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Fall 2016 Leadership empowerment for women who mean business Diversifying the Tech Industry A win-win for all

MEN AT WORK Checking in with NCAA’s Dr. Bernard Franklin Discover the Joy of Walking Catalyst’s Deborah Gillis Leading the charge for gender equity part lives. cisco.com/careers With are At Go change Think Connect us Cisco, all. making of our How? our inclusive with we DNA. the Through empower us, for unimaginable We and global diversity, live find you people workforce, and out it. a work how inclusion to reality. the make by you we’re them can a and can difference creating help every collaboration. world? build day, technology in the and the future. These way they’re that the values how world connects we are

©2016 Cisco Systems Inc. Leadership empowerment for women Contents FALL 2016 who mean business >

Katrina Adams Vol. 7, Issue 3 Features 35 Woman on a Mission Deborah Gillis, 35 president and CEO of the nonprofit Catalyst, shares her passion for research-based worlplace solutions that help women thrive. Upfront 5 Minutes with … Tujuanna Williams, head of diversity and inclusion at Fannie Mae, on the importance of fearlessness. 9 Shortcuts Research-backed strategies for achieving your goals. 10 The Office Tips for working with a younger boss. 10 DW Hot List Top password managers to help you remember passwords and keep them safe. 11 Etc. The gender mix of our political talking heads. 11 Stars Who Mean Business Nicole Ritchie’s fashion empire. 12 Next Kelsey Minarik turns a blood clot into a business ON THE endeavor. 13 COVER Versus Deborah Gillis Men still outrank women in Hollywood star power. 13 Cover photograph provided by Catalyst Anatomy of a … a polished work wardrobe. 15

diversitywoman.com Fall 2016 DIVERSITY WOMAN 1 Bleed:8.5” Trim:8.25” Live:7.25” Trim:10.75” Live:9.75” Bleed:11”

We’re a big fan of different. At Target, we believe that the most important part of our business is our people. The diverse backgrounds, ethnicities and experiences are what make work fun, interesting and new. We attribute our success to our Team Members and the ideas they bring to work TM every day. To learn more about the diverse team at Target, visit Target.com/diversity.

©2014 Target Brands, Inc. The Bullseye Design and Target are registered trademarks of Target Brands, Inc. 123300

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Take the Lead We Mean 31 Business Power Suit Barclaycard’s Nicole Dye-Anderson on winning the modern PR game. 19 CEO Woman Nawal Motawi of Motawi Tileworks weighs in on blending art and commerce. 21 Men at Work Dr. Bernard Franklin of the NCAA talks about ramping up diversity in college sports. 25

Accelerate Money Accelerate Matters Five tips for getting ahead at work. 27 Take the Lead 27 How coding bootcamps help women and people of color land jobs in tech. 31 DW Life To Your Health The remarkable benefits of walking. 41 Money Matters Fifteen ways to raise money-savvy kids. 45 Power Trip Tips for carry-on approved luggage. 49 Stepping Out Chicago, from arts to eats. 53 45 Point of View Fresh Insight Power Suit CEO Woman Men at Work Where are the women political commentators? 17 Point of View The power of coaching. 33 Celebrate The women of VF Corporation on the traits of great leaders. 54 19 21 25 Conversations with Catalyst The profound influence ofcorporate boards. 56

diversitywoman.com Fall 2016 DIVERSITY WOMAN 3 Contributors > Gina Glantz Gina Gantz founded GenderAvenger.com in October 2014. During her 40-year career in politics and orga- PUBLISHER | Sheila Robinson nizing, Ms. Glantz served as a campaign manager, field director, and political consultant at the congres- EDITORIAL sional, state, and presidential levels, including serving EDITOR-IN-CHIEF | Jackie Krentzman as national campaign manager for Bill Bradley for President. In 1985, she cofounded Martin & Glantz, ​ DESIGN DIRECTOR | Cathy Krizik a grassroots consulting firm sold to employees in 2001. Ms. Glantz served as senior advisor to President MANAGING EDITOR | Kimberly Olson Andrew Stern of the Service Employees International COPY EDITOR |  Judith Dunham Union (SEIU) and was a resident fellow and adjunct professor at the Institute of Politics at Harvard’s​ Kennedy School. PROOFREADER |  Sharon Silva Ms. Glantz has a BA from the ​University of California at Berkeley. She chairs the board of directors’ development and governance committee of Oxfam America and ASSISTANT EDITOR | Eddie Lee serves on the boards of Demos, a progressive think tank, and TurboVote. She also WRITERS |  Pearl J. Alexander served on the board of Planned Parenthood Action Fund for seven years, chairing it Katrina Brown Hunt from 2010 through 2013. Linda Childers Dr. Katherine Giscombe Pearl J. Alexander Gina Glantz Pearl J. Alexander, JD, CPCC, ACC, CDWF-candidate, Katherine Griffin serves as executive director of diversity, inclusion, and Kandia Johnson engagement at the Georgia Institute of Technology. April Kilcrease She is a visionary leader who has navigated a progres- Jackie Krentzman sive 29-year career catalyzing transformations in cul- Ellen Lee ture and organizational leadership practices. Known Pat Olsen as a critical thinker with relationship savvy, she leads Kimberly Olson D&I curricular innovations and initiatives designed Tanisha A. Sykes to develop leaders, curate transformative narratives, and foster engaging relationships that model inclusive excellence. Her personal mission is inspiring others to access their personal power and step into “wholeness.” She integrates diversity and inclu- SALES

sion principles within her coaching practice and talent consulting services. NORTHEAST John McNamara (732) 525-2618 Subscribe to DW magazine [email protected] Go to diversitywoman.com SOUTHEAST Grace Valencia

Build a Talent Pipeline (202) 809-7775 [email protected]

Leadership empowerment Summer 2016 for women who mean business NATIONWIDE Boomers & Millennials Sheila Robinson, Publisher Can they work together? [email protected] Lisa Lutoff-Perlo BUDDY SYSTEM Find the right WIND exercise class DIVERSITY WOMAN BUSINESS OFFICE Is Your AT HER Retirement on Track? BACKCruise industry 1183 University Drive, Suite 105131 trailblazer Burlington, North Carolina 27215 (202) 809-7775

4 DIVERSITY WOMAN Fall 2016 diversitywoman.com NICE WORK

Walgreens is the nation’s largest pharmacy chain. That means more opportunities to lead in strategic roles at all levels of our organization. Diversity and inclusion are key aspects of our strong value system and culture, which have carried us through more than a century of service to our communities.

Learn more at www.Walgreens.com/diversity.

7913_Walgreens Professional Woman Full Page 4.13.15.indd 1 4/13/15 10:06 AM Lead theWay

Crown Princess Elena of Avalor–— the newest Disney Leader to choose her own destiny Choose your own destiny. To learn more about careers at Disney, visit jobs.disneycareers.com

©Disney ©Disney/Pixar ©Marvel ©Lucasfilm Publisher’s Page > the Lead Way From Anna Bissell to the Boardrooms his issue of Diversity Woman was inspired by Anna Bissell. You say you don’t know who she is? Well, join the club—the club of female leaders Twho would be well served to consider Bissell a role model. Anna Bissell was the first woman CEO change—processes and policies in Corpo- of a large corporation in the United States. rate America that open the door for more Her husband, Melville, formed a company female leadership. to sell carpet sweepers in the 1870s. When However, these factors must not be suf- he died in 1889, Anna Bissell became CEO ficient given the woeful representation of and for more than 40 years served first as women in the C-suite. president and then as chair of the board. In my research—with an assist from Today Bissell is the number one floor-care Anna Bissell—I discovered the miss- company in the United States. ing link: passion. Anna did not take the Anna was a trailblazer—and not just company she inherited from her husband because she was that lonely woman at the to unheard-of levels just by following the top. She had vision and nerve. She took playbook of the day. She loved what she the company international. She also intro- was doing, and she was always looking for duced progressive labor relations policies, ways to innovate and make her company including workers’ comp insurance and better. Passion is so critical to success. In In my research, pension plans, well before these practices her case, she didn’t even have the other I discovered were widespread in industry. It was said factors to rely on: early success on the the missing of her that “she studied business the way career ladder, mentors and sponsors, or other women of the times studied French.” an organization willing to develop female link. Passion is I believe that if Bissell dropped in for a leaders. All she had was herself. so critical visit today, she might be disappointed— In this issue of Diversity Woman—in fact, disappointed that female leadership in in every issue—we celebrate passion. Pas- to success. Corporate America has not progressed sion is what drives Deborah Gillis, the CEO further. Today, only 10 percent of those of Catalyst, featured on the cover of this in the C-suite in the United States are issue. It’s what drives Nawal Motawi, the women. And less than 20 percent of mem- subject of our CEO Woman department bers of corporate boards are women. and the founder of Motawi Tileworks. Anna is one of my inspirations. I She is a trailblazer both as a successful Arab learned about her while I was writing my American entrepreneur and as an innova- dissertation for my doctorate in educa- tor in the growing crafts movement. tion. As I was struggling to identify spe- Passion is what drives me. It is truly a cifically which factors determine success, catalyst to advancement. This may be a Crown Princess Elena of Avalor–— her story turned the key for me. good time for a passion check—are you the newest Disney Leader to It’s commonly accepted that three passionate about your work and your life? choose her own destiny factors facilitate an executive’s ability to reach the upper echelons of management. The first is a history of successfully climb- ing the corporate ladder early in one’s career. The second is the ability to develop and nurture relationships with mentors Sheila Robinson Choose your own destiny. and sponsors. The third is organizational Publisher, Diversity Woman To learn more about careers at Disney, visit jobs.disneycareers.com

diversitywoman.com Fall 2016 DIVERSITY WOMAN 7

©Disney ©Disney/Pixar ©Marvel ©Lucasfilm Diversity Is Our Greatest Strength

DoD is Growing the Leaders of Tomorrow

You don’t need to wear a uniform to serve your country. Throughout the U.S. Department of Defense (DoD), we are always seeking future talent to join our military and civilian workforce. Opportunities for women to serve and lead in a wide range of defense careers are greater today than ever before.

Women have always been an integral part of our military and civilian workforce; today they serve as nuclear engineers and pilots as well as project managers and computer scientists. At DoD, we believe diverse backgrounds give us a strategic advantage in developing innovative technologies that enable mission success. At the center is our most important resource – not our tanks, planes, or ships – our people.

Help us grow our diverse workforce and support national defense. Learn more about civilian and military career opportunities in the Department of Defense by visiting http://diversity.defense.gov. Upfront > Upfront written by Katherine Griffin

5 Minutes with Tujuanna Williams From Social Justice to D&I

ujuanna Williams grew You take the assessment, you up watching her mother, get the result, and then you get an Towner of four Nashville individual coaching plan. Then we beauty salons, advise women provide training around cultural who wanted to start businesses. awareness, unconscious bias, Today Williams, who has spent identifying differences, and cross- much of her career as a diversity ing bridges. Every officer and all leader for major companies, is critical directors have taken this vice president and chief diversity assessment. and inclusion officer of the Fed- eral National Mortgage Associa- DW: What have the results been? tion (Fannie Mae). From 2011 TW: Minimization is where we find to 2014, she took a break from most people. Minimization means corporate work to found and run you don’t see any difference. You her own executive coaching firm. focus on the similarities. But it’s Williams spoke with Diversity the differences that drive innova- Woman about fear, speaking out, tion. It’s easy to say, “I treat every- and promoting inclusion. body the same—I treat people the way I want to be treated.” But we Diversity Woman: What led you want to treat people the way they to start your coaching company? want to be treated. Tujuanna Williams: My gifts are Minimization is not a bad around helping people find their place. It is a place of openness purpose. And I like positive psy- and learning. My goal is to move chology, because instead of say- the organization from minimiza- ing, “What’s wrong with me?” it’s about industry. I realized [early on] that in the tion to acceptance. That means whether saying, “What are all the things that are work I was doing, even though it wasn’t I agree with your differences or not, I right with me, and how do I use them to now what is called D&I, I was always accept them. become my better self?” the spokesperson for social justice— some situation where someone was DW: The fifth stage is adaptation. Can DW: You’ve said that you want to sup- treated unfairly. People always came you explain that? port people who want to be fearless. to me and I would be the one giving TW: Two percent of the people who Why is that important? them advice, or going to my circle of take this assessment are at adaptation. TW: To be successful, you have to be colleagues and saying, “We need to cre- Adaptation is where we’ve got this dance fearless. A lot of this work is around ate other opportunities.” down pat. I don’t have to lead, but if I being able to deploy others throughout need to, I can. Or you can lead. I can the organization to drive your strategy. DW: What are some achievements dance to your music, you can dance to That requires having conversations that, you’re proud of at Fannie Mae? my music, and we’re still in step. if people are not confident, they can’t TW: Fannie Mae is the most diverse have. To have courageous conversations, organization I’ve ever been in—inclu- DW: Any other important goals? you have to be a risk taker. sion is where we have challenges. My TW: Our biggest opportunity is around strategy here has been around cultural how we get more people of color and DW: How has your background in- competencies, using a tool called the women into the C-suite. Today 33 percent fluenced your approach to promoting Intercultural Development Inventory. It’s of our senior leaders are women, and diversity and inclusion at Fannie Mae? based on a five-part continuum: denial, 35 percent are people of color. Those TW: I came out of HR. Before that, I polarization, minimization, acceptance, numbers are really good, but you always spent most of my career in the airline and adaptation. want more.

