Professional Documents
Culture Documents
Profiles in Diversity Journal - Nov/Dec 2003
Profiles in Diversity Journal - Nov/Dec 2003
James R. Rector
SENIOR EDITOR
From the editorial staff of Profiles in Diversity Journal
Katherine Sandlin
EDITORIAL CONSULTANT
Laurel L. Fumic
CREATIVE PRINTING
David Potokar Master Printing Making Waves
ADVISORY BOARD We believe there is no better way for Profiles in Diversity Journal to celebrate its 5th year of
HONORARY CHAIR publication than by celebrating the accomplishments of women in this second annual
Steve Miller, former Chairman,
President and CEO
Women of Initiative issue.
Shell Oil Company Women made for big news in 2003. For example, this year will be remembered as the year
CHAIR
Edie Fraser, President
Annika Sorenstam made her debut on the PGA tour, the first to “tee it up” with the men’s tour since
Diversity Best Practices
“Babe” Zaharias in 1945. Much like her predecessor, Sorenstam’s achievements in the sport are
VICE CHAIRS
larger than life. Just the year before, she had won 13 of 25 events—truly an all-time achievement in
Carlton Yearwood, VP Business Diversity itself—and secured her spot in the LPGA Hall of Fame. But her incredible milestones took a
Waste Management, Inc. back seat when she announced she had accepted an invitation
John Sequeira, Senior Diversity Advisor from the organizers of the Colonial to play in the event.
Global Diversity—Strategy & Planning
Shell Oil Company Reaction to Sorenstam’s decision was mixed, to say the least. A
Dee Wood, Manager,
Career Network Development
handful of PGA players spoke out against her participation,
OVERSEAS CORRESPONDENTS
aspect was not on her mind as she played her round. By the
Dr. Myrtha Casanova, President time 2003 was done, she would have been followed on the
European Institute for Managing Diversity
Barcelona Spain
“men’s green” by two more exceptional golfers: Suzy Whaley
at the Greater Hartford Open and Michelle Wie on the
Graham Shaw, Director
Centre for Diversity and Business
Nationwide Tour. But Sorenstam, while not the first,
London UK
will certainly be remembered as the one that opened
Anything.
Sharon Larkin, mother of two
active boys and Divisional Vice
President of Human Resources.
Understanding Diversity
as a Business Issue . . . . . . . . . . . . . . . . . . . .34
From Challenge to Opportunity . . . . . . . . . . .12 Betsy Bernard
Laurette Koellner AT&T
The Boeing Company
Corporate Responsibility . . . . . . . . . . . . . . . .35
Positive Impact . . . . . . . . . . . . . . . . . . . . . . . .14 Barbara J. Krumsiek
Calvert Group, Ltd.
Linda Gooden
Lockheed Martin Corporation
Passion Isn’t Enough . . . . . . . . . . . . . . . . . . .36
Just Another First . . . . . . . . . . . . . . . . . . . . .16 Lynn Laverty Elsenhans
Shell Oil Company
Anne Stevens
Ford Motor Company
Because We Can . . . . . . . . . . . . . . . . . . . . . .42
Steward of America’s Heritage Lurita Doan
New Technology Management, Inc.
and Resources . . . . . . . . . . . . . . . . . . . . . . . .19
Secretary Gale Norton
U.S. Department of the Interior
Women of Initiative
Alexis M. Herman, MGM MIRAGE . . . . . . . . . . . . . .76
Alison Anthony, Williams . . . . . . . . . . . . . . . . . . . . .64
Anna Mok, Deloitte & Touche LLP . . . . . . . . . . . . . .69
Ana Mollinedo,
Starwood Hotels & Resorts Worldwide, Inc. . . . . . . .92
Angie Casciato, Credit Suisse First Boston . . . . . .68
Arleas Upton Kea, FDIC . . . . . . . . . . . . . . . . . . . . . .52
Audrey Boone Tillman, AFLAC . . . . . . . . . . . . . . . .46
Barbara Kipp, PricewaterhouseCoopers . . . . . . . . .64
Beverly Ramsey, Los Alamos National Laboratory .54
Bonita C. Stewart, DaimlerChrysler Corporation . .46
Brenda Fraser Castonguay, Progress Energy . . . .59
Caryl M. Stern, Anti-Defamation League . . . . . . . . .47
Catherine Land-Waters, AGL Resources . . . . . . . .48
Celeste Amaral, Eastman Kodak Company . . . . . .50
Cherie Rice, Waste Management, Inc. . . . . . . . . . .78 Jean Crowder Drummond, HCD International . . . .79
Christine A. MacKenzie, Jean Thomas, Cendant Corporation Hotel Group . .66
DaimlerChrysler Corporation . . . . . . . . . . . . . . . . . . .49
Jeannie H. Diefenderfer, Verizon . . . . . . . . . . . . . .92
Connie Glaser, Author . . . . . . . . . . . . . . . . . . . . . . . .88
Joyce A. Bender,
Deborah Cannon, Bank of America . . . . . . . . . . . . .86 Bender Consulting Services, Inc. . . . . . . . . . . . . . . . .85
Deborah Elam, General Electric . . . . . . . . . . . . . . . .53 Joyce Mosley, IKEA . . . . . . . . . . . . . . . . . . . . . . . . . .77
Dickie Sykes, AMEC . . . . . . . . . . . . . . . . . . . . . . . . .72 Karen A. Smith-Pilkington,
Dr. Z. Clara Brennan, Eastman Kodak Company . . . . . . . . . . . . . . . . . . . . .56
St. Augustine College, Chicago . . . . . . . . . . . . . . . . .50 Kathy Geier,
Ellen Schubert, UBS Investment Bank . . . . . . . . . .84 The Goodyear Tire & Rubber Company . . . . . . . . . . .78
Geri P. Thomas, Bank of America . . . . . . . . . . . . . .51 Kimpa Moss, RSM McGladrey, Inc. . . . . . . . . . . . . .66
Ginger Parysek, Lili Zheng, Deloitte & Touche LLP . . . . . . . . . . . . . .67
The Lifetime Healthcare Companies . . . . . . . . . . . . .54 Lorraine Brock, Nationwide Insurance . . . . . . . . . .76
Gloria Pace King, Lynn Crump-Caine, McDonald’s Corporation . . . . .90
United Way of Central Carolinas, Inc. . . . . . . . . . . . .93
Maria Degois-Sainz, Guidant Corporation . . . . . . .57
Ilene H. Lang, Catalyst . . . . . . . . . . . . . . . . . . . . . . .86
Marie C. Johns, Verizon . . . . . . . . . . . . . . . . . . . . . .95
Jackie Martin,
United Way of the Texas Gulf Coast . . . . . . . . . . . . .56 Mary C. Farrell, UBS Wealth Management USA . . .72
Jane Wildman, Mary George Opperman, Cornell University . . . . .84
Procter & Gamble Baby Care . . . . . . . . . . . . . . . . . . .65 Michelle M. Crosby, Ph.D.,
Starwood Hotels & Resorts Worldwide, Inc. . . . . . . .94
Nancy Lonsinger, Roche Diagnostics . . . . . . . . . . .94
Orien Reid, Alzheimer’s Association . . . . . . . . . . . .91
Patricia Bomba, M.D., F.A.C.P.,
Excellus BlueCross BlueShield . . . . . . . . . . . . . . . . .52
Sara L. Hays, Hyatt Hotels Corporation . . . . . . . . . .87
Shelley J. Seifert, National City Corporation . . . . .48
Stephanie K. Wernet,
The Goodyear Tire & Rubber Company . . . . . . . . . . .68
Sylvia H. Plunkett, FDIC . . . . . . . . . . . . . . . . . . . . . .55
Ursula M. Burns, Xerox Corporation . . . . . . . . . . . .90
Yolanda Conyers, Dell Inc. . . . . . . . . . . . . . . . . . . . .59
Women of Initiative
Legal Briefings
Women and the Workforce . . . . . . . . . . . . . . . 108
Holland & Knight LLP
Forty years after the enactment of Title VII of the Civil Rights Act,
sex harassment and discrimination remain major impediments to
achieving a diverse and inclusive workplace.
From
CHALLENGE to
Engaging and educating
every employee is
Laurette Koellner’s
strategy for maximizing
creativity and innovation.
Laurette Koellner
Executive Vice President
Chief People and Administrative Officer
The Boeing Company
aurette Koellner has never shied development, empower them to turn their Throughout her life, Koellner has
away from a challenge. During ideas into process improvements, and learned to take a challenge and turn it
her 25-year career in the provide them with the information they into opportunity.
aerospace industry she has need to do their jobs as efficiently
applied personal qualities of as possible.” Koellner grew up in Brooklyn, NY, where
determination, curiosity, and diligence to her father was deputy chief of the New
every position she’s held and every “Laurette’s leadership has focused her York City Fire Department. Her father
business objective she has achieved. teams on developing clear strategies and and mother moved her family from
metrics to achieve business results. Brooklyn to Merritt Island, FL in the
As executive vice president and chief We’ve realized the benefit of her influence middle of her senior year in high school.
People and Administration officer—and as we’ve worked across our enterprise to
the top female executive at the world’s implement Boeing’s diversity and Following graduation from high school in
leading aerospace company—she travels compliance strategy,” said Joyce Tucker, Florida, Koellner began working at clerical
the globe promoting The Boeing Boeing Vice President—Global Diversity, jobs while attending college in the
Company’s global strategy and Compliance and Policy Administration. evenings. The experience proved to
business objectives. Koellner that hard work pays off when
Koellner takes the philosophy of Lifelong partnered with clear goals.
At every employee meeting Koellner hosts, Learning beyond Boeing. As a mentor in
O P P O RT U N IT Y
she takes the time to reiterate the a Chicago-based program, New Leaders As a co-op night student at the
importance of Employee Involvement in for New Schools, she is supporting University of Central Florida’s Brevard
the workplace, the business case for Boeing’s K-12 education strategy— County campus, Koellner earned her
diversity, and the value of Lifelong and proving that Boeing’s community bachelor’s degree while working at
Learning. investment is about much more than Patrick Air Force Base. Later, she earned a
just dollars. Master of Business Administration at
“We must involve and develop Stetson University while working at
employees at all levels,” said Koellner. Under Koellner’s direction, Boeing is McDonnell Douglas.
“There is no question we have a ton of working across the enterprise to direct
untapped potential in our people. It’s support for elementary and secondary Throughout her career Koellner sought
leadership’s job to create an atmosphere education to teachers—and therefore all lateral assignments, often requiring moves
where employees’ ideas can flow.” of the students they subsequently teach across the country, to gain experience in
throughout their careers. different areas of the business. This
Koellner believes strongly that diversity diversity of experience was key in her later
among Boeing employees strengthens the
resources of the company and brings
“It’s leadership’s selection for a series of increasingly senior
leadership positions.
value to the business. “Optimum
innovation will only happen when we job to create an Koellner married her high school
leverage the multiple perspectives, talent sweetheart from Brooklyn, Victor. They
and skills of our diverse workforce,” atmosphere where have a daughter, Stacey-Anne, who is a
said Koellner. senior in college. PDJ
P O S I T I V E I M P A C T
A
sk businesswoman Linda Gooden for providing the year’s greatest • The Social Security Administration to
what she’s proudest of professionally, contributions to the federal information- accurately and promptly process Social
and she states—without a moment’s technology community. Security benefits for 50 million
hesitation—that the company she Americans each month;
manages has had a positive impact To Gooden, her biggest success is that
on people across America. the company she leads is helping make • The Federal Bureau of Investigation to
a difference. operate and maintain its Automated
She doesn’t mention that she is the first Fingerprint Identification System,
and only minority woman to serve as “Our company slogan is ‘Helping Make which records 14.3 million fingerprints
president of an operating company within America a Better Place to Live,’ and it’s each year and reduces the time it takes
Lockheed Martin, a Fortune 100 important to all of us to know that we’re law enforcement agencies to identify
corporation that’s the largest information providing IT services that enable our criminals; and
technology provider to the federal customers to address important social
government. Or that the company over issues,” she says. • The Office of Child Support
which she presides—Lockheed Martin Enforcement to identify delinquent
Information Technology—has recorded Satisfying customers and shareholders is a child-support payments, which has
25 percent annual growth for the past five top business priority, and Gooden’s resulted in identifying more than
years, today employing more than organization achieves that goal by $21 billion owed to children whose
7,000 people in 24 states. Or that she’s focusing on the needs of the end-users— divorced parents have reneged on their
won several national awards for her the people who benefit from the financial responsibility.
leadership and contributions to the customer services. To name just a few of
business world, including the 2002 many, Lockheed Martin Information “We work on some very important
Corporate Leadership Award by Women in Technology provides advanced IT systems projects that really affect people’s lives,”
Technology and the 2002 Federal 100 and services that enable: Gooden says. “These projects have a big
“Eagle” Award by Federal Computer Week impact on a lot of people. It’s good to
of the Community
the quality of life in America.”
