Transcription
Ace Your Next Performance ReviewFall 2016Leadershipempowermentfor women whomean businessDiversifyingthe TechIndustryA win-win for allME N AT W ORKChecking inwith NCAA’sDr. BernardFranklinDiscoverthe Joy ofWalkingCatalyst’sDeborah GillisLeading the chargefor gender equity
Think you canchange the world?Go for it.At Cisco, we empower people to make a difference in the way the worldlives. How? Through diversity, inclusion and collaboration. These values arepart of our DNA. We live and work by them every day, and they’re how weWith our inclusive global workforce, we’re creating technology that connectsus all.Connect with us, and find out how you can help build the future.cisco.com/careers 2016 Cisco Systems Inc.are making the unimaginable a reality.
Leadershipempowermentfor womenwho mean businessContents FALL 2016Katrina Adams35Vol. 7, Issue 3FeaturesWoman on a Mission35Deborah Gillis,president and CEO ofthe nonprofit Catalyst, sharesher passion for research-basedworlplace solutions that helpwomen thrive.Upfront5 Minutes with Tujuanna Williams, head of diversity and inclusion atFannie Mae, on the importance of fearlessness. 9ShortcutsResearch-backed strategies for achieving your goals. 10The OfficeTips for working with a younger boss. 10DW Hot ListTop password managers to help you rememberpasswords and keep them safe. 11Etc.The gender mix of our political talking heads. 11Stars Who Mean BusinessNicole Ritchie’s fashion empire. 12NextON THECOVERDeborah GillisCover photograph provided by CatalystKelsey Minarik turns a blood clot into a businessendeavor. 13VersusMen still outrank women in Hollywood star power. 13Anatomy of a a polished work wardrobe. 15di v ers i tywoman.comFal l 2 0 1 6DI VE R SI T Y W O MAN1
We’re a big fan of different.At Target, we believe that the most important part ofour business is our people. The diverse backgrounds,ethnicities and experiences are what make work fun,interesting and new. We attribute our success to ourTeam Members and the ideas they bring to workevery 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. 123300TM
Contents31Take the Lead We MeanBusinessPower SuitBarclaycard’s Nicole Dye-Anderson onwinning the modern PR game. 19CEO WomanNawal Motawi of Motawi Tileworks weighs inon blending art and commerce. 21Men at WorkDr. Bernard Franklin of the NCAA talks aboutramping up diversity in college sports. 2527AccelerateFive tips for getting ahead at work. 27MoneyMattersAccelerateTake the LeadHow coding bootcamps help women andpeople of color land jobs in tech. 31DW LifeTo Your HealthThe remarkable benefits of walking. 41Money MattersFifteen ways to raise money-savvy kids. 45Power TripTips for carry-on approved luggage. 4945Power SuitCEO WomanMen at WorkStepping OutChicago, from arts to eats. 53Point of ViewFresh InsightWhere are the women politicalcommentators? 17Point of ViewThe power of coaching. 3319di v ers i tywoman.com2125CelebrateThe women of VF Corporation on the traits ofgreat leaders. 54Conversations with CatalystThe profound influence of corporate boards. 56Fal l 2 0 1 6DI VE R SI T Y W O MAN3
Contributors Gina GlantzGina Gantz founded GenderAvenger.com in October2014. During her 40-year career in politics and organizing, Ms. Glantz served as a campaign manager,field director, and political consultant at the congressional, state, and presidential levels, including servingas national campaign manager for Bill Bradley forPresident. In 1985, she cofounded Martin & Glantz, a grassroots consulting firm sold to employees in2001. Ms. Glantz served as senior advisor to PresidentAndrew Stern of the Service Employees InternationalUnion (SEIU) and was a resident fellow and adjunctprofessor at the Institute of Politics at Harvard’s Kennedy School.Ms. Glantz has a BA from the U niversity of California at Berkeley. She chairs theboard of directors’ development and governance committee of Oxfam America andserves on the boards of Demos, a progressive think tank, and TurboVote. She alsoserved on the board of Planned Parenthood Action Fund for seven years, chairing itfrom 2010 through 2013.Pearl J. AlexanderPearl J. Alexander, JD, CPCC, ACC, CDWF-candidate,serves as executive director of diversity, inclusion, andengagement at the Georgia Institute of Technology.She is a visionary leader who has navigated a progressive 29-year career catalyzing transformations in culture and organizational leadership practices. Knownas a critical thinker with relationship savvy, she leadsD&I curricular innovations and initiatives designedto develop leaders, curate transformative narratives,and foster engaging relationships that model inclusiveexcellence.Her personal mission is inspiring others to accesstheir personal power and step into “wholeness.” She integrates diversity and inclusion principles within her coaching practice and talent consulting services.neBuild a Talent PipeliSummer 2016Leadershipempowermentfor women whomean businessBoomers &Millennials Jackie KrentzmanDE SI G N DI R E CT O R Cathy KrizikM AN AG I N G E DI T O R Kimberly OlsonCO P Y E DI T O RP R O O F R E ADE R Judith Dunham ASSI STAN T E DI T O RWRITERS Sharon Silva Eddie Lee Pearl J. AlexanderKatrina Brown HuntLinda ChildersDr. Katherine GiscombeGina GlantzKatherine GriffinKandia JohnsonApril KilcreaseJackie KrentzmanEllen LeePat OlsenKimberly OlsonTanisha A. SykesSALESN O R T HE ASTBUDDY SYSTEMFind the rightexercise classIs YourRetirementon Track?Grace Valencia(202) 809-7775sales@diversitywoman.comN AT I O N W I DESheila Robinson, Publisherpublisher@diversitywoman.comCan theyworktogether?Fa ll 2016E DI T O R - I N - CHI E FSO UT HE ASTGo to diversitywoman.comDIV ERSITY WOMANEDITORIALJohn McNamara(732) 525-2618johnjmcnamara@optonline.netSubscribe to DW magazine4PUBLISHER Sheila RobinsonLisa Lutoff-PerloWINDAT HERBACKCruise industrytrailblazerDI V E R SI T Y W O M AN BUSI N E SS O F F I CE1183 University Drive, Suite 105131Burlington, North Carolina 27215(202) 809-7775d i v e r s i t y w om an. com