diversitywoman.com Fall 2016 DIVERSITY WOMAN 9 Upfront >

Shortcuts Conquering Your Goals o you have goals you’ve thought about for years but don’t seem Dto be getting any closer to? These tips, based on research by psychology professor Gail Matthews of Dominican University of California, may help. Write your goals down. Getting the 1goals out of your head and onto a piece of paper (or a computer screen) is often the first step toward making them more real. The Office Tell someone your goals. Making a pub- 2lic commitment to your intentions—even if it’s just telling one person—strengthens your resolve and ability to reach your objectives. The Younger Boss Break goals into achievable actions. Dear DW, 3If your aim is to buy a house, for instance, start by breaking it down into steps like “decide Do you have any tips for working with a younger what I can afford,” “get prequalified for a loan,” boss? and “research three neighborhoods.” As you Signed, cross off each step, you’ll feel more confident, Confused Baby Boomer and that builds momentum. Report your progress. Find an account- Dear Confused Baby Boomer, your younger boss doesn’t have 4ability partner, perhaps one of the people you’ve told about your goals. The role of this That’s a question lots of people are the experience to manage you person (sometimes called an accountability asking! It’s not just baby boom- effectively, you may need to spend buddy) is to receive regular updates from ers working for Millennials—the extra effort communicating what you about what you’ve done to move toward older you get, the more likely it is you need from him or her. your goals. that you’ll be asked to report to One key to working well despite someone younger. any awkwardness is mutual When it happens for the first respect. “Part of your job is to sup- time, you may find yourself feel- port your boss,” Mufson says. ing defensive, anxious, jealous, or It’s also a good idea to try to some combination. find points of connection. “It’s But, says career coach Phyllis natural that if somebody is a Mufson, who’s based in Sarasota, whole generation younger than Florida, “It’s up to you to get your you, your social reference points head on straight.” are going to be different,” Mufson That means figuring out why says. In casual conversations, look you’re uncomfortable and what for things to talk about that aren’t you can do about it. If you think specific to your generation. you should be the supervisor Making these mental shifts instead, maybe the new situa- may take some time. For some tion is a wake-up call to get some help along the way, find a trusted training so you can move forward, colleague you can talk with as you says Mufson. If you’re worried forge the new relationship. THINKSTOCKPHOTOS

10 DIVERSITY WOMAN Fall 2016 diversitywoman.com Upfront > DW Hot List

security audit, which tests the strength of all your passwords and makes recom- mendations for improving them. The basic version (free) gives you unlimited backup and syncing for one device; you’ll need to upgrade to premium ($12/year) for unlimited syncing across mobile and desktop devices. There’s also an enter- prise version for businesses. lastpass.com

Dashlane This option offers both off- and online capabilities: you can store your pass- words only on your device or sync them Password online if you’d prefer. Dashlane allows you to share passwords with your emer- gency contacts and gets high marks for Managers its user-friendliness. The basic version is free; the premium version ($40/year) lets you sync across multiple devices and gives you faster access to support. nline security breaches has been a breach at a site you use, or dashlane.com have been on the rise, and one prompt you to add newly created pass- Oway to protect yourself is with a words to your master database. KeePass good password management system. The Don’t worry too much about which This offline open-source system can basics of any useful system include fea- one to choose. It’s not hard to export reside on your device, which makes it tures to help you create, remember, and data between systems if you decide to a good option if you’re wary of upload- securely store long, strong, and complex try a different one later. ing your data to the cloud. It has fewer passwords. features (no security alerts or audits, for Here are three of the top options. They LastPass instance), but it’s free and its encryption all include the basics, and some do more, This pioneering cloud-based system is strong. like send you a security alert when there includes extras like security alerts and a keepass.info

Etc. Who Talks? his presidential election, with a on the highest-rated morning 15 percent on The Kelly File, while woman at the top of the Demo- and evening cable TV shows. hovering between a mere 22 to Tcratic ticket, is making history. But Who Talks? is a collabora- 33 percent for Morning Joe, Fox & just who are the people interpreting the tion among GenderAvenger, Friends, New Day, and The Rachel news we hear? Rutgers University Center for Maddow Show. Only one show, Anderson Unfortunately, they are still mostly men. American Women and Politics, Cooper 360 º, held anything close to a That’s the key takeaway from a project called and the Women’s Media Center. balanced average, with 48 percent women Who Talks? Each week since March, the The combined results from March 1, 2016 guests over the three-month period. project has been tracking and publishing to May 31, 2016 have shown the percentage Want to help get the word out? Visit Gen- the gender balance of the commentators of women commentators dip as low as deravenger.com to share the latest findings. THINKSTOCKPHOTOS

diversitywoman.com Fall 2016 DIVERSITY WOMAN 11 Upfront >

Stars Who Mean Business

Nicole Richie Once, Twice, Three Times a Businesswoman icole Richie’s roots in the entertain- ment world run deep, but her love Nof fashion has brought her into her own as a businesswoman. Richie, who was born to jazz musician Pete Escovedo and adopted at age nine by singer-songwriter Lionel Richie, first became famous in 2003 as a costar (with Paris Hilton) of the reality TV show The Simple Life. Most recently, she starred in her own show on VH1, Candidly Nicole. In 2007, Richie launched her jewelry brand and a year later expanded the enter- prise into a broader fashion line. That business, House of Harlow 1960, was named for her daugh- ter, Harlow, and now includes clothing, handbags, fragrance, eyewear, and shoes, along with jewelry. The items have been sold at Neiman Marcus, Nordstrom, and Bergdorf Goodman, and the company was estimat- ed by Business Insider to be worth $2 million. “Fashion gives you the ability to express your- self,” Richie told Fashion- united.com. “I’ve always loved the possibility of being able to transform yourself through the way of dress.”

12 DIVERSITY WOMAN Fall 2016 diversitywoman.com Upfront > Young Entrepreneur Kelsey Minarik A Heath Scare factures, and distributes Becomes an compression stockings, socks, leggings, and Opportunty other products in a wide range of colors and styles. Minarik studied busi- ness management at the University of Cali- fornia, Irvine. But, she says, “I never thought I’d grow up to sell socks! The blood clot definitely took me toward a differ- ent industry.” Next She’s discovered that she loves the autonomy of being an entrepreneur. “It’s really elsey Minarik turned a scary forming, her doctors advised her to wear rewarding to see your ideas come to life,” blood clot into a business op- compression stockings, which help prevent she says. Kportunity. clots by applying pressure to the legs. Today, Minarik only needs to wear Eight years ago, Minarik was flying Minarik, 28, soon discovered that most compression stockings when she is on cross-country to celebrate her 21st compression stockings are not fashion- a plane for more than three hours. But birthday in New York when one of able—they look like ACE bandages, she now that she’s got lots of stylish ver- her legs swelled up. It was a deep vein says. After trying several types over the sions to choose from, she often wears thrombosis, a type of blood clot that can course of a year, she decided to make some them at other times, too. She says, “I be fatal if it travels to the lungs. stockings of her own. love wearing them anytime I’m on my Fortunately, that didn’t happen to So in 2011, she launched RejuvaHealth, feet for long periods, like at trade shows Minarik. But to guard against another clot an online business that designs, manu- and events.”

Versus 2006 2016 Popular Stars Lack Diversity Star Q Score Star Q Score he Q score has been described as the Dow Jones index of Carol Burnett 35 Betty White 40 THollywood—a measurement tool that rates celebrity star power, Marg Helgenberger 35 Sandra Bullock 39 encompassing both name recognition and likability. Megan Mullally 31 Meryl Streep 32 Unfortunately, this year’s Q score Reba McEntire 31 Julia Roberts 30 reflects the lack of diversity in Eva Longoria 30 Kaley Cuoco 29 Hollywood. The 2006 list included three women of color— Jodie Foster 30 Jennifer Aniston 28 Eva Longoria, Oprah Winfrey, and Oprah Winfrey 30 Drew Barrymore 26 Queen Latifah—but the 2016 list Faith Hill 30 Jennifer Lawrence 26 features none. In 2016, only age Reese Witherspoon 30 Tina Fey 26 diversity got a boost: the highest Q Queen Latifah 29 Melissa McCarthy 26 scorer is Betty White, who’s 94. Source: The Q Scores Company, qscores.com THINKSTOCKPHOTOS

diversitywoman.com Fall 2016 DIVERSITY WOMAN 13 Advancing women, growing our business and transforming our industry through the Power of Women.

At Delhaize America, Diversity & Inclusion is important to all aspects of our business, including workplace, marketplace, suppliers and communities. A diverse workforce makes us a better company, and is essential to our continued growth.

Delhaize America is a proud sponsor of the 2016 National Diversity Women’s Business Leadership Conference Upfront >

Anatomy of an … Appropriate Workplace Outfit

orkplaces these NECK AND EARS, ARM AND HAND days are more (re: jewelry) open than they If you adore big, bold jewelry but work in a conser- used to be, which vative setting, make your statement with a ring or bracelet. Big, flashy earrings and necklaces, because givesW women many more options they’re near your face, can be distracting. for dressing professionally—and with flair. That said, unless you BUST are Mark Zuckerberg, there (re: cleavage) are still rules, if unwritten. “I don’t think cleavage is ever acceptable in the work- place,” says Liriano. “Leave it for after five.” If you’re These head-to-toe guide- big busted and it’s hard not to show cleavage, you lines from expert Eunice might wear a simple camisole for coverage. Liriano can help you blend personal style and TORSO (re: overall outfit choice) professional image. Find ways to express yourself within the norms of your workplace. “I’m not a suit girl,” says Liriano. “So when I worked in a corporate environment, I’d wear a knee-length sheath and add a beautiful cardi- gan in a different color. It was still corporate, but very much me.”

AIR AROUND YOU (re: perfume) Try using a scented lotion instead of perfume. You can still wear the fragrance you love, but in a way less likely to overpower your coworkers.

SKIRT (re: length) Short skirts are acceptable—within reason. But if you can’t bend over to pick up a pen without showing the world more than anybody should see at work, then Dress for yours is too short. HEELS Success (re: height) If you’re petite, you may feel more confident in three- or four-inch heels. Just make sure you can move with ease. As Liriano says, “If you’re wobbling into a meeting, clearly you’re not wearing the right shoes.”

diversitywoman.com Fall 2016 DIVERSITY WOMAN 15 “I am ready. Because I am S H R M - c e r t i fi e d . ”

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Fresh Insight Women Should See Themselves in Politics very election season, this term pops up in the media: women’s issues. Discus- sions of so-called women’s issues are where you find most women commentators, Ecertainly many more than in discussions of economics and foreign policy, as if these topics were of no concern to women. GenderAvenger, in partnership and 29 percent of the time, respectively. with the Rutgers University Center Gina The one glimmer of hope was on the for American Women and Politics Glantz night of Hillary Clinton’s historic nomi- and the Women’s Media Center, nation, when Fox News surpassed launched Who Talks? in early 2016 its usual performance, bringing in 41 to collect data and monitor the gender percent women commentators to discuss balance of pundits who appear on the highest- the event. rated morning and evening cable news shows There is a historic pattern of underrepresen- on MSNBC, CNN, and Fox to discuss the pres- tation of women in the media and the public idential election. With more than five months sphere, but through GenderAvenger we have of data amassed, the results have been less seen that change can be made when we come than encouraging. The aggregated data from together to fight for it. For example, political February 22 to July 15 show that the percent- journalist Ron Fournier, who publicly signed age of women commentators dips as low as 15 the GenderAvenger Pledge not to serve on There is a his- percent in one show, while hovering between panels without women, was asked to be a toric pattern a mere 22 percent to 37 percent for four of commentator on a morning show with a poor the six shows. Only one show held anything history of including women. The program’s of underrepre- close to a balanced average, with 46 percent entire first hour didn’t feature any women, sentation women guests over the five-month period. but when Fournier’s segment began, a woman of women When Who Talks? covered the party spoke alongside him. Being up front about conventions in July, the stats weren’t much including women in the public dialogue makes in the media better. Coverage throughout the Republican a real difference, be it on stage at a conference, and the public National Convention across the three major in history books, or in commentaries on tele- sphere. cable news channels (including morning vision news programs. shows and prime-time evening coverage) Women’s voices need to be heard. The aim showed Fox News and MSNBC with only 26 of Who Talks? is to hold the media account- percent women analysts and CNN with 35 able and ensure that more women analysts are percent. The following week’s coverage of the seated at the table by continuing to drive at- Democratic National Convention—the con- tention to gender ratios in political commen- vention putting forth a woman nominee for tary. Representation is crucial, and it requires president for the first time in the nation’s his- collective effort. GenderAvenger will continue tory—did only slightly better. Fox News had to push for greater visibility for women in all 27 percent women commentators, MSNBC 32 areas of public discourse. What part will you percent, and CNN 39 percent. play? DW The combined average of women commen- tators covering both conventions peaked at Gina Glantz is the founder of GenderAvenger. CNN with 37 percent. Fox News and MSNBC Learn more about the GenderAvenger mission at brought in women analysts only 27 percent genderavenger.com.

diversitywoman.com Fall 2015 DIVERSITY WOMAN 17 AMAZING WORKS HERE TO DEFINE THE FUTURE, WE MUST REPRESENT IT No one else sees the world like you do. That’s why innovation happens when diverse perspectives have a seat at the table. Learn more about diversity at Intel. Intel.com/diversity

© Copyright 2016 Intel Corporation. All rights reserved. Intel, the Intel logo, are trademarks of Intel Corporation in the U.S. and/or other countries. *Other names and brands may be claimed as the property of others. We Mean Business >

stateside credit card arm of the 300-year- old British bank. “While Barclays is well known in the UK, we’re still building the name in the US,” she says. The company is doing that with such branded cards as the JetBlue card and the Arrival Plus trav- el rewards card, allowing consumers to earn travel miles while making everyday purchases. “We are consistently winning industry awards for being best in class,” says Dye-Anderson proudly. Power Suit “We’re neck and neck with Chase Sapphire—and they’re better known.” Diversity Woman talked with Dye- Anderson about the changing rules in media engagement, adapting to differ- ent industries, and the pitfalls that can come from listening to the noisiest voice in the room.

