour or two before you go to sleep and engage in calming activities such as listening to relaxing music, reading an enjoyable book, or practicing relaxation techniques like meditation. 7. Seek additional help. If you continue to feel overwhelmed or are having trouble getting through your daily routine, seek help from a licensed mental health professional, such as a psychologist. Psychologists are trained to help you develop strategies to manage stress effectively and make changes to improve your overall health.
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BOOK REVIEW
Michelle Obama’s Secret to Becoming is Within Every Woman’s Reach “Failure is a feeling long before it becomes an actual result.” Forty-three pages into this bestseller, Michelle Obama had already dropped enough knowledge to launch a thousand theses, but it was this quote that stuck with me long after finishing Becoming, the autobiographical book that became the bestselling book of 2018 in just two weeks. In it, Obama is self-reflective and candid in a way that effortlessly radiates wisdom and grace. The memoir chronicles her life, as the former first lady discusses the major events and minor influences on “Becoming Me,” “Becoming Us,” and “Becoming More.” Obama takes us from the streets of Chicago, where she grew up in a close-knit family who valued education, to her first uncertain days at Princeton, and her fast-track career climb and whirlwind romance that introduced her to the roller-coaster ride of politics that would vault her family to America’s most famous address. Every moment of the intimate book sheds new light on Obama’s time in the White House and most importantly, her humanity—something she speaks adamantly about protecting amid the chaos and glamour of her public position. Becoming is a story that focuses more on hard work and sacrifice than privilege; it grapples with the nuances of understanding identity, and it overflows with an emotional call to perseverance. The memoir is written like the words of a trusted girlfriend and less like soundbites of a public figure handing down golden nuggets of advice. If you’re wondering why so many people are enamored with the book, here are a few good reasons why every professional woman should get her hands on a copy. As a career woman, this memoir is relatable because of its vulnerability. When Obama speaks about finding the right career path after grad school, I was
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reminded of the oh-so-painful “quarter-life crisis” that millions of millennials battle daily. Her determination to live up to the expectations placed on her by her community and herself are a lesson in prioritizing your values and leaving room for destiny. And her account of emerging as a public figure during the dawn of social media was all-too-familiar. Becoming manages to bring the stressors of a first lady into our living rooms and says, “we’re the same.” Having your words taken out of context is hardly a lamentation reserved for the rich. Working-class women and first ladies alike have warred with the role of public opinion on our private lives. Hearing Obama say in her own words that she worried about her children, her career moves, her actions as a wife, and her duty as a daughter means that the work of being a woman in our society does not change from one status to another. The complexities are more so different than they are magnified or reduced. As women, we face external and internal pressures that are so great, it’s hard to envision a path to success from some of the lowly places in which we’ve all found ourselves at one point or another. It’s easy to feel there’s no reason to complain if your life looks good on paper, and it’s hard to imagine rising through the ranks when you have no connections. The experience I had reading Becoming changed the way I thought about my journey. Here was one of the most powerful and famous women telling me that she faced tough decisions, doubted herself, pondered her purpose, and owned her excellence all in the same lifetime. And she didn’t just tell me that she sometimes felt lost, she told me how she looked within and used the richness of her experience and the guiding light of her community to approach her obstacles with a better perspective to achieve a better outcome. One of the greatest lessons of Becoming is to recognize the benefit of taking time to gaze back and see what life means to us and for us and figure out how to take control of whatever lies ahead. If you’re looking for direction and a personal life coach/pep talk from the “Hugger-in-Chief” herself, then grab a copy of Becoming.
www.womenofcolor.online
by Candace Howze editors@ccgmag.com
Former First Lady of the United States Michelle Obama speaks at the Anna Wintour Costume Center Grand Opening at the Metropolitan Museum of Art on May 5, 2014 in New York City.
www.womenofcolor.online
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LAST WORD
Curated by Rayondon Kennedy rkennedy@ccgmag.com
Michelle Obama “As I told the ladies I met in Dallas; your story is the most powerful part of who you are—the struggles, failures, successes, and everything in between. Remember to always stay open to new experiences and never let the doubters get in the way. You all are beautiful. #IAmBecoming”
Sheryl Sandberg Chief Operating Officer, Facebook “As we ring in the new year, I want to share some stories of women I know who inspired me in 2018. They prove once again that women are a powerful force for change in the world. And they’re all members of Lean In Circles, small peer groups where women come together to set goals and support each other. If you’re searching for a great New Year’s resolution, consider taking a page from their book—and start or join a Circle.”
“After working in such a male-dominated industry for so long, you want to wake
Senator Kamala Harris
“Engaging in the fight for civil rights and social justice is not for the faint of heart. It is as difficult as it is important, and the wins may never taste as sweet as the losses Donna L. Bell CTO, Chief of Staff and Director Research taste sour. But count Operations, Ford Motor Company, 2018 yourself as part of the Women of Color Technologist of the Year lineage of those who refused to relent.”
up feeling like a boss. So, I made it
happen.”
Senator Elizabeth Warren “As a country, we need to stop pretending that the same doors open for everyone, because they don’t,” Warren said. “I’m not a person of color, and I haven’t lived your life or experienced anything like the subtle prejudice, or more overt harm, that you may have experienced just because of the color of your skin.”
Alicia Boler Davis Former GM Executive As many of you know from your own journeys into STEM fields, it is incumbent on us to expose young people to the possibilities rooted in STEM careers. We have a collective responsibility to inspire, challenge, guide and engage those who come behind us.
Dr. Lydia Thomas retired
CEO of the company now known as Noblis The people who wanted me to soar have always outnumbered those who would clip my wings. It was they who taught me to be aware that no force can long endure what you put your heart and mind into achieving.”
Congresswoman Maxine Waters
“Think like a . A queen is not afraid to fail. Failure is another stepping-stone to greatness.”
queen
Oprah Winfrey
“Black women are going to have to take more leadership. I think we are prepared because we bring a tenaciousness with us. We do not fear losing friends, allies,or jobs.”
Abigail Johnson CEO, Fidelity Investments “Don’t assume that the answers are out there in the form of somebody else already doing something. Sometimes they are. But you have to think beyond that. You have to think that the answer and the right answer for you and your organization might not be something that’s been done before. And it’s up to you to discover and work with your team to form and figure out how to do successfully.” Rosalind Brewer Chief Operating Officer and Group President, Starbucks “You can and should set your own limits and clearly articulate them. This takes courage, but it is also liberating and empowering, and often earns you new respect.”
“Recent studies show that the racial and gender gap in STEM fields is increasing. We must redouble our effort to fill the STEM talent pipeline and help young people develop the skills they need to address the challenges of tomorrow and ensure that the scientific community fully reflects the diversity of our nation.”
Marillyn Hewson www.womenofcolor.online
Chairman, President and CEO of Lockheed Martin Corporation
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