NICEWORKWalgreens is the nation’s largest pharmacy chain. That means more opportunitiesto 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.
Lead WaytheCrown Princess Elena of Avalor–—the newest Disney Leader tochoose her own destinyChoose your own destiny.To learn more about careers at Disney, visit jobs.disneycareers.com Disney Disney/Pixar Marvel Lucasfilm
Publisher’s Page From Anna Bissell to the BoardroomsThis issue of Diversity Woman was inspired by Anna Bissell. You sayyou don’t know who she is? Well, join the club—the club of female leaderswho would be well served to consider Bissell a role model.In my research,I discoveredthe missinglink. Passion isso criticalto success.di v ers i tywoman.comAnna Bissell was the first woman CEOof a large corporation in the United States.Her husband, Melville, formed a companyto sell carpet sweepers in the 1870s. Whenhe died in 1889, Anna Bissell became CEOand for more than 40 years served first aspresident and then as chair of the board.Today Bissell is the number one floor-carecompany in the United States.Anna was a trailblazer—and not justbecause she was that lonely woman at thetop. She had vision and nerve. She tookthe company international. She also introduced progressive labor relations policies,including workers’ comp insurance andpension plans, well before these practiceswere widespread in industry. It was saidof her that “she studied business the wayother women of the times studied French.”I believe that if Bissell dropped in for avisit today, she might be disappointed—disappointed that female leadership inCorporate America has not progressedfurther. Today, only 10 percent of thosein the C-suite in the United States arewomen. And less than 20 percent of members of corporate boards are women.Anna is one of my inspirations. Ilearned about her while I was writing mydissertation for my doctorate in education. As I was struggling to identify specifically which factors determine success,her story turned the key for me.It’s commonly accepted that threefactors facilitate an executive’s ability toreach the upper echelons of management.The first is a history of successfully climbing the corporate ladder early in one’scareer. The second is the ability to developand nurture relationships with mentorsand sponsors. The third is organizationalchange—processes and policies in Corporate America that open the door for morefemale leadership.However, these factors must not be sufficient given the woeful representation ofwomen in the C-suite.In my research—with an assist fromAnna Bissell—I discovered the missing link: passion. Anna did not take thecompany she inherited from her husbandto unheard-of levels just by following theplaybook of the day. She loved what shewas doing, and she was always looking forways to innovate and make her companybetter. Passion is so critical to success. Inher case, she didn’t even have the otherfactors to rely on: early success on thecareer ladder, mentors and sponsors, oran organization willing to develop femaleleaders. All she had was herself.In this issue of Diversity Woman—in fact,in every issue—we celebrate passion. Passion is what drives Deborah Gillis, the CEOof Catalyst, featured on the cover of thisissue. It’s what drives Nawal Motawi, thesubject of our CEO Woman departmentand the founder of Motawi Tileworks.She is a trailblazer both as a successful ArabAmerican entrepreneur and as an innovator in the growing crafts movement.Passion is what drives me. It is truly acatalyst to advancement. This may be agood time for a passion check—are youpassionate about your work and your life?Sheila RobinsonPublisher, Diversity WomanFal l 2 0 1 6DI VE R SI T Y W O MAN7
Diversity Is Our Greatest StrengthDoD is Growing the Leaders of TomorrowYou 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 militaryand civilian workforce. Opportunities for women to serve and lead in a wide range ofdefense careers are greater today than ever before.Women have always been an integral part of our military and civilian workforce; todaythey serve as nuclear engineers and pilots as well as project managers and computerscientists. At DoD, we believe diverse backgrounds give us a strategic advantage indeveloping innovative technologies that enable mission success. At the center is ourmost important resource – not our tanks, planes, or ships – our people.Help us grow our diverse workforce and support national defense. Learn more aboutcivilian and military career opportunities in the Department of Defense by visitinghttp://diversity.defense.gov.