Nicole Dye-Anderson Diversity Woman: What drew you into banking? Nicole Dye-Anderson: I’m going be hon- Media Savvy est—I never saw myself in banking, ever. You go from the NBA to a credit card company? It’s been a journey. But I really loved the culture. I thought I was walking in for a pitch, and they asked me to help The Barclaycard she quips—it was a big honor. “I grew up with their expansion. I saw the executives with him as an icon.” and I thought, “They’re wearing jeans and public relations pro She also gained some wisdom from sneakers?” It had a kind of a start-up feel, on navigating the ever- him. “He said once that his father told all and I thought, “Is this a bank?” his kids one life lesson, which now I tell changing media world to my kids,” she says. “‘Never complain, DW: Who was your biggest mentor never explain, and never let ’em see you growing up? By Katrina Brown Hunt sweat.’ It became his mantra, and now it’s NDA: My mom. She worked two jobs to hen Nicole Dye-Ander- my mantra, too.” put us through school. She worked as a son was just out of col- Indeed, that grace-under-pressure mind- custodian at the University of Delaware lege, she worked on the set is a vital part of her role as a media rela- and cleaned houses. She pushed educa- reelection campaign of tions pro: she has worked in politics, ad- tion. She wanted to make sure I was in Wthen Senator Joe Biden. For the Delaware vertising, and even the NBA, where crises Girl Scouts, even though I was always native—“I’m Delaware born, Delaware can be a way of life. Now, she is the head the only little black girl. She would say, bred, and, when I die, Delaware dead,” of media relations for Barclaycard US, the “Without education, you’ll never make it

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in life.” She had a read- going. I see the NBA— I learn from them, too. That’s always been ing difference, and when and I am not a basket- my secret sauce. I was a kid we would go ball aficionado. I’m five over my spelling words. feet three inches and I DW: What is a mistake you’ve made I would get frustrated don’t look athletic. And in your career, and what did you learn with her—I can’t believe the woman says, “We from it? it now. Later, she did get have a certain kind of NDA: At one point I taught some classes a high school diploma. colleague we look for,” at my alma mater, and on the last day She would say to me, or and I say, “Well, okay, of the term, I told the students to stay herself, about anything: here’s my résumé.” Two behind if they wanted to talk more. As “How bad do you want weeks later I get a call, I was packing up, one student came up it? There’s nothing you and my mouth hit the to me and said, “Mrs. Anderson, I’ve al- can’t do—so long as you floor. I talked to my ways been afraid to raise my hand in your don’t compromise your husband and brushed class, afraid to speak. I always wanted integrity.” up on basketball. They you to call on me.” And I never had. She I like being were looking not for a was an introvert, but when I spoke to her, DW: What was one of basketball aficionadoshe was so sharp. When I got in my car, your best early jobs? behind the but for someone who I got teary-eyed because I didn’t pay at- NDA I interned at ABC understood their brand. tention to the quiet one in the pack. I’d at Nightline. All of the in- scenes, go into class and say, “Give me your head- terns were poor, and we gathering DW: What did you learn lines,” and students would speak up. But would eat in the green from the experience? I didn’t see her. I discounted her because room. You could always information NDA: I learned the fun- I was too focused on the most outgoing, tell when we were hav- and sharing it. damentals about PR the loudest. Even today, when I’m in a ing a big guest because marketing and brand room at my company, I make a point to the food in the green marketing—like having speak to the quiet ones taking notes. room was wonderful. Before I got into concerts, events at the NBA store, doing Some will flush. Some are more comfort- PR, I thought I wanted to be a journal- red carpets, and crisis communications. able one-on-one. But then I can bring in ist. I wanted to do broadcast, but the only My first month or so, the crisis with Kobe their point of view, and now they have a internship was in PR. So I did that, and and the alleged rape happened. You get champion in the room. I realized, hey, I like being behind the that call and you’re like, Oh my god. I re- scenes, gathering information and shar- ally earned my chops there. DW: What book have you read recently ing it. And I got to know the real journal- that inspired you? ists: Sam Robertson, Cokie Roberts, Ted DW: Indeed, how much is PR acting— NDA: I’m listening to a couple of books Koppel. This was in the early days of the and how much is reacting? on audio. One is Joel Osteen’s The Pow- Internet, and one of my jobs was to take NDA: The media landscape is chang- er of I Am and its positive affirmations: the show’s transcript, pull out a quote, ing. As newsrooms are shrinking, we are speaking positively over your life, your and put it on ABC.com the next day. looking more to bloggers as experts, so I career, your family. It’s a quick read. have spent a lot of time grooming those I am stuck on that book—it has so many DW: How did you get involved with the relationships. In years past, I would reach great nuggets and powerful affirmations. NBA? out to the Wall Street Journal or a pro- I believe in affirmations and speaking NDA: I was part of their associate pro- ducer for a show, but now I find myself positively, like I’m the head, not the tail. gram. They receive about 2,000 appli- reaching out to their sources. Now, when I have uncommon ideas, uncommon cre- cants a year and only choose 11. I had I read an article, I look to see who’s get- ativity. My kids and I do affirmations ev- gone to the Howard Career Fair—during ting quoted, and then give them informa- ery morning. DW the same time as the DC Sniper. We got tion. I want them to remain objective— down there, and no one was there. Unless I just want to be part of the conversation. Katrina Brown Hunt is a frequent contribu- you were already on campus, no one was They truly are the experts, and I feel like tor to Diversity Woman.

20 DIVERSITY WOMAN Fall 2016 diversitywoman.com We Mean Business >

absolutely fell in love with the ceramics people and with clay and glaze. That’s The Art of Business how it happens with ceramics people. You kind of get caught. Nawal Motawi has balanced her artist’s gift with DW: And then you got a job at Pewabic business savvy to make Motawi Tileworks thrive Pottery. What was that experience like? NM: I majored in ceramics in college, Kimberley Olson found in private homes, libraries and uni- and then I got a job at the famous Pew- awal Motawi started making versities, and public parks. The company’s abic Pottery, which was thrilling. After decorative ceramic tiles in her installation designers even create custom I’d been there awhile, the entrepreneurial Nparents’ garage studio and sell- designs for customers, DNA in me reared its ugly ing them at a local farmers’ market. Mo- from fireplace surrounds CEO Woman head, and I began to look at tawi, who comes from a family of Ameri- to kitchen backsplashes. what they were doing and can and Egyptian entrepreneurs, says Motawi Tileworks’ many fans include Wil- have opinions. There’s a certain person business ownership is in her blood. Her liam H. Macy, David Letterman, and Ste- who says, “Hey, I can do that. In fact, I’ve companies, Motawi Tileworks and Rovin ven Spielberg. got a better idea for it.” I became restless. Ceramics (her former materials supplier), We talked to Nawal about her design I wanted to be my own boss. located in Ann Arbor, Michigan, employ inspiration, what she’s learned from Toy- 35 people and produce 10,000 square ota, and balancing art and business. DW: What were those first few years in feet of tiles every year. Motawi tile is sold business like? by 450 showrooms, galleries, and gift Diversity Woman: How did you get NM: There was no money, so it was all shops across the country. interested in ceramics and tile making? about effort. I was trying to figure out The company’s distinctive, handcrafted Nawal Motawi: [In art school at the how I could get the tile out to the world American art tiles, known for their rich University of Michigan], I signed up for and what product I could make that glazes and expert craftsmanship, can be fibers and sculpture and ceramics, and I I could actually sell.

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The larger tile industry got wind of Within the artist communities, money what I was doing, thanks to the Tile Heri- In 2003, I said to my doesn’t usually drive people. You want to tage Foundation. They put me in touch business associates, get your things out there, and I want to with a major tile showroom in the Pasa- provide a great workplace for people. At dena area called Mission Tile West. The “Look, this is a nice this point, though, my attitude has shift- owners there really loved the work, be- company, but we’re ed. In order to be stable, it has to be profit- cause [Pasadena is] an Arts and Crafts– able. Allowing [my employees] to prosper style town. It was a beautiful match. not making enough along with the company is important to I set out to learn about the tile indus- money.” me, but you have to prosper if you’re go- try. I learned about the wholesale gift ing to share anything. It would be a bit- industry, which is now where I sell tiles. tersweet victory to see my people running I read business books. I read Inc. maga- We ended up doing some incredibly de- into trouble while I’m doing all right. zine, which provided my learning journey tailed pieces that I still shake my head at. on the business side. I was interested in [The Motawi staff] takes a field trip every DW: What do you think of the resur- learning about business, because that year to go visit our installations, and that gence of makers and artisans in the US, was how my independence would be year we got to be present at the dedica- especially the thriving community in maintained. I have lots of ideas about tion of this amazing tile wall. nearby Detroit? cool things to make. That’s the easy part. NM: I’m delighted to see it. Clearly, I’m It’s sorting out where there’s a market. DW: How would you describe your lead- behind any artistic effort that’s going to be I don’t insist on making only one thing, ership style? financially profitable and is making items whether it sells or not. That’s not how I NM: I’m the visionary type, and I can also that are well designed. Shinola is an up- roll. I’m much more pragmatic. Getting be strategic. But I need people around me start, and there are other companies, like into a gallery show is nice, but it doesn’t who are very organized, because getting Detroit Bikes. I don’t know that we can cre- necessarily translate into a living. I see every little detail taken care of and right ate commodity goods here—things that selling for profit as a huge challenge— is not my thing. are incredibly cheap, because that requires and a challenge that I relish. low wages—but making quality, high-de- DW: Motawi Tileworks has incorporated signed things is wonderful. DW: Where do you get your design Toyota’s approach to efficiency. Why? inspiration? NM: In 2003, I said to my business asso- DW: What is your favorite object in your NM: I keep being drawn to nature-based ciates, “Look, this is a nice company, but office? imagery. Stylized natural motifs are excit- we’re not really making enough money. NM: There’s a cartoon from Non Sequi- ing to me. Art Nouveau stylization, Arts This is not cool. I can’t pay the landlord in tur that I’ve had almost since the begin- and Crafts period things I find appealing. reputation.” For many years, I wasn’t clear ning that sums up my attitude about art When I’m making a piece, there has on how much profit I needed to protect and business. The label is “The Reality to be some dramatic visual emphasis— the company. So it’s my limitations as a of Muse.” It shows an artist looking at a visual hook. I’m looking for a sense of business manager that limit the company. a blank canvas up in his garret, with the movement in my pieces. I’m trying to It turns out that the Toyota philosophy landlord coming up the stairs and saying, lead the eye around the composition. and the Arts and Crafts philosophy are “Your rent is past due, Art-boy.” That says There’s unity and drama, and a boldness. oddly correlated, because you’re looking it all to me. I want my independence, and for people to execute very well, and you’re you have to pull it all together. DW: What have been some of your looking for the people who have more ex- favorite projects? pertise than just hitting a nail and pass- DW: What book have you read recently? NM: A really cool piece that we did recently ing it down the assembly line. NM: There’s one that’s been influential, is at the University of Michigan, Dearborn. Our system, which is based on Toyota Finish Big: How Great Entrepreneurs Exit They had set up fabric flags of all of the principles and utilizes a technique called Their Companies on Top,by Bo Burling- countries recognized by the UN, in honor kanban, shows everyone what to do, so ham. There are people in the company of the incredible diversity of the student the manufacturing part has a quite clear who would like to go on with it after me body. The flags would get damaged, so they progression. There’s no confusion about or in case something happens to me, and raised money to get them done in a more what job to do first or what parts to be I’m working to set the tileworks up to go permanent fashion. So we made 195 differ- making. That’s quite well laid out so any- on after me. So that’s pretty exciting. DW ent tiles depicting all the flags. It was chal- one can see it for any department. And lenging and exciting. We had to adapt the we’re good at using the kanban system to Kimberly Olson is Diversity Woman’s flag artwork to something we could do. our advantage. managing editor.

22 DIVERSITY WOMAN Fall 2016 diversitywoman.com GREAT PEOPLE DON’T JUST ACHIEVE. THEY EXCEED.

As a top ten U.S. aerospace and defense company, L-3 is proud to support the 2016 Diversity Women’s Business Leadership Conference. We believe our strength is our diversity and that every individual in our company brings a unique background, perspective and set of abilities. L-3’s future is our people, and we encourage the sharing of ideas and innovation because we know it makes us more creative, agile and responsive to deliver the best solutions possible.

L-3com.com Diversity and inclusion is a vital part of what we do at Fannie Mae. We’re proud to help open doors for millions of people and better serve the needs of an increasingly diverse housing market. To learn more, visit fanniemae.com/diversity. Want to use your talents at a company that values diverse backgrounds and perspectives? Visit fanniemae.com/careers to see our openings and apply online.

24 DIVERSITY WOMAN Fall 2016 diversitywoman.com © 2016, Fannie Mae. All rights reserved. Fannie Mae and the Fannie Mae logo are registered marks of Fannie Mae. Fannie Mae is an equal opportunity employer. We Mean Business >

Dr. Franklin’s role is a challenging one. Although college athletics has di- versified on the playing field, change at the coaching level and above has been slow, particularly when it comes to gen- der. For example, when Title IX was enacted in 1972, more than 90 percent of women’s college teams were coached by women. Last year, that number was 40 percent. The NCAA has been proactive and up- Men at Work front about confronting and decreasing this gap. It has undertaken a number of studies, launched initiatives, and put together task forces to increase the representation of women and underrep- resented minorities in coaching and ad- ministration. For instance, an internal review conducted in April 2016 revealed that fewer than 7 percent of the athletic professionals at NCAA member schools in all three divisions were ethnic mi- nority females. In response, the NCAA launched a Gender-Equity Task Force. Dr. Bernard Franklin The path to change, says Franklin, is through changing the culture at the NCAA, which begins with developing Change at the Top buy-in from the leaders at each of its more than 1,100 member universi- The NCAA is putting a full-court press on increasing ties—not only in the athletic depart- ment, but with school presidents and diversity and inclusion in college athletics chancellors.

ver the past 50 years or so, col- Dr. Bernard Franklin is working to change Diversity Woman: When you joined the legiate sports have been consid- that. Since 2003, he has been executive vice NCAA 14 years ago, was it in a diversity Oered one of the most inclusion- president of education and community en- and inclusion role? ary elements of American society. College gagement and the chief inclusion officer for Dr. Bernard Franklin: No. I came here athletics became universally integrated the National Collegiate Athletic Association to oversee governance of what at that by race in the 1960s, and in 1972, Title IX (NCAA), the governing body of college ath- time was called the membership ser- mandated equality for girls’ and women’s letics. He works with the NCAA president, vices area. Over the years, my role has sports at educational instutitions. executive vice presidents, and members of changed and evolved. I was part of the Nevertheless, inequities in collegiate the President’s Cabinet to ensure the devel- formation of our first office of inclu- sports still persist, mostly in terms of opment of programs, policies, and services sion in the history of the NCAA na- the women’s representation and oppor- that address educational and community tional office, and was hired as our first tunity for advancement in leadership engagement. He oversees diversity and in- vice president in that role. I reported positions such as coaches and athletic clusion initiatives for both the NCAA mem- directly to our president at the time, directors. bership and its national office staff. Dr. Myles Brand.