Lifelong Lessons at an
Early Age
Gooden sees in each
employee the inherent
Gooden grew up the only girl in a family talent and value that her
with four brothers, a devoted mother with family and mentors along
high expectations, and a truck-driver the way have seen in her.
father who insisted that his children She looks at a person not in
receive a good education. Her oldest terms of gender or race, but
brother, 11 years her senior, was a with a deep respect for the
entrepreneurial
about the fact that he and his siblings had at stake than a bowl of
the talent to do anything they set their ice cream.
within a large
minds to. One summer when he worked
at a local park, he woke Gooden and her Lockheed Martin
corporation.”
younger brother early every day to play on Information Technology, a
sports teams there. Whatever the sport, $1 billion business, supplies
the winning team always got ice cream. IT systems and solutions to
a wide range of customers,
“Those early days at the park taught me a including the U.S. Linda Gooden
lot about winning and losing as a team departments of Health and President
and about the value of having a good Human Services; Energy; Lockheed Martin
team that works well together,” Justice; Commerce; Information Technology
Gooden says. Transportation; and Lockheed Martin Corporation
Defense, including three
Her brother’s influence continued as the branches of the Armed “We care about our community, about the
siblings matured. He went on to earn a Services. Customers also include the Social future, about our customers and about
Ph.D., and he always set an example that Security Administration, General our shareholders, and we have a good
education had value. Accounting Office, Environmental balance of concern for all of those entities.
Protection Agency, National Aeronautics We try new and different things that are
“My brother never let me use my gender and Space Administration, and numerous smart business decisions and benefit the
or race as an excuse,” says Gooden, whose large commercial clients. lives of real people.”
family is African-American. “That was an
important value he learned, we all learned, The company, which was formed in 1997 Working to Improve the
from my mother. She instilled in all five of with Gooden at the helm, grew from a Lives of Others
us the belief that we could achieve pilot program she designed in 1994 to Acting on its concern for the
whatever we focused on.” modernize Social Security systems. The community, Lockheed Martin
company continues to provide cutting- Information Technology—which is
Growing up as the only girl among four edge solutions in the IT marketplace. headquartered in Seabrook, MD, and has
brothers has served Gooden well in locations in 24 states—partners with
business. For one, she grew up considering “You really can be entrepreneurial within local public schools and colleges to
herself one of her brothers’ peers—not a large corporation,” she says of improve education.
as someone who was different because Information Technology, an operating
she was female. For another, that company within the larger Lockheed The company established a math and
experience has enabled her to move Martin Corporation, which employs more science academy in a Maryland high
continued page 32
comfortably in predominantly male than 125,000 people around the world.
corporate executive circles.
1-800-573-2867 www.diversityjournal.com Profiles in Diversity Journal • November/December 2003 page 15
FIRST
Just Another
Shattering the Glass Ceiling Women of Initiative
F
It was just another first for Stevens, Stevens firmly believes in the power of
54, who recently was named Ford Motor diversity to strengthen corporations and
Company’s first female group vice enrich lives. Again, it was a lesson learned
president. In her new position, she has at her father’s knee.
responsibilities for all Ford automotive
ord Motor operations in the major Canadian, “This early awareness of the strength in
Company’s Mexican and South American markets. diversity was one of the many valuable
Anne Stevens lessons that I have carried with me in
says she owes It’s a weighty job, especially during a time nearly every facet of my life,” she said.
much of her when great pressure is on the domestic “My dad taught me to never equate
success to a auto industry. Stevens says she’s looking knowledge or intelligence with position.
willingness to take forward to the challenge. Some of the smartest people are often on
risks—in and out of the front line.
the office. “My father believed in taking risks … that
if you aren’t going for the stretch of your “I’ll know I’ve reached my pinnacle as a
One of her most abilities, you will never maximize your business leader when I’ve created an
recent: piloting an opportunity to learn,” she said. “He inspired, high performing, aligned team
F-16 fighter jet as part taught me that the biggest sin we could that not only performs well, individually
of her role on the commit in life was to not fully develop and together, but also has with it a sense
Lockheed Martin and use all of the talent and potential of camaraderie and mutual caring.”
Board of Directors. that we were born with. Knowledge is
Under the guidance of power, but only in using it will you ever Prior to assuming her new role, Stevens
professional fighter pilots, she reached a have true power in life.” had been the Company’s vice president,
mind-bending speed of 9 Gs—faster than North America Vehicle Operations, since
any non-pilot had traveled in the jets for Stevens, who was born in Reading, PA, August 1, 2001. In that capacity, she was
continued page 26
at least seven years. always was a tinkerer. After briefly
continued page 38
daily with 562 federally recognized Management; Bennett Raley, Native
I
nrealitywearenotaddingaprogram;weareleadinga company Intranet.
“ culturalchange,”saysPernilleLopez,president,IKEANorthAmerica,
speakingfranklyaboutthefurniture Lopez offers an analogy to illustrate the endless potential of
retailer’scomprehensivediversityinitiatives.Sincetakingovertheroleof valuing differences: “I have this tiny kaleidoscope which serves as a
presidentin2001,Lopezhasmade daily reminder of how important both diversity and change are to
diversityapriorityandhassucceededinputtingitonthe IKEA. The colors refracted inside the kaleidoscope are always
company’sglobalagenda. mixing and changing into new and interesting patterns. I think
IKEA is much like a cultural kaleidoscope in its ever-growing
Looking toward further integration of the innovative diversity diversity—and I think that’s a very strong asset. If we can embrace
strategies that have come under her leadership, she adds, the diversity of viewpoints that we are lucky enough to have, then
“Awareness has to become an integral part of the way we do I think that we can be ‘kaleidoscopic’ in our ability to always be
Kaleidoscope
Wife, mother, and leader of a culture is all about being different and
become the best retailer for
which to work.
Cisco’s Susan Bostrom works to inspire our next generation of women in technology
San Jose, CA headquarters and Bostrom Female Executives, and the Professional annual event and serves as an advisor
stepped up to be the executive sponsor. Businesswomen of California for being on the overall direction and agenda for
The group formed the network to increase one of the best places for women to work. the conference.
Cisco’s competitive advantage by
capitalizing on the talents and skills of its One best practice that Cisco is often asked Cisco also has been recognized for its
women employees. The launch of this about is its annual Women’s Leadership efforts around developing a pipeline for
network generated momentum across Conference. The conference is a forum women in technology. Cisco recently
Cisco, resulting in the formation of many produced a video entitled “I Am An
women’s networks and eventually a Engineer.” The video profiles four women
broader effort—the “Women’s Initiative.” “Women are more engineers at Cisco who defy stereotypes
and talk about what they like about being
The focused effort continues to develop a than 50 percent of engineers. The video was created for 12-17
pipeline and increase the representation of year old girls as a tool to start the
women at the company. Today, there are conversation about careers in technology
16 women’s networks at Cisco throughout the global population and has been shown at conferences,
the U.S., Asia and Europe. In addition, in schools as part of Cisco Networking
functional networks for women in but underrepresented Academy classes, and with Cisco
technology/engineering and sales have customers and partners. Cisco is also
been created. developing workshops and programs
in the technology to encourage more girls and women
“The participation of senior leaders across around the world to enter the
the company has been critical to the industry at large. technology profession.
success of Cisco’s Women’s Initiative,”
says Bostrom. “Many of my peers have Despite all of the achievements to date,
volunteered to sponsor new networks,
We need more women Bostrom is a realist when it comes to
giving more women the opportunity to Cisco’s Women’s Initiative. “We have a lot
network with other women, develop their to enter these fields of work to do, a lot of progress to make,
careers at Cisco, and increase their and much to look forward to.” In the
visibility at the company.” and it starts with our meantime, she’s keeping her fingers
crossed that at least one of her daughters
Bostrom is pleased that Cisco has received will pursue an engineering degree.
recognition for its Women’s Initiative daughters and nieces.”
and is increasingly asked to share best For more information on the Women’s
Initiative at Cisco Systems, Inc.,
practices with other companies within contact Karen Bohanon, Manager
and outside of the technology industry. for leaders at the company to take a hard of the Worldwide Diversity Group,
at kbohanon@cisco.com.
Cisco has been named one of the “100 look at the progress that has been made
PDJ
Best Companies for Working Mothers” by over the past year and the obstacles that
Working Mother for three years in a row. need to be overcome related to the
It was also recognized by Fortune development of women at the company.
magazine, the National Association for Bostrom delivers the keynote at this
Delicate
BALANCE
Mentor, champion, critic—PwC’s Ann Thornburg on
getting, and giving, the support we need to excel.
F
or Ann Thornburg, diversity—and plurality—of Thornburg is also the first and only woman elected to PwC’s U.S.
perspectives and role models are principles to live by. Board of Partners and Principals. She was elected in 2001 for a
Ann is an audit partner at PricewaterhouseCoopers, four-year term by the partnership in part due to her reputation for
member of PwC’s U.S. Board of Partners and Principals, and being outspoken. “One trait valued highly on our Board is the
leader of PwC’s CIPS (Consumer-Industrial-Products-Services) ability to speak out and challenge things when needed. I stand up
industry for Boston. for what I believe should be done without concern for the personal
implications, sometimes to a fault,” she states.
“The power of multiple inputs is incredible,” she says. “There is no
‘one size fits all’ role model for women. There are many different When Thornburg was elected to the Board, she too sought advice
models, diverse styles and perspectives to gain from others,” she from several former Board members. She learned from them that
says. “Women need to reach out to a broad network of mentors there is “a delicate balance in managing Board relationships. You
and role models to develop a catalog of wisdom,” she continues. want to be a trusted advisor and not just an outspoken
“Don’t put all your eggs in one basket, or be too reliant on one critic. It’s important to be supportive of management while
person when you can grow and learn from the styles and input of watchful of potential issues,” she explains.
different people.” She cites one mentor who once gave her
advice that was hard to swallow. “He was tough and harsh, but Thornburg also recognizes the role women serve especially well.
he gave me real words of wisdom that I have never forgotten,” “Women can be very effective in business. Women are so good at
she admits. “It helped me face up to some things I had to change,” reading non-verbal signals and listening to what is said and what’s
she explains. not said,” she says. “Women have other unique skills that are very
effective when we capitalize on them.”
In her more than 25 years of experience providing services to
healthcare and non-profit organizations, Thornburg has marked As evidence of PwC’s serious commitment to women, Thornburg
several “firsts” in her career. She was the first woman in the serves as chair of the Partner Admissions Committee on PwC’s
Boston office to be admitted to the partnership. In recognition of Board. “It’s a symbol that women are important and it ensures
her ability to engender trust and respect among her partners, she fairness in the process. But the best part has been to see my male
continued page 26
was appointed PwC’s CIPS leader in Boston when there were no partners support diversity as much as I do,” she states.
other women on the firm’s Boston leadership team.
“Women can be very effective in Over the past 10 years, Thornburg has also learned to enjoy golf as
a “comfortable way to integrate business with fun. It’s a great
business. Women are equalizer,” she says. She recently sponsored a skills-building golf
day at her country club for PwC Boston women partners and
so good at reading managers. “It’s important for women to get over the first hurdle,
and a great way to do it is with other women,” Thornburg advises.
non-verbal signals and
listening to what is said Among all her community involvement, she serves as a member
and former chair of the Board of Directors of Goddard House, a
and what’s not said.” nursing and assisted living facility. “Women can do a great job
networking through community activities. It’s a good place to
Ann Thornburg expand your horizons and develop skills, and do something
Audit Partner, U.S. Board of Partners and Principals, worthwhile and beneficial for yourself and others,” she concludes.
and Leader of the Consumer-Industrial-Products-
Services Industry, Boston PricewaterhouseCoopers (www.pwc.com) provides industry-focused
PricewaterhouseCoopers LLP assurance, tax and advisory services for public and private clients. More than
120,000 people in 139 countries connect their thinking, experience and
solutions to build public trust and enhance value for clients and their
To succeed in both personal and professional goals, Thornburg stakeholders. For more information about diversity at
asserts, women “must be explicit about their goals, whether they’re PricewaterhouseCoopers, contact Leslie Azia, PricewaterhouseCoopers,
Center for an Inclusive Workplace, at leslie.a.azia@us.pwc.com. PDJ
D
iane H. Gulyas has always been fascinated by meetings. I saw how the company made decisions and
“how things work.” Group vice president of the allocated resources, but most importantly, I developed a
DuPont Electronic & Communication personal network that included the top 50 people at
Technologies platform—comprising Display Technologies, DuPont, an asset that I continue to use today.”
Electronic Technologies, Fluoroproducts and Imaging
Technologies—she says her natural curiosity found a Gulyas has held two positions as global business
home at the true growth environment of DuPont. director—Nylon Fibers New Business
Development and Global Zytel® Engineering
Gulyas joined DuPont in 1978, a chemical Polymers. Before being appointed group vice
engineering major recruited from the University president in February 2002, she held the vice
of Notre Dame. president and general manager position of the
DuPont Advanced Fibers Businesses—Kevlar®,
“I went to Notre Dame in the second year that Nomex®, and Teflon® fibers, at the Spruance
women freshman were admitted,” says Gulyas, “so Plant in Richmond, VA.
the student body was 5000 men to 500 women.
Needless to say, I had no problem moving into a Active in her community, Gulyas is a former
male-dominated field from there. Board Member of the United Way of Richmond
and DuPont’s 2004 Chairperson for United Way.
“DuPont was attractive to me because they She was a member of the Executive Committee of
offered me a flexible career path. My recruiter the Virginia Business Council. She currently serves
said that I should come as an engineer and see on the Strategic Direction and Advocacy
where my interests and talents take me. He spoke committees of the Delaware Nature Society.
the truth—DuPont provides great development
opportunities and does not pigeon-hole “I think that participating in the community is very
people based on their education.” important,” says Gulyas. “It is part of what keeps us
balanced. At the highest levels in corporate America, it
Gulyas spent her first ten years in a variety of sales, is a challenge to find balance for women—and men as
marketing, technical and systems development positions, well—as the demands on our time are great. You just
primarily in the DuPont Polymers business. The next four have to have discipline to carve out time for the things
years, she was in Europe as European business manager, that you value ... for me, it might be playing golf with my
based in Geneva, for Engineering Polymers, and plant husband, taking the dog for a long walk in the park, or
superintendent at the Mechelen, Belgium site. She served spending time with my sisters.”
as executive assistant to the Chairman of the Board,
E.S. Woolard, in 1993-1994.