Upfront Upfront written by Katherine Griffin5 Minutes with Tujuanna WilliamsFrom Social Justice to D&ITYou take the assessment, youget the result, and then you get anindividual coaching plan. Then weprovide training around culturalawareness, unconscious bias,identifying differences, and crossing bridges. Every officer and allcritical directors have taken thisassessment.ujuanna Williams grewup watching her mother,owner of four Nashvillebeauty salons, advise womenwho wanted to start businesses.Today Williams, who has spentmuch of her career as a diversityleader for major companies, isvice president and chief diversityand inclusion officer of the Federal National Mortgage Association (Fannie Mae). From 2011to 2014, she took a break fromcorporate work to found and runher own executive coaching firm.Williams spoke with DiversityWoman about fear, speaking out,and promoting inclusion.Diversity Woman: What led youto start your coaching company?Tujuanna Williams: My gifts arearound helping people find theirpurpose. And I like positive psychology, because instead of saying, “What’s wrong with me?” it’s aboutsaying, “What are all the things that areright with me, and how do I use them tobecome my better self?”DW: You’ve said that you want to support people who want to be fearless.Why is that important?TW: To be successful, you have to befearless. A lot of this work is aroundbeing able to deploy others throughoutthe organization to drive your strategy.That requires having conversations that,if people are not confident, they can’thave. To have courageous conversations,you have to be a risk taker.DW: How has your background influenced your approach to promotingdiversity and inclusion at Fannie Mae?TW: I came out of HR. Before that, Ispent most of my career in the airlinedi v ers i tywoman.comindustry. I realized [early on] that in thework I was doing, even though it wasn’tnow what is called D&I, I was alwaysthe spokesperson for social justice—some situation where someone wastreated unfairly. People always cameto me and I would be the one givingthem advice, or going to my circle ofcolleagues and saying, “We need to create other opportunities.”DW: What are some achievementsyou’re proud of at Fannie Mae?TW: Fannie Mae is the most diverseorganization I’ve ever been in—inclusion is where we have challenges. Mystrategy here has been around culturalcompetencies, using a tool called theIntercultural Development Inventory. It’sbased on a five-part continuum: denial,polarization, minimization, acceptance,and adaptation.DW: What have the results been?TW: Minimization is where we findmost people. Minimization meansyou don’t see any difference. Youfocus on the similarities. But it’sthe differences that drive innovation. It’s easy to say, “I treat everybody the same—I treat people theway I want to be treated.” But wewant to treat people the way theywant to be treated.Minimization is not a badplace. It is a place of opennessand learning. My goal is to movethe organization from minimization to acceptance. That means whetherI agree with your differences or not, Iaccept them.DW: The fifth stage is adaptation. Canyou explain that?TW: Two percent of the people whotake this assessment are at adaptation.Adaptation is where we’ve got this dancedown pat. I don’t have to lead, but if Ineed to, I can. Or you can lead. I candance to your music, you can dance tomy music, and we’re still in step.DW: Any other important goals?TW: Our biggest opportunity is aroundhow we get more people of color andwomen into the C-suite. Today 33 percentof our senior leaders are women, and35 percent are people of color. Thosenumbers are really good, but you alwayswant more.Fal l 2 0 1 6DI VE R SI T Y W O MAN9
Upfront ShortcutsConqueringYour GoalsDo you have goals you’ve thoughtabout for years but don’t seemto be getting any closer to? Thesetips, based on research by psychologyprofessor Gail Matthews of DominicanUniversity of California, may help.123410DI VERSITY WOMANFa ll 2016The OfficeThe Younger BossDear DW,Do you have any tips for working with a youngerboss?Signed,Confused Baby BoomerDear Confused Baby Boomer, your younger boss doesn’t haveThat’s a question lots of people areasking! It’s not just baby boomers working for Millennials—theolder you get, the more likely it isthat you’ll be asked to report tosomeone younger.When it happens for the firsttime, you may find yourself feeling defensive, anxious, jealous, orsome combination.But, says career coach PhyllisMufson, who’s based in Sarasota,Florida, “It’s up to