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Myles unfortunately passed away and seen tremendous change in terms of a how they can move to more diverse rep- the board appointed a new president, culture based on the kinds of things that resentations. Over the years, we have Dr. Mark Emmert. He asked me to do a we’ve done here in the national office. learned that it’s not just about hiring presentation to him on our issues and practice. It’s preparing a culture. I guess challenges in areas related to diversity. DW: Can the changes be implemented that’s where my passion comes from, I saw that as an opportunity. We were from the national headquarters, or do because all my past experiences could focusing on diversity more from the rep- you need a certain level of buy-in from have been wonderful if someone had resentational perspective. Numbers are the member institutions? stopped and said, “You need to prepare important and will always be important BF: If we expect to see a change, we must the culture.” That just didn’t happen. It because that’s what you can see. Howev- engage presidents and chancellors because was painful. er, we weren’t talking enough about the it starts at the top. Our approach has been culture of the organization. We weren’t to focus on getting presidential leadership DW: The NCAA recently launched a talking about the climate in terms of how of our member institutions to support Gender-Equity Task Force. What do do we embrace that diversity, how do we our work and goals. Recently, our board you expect to achieve? All these years after Title IX, why is it still a struggle to find inclusion and representation for My past [working] experiences female athletes? could have been wonderful if BF: Some 20 to 25 years ago, the NCAA looked at gender equity. That work pro- someone had stopped and said, duced a report and a series of recom- “You need to prepare the culture.” mendations for action. We resurrected the Gender-Equity Task Force because we wanted to look back and see where we celebrate that diversity? So I said to him, of governors adopted a resolution to focus made progress and where we still needed “I would like to change the discourse and on improving our cultural diversity and to make progress. Part of the role of the focus our attention on inclusion as well gender equity. We formed an ad hoc com- task force has been assessment, looking as diversity.” He loved the idea and said, mittee, and one of the first items they rec- at the numbers, because the numbers are “Bernard, I want you to be the new chief ommended was that our school presidents important. While in many areas we’ve inclusion officer.” No good deed goes un- and chancellors sign off on a pledge to pro- made some progress, there are many ar- punished in terms of an idea, and that’s mote cultural diversity and gender equity. eas where we still have to do more and really how I came to this particular role. Just yesterday we sent out a draft of that can do more. That’s a fundamental role I saw it as an opportunity to make a dif- pledge to all of our member institutions, for this task force. For example, we have ference. all of our athletic directors, and all of our identified as a focus area increasing the conference commissioners, soliciting feed- representation of women in head coach- DW: How do you change the culture back before we make the final recommen- ing positions, particularly of women’s or climate in a large institution like the dation to the board of governors. teams, because we’ve seen a significant NCAA? drop in women coaches. We also want to BF: First of all, you’ve got to assess your DW: You are very passionate about increase the representation of women in current culture. There are instruments diversity and inclusion. Where does your leadership roles, such as athletic directors you can use to do that. Some of what you passion come from? and conference commissioners. are assessing is quantitative and some is BF: As an African American and an Afri- qualitative. Sometimes it’s sitting down can American male, I’ve had a lot of op- DW: Why has there been a drop in with various focus groups and asking, portunities to be the “first” in my career. women coaches of women’s sports? what is the workplace culture like for Some of those experiences were won- BF: I think, particularly in high-profile you? In that process you’re going to be derful and some were extremely pain- women’s basketball programs, what hap- able to identify areas where you can im- ful. Based on those experiences, I know pened is that more men began entering prove. Once you identity those particu- what it’s like to go into a culture where the coaching profession as the salaries lar areas, you need to develop initiatives your colleagues have never worked with got more lucrative. Therefore, there was a and strategies to address them. After a someone who looks like you. That has larger pool of male applicants, and more period of time, you go back and you re- taught me some valuable lessons. It’s and more institutions hired male coaches, evaluate your culture to see if there has [shaped] how I think about institutions and the number of women’s head coaches been improvement. In our case, we’ve and organizations, and how I explore dropped. We need to change that. DW

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her goals. Today, employees can’t assume that if they just work hard, their efforts Five Tips for Getting will be rewarded and they’ll rise through the ranks as a matter of course. One prerequisite to getting ahead, ac- Ahead in the Workplace cording to two workplace experts, is to The old rules don’t apply learn the culture of the organization you join, because it will affect everything By Pat Olsen Moya had acquired sales experience on your road to success. Connie Glaser, n 2014, when Tania Moya, 28, land- working for a small business services a motivational speaker who presents ed her dream job with IBM, in Dallas, company while putting herself through seminars to Fortune 500 companies on Ishe was thrilled. Moya, who emigrated college at night, which workplace diversity and from Mexico when she was six, was the helped her get hired. But Accelerate women and leadership, first in her family to graduate from col- she was promoted in says, “Find out what is lege. Hired as a sales representative spe- what some people would say is record valued in your corporate culture. Is it cializing in big data and analytics, she time. How did she do it? good work? The ability to schmooze sold IBM software solutions to small and She worked hard, it’s true. But her with the department head? Going out medium-sized companies. Less than two success went beyond that. She also did for lunch or a drink with the group? You years later, she was promoted to busi- her due diligence and studied what she may not want to socialize like this, but ness development manager, analytics, needed to do to get ahead in her particu- if it’s important to the group, you need responsible for larger retail accounts. lar field, and then took action to achieve to get on people’s radar. Remember, too, THINKSTOCKPHOTOS

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that even different departments may do Also, Glaser advises, make sure that things differently.” you find out not only the standard com- Meg Bond, PhD, a psychology profes- pensation levels for your position, but sor and director of the Center for Women what people are actually being paid, in- & Work at the University of Massachu- side your company and elsewhere at your setts Lowell, says that you need to learn level. Again, Glassdoor.com, which has the informal hierarchy in an organization collected eight million company reviews, as well as the formal one. “Who is really compensation and benefit information, setting the tone?” she asks. Watch for and interview questions from employees patterns of behavior and who interacts at thousands of companies, is a reference. with whom, she suggests, because this Bond likes Wageproject.org, which has a will affect how you act and how you go wage calculator and “gives a sense of what about getting ahead. people within their geographical area tend Here are five essential tips that will to be paid for their job or similar jobs and help you move up in an organization. is very useful for benchmarking.” Lastly, find out about the opportuni- Learn as much as you can about ties for promotion—and their frequency. your organization It may sound counterintuitive, but your The first step happens before you boss can be a resource. “Make that per- sign an offer sheet. Bond says that son your ally,” says Glaser. “Say you feel it1 is crucial to learn about the company you’re making progress and contribut- you are considering during the interview ing to the organization and you’d like his process or even earlier. or her guidance in pursuing careers that Check LinkedIn to see if you can source would be advantageous to you and the information about the company and to company. Given your skills and achieve- find former college classmates, friends, ments, where might you look and how or colleagues who work there now, or can you enlist support? Or consider a lat- worked there in the recent past, and pick eral move if it means you can work under their brain. Peruse websites like Glass- someone who can be your champion.” door.com and Careerbliss.com for re- LinkedIn can be a resource: research views of companies, making sure to read the job history of former employees to them critically. A handful of disgruntled learn about how frequently people are employees could be responsible for nega- promoted. tive reviews, and some positive reviews based on anecdotal evidence may not be Get noticed genuine. Moya offers a perfect example As you research the company, Glaser of how to stand out in the work- suggests you come up with a checklist place. First, she joined internal of questions that matter to you. These groups2 to raise her profile in the compa- can include the following: How much Introduce ny, including IBM’s Women in Business does the company promote diversity? Is yourself to and Technology. She also became part of the culture collaborative? Does it reward Women in Technology and helped plan people who want to push the boundar- people you don’t quarterly events. In those groups, she met ies? Are new ideas more welcome than in a number of women who could help her an established company? If diversity and know, even if it in the future and, in the process, demon- inclusion are a priority, Bond suggests strated she was engaged and enthusiastic. other questions: Am I going to be seen as makes you In addition, she joined the IBM Toastmas- the representative of a particular group, uncomfortable. ters Club, another way to network as well or do I have more flexibility? If there are as to learn public speaking. Many compa- 10 other minority women in the unit, for nies have groups like these, or you can look example, you may have more degrees of into starting one in your organization. freedom because you may be seen more Second, Moya asked for more responsi- as an individual. bility. “When my manager took maternity THINKSTOCKPHOTOS

28 DIVERSITY WOMAN Fall 2016 diversitywoman.com We Mean Business >

leave, I became team leader and handled the write-up with a colleague or mentor some of her responsibilities,” she explains. Keep a file of and role-play with that person as your boss. Third, she volunteered, an easy way to get Keep the conversation on an objective noticed and to get to know colleagues. “I your accomplish- plane. Never bring emotions into it. Gla- now lead an October charity event, part ments and ser says, “For example, if your boss says of the company’s Employee Charitable ‘I was disappointed in your numbers,’ Contribution Campaign,” says Moya. In compile them return to your accomplishments. Pinch addition, she spent a day at an animal your wrist or dig your nails into your arm shelter with a group of IBM volunteers. If into a list to maintain control.” a company doesn’t have organized volun- This is not the time to rebut. “Listen and teering, you can take the lead in starting a before your say, ‘Thank you, I appreciate the construc- program, even on a small scale. performance tive advice,’” Glaser advises. If a comment Moya has one broad suggestion for is really unjust, address it afterward. This women about getting noticed: step out review. is an opportunity. There are not many of your comfort zone. For example, in- occasions for you to talk about how well troduce yourself to people you don’t review. “You have to become more vis- you’ve done, so if the conversation takes a know, even if it makes you uncomfort- ible,” Glaser recommends. different turn, get it back on course. able. “I stepped out of my comfort zone Fortunately, this is a learnable skill. by taking risks, by doing things that Study how other women do it, and use Choose a mentor were outside my job description, by vol- self-talk, if that will help. Work with a Bond suggests that the defini- unteering for leadership opportunities, mentor. Or for models on performance tion of a mentor is broader these and by networking,” she says. “A lot of review sessions, search YouTube. days than in the past. You can re- times, I’d never handled the tasks I was Understand that everyone feels awk- 5quest help with one aspect of work from assigned, so I put on my learning cap, ward or uneasy about performance re- one person and on other aspects from took deep breaths, and just accepted views—not just you. Your supervisor, someone else, she says. For example, one the challenge and immersed myself.” who has many other performance reviews person might help you navigate the sub- In addition, Moya says, develop expertise to complete in a short period, doesn’t like stance of your job, and another may offer in an area. During a performance review, them, either. Go in with the idea of mak- guidance on the office politics. You can when her boss suggested that she do this, ing the process easier for your supervisor. also get mentoring from your peers. A Moya wasted no time delving into the re- Do that by preparing well. Keep a file of trusted colleague can help if you’re won- tail industry. your accomplishments and compile them dering, for example, “Did that really just “I learned that you become essential at into a list before your appointment. happen in the meeting? Did I say some- IBM by becoming an expert in something. Include anything you have done that thing I shouldn’t have?” I wanted to position myself so that I was has contributed to the bottom line and Your company may have a formal men- necessary to future projects or opportu- be very specific and provide numbers, if toring program. Or you can ask your su- nities. When the leadership saw me take possible. Be as objective as you can. Pres- pervisor or another person within the or- steps to become an expert, they wanted ent the document to your reviewer. This ganization you admire if he or she knows to invest in me and that really helped gives the reviewer talking points, and anyone who might mentor you. Moya me get the promotion,” she explains. since you have provided them, you have inquired around IBM and found two em- enhanced your ability to help direct the ployees on her own. Both are in other ar- Ace the performance review conversation. eas of the country, so they talk by phone. Earning a good performance re- One helps her with sales advice, and the view requires many steps. Most Ask for a raise other provides career advice. important of all, of course, you The performance review is often Remember, says Glaser, a mentor is dif- 3need to excel at your position. Many wom- the time to discuss compensation. ferent from a sponsor. A mentor serves en do a great job, but they don’t always get When making your pitch for more as a sounding board, as someone who can the stellar performance review that often 4than just a cost-of-living raise, Glaser sug- offer advice. A sponsor offers guidance translates into a significant raise. gests framing your pitch in positive lan- and critical feedback, and is in a position Studies and anecdotal evidence have guage and using specific examples. “You to help you move up. If you can find both, demonstrated that women are not as want to both talk about and demonstrate you’re lucky indeed. DW comfortable as men at self-promotion. the value you have brought to your depart- For better or worse, tactful self-promo- ment,” she says. List the reasons you de- Pat Olsen is a frequent contributor to the tion is key to earning a good performance serve a raise and then, in advance, share New York Times and other publications.

diversitywoman.com Fall 2016 DIVERSITY WOMAN 29 HR_IT_Flyer_Female1_v2.pdf 1 10/18/13 12:49 PM

HR_IT_Flyer_Female1_v2.pdf 1 10/18/13 12:49 PM

It’s more than a job. It’s more than a job. It’s a mission.