G
roup vice president of DuPont Safety & Protection, I had a wonderful mentor in the staff Vice President
Ellen J. Kullman leads a $4.0 B business enterprise who really challenged me to think more broadly on
that is one of the five growth platforms of the business opportunity. I grew tremendously during this
DuPont Company: DuPont Advanced Fiber Systems, DuPont job—it established many of my beliefs and principles
Chemical Solutions Enterprise, DuPont Nonwovens, on Business development and resource allocation.
DuPont Safety Resources and DuPont Surfaces. Under
her direction, DuPont Safety & Protection is “Often I see women who are not happy in
focused on becoming the global market leader in their role yet wait for someone/something else
providing solutions for people, property and to change it. We are responsible for our own
operations in the area of safety, security development and our satisfaction with our
and protection. careers,” says Kullman. “The roles I have
excelled in are the ones that I have loved.
Kullman began her career at DuPont in 1988 as And to find that ‘match’ is key.
marketing manager in the medical imaging
business. Following two years as business director “Both Diane and I are believers that we
for the x-ray film business, she moved to Printing need to do everything we can to help
& Publishing as global business director, electronic women succeed in the company,” she says.
imaging. In 1994, she joined White Pigment & “I mentor several individuals, and when I
Mineral Products as global business director and travel to DuPont offices—especially those
was named vice president and general manager in outside the U.S., where the networks are
1995. She assumed leadership of two high growth not as well developed as ours—I often get
businesses, DuPont Safety Resources (1998) and the women together to discuss what is
Bio-Based Materials (1999). Ellen was named group going on and to exchange ideas.”
vice president and general manager in 2000 with the
addition of Corporate New Business Development and Kullman received a Bachelor of Science degree in
Intellectual Assets Licensing. She later assumed Mechanical Engineering from Tufts University and
responsibility for DuPont Flooring Systems and MBA from Northwestern University. She serves on
DuPont Surfaces in 2001. She was named to her the Boards of the Delaware Symphony, the Board of
current position in February 2002. Overseers for Tufts University School of Engineering
and as a trustee of Christiana Care Corporation. She
Before joining DuPont, Ellen worked for and her husband, Michael, live in Greenville, DE, with
General Electric in various business development and their daughter and twin sons.
marketing positions.
“I really don’t believe there is such a thing as balance with
“While at GE I worked on the Vice Chairman’s staff,” says these jobs,” says Kullman. “I say ‘jobs’ because my position
Kullman. “There were only three of us, so I was deeply at DuPont is a 24/7 job and my family is a 24/7 job.
involved in how the company worked and made decisions. Somewhere in there I figure out how to get the important
stuff done. There are school functions/sporting events
ELLEN J. KULLMAN during the day and travel meetings at night or on
Group Vice President weekends. I love what I do and I love my family.
DuPont Safety & Protection And if you really love it then it will work out!” PDJ
G
loria Bohan founded federal government. These travel of travel wasn’t enough, Bohan seeks to
Omega World Travel in 1972. management contracts opened the door open new ones. She is a co-founder of
Her first office, located in to Omega becoming one of the largest Space Adventures, a company promoting
Fredericksburg, VA, started government contractors in the country. private space tourism.
with one employee and some ideas about By the mid-eighties, Omega had become
business that were fairly radical at the one of the largest agencies in the greater “The core strength of our company
time. While the competition stayed behind Washington area by pioneering the emanates from the professionals who
their desks, Bohan went door to door with concepts of on-site locations, business drive the service,” says Bohan, a hands-on
Omega brochures, and personally travel management, and servicing official owner who travels regularly to meet with
delivered tickets. She kept her offices government travel. her offices around the world. “My goal is
open late, while the competition closed to make every employee think like a
at 5:00 p.m. By the late seventies, not only Over the last decade, Bohan, a hands-on salesperson and have them offer the client
was Omega a full-fledged competitor, owner, has continually diversified Omega, the best deal and be totally responsive to
Bohan had positioned it to be a which now services every major area of their needs.
trend-setter. corporate, leisure and government travel.
Omega provides full service, on-site “We advise, communicate and relate to
Omega was an early user of computer corporate and on-site government offices the customer. We benchmark needs and
reservation systems and a pioneer in with more than 200 locations worldwide, bring our own creative resources and
24-hour emergency service. In 1982, including fulfillment centers, overseas partners together to attain the highest
Omega was one of the first companies to offices, and Internet services, with 1,100 service levels. Our diverse domestic
competitively bid on official government employees and revenues in excess of employee base has enhanced the
business under a test program by the $1 billion. And as if conquering this world company’s ability to service customers
MISSION
POSSIBLE
page 30 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
mission possible Continued from page 30
Gloria Bohan, Omega World Travel
around the world. We provide an the table 31 years of experience and enterprise, her commitment to the
environment for our employees to grow innovation, and an infrastructure that advancement of women, and fidelity
and prove what they can achieve. offers choices and customization. to the values and ideals of liberal
Through our advances in technology, our education.” She has also received
“We believe that through training, growth and leadership position in the Entrepreneur of the Year Award from
incentives and an entrepreneurial travel industry will continue.” the Business Women’s Network and
approach, leaders are born. the National Foundation for
Omega is certified as a woman-owned Women Legislators.
“Omega is a proven leader in the travel business by the Women’s Business
business. We see no limits. We bring to Enterprise National Council (WBENC). Bohan is a member of The National
In 2002, Omega World Travel was Association of Women’s Business
“My goal is to honored as Top Diversity-Owned Owners, Women Presidents’
make every employee Business in the U.S. by small business Organization and The American Society
portal Div2000.com. Omega’s employee of Travel Agents. She is active in a
think like a base is 86% woman and minority. number of civic groups including the
Race for the Cure, Suited for Change,
salesperson and Bohan received the Entrepreneurial The Leukemia & Lymphoma Society,
have them offer Visionary Award in 2003 from the Girl Scouts of America and the
Women’s Business Center in recognition Salvation Army.
the client the best deal of outstanding women of extraordinary
and be totally accomplishments. Earlier this year, she For more information about Omega World
Travel, contact Suzanne O’Donnell at
was awarded an Honorary Doctorate
responsive to from Marymount Manhattan College for
sodonnell@owt.net. PDJ
Understanding
Diversity
As a Business Issue
AT&T works hard to create not only equal
opportunity, but also expanded opportunity.
T
he U.S. Supreme Court’s do not represent the incredible diversity of also expanded opportunity at AT&T.
recent University of the marketplace. That’s why smart I personally benefited from this
Michigan decisions, which companies energetically foster a corporate commitment. When I first joined the
upheld the principles of culture that embraces diversity and company, in 1977, I was chosen for the
diversity, were great news. encourages inclusion. They have strategies company’s Management Development
The Court clearly recognized that diverse for recruiting, developing and retaining Program. The program groomed women,
universities are critical to making the talented women and minorities. And they minorities and high-potential college
“American Dream” a reality. have mentoring programs to help women recruits to be leaders in AT&T by exposing
and minorities develop a wide variety us to many parts of the business.
And the decisions were great news for of skills and connect with powerful
corporate America. No internal networks. Today, I am AT&T’s first woman president.
company will
succeed if the In short, smart companies manage When I returned to AT&T two years ago,
people at the diversity just as they do other important one of my priorities was creating an
top—and in the business issues. emerging leaders program, much like the
talent pipeline— one that helped me. It focuses on building
At AT&T, we define diversity broadly. It’s skills through rotational assignments for
not just about gender or race. It’s about high-potential managers. More than 40
all of the dimensions of diversity and the percent of the participants are minorities.
richness they bring to our workforce and
our world. Our strategic intent is clear: The next wave
of AT&T leaders will better reflect the
AT&T values diversity because it’s the communities in which we live and work.
right thing to do for our employees and
it’s the right thing to do for our business. Our commitment to those communities
Diversity sparks creativity and goes beyond workforce programs to AT&T
innovation, which are keys to Cares and the AT&T Foundation, through
survival, let alone success, in which we donate dollars, services and time
today’s global marketplace. to help keep our communities strong. Our
Diversity broadens our programs and policies also support our
perspective as a company. commitment to making purchases from a
And it helps win the trust of diverse base of suppliers who reflect the
customers, stakeholders and communities we serve.
suppliers of all backgrounds.
We also sponsor seven internal business
We work hard to create not resource groups that reflect the diversity of
only equal opportunity, but AT&T people: Asian Americans, African
continued page 40
Betsy Bernard
President, AT&T
page 34 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
Shattering the Glass Ceiling Women of Initiative
N accountability scandals
may have passed from the
front page in recent
months, but the scandals
continue to have a significant impact on
our world. They have destabilized and
depressed markets and, perhaps most
end, in June 2003 Calvert launched
Corporate Responsibility Matters, a
comprehensive program designed to
achieve five main goals:
• Strive for integrity-driven performance
through continued evaluation of the
corporate governance practices of each
efforts to promote board diversity. Calvert
has long recognized that diversity is an
important attribute of a well-
functioning board of directors.
continued page 38
Boardrooms that look like America serve
PASSION
Planning, Sustainable Development, and External Affairs for
Royal Dutch/Shell in London before assuming her current position
in June 2003.
Isn’t Enough
iversity and inclusiveness are values in Shell that We have much yet to do in the areas of
Having said that, passion isn’t enough. We must have very clear
targets and leaders accountable for delivering those targets. We
must have policies that are solid and the kinds of practices in our
developing the talent we have in order for it
to be the best that it can be. We’ve made
progress in that we now have very
structured talent management reviews
that we take very seriously in terms
of succession planning and
development opportunities for our
company that support what we are trying to achieve. I feel in future leaders. We conduct these
Shell that we do have these elements in place. We’ve made a lot reviews with a “diversity lens” to ensure
of very good progress, but there is still much to be done. that we consider underrepresented
minorities and women in meeting
I believe we are well along on our journey of making diversity our objectives.
part of our everyday business. Each Shell organization has a
diversity scorecard to measure progress toward creating an Our nine employee networks continue to
inclusive work environment, achieving goals for workforce flourish and Shell is strengthening their
representation, minority- and women-owned business spend role and more closely linking their
and managing our talent pipeline. activities to business goals. These networks
support our efforts to attract and recruit
These scorecards are one method to ensure that businesses and talent, onboard new hires, and retain the
their leaders track progress and achieve the company’s diversity talent we already have through mentoring
goals. Linking diversity performance to the compensation of our and development opportunities. They also
leaders reinforces accountability. help Shell deliver on its commitment to be
a good corporate citizen through community
continued page 40
All this is a strong signal from the top that “lip service” service and volunteer activities.
isn’t good enough and that Shell leadership is determined
to make diversity and inclusiveness
a part of the cultural fabric of this company.
Lynn Laverty Elsenhans
President and Country Chair
Shell Oil Company
State Treasurers signaled their agreement direct way for investors to influence
by passing a resolution on corporate corporate behavior.
governance that incorporates aspects of
years in contracting with small workforce instead of the average Secretary Gale Norton, U.S. Interior Department
businesses. Interior also rates above 7.5 percent. In fact, there has been an
the government-wide average of increase in the employment numbers of
employment of persons with women, minorities and people with
“A diverse workforce
disabilities—with 10 percent of the disabilities under Norton’s tenure. is essential to
By ensuring that the
providing
Department services to the
workforce includes
employees of all
culturally and
backgrounds and linguistically
experiences, Interior
is better able to varied
understand and serve populations that
its customers, the
citizens of America. visit and work
For more information
with the
about the diversity of the
U.S. Department of the
Department’s
Interior, contact
John Wright, at
facilities and lands.”
John_Wright@ios.doi.gov. PDJ
business issue
diversity goals were “top of mind” in recruiting
Betsy Bernard was leaving her post at professional networking groups? How
planning standards, so that the slate of
Today, more than ever, when investors, The Black CEO: What does it take to get
customers and the general public are to the top ... and stay there?