you to get yourhead on straight.”That means figuring out whyyou’re uncomfortable and whatyou can do about it. If you thinkyou should be the supervisorinstead, maybe the new situation is a wake-up call to get sometraining so you can move forward,says Mufson. If you’re worriedthe experience to manage youeffectively, you may need to spendextra effort communicating whatyou need from him or her.One key to working well despiteany awkwardness is mutualrespect. “Part of your job is to support your boss,” Mufson says.It’s also a good idea to try tofind points of connection. “It’snatural that if somebody is awhole generation younger thanyou, your social reference pointsare going to be different,” Mufsonsays. In casual conversations, lookfor things to talk about that aren’tspecific to your generation.Making these mental shiftsmay take some time. For somehelp along the way, find a trustedcolleague you can talk with as youforge the new relationship.d i v e r s i t y w om an. comTHINKSTOCKPHOTOSWrite your goals down. Getting thegoals out of your head and onto a piece ofpaper (or a computer screen) is often the firststep toward making them more real.Tell someone your goals. Making a public commitment to your intentions—evenif it’s just telling one person—strengthens yourresolve and ability to reach your objectives.Break goals into achievable actions.If your aim is to buy a house, for instance,start by breaking it down into steps like “decidewhat I can afford,” “get prequalified for a loan,”and “research three neighborhoods.” As youcross off each step, you’ll feel more confident,and that builds momentum.Report your progress. Find an accountability partner, perhaps one of the peopleyou’ve told about your goals. The role of thisperson (sometimes called an accountabilitybuddy) is to receive regular updates fromyou about what you’ve done to move towardyour goals.
UpfrontDW Hot List security audit, which tests the strengthof all your passwords and makes recommendations for improving them. Thebasic version (free) gives you unlimitedbackup and syncing for one device; you’llneed to upgrade to premium ( 12/year)for unlimited syncing across mobile anddesktop devices. There’s also an enterprise version for businesses.lastpass.comPasswordManagersOnline security breacheshave been on the rise, and oneway to protect yourself is with agood password management system. Thebasics of any useful system include features to help you create, remember, andsecurely store long, strong, and complexpasswords.Here are three of the top options. Theyall include the basics, and some do more,like send you a security alert when therehas been a breach at a site you use, orprompt you to add newly created passwords to your master database.Don’t worry too much about whichone to choose. It’s not hard to exportdata between systems if you decide totry a different one later.DashlaneThis option offers both off- and onlinecapabilities: you can store your passwords only on your device or sync themonline if you’d prefer. Dashlane allowsyou to share passwords with your emergency contacts and gets high marks forits user-friendliness. The basic versionis free; the premium version ( 40/year)lets you sync across multiple devices andgives you faster access to support.dashlane.comLastPassThis pioneering cloud-based systemincludes extras like security alerts and aKeePassThis offline open-source system canreside on your device, which makes ita good option if you’re wary of uploading your data to the cloud. It has fewerfeatures (no security alerts or audits, forinstance), but it’s free and its encryptionis strong.keepass.infoon the highest-rated morningand evening cable TV shows.Who Talks? is a collaboration among GenderAvenger,Rutgers University Center forAmerican Women and Politics,and the Women’s Media Center.The combined results from March 1, 2016to May 31, 2016 have shown the percentageof women commentators dip as low as15 percent on The Kelly File, whilehovering between a mere 22 to33 percent for Morning Joe, Fox &Friends, New Day, and The RachelMaddow Show. Only one show, AndersonCooper 360 º, held anything close to abalanced average, with 48 percent womenguests over the three-month period.Want to help get the word out? Visit Genderavenger.com to share the latest findings.Etc.Who Talks?THINKSTOCKPHOTOSThis presidential election, with awoman at the top of the Democratic ticket,
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 Pat Olsen Kimberly Olson Tanisha A. Sykes excellence. SALES NORTHEAST John McNamara (732)