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Tackling Tech’s Diversity Problem Coding bootcamps are one way to address the industry’s poor record

By Ellen Lee Computing jobs represent one of the To that end, more than 30 tech compa- wo years ago, in one fastest-growing sectors in the United nies, including Airbnb, Pinterest, and of the worst downpours States, according to the Bureau of Labor GoDaddy, pledged in June to take a series that season, Kim Me- Statistics, and one that is known to pay of steps to diversify their workforce. They rino was lifting a tread- especially well, too. But the tech industry have their work cut out for them, from mill out of a UPS truck and delivering it has a diversity problem. Only about 30 removing bias to providing a supportive to a customer. percent of employees at tech companies work environment for women and mi- TIt wasn’t what she wanted to do. such as Google and Facebook are women. norities. That’s where coding bootcamps What Merino wanted to do was land a About 5 percent are African American or come in. They have become a helpful tool job in the tech industry. Merino, who is Hispanic. Women of color are the small- in the companies’ recruiting and hiring Latina, had moved to the San Francisco est cohort, and face twice the barriers. strategy. Tech companies such as Ama- Bay Area in the hope of joining its tech Coding bootcamps have emerged as one zon, Facebook, and Uber have sponsored scene. Though she had taught computer way for women and people of color to get scholarships, hosted interns, provided science at a Los Angeles high school for in the door. Schools like Telegraph Acad- mentors, and recruited graduates. “Tech eight years, she didn’t have a computer emy, Hackbright Academy, companies are trying to science degree, and she couldn’t find and Ada Developers Acad- Take the Lead figure out a way to wel- the kind of job she wanted. So she took emy have a two-fold mis- come more people of the plunge—and enrolled in an intense sion: to train software engineers and to add color,” says Albrey Brown, cofounder of 12-week coding bootcamp, Telegraph more women and people of color to the tech Telegraph Academy. “We’re at the inter- Academy in Berkeley, California, which workforce. Other coding bootcamps, such as section of that.” was established in 2015 with a mission General Assembly and Dev Bootcamp, offer The numbers so far are small: most to increase the number of underrepre- scholarships to encourage those from under- bootcamps only graduate a few dozen sented people of color in the technology represented communities to apply. students at a time. But their results have industry. It’s in the tech industry’s best interest been impressive. All of Telegraph Acad- One of the school’s first graduates, Me- to employ more than just young, white emy’s 2015 graduates, for example, were rino is now a software engineer at Accen- men: a 2016 study sponsored by Intel hired for tech jobs and increased their ture, a consulting firm. Her job challenges found that the industry could generate salary, some even doubling what they her daily—and she loves it. “I would not an additional $470 billion to $570 billion had made before, says Brown. More than be where I am today without Telegraph in value by having staff and leadership 350 students have graduated from Hack- Academy,” she says. that fully represents race and gender. bright Academy, a coding bootcamp for THINKSTOCKPHOTOS

diversitywoman.com Fall 2016 DIVERSITY WOMAN 31 We Mean Business > Ready, Set, Code! women in San Francisco, with 90 percent Coding bootcamps are springing up across the country. of participants landing a position in the tech industry at an average starting sal- early 18,000 students are expected to enroll in one of 91 coding ary of $89,000. Collectively, “I think we bootcamps this year, according to Course Report, which tracks the can make a difference,” says Angie Chang, Ncoding bootcamp market. Five that aim to increase the number of vice president at Hackbright Academy. women and people of color in the tech industry are highlighted here. There are caveats. Though they certainly cost less than a computer science degree Ada Developers Academy, Seattle, WA Hackbright Academy, San Francisco, CA at a four-year college, the bootcamps are Named after the 19th-century computer Graduates of Hackbright Academy’s flag- not cheap. On average, tuition costs more programmer Ada Lovelace, the Ada Developers ship program, a 12-week full-time software than $11,000 per student for 12 weeks, Academy prepares women to be software devel- engineering fellowship for women, have according to Course Report, which moni- opers through a yearlong program: six months gone on to jobs at such high-profile tech tors the growing bootcamp market. And of coding school, followed by a five-month companies as Yelp, Uber, and Eventbrite. although bootcamps offer an accelerated internship at a sponsoring company such as The school also offers an online course path into the tech industry, no job is guar- Amazon, Microsoft, or Expedia. and part-time night classes that introduce anteed at the end of the program. students to programming. Admission is also not guaranteed. Code for Progress, Washington, DC Prospective students must apply and, in Code for Progress fellows—primarily women Sabio, Los Angeles most cases, show that they already have and people of color interested in social activ- Latino cofounders Liliana Monge and some prior knowledge of programming ism—receive a monthly stipend and housing Gregorio Rojas started the Southern and that they’re willing to dedicate ef- allowance during the five months they spend California software engineering program fort to completing the course. But coding in Washington, DC, learning to code. They then to help add more women and people of bootcamps remove some of the obstacles transition to a full-time tech internship at a color to the technology industry. Altogeth- that have kept more people from joining nonprofit for seven months. er, the program takes about six months, the tech ranks: it’s not so much about including 12 weeks of technical training pedigree or who you know as it is about Grace Hopper Academy, New York, NY and four weeks of career coaching. being able to do the work. Women who attend Grace Hopper Academy’s And there is a lot of work. “When they 13-week software engineering program don’t Telegraph Academy, San Francisco told us this was going to be the hardest pay tuition up front. Once they land a job, With a mission to increase the number thing we had ever done, I thought they were they’re obligated to pay a portion of their salary of underrepresented people of color kidding,” says Merino. But for 12 weeks, six back during the first year. Note that both the in the technology industry, Telegraph days a week, more than eight hours a day, Grace Hopper Academy and the annual Grace Academy offers a 12-week full-time Merino and her colleagues learned a suite Hopper conference were inspired by the same software engineering course, as well as of programming skills and completed a the- pioneering computer scientist, but the academy a prep class that introduces students sis project. Then the instructors helped the is not affiliated with the conference, which is to the fundamental programming students update their résumés and coached organized by the Anita Borg Institute and draws skills they need to be admitted into the them on their technical interviews. nearly 12,000 women technologists each year. program. Schools like Telegraph Academy and Hackbright Academy create a safe space for underrepresented students to learn. Academy had taught herself to code After graduating from Telegraph Acad- Shanea King-Roberson took part in through online tutorials. “If you have a emy, Merino was offered the job at Ac- Hackbright Academy’s introduction safe entry point, you may make the deci- centure. Now she hopes to pay it forward, to programming class, a three-month, sion to start. Otherwise, you may not feel passing along applications from the most part-time course. A program manager at comfortable doing it.” recent cohort of Telegraph Academy stu- Google, and for two years the only black Mind-sets are changing. “The barri- dents. “That’s the biggest reward,” she says. woman on her team, King-Roberson ers—the stigma of being a bootcamper or “I’m helping to bring in the next generation wanted a better command of program- a person of color or a woman—are slowly of female engineers. I’m helping to diversify ming language. Hackbright Academy crumbling down,” Brown says. “If you’re the tech industry. There is no excuse now offered a nurturing and supportive com- interested in technology, it’s the time to not to hire more people of color in your munity. “We need more women in the look around. The demand is there. The company.” DW tech industry. Period. We need more di- industry is there. There’s support now. versity in the tech industry. Period,” says A year ago, you couldn’t say that. Two Ellen Lee is a business and technology jour- King-Roberson, who until Hackbright years ago, you definitely couldn’t say that.” nalist in the San Francisco Bay Area.

32 DIVERSITY WOMAN Fall 2016 diversitywoman.com Point of View >

Leadership Lesson Coaching: The Power to Transform ow can you cultivate a work culture in which women managers can exercise more authentic leadership to reach their fullest potential? Consider integrating the use Hof executive, leadership, and life coaching to nuture high-potential women into leadership and help them thrive so on how to prepare women to thrive you can retain them. and rise into senior roles. Today, with A universal challenge for Pearl J. women representing a majority of Alexander employees and companies is the the highly educated and contribut- “boss,” who may be skilled in some ing members of the workforce in areas, but who may not have the the United States, we must maximize ability to lead and develop people. Despite the value of their contributions if we are to the research on leadership development and remain competitive as a nation. the ready availability of training programs na- Executive, leadership, and life coaching is tionwide, many people don’t get the support proactive transformative work that will help they need to develop true leadership skills. high-potential women accelerate their devel- Even when managers participate in training opment. Initiatives at Georgia Tech, which programs, training without practice simply combine leadership training and professional We must show won’t translate into ideal leader transforma- coaching, are designed to generate individual up unafraid tion. awareness of core identities and celebrate in- to exert our Training and coaching programs that tersectionality in ways that garner emotional encourage and teach women how to lead while intelligence and strengthen self-efficacy, feminine-style maintaining their authenticity are the key. We resilience, and the capacity to think more confidence, must show up unafraid to exert our feminine- strategically to achieve results. A key compo- drive, and style confidence, drive, and determination. nent of the program, for example, is learning When taking on more senior roles, we should influencing strategies. Coaching promotes determination. not trade our authenticity for titles only to work-life integration, too, since people do not discover the dissonance this creates within park their lives while working. our souls. If we fail to choose authenticity, we Reflective practices inform an emerging immediately begin a spiral into self-doubt and diversity and inclusion curriculum with lead- the associated negative self-talk. This limit- ership coaching as a centerpiece rather than ing and oppressive thinking then controls an afterthought or intervention. Infusing our behaviors. The sad results are diminished this deep learning into organizational initia- self-worth, failure to engage in critical success tives and creating communities of practice behaviors, and wasted expended energy. Best- will help build a critical mass of women who selling author Brené Brown calls this “hustling courageously choose authenticity, flexibility, for worthiness”—largely focusing on how and wholeness, positively changing the D&I others perceive us and rate our worth. narrative and shifting the culture toward Organizations must go the distance to “inclusive excellence.” DW invest in meaningful development experi- ences focused on how women can manage Pearl J. Alexander is an inclusion strategist, processes and lead people while maintaining profound listener, and executive-life coach for their authentic self. Now is the time to focus cultural transformation at Georgia Tech.

www.diversitywoman.com Fall 2016 DIVERSITY WOMAN 33 34 DIVERSITY WOMAN Fall 2016 diversitywoman.com Her roots in Nova Scotia’s harsh Cape Breton Island have shaped DEBORAH GILLIS into the ideal leader for one of the world’s chief nonprofits focused on equality for women in the workplace

CATALYSTFOR CHANGE BY JACKIE KRENTZMAN orry, do you hear the lawn mower In the last few years, Catalyst has moved into a third phase. in the background?” Diversity and inclusion leaders have recognized that increasing Deborah Gillis, the president the representation of women in the workforce alone is insuffi- and chief executive officer of the cient. There are still significant barriers to advancement. There- nonprofit Catalyst, is sitting in fore, if workplace diversity is not married to a true commitment her summer home on Cape Bret- to inclusion, it rings hollow and, more importantly, leads to dis- on Island, Nova Scotia, conduct- illusionment and can ultimately stifle a company’s bottom line. ing a phone interview. For her, Catalyst has been at the forefront of this shift from diversity this is no big deal. In fact, if she to inclusion—what Gillis calls the “how” agenda (see sidebar on didn’t work from home some- page 39). Now that Catalyst and other organizations have am- times, that might even be con- ply documented the barriers to women’s advancement in the sidered suspect, as Catalyst, the leading national organization workplace, Catalyst is putting its resources into driving change. for research on woman’s leadership and equity, is committed to Under Gillis’s stewardship, it has increasingly provided more ‘“walking‘ theS walk.” Given Catalyst’s long-standing support of consulting, training programs, and other direct services, along workplace flexibility, it logically follows that the CEO would set with organizing conferences and events, all in the name of guid- an example by, well, spending a week or so each summer work- ing companies along the path to true inclusion. ing in flip-flops and shorts. “In this third phase of the agenda, companies are saying, okay, “To put it bluntly, we work really hard to practice what we I have bought in, and we are committed to becoming more in- preach,” she says. “And, it’s really important for Catalyst to clusive. But show me how,” Gillis says. “This has led Catalyst to set an example for corporations and organizations across the think more about and develop programmatic solutions that are United States and Canada, demonstrating that workplace flex- grounded in our research and what we’ve learned over the years. ibility not only isn’t detrimental to an organization’s success, We believe that we can play a pivotal role in providing tested but is integral, as this sort of flexibility brings a benefit not only solutions that actually work to drive change.” to employees but to the organization, in terms of engagement, Accordingly, Catalyst has conducted extensive research and effectiveness, and productivity.” developed programs around inclusive leadership. Its research Gillis took the helm of Catalyst, which also has operations in findings have demonstrated the key qualities and characteris- Japan, Australia, India, and Europe, in 2014, as just its fourth tics of inclusive leaders and, in turn, how to best train qualified, leader in its 54-year history. At the time, it was in the process of aspiring woman leaders to advance. Just as importantly, it has shifting its focus from an organization that concentrated largely developed programs to train organizations how to identify and on research to one that also offered solution-based program- nurture those candidates. When successful, the result is a win- ming, grounded in that research, directly to other organizations win for the individuals and the company. and companies. The transformation has accelerated under Gillis. In part generated by its research, Catalyst has expanded its reach to be responsive to the evolution in thinking about gender illis is the perfect leader for Catalyst today, as her life equality in the workplace and society. and work embody all three phases. Gillis divides the evolving landscape into three phases. She was born in Toronto and raised in rural Nova Sco- The first phase of the fight for equality for women was sim- tia, where her family goes back generations. Her father ply for fundamental rights, such as voting. Then the emphasis held a series of blue-collar jobs, including truck driver, shifted to numbers—equity for women in the workplace and Gmine worker, and construction worker. Her mother was a stay- on the paycheck. During this phase (in many instances still ongo- at-home mom when Gillis was young, then became a house- ing), corporations have focused on increasing representation— keeper in town. oftentimes relying on the data from Catalyst that demonstrat- Gillis was raised with strong female role models, including ed the woeful lack of women leaders in the upper echelons of her great-grandmother, and was imbued with the value of giv- Corporate America. Gillis calls this the “why” phase: Why do we ing back to one’s family and community. Education was empha- need to pay attention? Why is gender equity in the workplace sized, but nobody in her family or town encouraged Gillis to important, and what is the business case for it? aspire high and dream big.