Subscribe today. Call
1-800-573-2867
closely scrutinizing corporate America,
companies must focus on results, not
empty rhetoric, when it comes to diversity. or visit www.diversityjournal.com
Because
We Can
Lurita Doan, Founder
and President of
New Technology Management, Inc.
on the entrepreneurial spirit
that led her to take on the
“big boys” of high-tech. Photo by Cameron Davidson
“I started my business
initiative, and by seeking out life—and the importance of participating in
business—opportunities wherever they society and politics and insisting on
may exist, we can not only take equal rights. She operated a successful
responsibility for our lives but also take with $25.00, business at a time when women did not
on a greater responsibility to society. yet have the right to vote. She believed
no customers and passionately in the power of the vote as
Today’s women have more social and
financial freedoms and more personal
no business experience, the ultimate exercise of our rights as
citizens of the United States—a privilege
ability to turn small business except that gained that too many women, a century later,
opportunities into thriving enterprises take for granted.
than ever before. I’ve been incredibly
from watching three
fortunate to be able to pursue my generations of women I believe in being politically active and
professional dreams and lead my own the importance of the individual vote.
company, while also playing a role in and men in my family I also believe that “you put your money
making the country a better and safer working in their where your mouth is,” so each NTMI
place to live. employee is granted three hours’ paid
own businesses.” leave on Election Day to get out and
My company, New Technology vote. I think of this as a small civic
Management, Inc. (NTMI), fulfills high-visibility, high-risk contribution, which I hope more businesses will adopt. For me it’s
contracts that are essential to our nation’s border security. NTMI also a tribute to my grandmother’s passion for a political system
provides turnkey technology solutions including design, that has slowly but surely provided a more level playing field for
installation and maintenance of all secure surveillance equipment her granddaughter.
currently being deployed at over 85 percent of all land border
ports of entry on America’s Canadian and Mexican borders. It is lamentable in many respects that, even today, small businesses,
which do most of hiring and buying and paying of taxes, seem to
Our success did not come easy and was by no means guaranteed. play an undersized role in major policy debates. The solution is
I started my business with $25.00, no customers and no business more political involvement from the small business community.
experience, except from the lessons passed down from three
generations of women and men in my family working in their own Perhaps the most rewarding aspect of my life as an entrepreneur is
businesses. We have been a family of entrepreneurs from the time my role as a mentor. Mentoring is my opportunity to help others
of my great grandmother, a free Black, who sold pralines in New benefit from my hard-won experiences and, at a minimum, to help
Orleans in the 1860s. others avoid making the same mistake that I have made, and to
share in those personal victories that come from moving a little
I was raised to understand that hard work is a critical element of a further up the ladder of success. And it feels really good.
successful small business, but that hard work alone isn’t sufficient.
If that were the case, there would rarely be a business that would If, like me, you’ve started your business with only $25.00, a trip to
ever fail. Running NTMI is quite a bit more complex than selling Kinko’s and a dream of what you’d like to do, you can’t help but be
candy confections, but the basic principles and approach remain a believer in the power of individuals to make a difference. I see the
the same. From stories handed down about my great grandmother’s future for women entrepreneurs improving steadily with every new
business life I learned the basics of running a small business, not small business success story, and for the sake of our country, our
the least of which was the importance of being first to market. My economy and our political discourse, our voices must be heard.
great grandmother would arrive at the French Market along the
Mississippi River by 5:30 a.m. in order to catch the lion’s share of Based in Reston,VA, New Technology Management, Inc. (NTMI) is one of
the SBA’s 50th Anniversary Women-owned Business success stories. For more
the “breakfast crowd” and to extol to the passing gentlemen the
information, visit www.ntmi.com. PDJ
Bonita C. Stewart
Director, Chrysler Brand Communications
DaimlerChrysler Corporation
The photo on the credenza tells a vivid tale American; one of the most popular
—a smiling Bonita Stewart, rappers, white. There’s an African-
DaimlerChrysler’s Director of Chrysler American ‘Friend,’ and a street-savvy
Brand Communications, arm-in-arm with African-American detective on ‘Law &
Celine Dion, the pop diva whose Order.’ The media and the marketing
crystal-clear voice and music grace some industry are responding to the positive
of Chrysler’s recent advertising spots. It’s a reality of our diverse population.”
strong testimony to the rising presence of
executive women in the male-dominated Stewart credits her father for teaching her
automotive industry, certainly, but also the “Four C’s to Success”—Concentration,
represents a marketing strategy built on Culture, Character and Courage—
the strengths of diversity initiatives and a qualities that are part of the reason Ebony
conscious approach to attracting young, Magazine named her as one of their
hip buyers to the Chrysler brand. “Outstanding Women in Marketing and Stewart takes pride in the knowledge that
Communications” for 2003. She holds her success allows her to open doors for
“The world has changed,” says Stewart, an MBA in Business Administration from other women of color. “The greatest
who holds responsibility for all print, the Harvard Graduate School of Business, rewards I’ve received in my career have
electronic and broadcast Marketing and began her career with the Chrysler been the notes and letters from minority
Communications for the Chrysler brand. Group in 1993 as Manager of women, thanking me for being a positive
“The top golfer in the world is African- Marketing Strategies. role model.” PDJ
Caryl M. Stern
Chief Operating Officer and Senior Associate National Director
Anti-Defamation League
and bigotry of all kinds. Her inspiration parents and educators across the country.
was inherited. “My mother was a Most recently, Stern shepherded a
Holocaust survivor who was sent to the bold new approach for reaching kids.
United States as a child—she didn’t see her The CD-ROM entitled Hate Comes
mother from the age of six until she was a Home was produced with industry
teenager. She could have been bitter, but leader Will Interactive, Inc. to teach
instead she was thankful. Her joy and zest high-school aged youth how to counter
taught me that everything is possible. She prejudice, discrimination and hate-
showed me the world is ours—we can motivated behavior.
make it a good or bad place.”
Despite her busy schedule, she has a warm,
“She showed me the world is In her current role as ADL’s Chief caring interpersonal style that endears her
ours—we can make it a good Operating Officer and Senior Associate to colleagues and friends alike. “I am
or bad place.” National Director, Stern oversees the day- blessed to have three sons who range in age
to-day operations of the organization and from 4 to 32. I’ve learned from them the
Caryl M. Stern has a special method for its network of offices across the country importance of conveying values and beliefs
managing the vast array of urgent issues and is also a well recognized activist against across the generational spectrum.” It is no
that cross her desk every day. She sorts hate. Stern coordinates with leaders in the wonder that Working Mother Magazine
them into two baskets. Incidents of United States, Europe, Asia and Israel to named her as one of 25 Moms We Love
Anti-Semitism and Hate, and Strategies for promote respect for diversity and to in December 2000. She has also been
Fighting Back. “It’s really easy to be counter prejudice and discrimination in honored by the National Association for
overwhelmed by everyday incidents of schools, the community and the workplace. Campus Activities (NACA), an
bigotry. That second basket is vital Stern is also regarded as one of the organization representing over 1,000
because success in my job is about education world’s leading innovators and colleges and universities. Stern was a
focusing on solutions.” visionaries. Her book, Hate Hurts: How recipient of the Founder’s Award, the
Children Learn and Unlearn Prejudice NACA’s highest professional honor. She
Stern’s mission—and that of the Anti- (Scholastic, 2000), moved the issue of has also been honored with the prestigious
Defamation League (ADL)—is no less than bigotry among children front and center New York City Harmony Award. PDJ
to eradicate Anti-Semitism, discrimination and is a tool used by tens of thousands of
1-800-573-2867 www.diversityjournal.com Profiles in Diversity Journal • November/December 2003 page 47
Shelley J. Seifert
Executive Vice President, Corporate Human Resources
National City Corporation
Shelley Seifert is a Time, which offers full-time benefits to part-time employees with
passionate advocate of at least 10 years of service. Club Wellness was launched earlier
doing what’s right for the this year to provide education, motivation and inspiration to
33,000 employees of help National City employees improve their physical and mental
National City Corporation. quality of life at home, work and play.
“At National City, we care A native of St. Louis, Seifert earned a bachelor’s degree from the
about doing what’s right University of Missouri and a Master of Business Administration
for our customers,” she from the University of Louisville. She began her banking career in
says, “and we fulfill that Kentucky in 1979 and served in various human resources positions
promise through people for National City before transferring to Cleveland in 1993.
who are committed to their customers, to their colleagues and to
their communities.” With her business and personal philosophy of “treating everyone
with respect and compassion,” Seifert leads by example through
“We also know that most employees face issues of balancing their
work and personal lives, whether they’re raising children, take in and as much as
continuing their education or caring for elderly parents,” says
Seifert, the mother of an 11-year-old daughter. “By providing I COULD LEARN …”
support and resources, we believe we can help people maximize
the contributions they’re making at work.” As interim president of AGLR’s largest subsidiary Atlanta
Gas Light Company (AGLC) in 1998, she led the company
Under Seifert’s leadership, the company has introduced a number through the biggest challenge in its history—the
of family-friendly programs, including flexible working deregulation of Georgia’s natural gas industry, which
arrangements, an Employee Assistance Program, and Prime impacted 1.5 million commercial and residential customers.
Catherine Land-Waters
Senior Vice President, Business Technology, AGL Resources
“There was no rule book, no map out there on how to Administration from Brenau University.
deregulate,” she says. “We had to define the process, then build
the systems to support it.” In 1981, Land-Waters was hired as one of the first two female
field engineers at AGLC. Her initial “dress for success” look of
Now, as senior vice president, business technology at AGLR, jeans and hard hat was quickly replaced by more corporate attire:
Land-Waters is a 22-year veteran in fields that have traditionally “The gas company offered me positions that constantly
been male-dominated: natural gas, industrial engineering and, challenged me. As much as I could take in and as much as I
now, technology. She has blazed the trail within her community, could learn—they allowed me to do it.”
as well, as the first female member of the Buckhead (Atlanta)
Rotary Club and the first woman to serve as the prestigious When not at work, Land-Waters enjoys watching her daughter
service club’s president. play volleyball and working on the family’s Alabama farm. She
makes time to serve on the board of the Atlanta Urban League,
Like many outstanding women, Land-Waters didn’t start out as a the Better Business Bureau of Atlanta and the Buckhead Rotary
trailblazer. A French major at Auburn University, she had Foundation. She is a graduate of Leadership Georgia, Leadership
originally planned to be a translator in New York. But life—and Buckhead and Leadership Atlanta.
her husband, Robert—took her to Atlanta where she took a
teaching position. The outdoors enthusiast found the classroom Land-Waters credits her “core values” with guiding her through
too confining and enrolled in night school where she discovered the many changes in her industry: “You’ve got to be honest with
industrial engineering and found true academic love. She earned yourself and everyone else. You have to do what’s right for the
a Bachelor of Industrial Engineering Technology from Southern company and its stakeholders, even when it means making
Polytechnic State University and a Master of Business tough decisions.” PDJ
Celeste Amaral
Director, Global Contact Center and Vice President,
“ I wanted to give in a
Chief Administrative Office, Eastman Kodak Company
meaningful way …”
set an example for other Hispanic
employees, but I want to be a champion
for them … to use my presence at the
executive level to further the interests of
three other employee networks, a move Kodak’s Hispanic population.”
she says better equips her to manage and
communicate with Kodak’s diverse Outside of the office, Amaral shows the
global team. same passion for helping others get ahead.
She is an active member of the Latinas
Amaral’s dedication stems from her Unidas Network of Greater Rochester, a
belief that, as a Hispanic woman with group dedicated to fostering opportunities
such a high-profile position, she has a that promote unity, cultural identity and “Latinas Unidas is a wonderful
responsibility to promote the the presence of Latina women in the organization that’s making a very powerful
professional development of other community. Amaral spearheads the impact on the lives of many women.”
Hispanics in the company. “I strongly organization’s fundraising arm, which
believe that the key to anyone’s success is provides academic scholarships to A native of the Azores, Amaral and her
focus and results, which takes hard work Hispanic women, age 25 and older, who family moved to the United States in 1973.
and a high level of commitment,” says want to further their education. She received her MBA from Penn State.
Amaral. “But I also recognize that hard Amaral resides in Rochester, NY and
work, even with results, can sometimes go “I wanted to give back to the community enjoys hiking and traveling with
unnoticed. I not only want to mentor and in a meaningful way,” Amaral says. her husband. PDJ
humanize
Education for Physicians on End-of-life
Care (EPEC) program, a curriculum that
“… a passionate drive to
advises doctors on how best to ease the
pain and symptoms of patients with
the care I deliver …”
terminal illnesses. She also serves as “That experience set the tone for my med-
Medical Director of MedAmerica ical career,” said Bomba. “It left me with a
Insurance Company in Rochester, NY, a passionate drive to humanize the care I
subsidiary of Excellus BlueCross BlueShield deliver, to serve diverse groups of people
that offers long-term care insurance. and develop systems and programs to meet
their needs.” In 1983, she co-founded a
Patricia Bomba grew up knowing she “Pain at the end of life is often landmark private medical practice—the
wanted to be a doctor, she says; but in the under-treated, especially in the elderly,” first of its kind in Rochester—that began to
small Pennsylvania coal mining town said Bomba. “Helping physicians learn to focus on treating elderly people.
where she was raised, few went on to effectively and respectfully manage end-of-
college. “My mother said to me, ‘I can’t life care and pain is a vital part of our “For so long there were cultural and
give you tuition, but I can give you EPEC program.” religious taboos that prevented us from
encouragement.’ And it was her support— effectively engaging elderly patients in their
and my drive—that got me there,” she says. Bomba’s early resolve to become a doctor end-of-life care,” said Bomba. “But we have
didn’t include a commitment to serve the worked hard to bring aging and end-of-life
Bomba not only achieved her goal, she elderly. But at the suggestion of her medical care issues out into the open. Patients want
became a nationally renowned expert in school professor, she spent four years at to talk about them—address them on their
geriatrics and end-of-life care. Now Rochester General Hospital, where she own terms and with as much support as
Corporate Medical Director, Geriatrics for often served the elderly and the uninsured. they can get from the medical communi-
Ginger Parysek
Senior Vice President, Corporate Human Resources
The Lifetime Healthcare Companies
“I like to think that I’m just determined,” “I went to the president and told him I
says Ginger Parysek, senior vice president wanted the job—and really thought I
of corporate human resources for The could do the job—even though I had
Lifetime Healthcare Companies. “I know I limited human resources experience,”
have a strong work ethic and integrity. I said Parysek. “He said ‘I’ll try you out,
know I’m not afraid of stretching to try but to keep the job, you’ll have to earn it.’
more, pursue more and achieve more.” And I did. I became a part of senior adds to our organization,” says Parysek.