36 DIVERSITY WOMAN Fall 2016 diversitywoman.com “I would say I was really supported to study hard, get good Deborah Gillis with have so many stories of young girls grades, get an education,” she says. “The message was certainly Canadian Prime Minister telling me how I inspired them. They instilled that education was the path forward and certainly the Justin Trudeau at the saw in my candidacy what was pos- way for my circumstances and life to be less challenging than 2016 Catalyst Awards sible for them in life.” what my parents experienced. But at the same time, I think Dinner; Gillis speaking Gillis next moved back into gov- when you grow up in challenging circumstances like I did, with a at the dinner. ernment service before becoming a blue-collar background, there really wasn’t emphasis on career.” consultant in private industry, fo- It was Gillis’s exposure to gender issues in the 12th grade that cusing on organizational develop- changed her life course. Recently, she says, she was rifling through ment. It was then that she received a diagnosis of breast cancer. a box of high school mementos and found a note from her senior “That was a pivotal moment for me,” she says. “It was one of year civics debate, which resolved that “women are the same as those experiences where you step back and assess your life and men.” (Presumably, Gillis debated on the side of “yes!”) what you’ve accomplished—and how you want to spend your That sparked an interest that has never waned. While still in time. Being a breast cancer survivor led me to decide I wanted high school, Gillis became involved in advocating for the Char- to go back to doing work that was deeply meaningful to me.” ter of Rights and Freedoms, which included the Canadian equiv- In 2006, she joined Catalyst to lead Catalyst Canada. Since alent of the Equal Rights Amendment. It was ratified in 1982. then, she has served as vice president, North America; senior The United States is still waiting. vice president, membership and global operations (leading “Being involved in that fight was a very important moment Catalyst’s global growth strategy and expansion into India and for me in recognizing that there was a role for women to step Australia); and president and chief operating officer. forward, and to advocate,” Gillis says. “I was so inspired to real- By joining Catalyst, Gillis once again was doing meaningful ize that there was opportunity for women to be in positions of work that connected to her long-standing interest in furthering leadership in government—and to see that community-based the position of women in society, politics, and the workplace. advocacy could play a role in making change.” Gillis’s unconventional path from rural Canada to the top of After high school, Gillis earned a BA in political science at St. one of the leading nonprofits in the United States has influ- Francis Xavier University in Nova Scotia and a MA in political enced how she, and Catalyst, approach diversity and inclusion. science from York University in Toronto. She held a series of In short, there are many possible paths to success. She is a case government policy roles for the province of Ontario, including in point. In high school, even college, given her modest back- working to extend benefits to same-sex partners. She returned ground, Gillis would not have been identified as a future leader. to Nova Scotia to run for a seat in its House of Assembly, the She wants to be sure that this message reaches far and wide. equivalent of a state legislature. “I was not the usual suspect to be the CEO of one of the Although she lost in her bid for public office, that experience leading and most respected nonprofits in the world,” she says. made a deep impression. “Growing up in Nova Scotia, it was a ful- “I believe so much in the notion of potential and people, and the fillment of a lifelong dream,” she says. “Watching Hillary Clinton importance of looking in different places for that potential. We being nominated as the Democratic candidate for president got shouldn’t make assumptions about people based on their circum- me reflecting. One of my strongest memories of that period in my stance, whether that’s class or race or gender. I’ve learned that life is how being a candidate had such an impact on young girls. I if people are given the right kinds of support, they can achieve

diversitywoman.com Fall 2016 DIVERSITY WOMAN 37 great things. The work that Catalyst does and search that helped us identify, for example, the role we can play resonate so much with my “If people are which conditions really encourage and sup- own life story and experiences.” port men to be champions of gender equal- Anna Stuart, the managing partner of an given the right ity in the workplace. Then, by understand- executive recruitment and HR firm who met ing those issues that our research revealed, Gillis 20 years ago when they both worked in we were able to take the next step in creat- the Nova Scotia public sector, says Gillis’s per- kind of support, ing programs that will help equip men to sonal background is key to her success. see their unconscious bias and most im- “The fact that Deb comes from humble be- they can achieve portantly to shape strategies for action and ginnings has shaped everything she does and change in the workplace.” how she thinks about everything,” says Stuart. great things.” Catalyst also recently launched CatalystX, “At her core, she knows that every human has its MOOC (massive open online courses), value and deserves respect and opportunity. in collaboration with EdX. It offers a series That has framed her public service and career of online courses in leadership develop- to this day.” ment. Despite these new programs, and oth- ers, Gillis would like to see Catalyst do even or decades, Catalyst has been primarily a research orga- more to help increase the representation of women at leader- nization, providing data on women’s equality utilized by ship levels. more than 800 organizations and companies to establish “I feel we’re at a very important moment right now,” she leadership training programs, launch campaigns, and says. “I say that in part because of the fact there is so much change company culture. In recent years, the organization conversation and attention in the workplace and society on Fhas begun to focus on leveraging its data and knowledge to pro- the issue of gender equality and because I see the conversa- vide solution-focused programming. It has ramped up its con- tion finally shifting from ‘why’ to ‘how.’ No longer do I find sultation and training work with companies, launched propri- myself in rooms having to continually be answering the ‘why’ etary programs, and sponsored more seminars and conferences. question. People now get the value of gender equality. Yet, the For example, Catalyst is currently on the verge of launching numbers are not moving as quickly as we would like, and is- an initiative focused on women of color. The program has not sues and challenges remain, in particular for women of color.” yet gone public, but Gillis says it will dovetail with the orga- She thinks that the pace of change is slow because compa- nization’s long-standing emphasis on research and program- nies are still overly focused on diversity and not enough on ming concentrated on this demographic. inclusion. Company culture and employees at all levels of or- For example, Catalyst is in the process of conducting a lon- ganizations are not fully equipped to understand how to act gitudinal study on gender, race, and ethnicity. And several inclusively so that everyone within the organization feels a years ago Catalyst implemented an initiative to increase the sense of ownership and accountability. representation of women on boards (today, women only hold Gillis acknowledges that fully embracing inclusion is more 20 percent of S&P 500 board seats), with a specific callout for difficult than merely launching diversity programs and initia- women of color. As a result, its first mentoring program for tives. Implementing true inclusion requires buy-in and often- training aspiring women board members included 50 percent times cultural change, and the shifting of individual perspec- women of color. tives and behaviors that are frequently deeply rooted. Another new initiative, MARC (Men Advocating Real “Look at your organization, she says. “Look around the de- Change), aims to engage men to be change agents for work- cision-making table. You may very well see diversity in that place diversity. The work is grounded in Catalyst research room. But that doesn’t mean the decisions reflect inclusion. demonstrating that once men are champions of equality in the Inclusion means intentional choices and actions that individu- workplace for women, the needle moves more significantly. als take on an everyday basis that reflect who you are, what MARC offers programs that will help men both to see their you pay attention to, whom you call out, whom you spend unconscious bias and to understand their privilege while shap- time with, and whom you act as an advocate or champion ing strategies for action and change in the workplace. for. This requires an intentional choice, just like at one point “The development of MARC is grounded directly in our re- companies made an intentional choice that shaped policies for search,” says Gillis. “The work started with fundamental re- recruitment and retention and promotion of [diverse] staff.”

38 DIVERSITY WOMAN Fall 2016 diversitywoman.com Developing Inclusive Workplaces

n recent years, the emphasis in diver- sity and inclusion offices throughout 30 27.4% IFortune 1000 companies has shifted 26.8% from diversity to inclusion, in part driven Women in by Catalyst research. Recognizing that in- 25 creasing the number and effectiveness of S&P 500 Companies 21.0% women in leadership positions depends 20 on an inclusive workplace, Catalyst has by Race/Ethnicity been focusing on inclusion in its own Catalyst, March 2015 programs and even changed its mission 15 statement in 2015 to “accelerate progress for women through workplace inclusion.” 10 7.4% How does an organization develop 6.2% a more inclusive workplace? Creating a 3.8% 4.4% 5 2.9% 2.5% 3.1% more diverse workplace is much easier, 1.7% 1.2% 1.0% as it requires a focus on numbers in a 0.2% 0.2% 0% company’s hiring and retention practices. Inclusion is trickier. ASIAN BLACK LATINA WHITE Catalyst helps organizations build the Total Employees First/Mid-level Executive/Senior-level CEOs business case for diversity and inclusion. Officials & Managers Officials & Manager It relies on extensive research that has revealed the following: The more included employees felt, the EMPOWERMENT: You enable di- Based on these findings, Catalyst has developed more innovative they reported being in rect reports to develop and excel. inclusive leadership strategies, which it passes their jobs.The more included employees ACCOUNTABILITY: You demon- along in its Inclusive Leadership Training. felt, the more they reported engaging in strate confidence in direct reports “Inclusion is so important today,” says Catalyst team citizenship behaviors—going above by holding them responsible for President and CEO Deborah Gillis. “I want to see and beyond the “call of duty” to help performance they can control. organizations focus on inclusion in changing the other team members and meet work- COURAGE: You put personal culture of organizations because I think for too long group objectives. interests aside to achieve what the discussion has been about diversity, which has Perceiving similarities with coworkers needs to be done; you act on con- focused that discussion in the human resources engendered a feeling of belongingness, victions and principles even when department. Now it is important to translate that while perceiving differences led to a feel- it requires personal risk taking. discussion into action and penetrate throughout ing of uniqueness. HUMILITY: You admit mis- the organization so that individuals feel a responsi- Catalyst has identified four leadership takes; you accept and learn from bility to think about how they act, how they behave, attributes linked to inclusion: empower- criticism and different points of and how they interact with colleagues. We believe ment, accountability, courage, and humil- view; you seek contributions to our work in this area will lead to seeing movement ity (EACH). overcome limitations. in terms of the inclusion agenda.”

deally, the leader of any organization would feel a personal Stuart. “It is not rich in terms of natural assets that can cre- resonance with the work the organization does. This con- ate prosperous lives for its residents. As a result, people there nection helps ensure consistency of mission, a passion that develop a profound self-sufficiency. On Cape Breton Island, trickles down throughout the organization, and a deeper un- despite the disadvantages, we endure and find ways to create derstanding of Catalyst’s vision and goals. successful lives. IGillis feels this mission connect in her bones, says Stuart. “Deb comes a place where people have learned how to over- That affinity stems from her family’s challenging financial- cir come barriers and where people spent a lifetime helping one cumstances growing up, and also from those in her commu- another navigate those barriers. She has brought that mentality nity, specifically Nova Scotia’s rural, breathtaking yet bleak, to Catalyst, whose primary purpose is to help women overcome Cape Breton Island. “She comes not only from a family that barriers. I couldn’t think of anyone who would be a better fit to has struggled, but also from a region that has nothing,” says run such an organization than Deborah Gillis.” DW

diversitywoman.com Fall 2016 DIVERSITY WOMAN 39

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To Your Health

“Running or going to a gym to work out can be intimidating for some people,” Dr. Newcomer says. “But regular brisk walk- The Joy of Walking ing offers numerous health benefits.” Perhaps no other physical activity has Making strides for better health more far-reaching health benefits. Walk- ing briskly can lower your risk of high By Linda Childers September to highlight the health benefits blood pressure, high cholesterol, and dia- f you’re hoping to lose weight or of walking, which for many is the easiest betes as much as running, according to an improve your health, don’t be sur- way of incorporating exercise into their April 2013 study conducted at Lawrence prised if your doctor says forget daily regimen. Fortuitously, it is far and Berkeley National Laboratory’s Life Sci- CrossFit or even jogging—instead, away one of the most efficient and com- ences Division in Berkeley, California. All Ilace up your tennis shoes and go for a prehensive forms of exercise for health. three conditions are risk factors for heart walk. “We know that an average of 22 min- disease and stroke, and the American Sure, we’ve all heard about the myriad utes a day of physical activity—such as Heart Association notes that walking for benefits that come from being physically brisk walking—can significantly reduce 30 minutes a day can significantly lower active, but it’s not easy to follow through. the risk of heart disease and diabetes,” these risks. The Centers for Disease Control and Dr. Murthy says. “Walking is a low-impact exercise, Prevention reports that only half of all The best part is that walking is a univer- which means it’s also easier on the knees, adults get enough physical activity to re- sal physical activity that nearly everyone hips, and heels than high-impact exer- duce their risk of chronic diseases. can do, says Karen Newcomer, MD, of cises such as running and aerobics,” Dr. To address this, US Surgeon General the Mayo Clinic Sports Medicine Center Newcomer says. Vivek Murthy launched a campaign last in Rochester, Minnesota. Walking can also have a dramatic impact THINKSTOCKPHOTOS

diversitywoman.com Fall 2016 DIVERSITY WOMAN 41 DW Life >

ily member or friend for lunch, invite them to join you on a walk. When you’re walking and catching up with a friend, it doesn’t feel like a workout.”

Make sure you have the right gear Although you don’t need a lot of gear to maintain a walking routine, a few basic items can help you get a good (and safe) workout. Dr. Newcomer says the most impor- tant item is a pair of comfortable walking shoes. “Most running stores can measure your foot and recommend a good walk- ing shoe,” she says. “If you’re flat-footed, you want a shoe with more arch support. Otherwise you’re better off with a cush- ioned shoe. Remember to invest in new walking shoes every year or so.” Dr. Newcomer recommends bringing along water to stay hydrated, a reflec- tive vest if you’re walking at night, and a pedometer or fitness tracker if you want to measure your progress. More serious walkers may want to invest in a heart rate monitor that measures exertion. Plan on performing warm-up stretch- es before your walk and cool-down stretches afterward. This will keep your muscles loose, ease soreness, and help on your mood. A 2015 study conducted percent less likely to suffer hip fractures prevent injury. at Stanford University found that people than those who walked less. who walked in a natural setting such as a Surprisingly, walking has also been Get motivated with park, as opposed to a high-traffic urban set- shown to reduce the risk of developing Al- apps and devices ting, showed fewer symptoms of depres- zheimer’s disease. Researchers at the Uni- A variety of fitness trackers and smart- sion. Walking outdoors can also give you versity of Pittsburgh School of Medicine phone apps are available to help you a critical boost of vitamin D. According to found that walking six miles each week reach your goals. the Harvard School of Public Health, one strengthened the brain’s memory circuits. “For people who are just starting out, billion people worldwide have a vitamin D Walking also provides a host of social a pedometer is a great motivator in deficiency. Most people can make enough benefits. A 2014 study published in the tracking steps,” Dorsey says. “I also rec- vitamin D from being out in the sun for ap- British Journal of Sports Medicine found ommend the free smartphone app My proximately 20 minutes a day, with their that those who engaged in outdoor walk- FitnessPal to help people keep track of forearms, hands, or lower legs uncovered ing groups saw significant improvements the foods they eat, the activities they do, and without sunscreen from March to Oc- in blood pressure, resting heart rate, and the number of calories burned.” tober, especially from 11 a.m. to 3 p.m. body fat, and lung function and were sig- Tracking steps is a great way to meet, Regular walks can also help build and nificantly less depressed. even exceed, your walking goals. A 2007 maintain bone density and decrease risk “Taking a friend with you can be a study from Stanford University found of fractures. In the legendary Nurses’ great motivator and help keep you on a that people who set daily walking goals Health Study that followed women for consistent schedule,” says Rufus Dorsey, and used a pedometer walked about several decades, researchers found that a personal trainer in Los Angeles and a 2,000 steps—or one mile—more a day. postmenopausal women who walked volunteer with the American Diabetes For those who want more options than for at least four hours a week were 40 Association. “Instead of meeting a fam- a basic pedometer offers, Dorsey recom- THINKSTOCKPHOTOS

42 DIVERSITY WOMAN Fall 2016 diversitywoman.com DW Life >

mends fitness trackers with features such Join the GirlTrek Movement as heart-rate monitoring and alerts that remind you to get up and walk around. “There is no one-size-fits-all fitness de- vice,” Dorsey says. “The right activity track- er for you is based on your individual needs and the amount you’re looking to pay.”

Taking walking to the next level Many fitness devices advocate taking 10,000 steps per day, a rough equivalent to the surgeon general’s recommendation to accumulate 30 minutes of physical ac- tivity most days of the week. The Cen- ters for Disease Control and Prevention agrees that adults should engage in 150 minutes of moderate activity each week, such as brisk walking. If bad weather, neighborhood safety, traffic, or a lack of accessible restrooms prevents you from walking outdoors and meeting your daily goals, consider mall walking. Call your local mall to find out if he national nonprofit GirlTrek pages, walkers can post their progress, it has a formal mall-walking program, or has an ambitious goal. The connect with other walkers, and receive if it can open the doors early for walkers. Tfour-year-old organization hopes support and continued motivation. If the weather is inclement and you can’t to improve the health of black women GirlTrek currently has chapters in a get out, there are work-arounds. Lisa Lil- across the country with weekly walking number of cities, among them Detroit, lien, creator of the Hungry Girl website groups and by encouraging members Atlanta, and Los Angeles. and a series of books, including Hungry to walk 30 minutes a day, five days a Bush says GirlTrek also offers Girl Clean and Hungry: Easy All-Natural week. monthly challenges. In June, members Recipes for Healthy Eating in the Real World, “Over 65,000 women have signed were encouraged to free themselves says she relies on house walking to help the GirlTrek pledge, and we hope to from things that were holding them her meet her goal of 10,000 steps a day. hit one million trekkers by 2018,” says back, such as debt, junk food, or toxic “I found that when I was low on steps Jewel Bush, national director of com- relationships. in the afternoon, I’d just stroll around the munications for GirlTrek (girltrek.org). “We encouraged members to house to get the number up, and now Founded in 2012 by Morgan Dixon replace their bad habit with walking,” I’m averaging 20,000 steps a day,” Lillien and Vanessa Garrison, two friends who Bush says. “Those who made it a full says. “And the best part is you don’t even realized the health benefits of walking, 100 miles in the month of June were need a house—an apartment or hotel GirlTrek strives to improve the overall awarded an Ultimate Trek T-shirt.” room will do. Just walk in place while health of black women. Statistics show For women who have taken the watching TV or talking on the phone.” that black women have been hit hard- GirlTrek pledge, Bush says the benefits If you’re new to walking, Dr. Newcomer est by the obesity epidemic, resulting in go far beyond walking: trekkers have recommends starting with 5,000 steps a higher rates of heart disease risks such offered testimonials on how they lost day and gradually increasing to 10,000. as diabetes and high blood pressure. weight, improved their health, beat de- “Aim for 30 minutes of walking or Bush says walkers across the country pression, and forged new friendships. other physical activity most days of the take the online GirlTrek pledge, agree- “We hear so many stories from week,” she says. “If you don’t have 30 ing to walk in their neighborhood every women who tell us how GirlTrek minutes to devote to a walk, try breaking Saturday and to encourage others to changed their lives,” Bush says. “And it up into 10- or 15-minute increments, do the same. Women can participate in many cases, they credit the organiza- until daily walks become a habit.” DW as solo walkers or as part of a group. tion with helping to save their lives by Through private Facebook group lowering their risk of chronic illnesses.” Linda Childers has written for More, Redbook, and Ladies’ Home Journal. diversitywoman.com Fall 2016 DIVERSITY WOMAN 43 Congratulations Diversity Woman on 10 years of pointing the way to Inclusion & Diversity. DW Life > Help Your Kids Build Good Money Habits 15 smart ways to educate your kids to manage money

Tanisha A. Sykes Rule of 72 [a shortcut to estimate uring the holiday season, the number of years required Jackie Taylor, an HR exec to double your money at a at Ernst & Young and given annual rate of return], a single mother liv- budgeting, money manage- Ding in central New Jersey, ment, investing, and disci- packs up her five kids, ages plined credit card usage,” 7 to 14, and heads to Man- says Taylor. Download free hattan. The kids are full apps PiggyBot and Green- of glee because ’tis the $treets: Unleash the Loot! season to give out Bless- to introduce fun ways to ing Bags to those less learn about money. fortunate. Her whole family fills Take a trip to the bank. zip-top bags with some Help your children open everyday essentials—in- a savings account, and en- cluding toothpaste, snacks, courage regular deposits. As and a few bucks—and shares the balance increases, teach them with people in need. them how interest grows “Money has its purpose, but it’s and explain the importance not the only purpose,” says Tay- of maintaining a minimum lor, whose philanthropic efforts balance, checking the account include volunteering at Habitat online, and avoiding bank fees. for Humanity. “Through real- life situations, I am teach- Introduce budgeting. Us- ing my kids to be empa- ing an old-school budgeting thetic while allowing them method like the envelope to see how our financial system shows your kids that economy works.” you’re intentional about telling your money where to go. “When I was grow- Money Matters ing up, I remember my mom pulling cash out A study from behavior ex- of an envelope marked perts at Cambridge University reveals that Smart Kids: Raising the Next Generation to ‘Food’ and that’s how she paid for it,” says a child’s money mind-set is fixed by age Win with Money. Cruze. “Explain to kids that a budget gives seven, underscoring the power parents Teaching your children how to earn, you more freedom because it gives you con- have in shaping the financial habits of their save, give, and manage money sets them trol over your money.” Financial Peace Jr. children. on a road to financial prosperity. Here are can help you teach your kids how money “Instilling good money habits in your some smart habits that will stick with works. Everydollar offers practical advice kids at an early age is going to help them your kids for life. on how to keep a budget balanced. to develop into adults who are going to win financially,” says Rachel Cruze, coau- Start with the basics. “I leverage partner- Show the relative value of the dollar. thor with her father, financial guru Dave ships with organizations like World of Money On a recent trip to China, Taylor took Ramsey, of the best-selling Smart Money that provide technical information like the her oldest daughter to a factory where THINKSTOCKPHOTOS

diversitywoman.com Fall 2016 DIVERSITY WOMAN 45 DW Life >

people were standing side by side mak- teaching youth financial literacy. The do- Require them to earn. By the time your ing headphones using the same materials nation could benefit the local church, a kids are 15, they should have their first job. used to create the wildly popular Beats homeless shelter, or a boys and girls club, You can still pay for what they need, but headphones. “The only difference? Dr. for example. To help your children donate certainly not everything they want. “Start Dre wasn’t on the box,” says Taylor, who with peace of mind, go to Give.org. small by having them walk dogs, babysit, guesses that the off-brand headphones or make flyers,” says Cruze. For those with sell for a fraction of Beats Solo2 wire- Pay an allowance. Let your children do a a knack for selling household treasures, al- less headphones, which retail for $299. chore or two around the house. On pay- low them to open an Etsy store. Working “When we’re at home, she sees that mar- day, have a money meeting about which teaches kids independence and responsi- keting makes a difference in the value of chores were done, then pay immediately. bility and gives them a bird’s-eye view of an item.” Have them break down their money into how to better manage their money.

Give cash to manage. On the next trip to Control the urge to splurge. When shop- an amusement park, hand your little ones ping with your kids in tow, stick to cash $10 and dole out $20 to the older ones, instead of using plastic and say “no!” Prac- then say, “This is the money you have to ticing restraint can help all of you fend spend for the day,” says Taylor. Having off the impulse to rack up debt. “It takes ownership of the funds makes them think patience and it’s not fun all the time, but differently about how and when to use the it’s a pretty powerful legacy when money money. Her kids bargain, sacrifice, and di- isn’t a stress point in your life, because vide the funds to get the most out of their you have control over it,” says Cruze, who kitty. To parents like Taylor, that’s com- doesn’t own a single credit card. merce in the making. Teach responsible credit card usage. Open your books. “I don’t think we’re Ambroise’s daughter has a prepaid Ameri- honest enough with our kids about what can Express card. “She can go out to lunch it really takes to live comfortably,” says at her high school, so we fund her account Taunglea Ambroise, global business de- $50 a month,” she explains. “While we velopment manager at Hewlett-Packard pay the bill, she has the ability to manage in New York, and the married mother of By the time your how much she has and how much she can a boy, 11, and a girl, 15. “We need to share spend.” It teaches her to think before mak- how much we earn, how much houses kids are 15, they ing a purchase and spend wisely. cost, and how much the monthly utilities should have their cost.” Otherwise, they won’t understand Encourage entrepreneurship. “Children’s that the money you earn is taxed and ear- first job. first instinct is to say, ‘I want’ and ‘Can I marked to help take care of them. have,’” explains Lamb. “Turn the conversa- tion back to them and say, ‘I need you to Instill a strategy to save. In Ambroise’s three categories: give, save, and spend. create a report on how you can earn this.’” household, there is a rule about monetary “Getting them into the habit of giving, This type of conversation is so important gifts for their children: At least 50 percent saving, and spending makes them com- because it switches their mind-set from goes directly to a savings account that the fortable with money and sets them up for employee to employer and teaches them children can’t touch until they go to col- success,” says Cruze. about long-term wealth building. lege. Of the remainder, 40 percent is theirs to use and 10 percent is given to a charity. Teach a lesson in wants vs. needs. If We all want to do the right thing by our “We’ve done that since our kids were five your little cherub is dreaming of a revers- kids, especially when it comes to instilling or six, so now it’s a habit,” she says. ible wind jacket from North Face, but your good money habits. “Do what comes natu- budget is more in line with Target, here’s rally and what makes sense for your house- Empower them to give. “If you really your response: “If you really want the more hold,” says Taylor. “That’s where you impart want your children to use money prop- expensive coat, you have to pay the differ- the best lessons.” DW erly, teach them to donate 10 percent of ence,” advises Ron Lieber, author of The their income to a 501(c)3 nonprofit that Opposite of Spoiled: Raising Kids Who are Tanisha A. Sykes is a personal finance and addresses issues important to them,” says Grounded, Generous, and Smart About Mon- career development expert and a seasoned Sabrina Lamb, founding CEO of World ey. “It teaches them where you draw the line journalist. Follow her on Twitter of Money, an organization committed to while forcing them to make trade-offs.” @tanishatips.

46 DIVERSITY WOMAN Fall 2016 diversitywoman.com THE POWER OF DIVERSITY IN LEADERSHIP.

At Lockheed Martin, we are committed to creating an inclusive workplace based on fairness and equality. We know that to develop the world’s most advanced systems, we need the contributions and talents of all employees. This is particularly important when it comes to diversity of leaders, and for that reason, we are proud to sponsor the Diversity Women’s Business Leadership Conference.