“… a unique position to
management so early in my career simply “This diversity enables us to better serve
“I TELL PEOPLE
President of United Way of the Texas
Gulf Coast, Martin is an exceptional
WHAT I SEE …”
business leader who communicates
the community’s greatest needs to a
wide variety of audiences—from
volunteers, to corporate donors, to
community leaders, to agencies providing Since coming to United Way, Martin has
services. As a result of her leadership, been instrumental in streamlining the
United Way raised $68.5 million for critical organization. “We’re in the business of Last year, when it was obvious a faltering
social services in the Houston area. caring, but we are a business and we have economy and corporate cutbacks were
to run like a business,” she says. Under her negatively impacting the campaign, Martin
A sixth generation Texan, Martin has a leadership, United Way has driven down its worked with the campaign chairman,
legacy of leadership in Houston’s social administrative costs to under 12 percent. publisher of the Houston Chronicle, to
services community. She earned her develop a series of newsletters that
undergraduate and graduate degrees in Externally, Martin is the face of United appeared in the Sunday edition. When the
Sociology from Texas Southern University Way. Last year, she granted approximately Columbia tragedy struck in February,
and has more than 25 years of experience 150 media interviews and spoke to more United Way quickly marshaled resources
in the human services field. than 150 different groups. With no in the Clear Lake area to help people get
prepared text, Martin shares with potential critical counseling services to deal with
Prior to taking the helm of United Way, donors the human services needs of the the loss.
Martin served as executive director of the nation’s fourth-largest city. She tells her
Houston-area San Jacinto Girl Scout own personal story as a newly-divorced, Martin says, “I don’t write speeches. I tell
Council. She currently serves on the Board unemployed mother who utilized United people what I see, and I connect them
of the American Leadership Forum, as a Way-supported services to help get back on through that. I’m not articulate enough to
member of the Greater Houston her feet. She also talks about visiting the lie. Especially when running a nonprofit,
Partnership Executive Committee and homes of Tropical Storm Allison victims or you have to operate in the truth mode
Board and chairs the Partnership’s a local daycare center that is providing because somebody’s going to come in and
Executive Women Partnership Committee. quality childcare. look (at the books).” PDJ
Karen A. Smith-Pilkington
Senior Vice President, Eastman Kodak Company
One of only two female senior vice women’s success. She has herself had the Consumer Imaging with the Kodak
presidents of Eastman Kodak Company, opportunity to lead—and grow—in a wide Professional businesses, changing its core
Karen Smith-Pilkington is passionate about variety of managerial positions in business capabilities, business model, and
helping other women at all levels find Marketing and Human Resources. operational execution. This combined
success at her organization. “Karen business represents Eastman Kodak’s
provides an environment among her Prior to her current position, Smith- largest business with revenues exceeding
leadership team that, while demanding Pilkington served as President, Kodak $7 billion.
from a performance point of view, is very Professional and Senior Vice President,
inclusive,” says one senior executive of her Eastman Kodak Company, driving growth Outspoken and energetic, this 46-year-old
work. “She creates an environment in in one of Eastman Kodak’s most mature mother of two actively works to influence
which employees can thrive.” businesses by leveraging marketing academic institutions, their strategies,
capabilities, operational efficiencies and curriculum and policies regarding the
Smith-Pilkington has found Eastman enhanced customer care. Smith-Pilkington development and opportunities for women
Kodak to be the ideal place to promote currently leads the merger of Kodak’s and girls. She serves on the University
page 56 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
Maria Degois-Sainz
President, Cardiac Surgery, Guidant Corporation
Today, you might find Maria Degois-Sainz at Guidant’s risk factors and symp-
Indianapolis world headquarters, fulfilling her role on the Guidant toms of heart disease.
Management Committee as one of 15 senior level company
leaders. Next Monday, she’ll be back in her Santa Clara office, Degois-Sainz was born
presiding over the company’s Cardiac Surgery unit. in Madrid, Spain; her
father died when she
Degois-Sainz’s responsibilities are diverse and varied, but she’s was 12, leaving her a
always on course. She is an exceptionally inspiring leader, legacy of independence
speaking impeccable English through her rich and engaging native and a powerful drive for
Spanish accent. She joined Guidant in 1989 and, over the self-reliance. “… for women,
following decade, earned a succession of promotions across no one size
Guidant European operations. She and her family relocated to “I worked earlier than
Northern California with Guidant almost three years ago. Last my peers,” Degois-Sainz
fits all …”
August, she accepted the role of president, Guidant Cardiac said. “Since I was good with languages, I could earn money after
Surgery, a fast-paced, 300 individual, $100+M unit. school by going to neighborhood households to teach English to
the children.” Her penchant for English enabled her to put herself
Degois-Sainz positively impacts tens of thousands of women—and through college by running a language school. She decided to
men—by chairing Guidant’s GROW initiative. GROW focuses on pursue graduate school in the United States, a radical departure
three areas: professional development, patient education and from her Spanish role models at the time, when women were
partnership with clinicians. GROW strengthens Guidant expected to marry young, become mothers and mostly work at
employee-owners by developing professional relationships and home. She took a different road, but adheres to the beliefs her
providing career development resources. It creates awareness in mother taught her—integrity, tolerance and balance.
women around the globe of their own cardiovascular risk factors
and treatment options through education. And it fortifies efforts “I believe that women are our Number One minority and, for us,
in women’s cardiovascular health advocacy by partnering with no one size fits all,” she said. “Through GROW, Guidant women
physicians and health organizations to dispel the myth that heart are fighting for understanding and acceptance that there are
disease is mostly a man’s health risk. To that end, she regularly different models and paths to success. We are working together
speaks to various community and professional groups about the toward a more adaptable, tolerant, flexible and inclusive company.” PDJ
Council, State University of New York, the has control over these things, then she can
Cornell University Presidents’ Council on have control over where her life is going.”
Women, and on the Advisory Council,
William E. Simon School of Graduate Smith-Pilkington holds a BA in Political
Business Administration, University of Science (Summa Cum Laude) from State
Rochester. She has also served as University of New York at Geneseo; a
Chairperson of Teenage Parent Support Master of Industrial and Labor Relations
Systems, and as Chairperson of the from Cornell University; and a Master
Women’s Foundation of the Genesee of Business Administration from the
Valley, an organization committed to William E. Simon School of Graduate
“funding social change through enabling Business Administration at the University
the economic self-sufficiency of women of Rochester. She was recently awarded the
and girls.” United Nations International Photographic
Council Award, the Professional
“I strongly believe that two keys for a solid Achievement Award from State University
future are a woman’s control over her of New York at Geneseo, and was named by
economic independence the Rochester Business Journal as one of its
“… A WOMAN CAN HAVE and her reproductive Twenty Most Influential Women for 2003.
CONTROL OVER WHERE HER choices,” says Smith- PDJ
LIFE IS GOING …” Pilkington. “If a woman
1-800-573-2867 www.diversityjournal.com Profiles in Diversity Journal • November/December 2003 page 57
“... encouraging
others to
leverage
opportunities ...”
Diversity goes beyond compliance and a upon our extensive background and
commitment to social responsibility. experience. Always striving to be part of
The 2000 Census confirms what was the solution, the end result often is the
reported in 1990. Soon, more than most expeditious and economic resolution
51 percent of America's work force will possible. And when litigation arises, our
consist of women, African Americans, clients have the comfort of knowing their
Asian-Pacific Americans, Hispanic lawyers are skilled courtroom practitioners
Americans and individuals of other with a superior track record in trial.
“Women at
non-traditional origins. The successful Sonnenschein have
company will adjust to this more global To meet corporate demands in response critical roles in
marketplace with significant changes to its to the changing global marketplace, the leadership at all
levels of the firm.”
corporate culture, business-to-business Sonnenschein team utilizes a variety of
Elizabeth Ferrell, Partner
relationships, and how it markets its prod- in-house resources from several of our
Corporate Diversity Counseling
ucts and services to consumers. To put it practice groups, including: Public Law & Group, Government Contracts,
simply, diversity is about good business. Policy Strategies, Labor and Employment, Public Law & Policy Strategies
Government Contracts, and Corporate.
vulnerabilities, as well as diversity consultants and professional advisors, we implements critical action plans to preserve
performance and image. design public affairs strategies to ensure key corporate image, industry position,
messages are understood. constituent and donor bases.
When our clients partner with
Sonnenschein, they have assurance we Our team manages corporate controversies Although many companies create powerful
bring a unique perspective to problem- and crises and responds to litigation and business alliances, our Public Law & Policy
solving at every level. We are proud of the enforcement actions to shape public Strategies Group can further these
fact that we can provide our clients with a perception of policy solutions. We assist strengths by identifying political allies,
distinct advantage from the very outset of staff and volunteer leaders at nonprofits public affairs partnerships, advisory board
any case. Together with our clients, we take and associations. Sonnenschein promptly members, and "strategic philanthropy"
a targeted approach to legal issues, based takes control of sensitive situations and alignments that enhance corporate image
Labor, Employment
goal—it is the Federal Contracting Compliance
and Advancement
cornerstone of our Programs (OFCCP)
firm’s mission.” • Training—corporate diversity,
Amy Bess, Partner Our lawyers have successfully handled discrimination management skills,
Corporate Diversity a variety of diversity-related litigation workplace harassment and
Counseling Group,
Labor & matters, including some that have achieved discrimination issues.
Government Contracts
Employment landmark status. Our clients turn to us for
sound, practical counsel in dealing with all
matters concerning the employment Our national practice encompasses
relationship, including successful litigation counseling and litigation related to all
and state and federal court cases. We aspects of government contracting,
appear before administrative agencies, including government preferences for
and provide daily business-focused small, disadvantaged, and women-owned
“Sonnenschein is an advice in handling problems arising in businesses, workforce diversity
environment in which
women and people
the workplace. requirements, subcontractor and supplier
of color can flourish diversity plans, contractor certifications and
and succeed without Our capabilities and experience include: reporting requirements, False Claims Act
gender and race
• Defending clients at all stages, including investigations, performance disputes,
barriers.”
trial, before state and federal courts and disputes between prime and subcontractors,
Amy Liu, Associate
administrative agencies in individual, and contract award controversies and bid
Corporate Diversity Counseling Group; Antitrust,
Franchising & Distribution multi-plaintiff and class action protests. We represent clients in all forums
discrimination cases, focusing on 1991 relevant to government contractors,
workplace harassment and other claims including federal courts, agency boards of
arising under Title VII, the Age contract appeals, the GAO and state courts
Discrimination in Employment Act, and administrative boards.
Business Transactions
the Americans With Disabilities Act, and
corresponding state fair employment
“We collaborate with practice laws and regulations. Sonnenschein's Corporate lawyers act as
our clients to develop • Litigation and trial of employment- general counsel to major clients in the
comprehensive related claims, ranging from wrongful broadcasting, manufacturing, technology,
diversity action
discharge matters and related e-commerce, food processing, health care,
plans—thus
maximizing their "employment torts" such as defamation and trade association industries. As such,
business potential.” and tortious interference claims, to suits our clients’ top-level executives consult our
alleging breaches of express or implied lawyers regularly on a full range of issues
Lisa Pandohie-Johnson, Associate
Corporate Diversity Counseling Group, employment contracts and actions arising from their business operations.
Intellectual Property & Technology, involving the enforceability of, and From strategic board-level decisions to
Litigation & Business Regulation challenges to, restrictive covenants, day-to-day operational issues, these lawyers
and success. We understand how to craft such as non-competition and are the primary legal advisors assisting
diversity initiatives, maximize corporate confidentiality agreements. management in evaluating issues and
donation strategies, and build industry • Counseling clients regarding the practical formulating response strategies. Our
campaigns that achieve these results. impact of governmental requirements attorneys play a significant role in the
relating to diversity, and assisting in the corporate structuring, financing,
We combine policy, political, financial, and development and implementation of day-to-day business activities, and major
strategic due diligence to create unique programs that will avoid liability. transactional needs of these entities.
prospects for multinational entities and • Conducting audits of employment PDJ
Alison Anthony
Manager of Diversity, Williams
Alison Anthony is the newly named “Promoting respect for everyone in
Manager of Diversity at Williams. A the workplace is a priority for Williams
strong human resources professional, and is a cornerstone for a high-
Alison brings to the role experience in performing workforce.”
Staffing, Marketing, Organizational
Development, Leadership Development, One of Anthony’s most recognized
and Learning Design and Facilitation. contributions to diversity and business is
Most recently, she served as a Strategic her work as founder and chair of the
Human Resources Business Partner. Williams Women’s Networking Circle, the group has sponsored learning initiatives
most successful business resource group at on topics such as Mentoring, Career
“I have accepted this role with a deep Williams to date. Through her leadership Planning, Increasing Business Acumen,
sense of responsibility,” says Anthony. and ability to encourage collaboration, the and Work/Life Balance.
page 64 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
Jane Wildman
Vice President
Global Baby Care Pampers Franchise/Wipes/New
Business Development/Developing Markets
Procter & Gamble Baby Care
Fostering and growing diversity is not a her diverse team. This involves creating
special project to Jane Wildman, but a and supporting an environment where her
business driver. In fact, it’s probably no people are recognized and rewarded based
small coincidence that results for on their contributions. Within her
Wildman’s Global Baby Care Wipes organization you’ll find a steady stream
business have set all-time records during of promotions and internal, as well as
the past year, achieving global record external, recognition. She is a leader of
high shares. She has served on the Advisory Board for
“When you get the people
the National Council of Child Abuse
“When you get the people
right, you’re already ahead of the game.” Conference, and for more than six years
right, you’re already ahead of the game,” Baby Care’s Inclusion of Women Task has been a Board Member for ProKids, a
says Wildman. “Tapping the unique Force, Virtual Global Women’s Network, Cincinnati-based court appointed special
strengths of each individual is North America Baby Care Women’s advocate group for neglected and abused
fundamental, whether it is a team of two, Network, and a sponsor for the Inclusion children. Wildman’s involvement with
or 200,” says Wildman, whose business Leadership Team and Global Mentor children—her own and those that she
team today includes more than 175 people Up Program. serves as advocate for—has increased her
from every region of the world. ability to understand and meet the needs of
Beyond P&G, Wildman also chairs the her customers and consumers in a way that
Wildman’s lead team includes the most board of the Deloitte & Touche Women’s has driven outstanding Baby Care
diverse representation of any team in her Initiative External Advisory Board, created business results.
business unit, and she believes her diverse to help develop women in careers at
team and strong business results go hand- Deloitte & Touche and connecting women No matter what project she tackles, she
in-hand. “When you leverage the strengths leaders at Procter & Gamble and Deloitte & does so with unmatched enthusiasm and
of a diverse group of people, you simply get Touche in the Cincinnati area. Wildman is energy. Wildman is driven to improve the
better results,” explains Wildman. also a member of the United Way Alexis de world she lives and works in, and her
Tocqueville Society, supporting the “action” list makes it clear she’s not waiting
Wildman’s greatest source of pride in her Cincinnati community. for tomorrow, or for someone else, to
work is the promotion and recognition of make it happen. PDJ
“We’ve provided various approaches— with an equally active family life Directors for the Alumni Association of
small affinity groups, brown bag lunches, punctuated with soccer, baseball, and Oklahoma State University. She works
online meetings, and programs led by both football games. She is also involved with extensively in the Tulsa community,
expert speakers and volunteers from across the Native American Community and serving on several local boards, including
the organization—to attract a diverse frequently attends powwows where her the Margaret Hudson Program School for
audience across the organization with a husband serves in the role of emcee or Pregnant and Parenting Teens, PFLAG,
Kimpa Moss
Executive Vice President, Tax Services
RSM McGladrey, Inc.
Since Kimpa Moss joined RSM association meetings and authors articles
McGladrey, Inc. in 1986, she has enjoyed for national financial publications. She has
one professional success after another. also been a favorite speaker of the Firm’s
Executive Vice President of the Tax conferences, speaking on topics ranging
Services division, she started as a Tax from the application of highly technical
Specialist, working largely with financial tax rules to the best practices to provide
service clients. She quickly became well career development for employees.
known within the Firm—and sought after
by clients—by helping business clients Throughout her career, Moss has nudged
a commitment to
was named Vice President. helping them achieve that pinnacle of
fully participates in programs to enhance ago when she was pregnant with her Apart from her duties at the Firm, this
the career development paths of women second child. wife and mother of three freely gives of
in the organization. her time and talents in the community.
“The foundation for success is integrity, Once a week, Moss serves as a Junior
“I realized early in my career how high energy, a positive attitude, and a Achievement business consultant at a local
difficult it is for women to advance in commitment to continuous elementary school, helping students better
the accounting and financial services improvement—in ourselves, our people understand how business works. She is a
profession,” says Moss. “That’s because and the Firm,” says Moss. She believes charter member of the Women’s
just as many women start to achieve in valuing the unique strengths that Leadership League in Minneapolis, a
professional success, many find it difficult individuals bring to the Firm. Since taking group that provides mentoring and
to balance the demands of work and responsibility for the tax practice, she has networking relationships for women in
home life and leave the profession.” Moss added professionals from throughout the business, and leads a thriving church
has actively promoted flexible work industry and brought back some of the ministry program. PDJ
arrangements, which have kept many Firm’s alumni to keep it on the leading
top performers in the Firm. She, herself, edge of client services.
used a flexible work arrangement 14 years
1-800-573-2867 www.diversityjournal.com Profiles in Diversity Journal • November/December 2003 page 67
Angie Casciato
Global Head of Diversity, Credit Suisse First Boston
As a Managing Director in Credit Suisse First Boston’s (CSFB) changing and the
Product Control area, Angie Casciato works across a broad range need for women
of businesses, including Equities, Investment Banking, Lending in this industry
and Treasury, and manages various teams of professionals is growing
throughout the world’s leading financial centers, from Europe to exponentially. But
Asia Pacific to the Americas. Her broad experience made opportunities
Casciato a natural choice to take on CSFB’s newly created won’t simply
position of Global Head of Diversity. present themselves.
Women must be
As a key contributor in building the firm’s Product Control willing to work
Department, Angie has acquired the industry knowledge and hard and to
keen business insights that CEO John J. Mack was looking for in continually
the person he appointed to lead CSFB’s diversity efforts. enhance their knowledge and skills. Sometimes that means
“Diversity is an integral part of our overall strategy,” says taking risks and stepping outside their comfort zones. If they do,
Even before assuming her new responsibilities, Casciato was a present themselves ...”
driving force behind CSFB’s diversity efforts. She served as Chair
of the Global Finance, Administration and Operations (FA&O) Casciato is an active member of the Securities Industries
Diversity Advisory Committee and the Global FA&O Networking Association, the National Association of Female Executives and
Team. Last year, Angie received the firm’s “One-CSFB” award for the Financial Women’s Association. She received her MBA in
her outstanding achievements. In 2002, she was also inducted International Economics and Finance from St. John’s University,
into the YWCA Academy of High Women Achievers in and is a member of Omicron Delta Epsilon. PDJ
recognition of her strong leadership.
Stephanie K. Wernet
Vice President, Information Technology & Chief Information Officer
The Goodyear Tire & Rubber Company
Stephanie Wernet, Goodyear’s chief experience to make the right decisions for
information officer, wastes no words Goodyear. All I can do is ensure that their
about her importance to the company’s best ideas are heard, circulated and acted
Information Technology capabilities. upon. It requires that I be a very good
listener, a skill which I need to keep
“The front-line associates have clout, developing, because you can never be a
not I.” good enough listener in a large
corporation,” Wernet insists.
No sense of self-importance here, but people listen. Just don’t expect a long
Stephanie is earning high marks for her Stephanie is on a fast track since joining dissertation. “I prefer the direct approach;
ability to keep Goodyear on top of rapidly Goodyear in 2001 as director of e-business open, honest, blunt conversation. It helps
changing technology. Her ability to see for the company’s North American Tire ensure clear communication, and it’s
ability in others is her strength. unit. She was named director of customer definitely quicker.”
my position offers …”
Friday so that I can spend quality time with community affairs committee.
Jordan and John on the weekend.”
Mok is also very involved in Deloitte’s
As a client service executive, Mok leads Mok, who has worked with the firm for 15 Global Development Program, which
some of Deloitte’s largest and most years, began her career with Deloitte as a is focused upon bringing Deloitte
prestigious client relationships and staff accountant. She was inducted into the professionals from the global firm to
integrates the various services and firm’s partnership in 2000, becoming the work in the U.S. She mainly mentors
resources provided to global strategic first Chinese-American woman partner in professionals who come from Asia, and
clients. There is no typical workday for the Advisory & Assurance practice and helps them with their career development
Mok, who is a wife and the mother of a one of the first to be accepted into the when they come to the states.
three-year old. Today she might find partnership. In addition to leading
herself working with the CIO and the next significant client relationships, Mok serves “Many of the people that I have worked
day she might find herself working with as the deputy managing partner of with have returned to their countries and
the client’s board. “I like the diversity that Deloitte’s U.S. Southeast Asia Desk have become partners,” says Mok. “It’s
my position offers, not only in terms of Program and is on the executive committee great to know that this experience helped
the bright people with whom I have an of the National Chinese Services Group, colleagues to realize their goals with
opportunity to work, but also in terms of working closely with global companies that Deloitte, and I feel good knowing that I
the different types of business issues for have cross-border operations and was a part of that process.” PDJ
Enough said. It’s back to Stephanie, the Wernet’s own diversity of thought resulted Wernet uses this diversity of thought
listener. And that’s where she focuses from a diverse career and educational outside of Goodyear as well. She’s a
on diversity. She calls it the diversity background. The Romeo, MI, native member of the University of Michigan’s
of thought. received a bachelor’s degree in Electrical Engineering Class of 1931 scholarship
Engineering from the University of committee. “The story of the Class of ‘31 is
“Diversity of thought in an organization Michigan and a Master of Business an amazing one. The class graduated into
ensures creativity, innovation, growth and Administration from Stanford University. the unemployment of the Depression and
successful adaptation to the changing Wernet was involved in e-commerce at still became a class of successful engineers,
business environment. Without thought Reynolds & Reynolds in Dayton, OH; more business people and community leaders.
diversity, an organization will die. recently, she was vice president of
It is the quality of business thinking. EyeVelocity Inc. in Portland, OR, which “I enjoy this role, because I get to meet
The most successful business solutions are developed visual personalization some of the best and brightest engineering
generated and implemented by broadly technology for point-of-purchase and students each year as they interview for the
diverse teams.” Internet applications. scholarship.” It’s a lesson in listening.
PDJ
“… innately, everyone .
the job. “This program develops more complex
. has a gift …”
technical ability among our contractors
because they’re working on different
projects with different scopes of work.
Sykes is assistant vice president of Their financial picture improves, which
diversity and community affairs at AMEC, ultimately increases their bonding abilities.
a leading international engineering We develop a good, strong core of
services and construction management minority- and women-owned businesses.
firm. Named this year’s “Minority It is a win-win.”
Enterprise Development Advocate of the
Year” by the U.S. Department of AMEC currently hosts a “Professional
Commerce, her work has not only enabled Workshop Series,” designed to nurture the
minority- and women-owned construction growth of minority, women-owned and
a “larger piece of the pie in New York,” but small businesses. The firm helps these
also enabled AMEC Construction companies get involved with bidding on its
Management Inc. to be designated the projects as either first or second tier
“Center of Expertise in Minority Business contractors, or as suppliers. Second tier
Development/Equal Employment contractors are also matched with specific
Opportunity” for AMEC North America. prime trade contractors.
“My first job with the company was the As AMEC’s national compliance officer, When UBS’ Mary Farrell made the
construction of the USAir terminal at Sykes develops and coordinates internal decision to move from being an
LaGuardia Airport in 1990,” says Sykes. affirmative action, harassment prevention institutional analyst to a Private Client
“The involvement of WMBEs in that and diversity awareness training seminars; Group strategist twenty years ago, she
project was so successful that it received the she also develops community economic thought she was making a career tradeoff
Port Authority of New York and New development programs for neighborhoods to accommodate motherhood.
Jersey’s highest honor, the Unit Citation where AMEC conducts business, and
Award. We were the only private company develops marketing and public relation “What appeared to be a compromise—
who had ever received the honor. initiatives and strategies. taking a job that had more time flexibility
—has ended up being the right step in a
“Early on, I saw a pattern: minority- and Sykes earned a bachelor’s degree from wonderful career path,” said the Managing
For Women,
Networking
Pays Off
DEVELOPING VALUABLE CONTACTS AT CONFERENCES
To be successful in today’s
COMPOSED OF OTHER BUSINESSWOMEN CAN BE WELL WORTH THE
TIME AND INVESTMENT
marketplace, networking is
as important as having a
solid business plan and
free-flowing capital. For
women business owners, knowing
how, when and where to network is not Bailey’s company, BSM
only necessary, but can yield results when Media, is a full service marketing and
you least expect it. Depot’s Chief Marketing Officer, Jocelyn multimedia firm nationally recognized for
Carter-Miller. Based on Miller’s book providing knowledge and valuable insight
For Maria T. Bailey, Chief Executive “Networlding:” Building Relationships and into the “Mom market,” and owns and
Officer of BSM Media, her results took Opportunities for Success, the session operates three media properties—Mom
the form of an opportunity—eight focused on how to build mutually Talk Radio, BlueSuitMom.com and Mom
months after she attended Office Depot’s beneficial business partnerships through Talk TV. According to Bailey, Office
annual Success Strategies for networking. During the session, Miller Depot’s conference is a great example of a
Businesswomen Conference. asked attendees to introduce themselves to corporate conference that provides an
those around them—not to discuss environment where entrepreneurial
It was the day her phone rang and M.J. business, but just to find out about each women in business can truly learn by
Calnan, Managing Director/Women’s other personally. That’s how Bailey and sharing and listening to fellow leaders—
Leadership Initiative for Meeting Calnan connected. and develop long-lasting relationships.