Learn more at www.lockheedmartin.com/diversity

© 2016 LOCKHEED MARTIN CORPORATION VC16-10131

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sorted through the rules to help you dis- Case Studies embark with your bag safely in tow. Travel at the right dimensions Eight tips to help you avoid the luggage carousel No industry standard exists for 1 size restrictions, and you obvious- April Kilcrease their flight or risk losing their checked ly don’t want to buy a different bag for ow that airlines are bags in transit. “With the current state each airline, so check your airline’s rules charging for checked bags of travel—whether it’s weather turbu- before each flight. Your best bet is to and flights are often fully lence, plane malfunctions, or cancella- stick to these measurements: 22 inches booked, the battle for bin tions—having your luggage with you high, 14 inches wide (side to side), and space has reached Game of gives you the option to piv- 9 inches deep (front to NThrones intensity. “Airlines have had to ot when things go awry,” Power Trip back). These are the maxi- get stricter about carry-ons, especially says Froelich. “You can run mum dimensions for car- since they started levying fees on checked to a different gate, land in another air- ry-on luggage for the big three airlines: bags,” says Paula Froelich, travel expert port close by, or even give up flying al- American Airlines, Delta Air Lines, and for HSN and the founder of A Broad together and rent a car. If your bags are United Airlines. Some air carriers are Abroad, a travel and lifestyle company. checked, then you have to sit it out and more generous with bag sizes. Southwest “Now everyone carries on and they try to wait and wait and wait.” allows bags as large as 24 inches high by get away with huge bags, three bags, you Throw in the differing maximum carry- 16 inches wide by 10 inches deep, and name it.” on rules and the dizzying array of bags Alaska’s limit is 24 inches high by 17 In addition to avoiding fees, many trav- to choose from, and how does any busi- inches wide by 10 inches deep. elers simply don’t want to spend 45 min- ness flyer keep calm and carry on? We’ve Meeting these requirements can be utes staring at the baggage carousel after gathered advice from expert travelers and confounding when shopping for a new THINKSTOCKPHOTOS

diversitywoman.com Fall 2016 DIVERSITY WOMAN 49 DW Life >

“weigh” your options with the individual the TravelSmith Series S2 Hybrid 22-inch airline before your flight. carry-on spinner. Its polycarbonate back helps protect any breakable items, and its Go four-wheeling polyester front expands up to 2 inches to When choosing a carry-on bag, fit souvenirs or conference swag. 3 Kremins is among the many fre- quent flyers who insist on a four-wheeled Achieve status suitcase (aka spinner). Unlike two- “It helps to have some status on wheeled bags, each wheel on a spinner 6 an airline so you can board early swivels 360 degrees, which allows you to to get precious overhead space and avoid easily move your rollaboard in all direc- having to check because they ran out of tions without having to push or pull it at space,” says Kremins. “You don’t want to an angle. You’ll lose a bit of packing space lug your bag around only to find yourself to the spinner’s external wheels, but your waiting at a carousel on the other end.” body will thank you for it. As Kremins To make sure you’re one of the first to notes, “Dragging 20 pounds behind you board, consider signing up for a credit does strange things to your shoulder and card that’s cobranded with your preferred wrist.” carrier or a travel rewards credit card that offers priority boarding as a perk. Elite bag. Many manufacturers list interior Handle with care status has gotten trickier to achieve in measurements, or packing dimensions, Look for wheeled luggage with a recent years, but racking up the miles on but the airlines measure the bag’s exte- 4 two-post handle system, so that one airline can still lead to early board- rior, including handles and wheels. So you can slide your smaller, personal item ing access, too. Some airlines allow you bring a tape measure to double-check over the posts and keep the weight off to simply purchase a spot at the start dimensions in the store. If you’re shop- your shoulders. Soft grips and telescop- of the line. Prices for United’s Premier ping online, add about 2 to 3 inches for ing handles that can adjust to your height Access start as low as $15, depending on luggage with four wheels and 1 inch for are the most comfortable. Remember the flight. two-wheelers, which tend to have wheels that arched handles add height. A handle that are more recessed. that completely flattens down may be a Don’t get caught with a prohib- better choice. “A flat top also ensures you ited item Keep it light can wheel your second, smaller bag on top 7 Most of us have the 3.4-ounce Most US airlines don’t have set without it falling off,” says Kremins. Keep rule memorized by now. Passengers are 2 weight limits for carry-on lug- in mind that handles along the outside of allowed one quart-sized, clear plastic gage, but you will need to lift the bag the bag may add to the exterior size, but bag of liquids, gels, creams, pastes, and into the overhead compartment on your they allow for a completely flat interior, aerosols in containers no bigger than own (another reason to keep up those which makes for smooth packing 3.4 ounces. (Even if you only have an Pilates classes). “Find a case that’s light ounce of lotion left in a 4-ounce bottle, to begin with and let the weight be from Give yourself room to expand that bottle is verboten.) A quart-sized your stuff,” advises Carolyn Kremins, Although you’ll still need to make bag does not fit much, so it’s best to skip president of the travel news site Skift. 5 sure that you don’t bloat beyond the your favorite shampoo and toothpaste Froelich agrees: “It needs to be no more maximum size if you want to avoid the in favor of the ones at the hotel, or pick than seven pounds or so, preferably not baggage carousel, expandable suitcases up them up at a drugstore near your bulky, and have outside pockets, [so you do provide the most flexibility. Julia Cos- destination. Sample sizes from Sephora can] quickly grab or store things.” grove, editor in chief of the international are a great option for makeup. You may Weight matters more if you’re fly- travel magazine AFAR, loves her Victori- bring larger amounts of formula, breast ing on a non-US airline. Lufthansa al- nox four-wheeled rolling bag, which has milk, and liquid medications, but you’ll lows carry-on bags up to 17.5 pounds, served her well for nearly a decade. “It’s need to declare them to TSA officers at Air France’s limit is 26 pounds or 39.7 soft and expands for the trip home—af- the checkpoint for inspection. Make pounds, depending on the cabin, and ter I’ve bought too many new clothes or sure that your medications are labeled, the maximum on British Airways is 51 shoes or housewares and stuffed them which will help you get through the pounds. In other words, you need to into my suitcase.” Froelich recommends screening process more quickly. THINKSTOCKPHOTOS

50 DIVERSITY WOMAN Fall 2016 diversitywoman.com QUALITY OF LIFE MEANS RESPECT

Engaged employees drive business success. That’s why we’re committed to creating an environment where all employees can contribute to their full potential. By fostering a culture based on respect and inclusion, Sodexo is an expert at improving quality of life for individuals, organizations and communities.

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Get personal On most flights, you can bring a 8 smaller personal item along with your carry-on luggage. Again, the rules vary among the airlines. American and United have no specific size limits for personal items, but American does speci- fy that it must fit under the seat in front of you. Make the most of your personal item. If you carry a purse, laptop, or camera, try to find a bag that fits them all. “I re- cently found the dream bag for me: the Pack O.M.G. by Lo & Sons,” says travel writer and editor Kristin Luna. “Whether I’m traveling for a night or two weeks, I never Like a leave home without a MacBook Pro, Can- on DSLR, multiple lenses, charging cords, Kindle, iPhone, and smaller camera ac- Pro cessories like a GoPro, and I’m amazed that the O.M.G. fits it all seamlessly. Even better, it slips over the handle of my roll- ou don’t have to fold clothes tion the shirts (north/south) and pants ing bag.” with the precision of an origami (east/west) hang off the suitcase. Place a A backpack with wheels and a telescop- Y artist to fit everything you need square of tightly folded casual clothes in ic handle is the personal item of choice into your carry-on luggage. Follow these the middle and then carefully wrap your for Michelle Greenwald, CEO of Inven- simple tips to make sure your bag travels business attire around the core. tours, a firm that creates curated trips with you and not in the cargo hold. If wrinkles are a frequent travel con- to creative cities. “I put my purse in the Of the varying methods that help keep cern, consider investing in a rollaboard backpack and it usually counts as one clothes wrinkle-free, the rolling technique with one or more garment suiters. These personal item.” is the easiest—and it saves space. Fold compartments function like garment Still need more room? Check out pants in half lengthwise, and fold shirt- bags within your carry-on. each airline’s list of exemptions from sleeves back, then roll the shirt from the Be sure to pack your largest items the “one-bag plus one personal item” bottom up like a sleeping bag. first, placing the heaviest closest to the rule. These often include reading mate- The layer cake method may keep your wheels of your rollaboard for balance. rial, coats, hats, umbrellas, and pillows. clothes smoother, but it takes up a bit Wear your bulkiest shoes and pack an If your bags are bulging, wear or carry more room. Fold and stack your clothes additional pair along the edges of the these things by hand onto the plane. normally, and place a plastic dry-cleaning bag. To help maintain the shape of your Most airlines also allow you to bring bag or tissue between each layer. The shoes, and save space, fill them with food and beverages bought after going slippery material helps prevent wrinkles rolled socks or underwear. through security, duty-free purchases, from setting. For extra-speedy unpack- Slip clothes into compressor bags or strollers, child safety seats, and mobility ing, leave clothes on their hangers. large zip-top plastic bags, and press or devices, such as wheelchairs and crutch- If avoiding creases is your top prior- suck the air out before sealing, essen- es. Some airlines, including American, ity, try the bundle method. Start with a tially vacuum-packing your clothes. Eagle don’t count diaper bags toward the two- blazer, collar side down, arms out. Then Creek’s Pack-It Compression Sacs claim bag limit, either. DW lay a long-sleeved shirt, front side up, to reduce packing volume by up to 80 in the opposite direction, overlapping percent. Born in Germany, April Kilcrease grew up at the sleeves. Continue to center shirts Use packing cubes or pouches to on three continents. Her work has appeared along the sleeves and stack pants on top keep track of smaller items, including in the New York Times Magazine, AFAR, of the shirtsleeves. Alternate which direc- chargers and other tech accessories. and The Guardian. THINKSTOCKPHOTOS

52 DIVERSITY WOMAN Fall 2016 diversitywoman.com United, We Can Change The World.

Prepare, develop, inspire and propel women to take their fair and equal share of leadership positions across all sectors by 2025. www.taketheleadwomen.com

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“What leadership attributes do you value most in others and in yourself?”

(from left to right)

JO ANN HIRSIMAKI VP, Total Rewards & HR Operations “The attributes I value most are integrity, humility, and courage. Integrity breeds trust and confidence, humility encourages openness to ideas and inclusion, and one must have the courage to stand by their values and inspire others to do the same.”

ROSEANN LARSON Chief Information Security Officer “There are many qualities I value in leaders, including integrity, authenticity, intel- ligence, commitment, vision, creativity, and compassion. The leaders that have had the most impact on my career had a combination of these qualities and I try to emulate these characteristics as I lead my team today.”

ANITA GRAHAM VP and Chief Human Resources Officer “I most admire collaborative, inclusive, and empathetic leader- ship. Great leaders build and execute shared objectives, and enable others to achieve their goals and grow personally and professionally. The key underpinnings for these attributes are integrity, humility, and building trust.”

KELLYE GORDON Senior Director, Ethics and Compliance “Leadership means looking inward by being totally authentic, looking outward by recognizing the value each person holds, and connecting the two through empowerment. The best mentor I ever had was a woman who once told me: “Nothing you do or achieve in life will mat- ter unless it results in someone else feeling empowered to be her best self.”

KARYN PETERSON VP, Global Consumer and Shopper Insights “Great leaders have the ability to get the best out of others, instill trust, and ask questions that unlock new ideas and opportunities.”

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54 DIVERSITY WOMAN Fall 2016 diversitywoman.com SANDRA HARRIS SHEILA CARMICHAEL VP, Chief Financial Officer for Supply Chain, VF Services and Senior Director, Diversity & Inclusion Direct-to-Consumer “My top leadership values are authenticity, “Influential leadership embraces diversity of thought, culture, humility, and integrity. These are traits that and experiences and incorporates these differences into new guide me in creating learning opportunities for strategies and ideas. Success is driven by teams, and therefore myself and others – both professionally and a leader’s ability to encourage collaboration and empowerment personally. Leaders are responsible for influ- is critical. A leader should have courageous authenticity and encing sustainable change. To do so, we must humility and continually encourage, teach, and develop others.” be the change we expect others to follow.”

diversitywoman.com Fall 2016 DIVERSITY WOMAN 55 Point of View >

Conversations with Catalyst Wielding Our Power ave you ever thought the knowledge and experience gained about who influences so- Katherine from being an outsider to one’s role Hcietal change? Who is po- Giscombe, as an insider, which can help one be sitioned to make lives better for PhD more cognizant of issues surround- Americans? ing unfairness and exclusion. Elected officials may come to mind. Because women of color are typically But when you think about the scope of not in the inner circle of power, they often responsibility and potential impact, one of recognize the subtle privileges accrued by the most powerful positions imaginable is those who are in power. For example, they being on a corporate board of directors. As may recognize that rules are applied loosely a board member, you are responsible for to the “in” group and strictly to the “out” overseeing the effective management of group. They also may embrace their outsider an entire corporation through establishing status to challenge norms within the com- policies and goals, overseeing the perfor- pany about how things are done. Corporate mance of the CEO, and ensuring fiduciary To be sure, women of color who are aware board members accountability to corporate shareholders. of social injustices in the workplace and be- However, corporations do not exist in isola- yond possess a multiplicity of perspectives— can act as tion. Corporations affect the economic and not just their formal roles, but their gender vehicles for social well-being of surrounding communi- and racial roles as well. First Lady Michelle social change. ties—for example, by choosing not to pollute Obama even spoke in a poignant and power- the environment, by hiring local talent, and ful statement about what it meant to wake by providing charitable services to the com- up every day in a house built by slaves. munity. Corporate social responsibility (CSR) At this point, the representation of wom- programs have become more prevalent; about en of color on boards is quite low. Although two-thirds of board shareholders, on average, the US Census Bureau projects that women expect companies to have CSR programs. As of color will make up 53 percent of women with their other corporate business, corporate in the United States by 2050, Catalyst’s re- boards typically oversee a company’s imple- cent report, Still Too Few: Women of Color on mentation of CSR programs. Boards, reveals they are nearly absent from Corporate board members are in a unique most Fortune 500 boards. position to push forward social change. Everyone in corporations needs to be Research has found that the more closely grooming young women of color for the ABOUT CATALYST board members are linked to external senior-level positions in corporations that Founded in 1962, Catalyst groups, the more they represent communi- are essential to gaining board seats. This is the leading nonprofit ty legitimization. Studies also show that the will create a lever for change to bring about organization expanding op- presence of women on boards influences gender and racial equality in the country. portunities for women and business. With operations the level of charitable giving activities. Catalyst recently announced that half of in the United States, Canada, Women of color, in particular, may bring its Women On Board US inaugural class of Europe, India, Australia, their unique perspective to a corporate eight participants are women of color. Cata- and Japan, and more than board. Catalyst research found that many lyst has played its part. Will your company? 800 member organizations, women of color view their experiences DW Catalyst is the trusted resource for research, and cultural backgrounds as making them information, and advice more fair and sensitive to the needs of Katherine Giscombe, PhD, is Catalyst’s Vice about women at work. other employees. This is due in part to the President and Women of Color Practitioner, catalyst.org. “outsider-within” perspective, bringing Global Member Services.

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