Professionals International (MPI) was on
the line. MPI is a professional association Now, not only will Bailey have the chance Recognizing that women business owners
for meeting planners and suppliers with to address a large group of businessmen are a unique group of people with a
18,000 members, 15,000 of whom are and women, but each one of them could passion to network, build relationships
women. Calnan needed a guest speaker be a potential client for Bailey. It’s clearly and find ways to grow and manage their
for her annual Professional Education a business opportunity she would not businesses, Office Depot created its
Conference in San Antonio, Texas, and she have secured had she not attended the Success Strategies for Businesswomen
wanted Bailey. women’s conference and connected Conference in 2001. The annual
with Calnan. conference provides women in business
Bailey and Calnan had met at Office with networking opportunities, while
Depot’s 3rd annual women’s conference. “There is much to learn about being an offering programs and workshops that
They were seated next to each other entrepreneur,” says Bailey. “Developing provide women with the knowledge they
during one of the opening business ses- valuable contacts at conferences composed need to manage their business more
sions. Appropriately enough, the session of other businesswomen who can teach successfully.
was Networlding—Creating Your “Net and share valuable lessons can be well
Worth” with Relationships hosted by Office worth the time and investment.”
page 74 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
At the Success Strategies conference, small businesses, such as their popular change the playing field for women
Bailey learned that effective networking Web Cafe online seminar series, which entrepreneurs by helping to change the
evolves over time and patience and offers small business owners and their way that loan requests are evaluated across
discretion should always be exercised. employees the opportunity to log on and the country.
A common mistake made is “working the hear from leading visionaries on what
room.” Networking is about building they need to know to successfully grow Office Depot has supported Count Me In
relationships, so spending 20 minutes their businesses. since 2001 and contributed more than
with three people is likely to get you $70,000 resulting from proceeds of silent
further rather than trying to connect with “Consistently giving to individuals or auctions at previous conferences.
20 different people—or even having lunch causes that align with your values and Thanks to Office Depot, Count Me In
with just one. vision will reap enormous rewards,” says continues to grow and impact women as
Michaels. “I satisfied my need to give to they seek to gain financial independence
Nancy Michaels, President of Impression Count Me In, a worthy cause and for themselves, their families and
Impact, a marketing consulting firm in organization, made a valuable and lasting their communities.
Lexington, Massachusetts, also connection, while gaining an incredible
understands the value of networking. In business opportunity in the process. Clearly, women small business owners and
her case, it happened over lunch with That’s successful networking at its best.” entrepreneurs represent a significant force
Office Depot’s Chairman and CEO, in America’s marketplace and Office
Bruce Nelson. According to Nell Merlino, co-founder Depot is
and CEO of Count Me In, “Today, women helping to
Michaels also attended Office Depot’s entrepreneurs need a variety of financial pave the
women’s conference, where one of the services, too. These include training, way for
many events is a Silent Auction. Proceeds support systems and technical assistance women to
from the auction benefit Count Me In, a as well as the small loans that are crucial achieve
non-profit organization. Count Me In to getting their businesses up and running success
champions the cause of women’s —and are often extremely difficult to and
economic independence by providing obtain from standard sources.” growth.
access to business loans, consultation The
and education. Count Me In recognizes that many conference
women do not have the business histories offers a
required to obtain loans and usually do forum
Nancy Michaels, President
not have traditional forms of collateral. that
Impression Impact
Additionally, they generally need smaller
amounts of money than a financial encourages women to network
institution might consider. Since its and connect with others who can
inception in 1999, this non-profit help them not only grow their
organization offered loans to help over business, but achieve greater success.
500 women get their
own businesses off the The Office Depot Success
Strategies for Businesswomen
Conference will again take place
ground. Each month,
at the Boca Raton Resort & Club
the organization in Boca Raton, Florida on
Nell Merlino, co-founder and
reaches over 150,000 February 22-24, 2004.
CEO of Count Me In
women via its Registration is open to the
Among the more than 200-plus items at website, providing public, but limited to the
the auction was the opportunity to bid on education, support first 750 participants. Those
interested in registering may
lunch with Office Depot’s top executive. and networking
do so online at
Michaels not only had the winning bid, information in both www.officedepotsuccess.com.
but over lunch, pitched Nelson her ideas. English and Spanish. PDJ
As a result, she now assists with Office In future years, Count
Maria T. Bailey, Chief Executive
Depot’s marketing efforts targeted to Me In expects to
Officer of BSM Media
1-800-573-2867 www.diversityjournal.com Profiles in Diversity Journal • November/December 2003 page 75
Alexis M. Herman
Former U.S. Secretary of Labor
Member, MGM MIRAGE Board of Directors
As the former U.S. Secretary of Labor, the shipyards of Pascagoula, MS. Later, she
Alexis M. Herman is often described as ran an organization that placed women in
the “nation’s ultimate job counselor.” nontraditional jobs. At 29, she was the
So when the Board of Directors of youngest person ever to serve as director
gaming giant MGM MIRAGE sought to of the Labor Department’s Women’s
demonstrate diversity leadership at the Bureau. In the 1980s, Herman ran her
highest level with the creation of a own company, A.M. Herman & Associates,
Diversity Committee, it named Herman advising corporations on how to recruit,
as its chair. train and retain workers. In 1992, she
served as CEO of the Democratic National
The committee’s purpose is to assist the Convention. The following year, Clinton
Board in guiding the diversity initiative as appointed her director of the White
a strategic business imperative, engaging House Public Liaison Office. Herman serves on the Board of Directors
all aspects of the company’s operations. of Columbia, IN-based Cummins Inc. and
Herman served as the 23rd United States the Nyack, NY-based Presidential Life
Insurance Corporation. She is also a
“… strength, commitment and proven experience …”
member of the Advisory Committee for
“She brings great strength, commitment Secretary of Labor in the Clinton Public Issues for the Advertising Council.
and her proven experience to our Administration beginning in 1997.
company,” said Chairman and Chief Prior to that, she had served for four years Herman received a Bachelor of Arts
Executive Officer Terry Lanni. “Our as Assistant to the President and Director degree in Sociology in 1969 from Xavier
commitment to diversity is centered on of the White House Public Liaison Office. University in New Orleans, LA and is a
creating a culture that reflects diversity as Other positions included serving as recipient of more than a dozen honorary
a core value: diversity is who MGM Deputy Director of the Presidential degrees from major colleges and
MIRAGE is and not just what we do.” Transition Office in 1992 and Chief universities around the country.
Executive Officer of the 1992 Democratic PDJ
Lorraine Brock
Vice President, Diverse Markets, Nationwide Insurance
Since joining Nationwide in 1996, have made homeownership a reality for
Lorraine Brock has worked tirelessly to residents of diverse backgrounds.
make insurance services more accessible to
urban consumers across the country. Brock knows the inside of the insurance
Vice president of Diverse Markets, Brock is industry well. She has 25-plus years’
responsible for Nationwide’s multi- experience including management
functional diverse markets strategy and its positions in sales operations, marketing,
implementation. Under her leadership, finance, corporate relations and urban
Nationwide has opened sales and service affairs. What Brock has uniquely brought
centers in major metropolitan cities and to her corporation, however, is her ability “These organizations are very connected to
facilitated grants for various housing to bring the outside in: with her help, the work that I do here for the company,”
groups totaling more than $350 million— Nationwide has established strategic says Brock. “They enable me to stay in
investments targeted to revitalize and national partnerships with the NAACP, close contact with market realities and they
develop safe, affordable housing for urban Habitat for Humanity, the National Urban provide good information for what’s
consumers—strategic investments that League and the Hispanic Scholarship Fund. happening in the marketplace.”
page 76 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
Joyce Mosley
Manager of U.S. Compensation and Benefits, IKEA
“... we embrace
new stores in North America. And she should know; her personal track
each co-worker’s
record for making a difference in people’s
lives is extensive.
differences ...”
minority communities in her home of
A 15-year volunteer for the National Philadelphia about the need for loving
Adoption Center and a tireless mentor to homes for children who are considered
both minority professionals and urban “One of the things that sets us apart from hard to place due to their age, or physical,
students, it’s no surprise that Joyce Mosley other retailers is that our culture is so mental or developmental disabilities. She’s
found a great career fit with IKEA. The focused on co-workers’ needs and work-life also an adoptive mother. Her son, Kevin,
furniture retailer’s commitment to diversity balance,” she says. “This is evidenced by the whom she adopted when he was 2, is now
and social responsibility struck a chord fact that part-time people receive health 30 and the father of three. They both have
with Mosley immediately. coverage and other benefits. This is unusual made tremendous contributions to the
in today’s economic climate when a lot Center and were named “2000 Family of
She recalls her initial contact with an of retailers are pulling benefits from the Year.”
IKEA recruiter: “I was asked how I felt employees.” IKEA also offers flextime,
about working with people of diverse telecommuting, a mentoring program Mosley is also a long-time mentor to urban
backgrounds,” says Mosley. “As a minority and flexible holidays—a policy that allows youth through Philadelphia’s Franklin
candidate, I was glad to be asked. Over the co-workers to select which days they would Institute PACTS (Partnership for Achieving
phone they did not know who I was, so I like to take as holidays. “This helps us Careers in Technology and Science)
assumed that was a question asked to all embrace each co-worker’s traditions Program and offers HR professionals
candidates. From the start, it told me that and value one another’s differences,” advice on navigating through corporate
IKEA is a company that walks the talk.” adds Mosley. culture and developing strategies for career
advancement through the National
As IKEA’s Manager of U.S. Compensation Also important to Mosley are IKEA’s strict Association of African-American
and Benefits, Mosley is responsible for the requirements for all suppliers and sub- Human Resources. PDJ
strategic planning, compliance and suppliers regarding social and working
Brock’s passionate dedication to professional development of African- “Our partnership with the National Urban
improving urban housing and insurance American females in the workplace. League is important to our objectives of
opportunities is evident through her building strategic relationships that are
community involvement, as well. She Recently, Brock was awarded the 2003 connected to our efforts to reach diverse
currently serves on two national boards Donald H. McGannon Award from the populations,” says Brock. PDJ
“... a TENACIOUS
focusing on urban insurance—the National Urban League. The award is given
National Insurance Task Force and Urban each year to a select group of individuals
advocate of the
Insurance Partners Institute—and serves who epitomize McGannon’s commitment,
OPPORTUNITY KNOCKS
“… Sometimes
transferred to the company’s Gadsden, AL,
manufacturing plant as an industrial
engineer, followed by a number of in unexpected ways …”
Degrees in biology and psychology seem to assignments where she took on a variety of Now as senior vice president, human
be the perfect background for Goodyear’s roles such as plant manager and business resources she is responsible for developing
leader in human resources. Consider the center manager, before taking on a human and executing a global human resources
acceptance of diversity—of species and resources position. strategy to drive the company’s
human behavior—embraced by each competitiveness in the marketplace. Often
science. Kathy Geier’s immediate “Sometimes opportunity knocks in that requires challenging the status quo.
understanding and acceptance that each unexpected ways. We need to be open-
associate is different in their own way minded enough to take advantage of it,” “I know that I have to champion
allow her to create an inclusive workplace says Geier. “Early in my career, I had decid- initiatives that change existing policies and
that goes far beyond looking at race and ed that I would follow a human resource practices that lower morale. I want an
gender issues. track. A superior suggested that I take an environment that encourages
operational position to broaden my cooperation among associates,” says Geier.
“Diversity means thinking in terms of perspective. I ultimately became a plant “We need to create an environment at
varied backgrounds and experiences that manager, and although I returned to Goodyear that values and respects
can be educational, socioeconomic and human resources, the operational position people through best-in-class selection,
geographic. That leaves diversity fairly is invaluable in the contribution I can development and motivation of
open-ended—to maximize the make to the company today.” associates throughout their career.” PDJ
contribution of every person,” Geier says.
Cherie Rice, a veteran of 18 years with me to work in, it was an opportunity that As she worked her way up through the
Waste Management, Inc. and Vice I’m glad I took.” finance ranks, from local accounting
President of Investor Relations, is known as manager to regional controller in charge of
a sharp, experienced authority on the ups During her first 10 years in the business, several states, strong relationships with
and downs of the industry, making her a Rice worked at field operations around the supportive supervisors became important
valuable asset to company leadership as country, learning different facets of the to her advancement in the company.
well as industry analysts. Rice’s career industry—customer service, waste
started when she accepted an offer to work collection, recycling and disposal—from “I had a few big champions who spotted
at a local Waste Management operation her coworkers on the frontlines. my potential, abilities and dedication to
shortly after graduating from the doing things right,” said Rice. “These early
University of Oregon. “I learned that this is really a local business champions helped shape my opinions
—people feel as passionate about their about the importance mentors and coaches
“Most people don’t say ‘I want to go work garbage collection as they do about police play in an individual’s career.
for a garbage company’ right after they get or fire protection for their neighborhoods,”
out of college,” said Rice. “While at first it said Rice. “We have to do it right by “While it is easy to focus on our own
didn’t sound like an attractive industry for providing the best customer service.” individual progress, I think that it is
“… We can SUCCEED if we
its outstanding performance, and was
remain purpose-driven,
Driven by purpose and her passion for shares her enthusiasm with numerous
excellence and service, Drummond inspires
Cherie Rice
Vice President of Investor Relations
Waste Management, Inc.
Barney, Goldman Sachs and Lehman of over one million shares as a result of
Brothers—as well as investors and potential these meetings.”
investors—rely on her expertise.
Rice feels that management in companies
Recently, Rice traveled to Europe with across the country are learning to recognize
Waste Management Chairman, CEO and and appreciate gender differences as
critically important for managers to realize President A. Maurice Myers and CFO positive qualities, which can serve as assets
the impact and difference they play in David Steiner to meet with professionals for organizations.
somebody else’s career, both positively and from more than 50 investment companies.
negatively,” added Rice. During this whirlwind tour, the team met “Waste Management is working to create
“… this is really
with both institutional and potential an environment of diversity and inclusion,
a local business …”
investors to the company, explaining why where everyone has an opportunity to
they should hold Waste Management stock succeed. Our CEO, Board of Directors and
Her experience in the industry has given in their portfolios. senior leadership team are working
her a unique perspective of the company’s together to create significant opportunities
history and field operations. And after six “There was a high level of interest in for qualified women and minorities to
years as the head of Investor Relations, Waste Management,” said Rice. “We believe advance into leadership positions
research analysts from firms such as Smith that we have already attracted the purchase throughout this company.” PDJ
enrich,
enhance,
advance
GIANT FOOD INC. ADDRESSES THE NEEDS OF WOMEN EMPLOYEES
WITH A HIGHLY SUCCESSFUL, FOUR-TIERED INITIATIVE.
When Ann Weiser joined Giant Food Inc. through numerous focus groups into four work teams tasked with
(Giant) as Executive Vice President for conducted by Weiser. implementing specific areas of the plan.
Making a Connection
Human Resources, Labor Relations and
to the Company
Public Affairs, she made a commitment to “It was a great exchange of information
make Giant a great place to work. For the and I learned a great deal. I also learned
women of Giant, this meant providing that we had a lot of work ahead of us,” One of the characteristics of a great place
the tools to encourage professional commented Weiser about the to work is feeling a connection with the
development and the resources to address focus groups. company, i.e., feeling good about starting
life’s challenges. a career with Giant and staying motivated
With a plan in place, Weiser
“I worked at several Fortune 500 had the enormous task of
companies, and saw and experienced first executing these strategies.
hand the juggling acts that many women To accomplish this, she looked
must perform, not only professionally, but to Giant’s Women’s Forum.
also personally,” said Weiser. For many years, the Forum
had functioned as a vehicle to
As a result, Weiser spearheaded the informally connect the
creation of Giant’s Women’s Initiative, a women of Giant. Today, it has
comprehensive program that speaks to the taken on a new role with its
many challenges and demands faced by Steering Committee members
Giant’s women at work and at home. accepting the charge of
With the objective to “Enrich, Enhance, driving the Women’s
and Advance,” the Women’s Initiative Initiative. The members of “... I learned a great deal.
targets four strategic areas: Making a the Steering Committee are I also learned that we had
connection with the company, providing excited and energized about a lot of work ahead of us.”
opportunities for growth, giving back to the new program and the Ann Weiser
Executive Vice President for Human Resources,
the community, and making life easier. positive impact that it will Labor Relations and Public Affairs
These areas were identified from feedback have on the women of Giant. Giant Food Inc.
received from the women of Giant The Committee is divided
1-800-573-2867 www.diversityjournal.com Profiles in Diversity Journal • November/December 2003 page 81
to keep growing here. That is why one activities. This is our effort to make the opportunity to interview and be hired for
initiative looks at enhancements to new work world a better place for all women. open positions within Giant Food’s stores.
Providing Opportunities
As a support strategy, Giant collects and Weiser. In fact, this has already taken
for Growth
communicates information, policies, and place. Last year, one of Giant’s vendors
services that can simplify daily life, reduce donated a year’s supply of pantyhose to
This strategy focuses on professional stress, and increase overall job satisfaction. the organization.
The Rewards
development, including networking,
training, mentoring, and informal Weiser is passionate and committed to
learning. Its keystone is the quarterly Weiser and her team are seeing the fruits making Giant Food a great place to work.
Women’s Forum meetings. In addition to of their labor. The word is out about the From her vision, Giant will lead the way
these meetings, there will be new Women’s Initiative and attendance at and be an example to other companies
a new book club, Intranet site, taking the the quarterly Women’s Forum meetings looking to Enrich, Enhance, and Advance
Forum “on the road” to women associates has tripled. Additionally, the Women’s the women in their organizations.
in Giant’s retail stores, and much more. Forum on Tour is a series of quarterly
For more information about Giant Food Inc.,
Since its inception, All Bar None has hosted In her current role, Schubert is responsible
many well-received initiatives including for marketing foreign exchange and
mentoring programs, career development precious metal advisory services and
forums, investing seminars, networking products to a global client base of
receptions, and regular lunches with corporations, hedge funds, and investment
managing directors. In 2002, Schubert, companies. She also acts as Chairperson
along with several other women Managing of the North American Distribution
Directors (MDs) at the firm, organized the Committee, which oversees the
network’s “Challenge Yourself to Succeed” coordination and distribution of all
career development program. investment bank products in North
America, and as Chairperson of the
“I take a lot of pride in the Challenge Global Hedge Fund Committee and
Yourself to Succeed conference,” Schubert Member of the UBS Warburg Board.
said. “In a tough year, when budgets were Over the past seven years, through the
being cut, the senior management of the Schubert received a Bachelor of Arts in dynamic leadership of Mary George
firm—both men and women— Economics and History from Miami Opperman, New York’s Cornell University
demonstrated their commitment to this University, Oxford, OH. A busy wife has made significant progress toward
issue. We had our women MDs up on a and mother of five—all boys—she also becoming a “model employer”—or, as
panel talking about how they juggle their makes time to give back to her Opperman would say, the “kind of university
and workplace where people choose to come
“... more to
jobs with their families and their community, serving on the Executive
community commitments.” Committee of Junior Achievement of and choose to stay.”
Southwestern Connecticut. PDJ
Ilene H. Lang
President, Catalyst
As the new President of Catalyst, the companies. Founding CEO of AltaVista
leading research and advisory organization Internet Software Inc., she led the
working to advance women in business, commercialization of the highly popular
Ilene H. Lang isn’t exactly stepping into AltaVista Internet search service and
uncharted territory. She has broken many marketed a line of award-winning Internet-
barriers in her own career. based business software products.
“… the story is not about miracles, Esther’s self-defining moment comes when
she takes on the mantle of leadership by
but about courage …” standing up for what she
the most widely-read and influential books Esthers,” says Glaser. believes in. Considering
for working women today. Connie was “Three women, in recent examples of
recently honored for her achievements by particular, stand out as corruption in corporate
being named Businesswoman of the Year profiles in courage. ethics, many modern-day
by Office Depot. Sherron Watkins was Esthers struggle with the
a VP at Enron who same issues of integrity and
Glaser also serves as national spokesperson blew the whistle on remaining true to their
for the Business Women’s Network, where CEO Ken Lay and principles. Indeed there are many
she has been able to reach out beyond our corporate valuable lessons to be learned
country’s borders and impact the global wrongdoing at from Esther’s story: Taking
community of businesswomen and the energy giant. calculated risks … mapping out
entrepreneurs. It is this same passion Colleen Rowley, chief your plan of attack … standing up
to motivate women toward lawyer in the FBI’s Minneapolis for what you believe … summoning
self-empowerment that led to the bureau, confronted the Director of the FBI courage under fire.
publication of her most recent book, for thwarting her efforts to investigate one
What Queen Esther Knew: Business of the key figures behind the September 11 Above all, Esther’s story is an inspiration.
Strategies from a Biblical Sage. terrorism. And Cynthia Cooper, Vice “Throughout her life, she faced grave
President of Finance at WorldCom, dangers and formidable challenges,” says
A timely and relevant re-telling of the investigated and reported $3.8 billion in Glaser. “However, despite these obstacles,
biblical story, Glaser and her co-author accounting irregularities to the company’s she managed to keep the faith and
Barbara Smalley have authored a piece that Board of Directors. persevere. The story of Esther is not about
has inspired many women leaders, miracles, but about a courageous woman
including Senator Elizabeth Dole. She “These courageous women blew the who used her intellectual and spiritual
praised the book by saying: “When I’m whistle on huge, powerful corporate resources to overcome adversity and,
faced with tasks demanding wisdom and machines—and none did it to advance her ultimately, to triumph. What better role
courage far beyond my own, Esther’s story career. Instead, their missions were similar: model for women leaders today?” PDJ
page 88 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
Lynn Crump-Caine
Executive Vice President, Worldwide Operations & Systems
McDonald’s Corporation
Like many members of business research departments, in addition to the departments
McDonald’s top currently within Worldwide Operations & Systems. Before taking
management, over U.S. Restaurant Systems, she served as the Group Vice
Lynn Crump-Caine began President, Operations, responsible for supporting the existing
her McDonald’s career as a restaurant operation and management systems.
crew employee in her
hometown of Portsmouth, As Regional Vice “… such a breadth
VA. Now, as Executive Vice
President, Worldwide
President of the
Atlanta region, she
of opportunity …”
Operations & Systems, she was responsible for 500 million dollars in sales from more
oversees global operations, than 460 restaurants covering Georgia and portions of Alabama
equipment systems, training, learning and development and and South Carolina. She has also served as Assistant Vice President
restaurant innovation. She is McDonald’s highest-ranking and Director of Training for McDonald’s global restaurants,
African-American female executive. directing the activities of training development, mid-management
development and Hamburger University.
A 29-year veteran of the McDonald’s system, Crump-Caine
believes her professional advancement at McDonald’s is equally A proponent of active participation in the community,
attainable for other young African Americans looking towards Crump-Caine serves on a number of business and civic
McDonald’s for crew and management opportunities. organization boards herself, including the Goodman Theatre in
Chicago and Women Looking Ahead News Magazine. She is also a
“My long-term association with McDonald’s, having risen from member of the National Association of Female Executives and a
the ranks of crew to the executive office, has been a gratifying contributor to McDonald’s Black Employee Network.
journey,” says Crump-Caine. “I’m delighted to be a part of the
McDonald’s team, and am pleased that McDonald’s has and This year, Crump-Caine was named one of the 2003 “Influential
continues to provide such a breadth of opportunity to Women in Business” by The Business Ledger of Chicago, in
America’s youth.” association with the National Association of Women Business
Owners (NAWBO). She received the McDonald’s President’s
Previously, Crump-Caine headed the Worldwide Restaurant Award, the highest honor given by senior management for an
Systems and U.S. Restaurant Systems teams, which included the employee’s performance, in 1995. She also received the Dollars and
restaurant development, supply chain, menu management and Sense Outstanding Business and Professional Award in 1991. PDJ
Ursula M. Burns
Senior Vice President; President, Business Group Operations
Xerox Corporation
The point is not to blend in, but to stand president of Xerox Business Group
out, says Ursula Burns of diversity in the Operations, she reports directly to Xerox
workplace. “Blending in may get you chairman and CEO Anne Mulcahy and is
by, but standing out propels you forward.” responsible for about 80 percent of
It’s a sentiment that’s understood by Xerox’s revenue, including product
Xerox Corporation, where Burns is a engineering, product marketing,
senior executive. manufacturing and other functions.
Burns, who started her career at Xerox as From 1992 through 2000, Burns led
a summer intern in 1980, has been a several business teams, including the office
standout at Xerox, rising steadily through color and fax business, office network
the ranks of the company. Now, as copying business and the departmental
page 90 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
Orien Reid
Chair, National Board of Directors, Alzheimer’s Association
Orien Reid first came to the Alzheimer’s “My own personal experience with this
Association seeking information. The year horrible disease reflects those of 19 million
was 1988, and her mother had just been Americans who have a family member with
diagnosed with Alzheimer’s. Contact Alzheimer’s disease. Our experiences,
with the organization, she said, became combined with the knowledge that the
her lifeline. Alzheimer’s disease process begins in the
brain as many as 20 years before a person is
“It devastated me to watch the disease seriously impaired, have created our sense
destroy the beauty and mind of my of urgency.”
mother,” said Reid. “My mother’s
Alzheimer’s disease forced major changes Whether or not you have a family member
in my personal and professional life.” with Alzheimer’s, you will be affected by
the disease’ epidemic-like growth. For
During the six years Reid cared for her example, research suggests that 14 million
mother, she learned more about the disease baby boomers in the United States will get Thanks to champions like Orien Reid, the
and her knowledge of the issues facing the Alzheimer’s disease. This means that fight against Alzheimer’s continues, and
families of Alzheimer’s increased. She Alzheimer’s poses a threat to Medicare even public awareness is spreading. Researchers
began organizing community activities and before the baby boomers have all retired. are making major breakthroughs in
counseling others as a way of paying back The cost to Medicare of treating people molecular, genetic, and epidemiological
some of the help she had received. with Alzheimer’s disease is research, and more effective treatments
estimated to soar from $31.9 billion in and ways to prevent the disease are
“… we simply 2000 to $49.3 billion in 2010, even though within reach.
cannot wait …” Medicare does not pay for most of the
In 1992, the year her mother died, Reid long-term care Alzheimer’s patients need. “Alzheimer’s disease is an epidemic, and we
became a member of the association’s simply cannot wait to do something about
national board. In 1998, she gave up her “For the Alzheimer’s Association, research it,” says Reid. “Getting families the help and
26-year career as a Philadelphia TV is a key ingredient that will not only information they need, promoting early
consumer reporter to become a full-time support and enhance the care of people diagnosis and advancing Alzheimer’s
volunteer for the organization. Several affected by Alzheimer’s but, just as research have become my
years ago she became the chair of the importantly, spare future generations from life’s passion.” PDJ
national board. being ravaged by this disease.”
business unit. In May 2000, she was University of Rochester and The Rochester “The female approach to success,
named senior vice president, Corporate Business Alliance. controversy, and problem-solving is
IDENTITIES
Strategic Services, and most recently, invaluable to the success of corporations.
president of the Document Systems and “… we must maintain our As we become more pervasive, we must
Solutions Group. maintain our identities as women, rather
than pursue the misapprehension that we
Burns received a Bachelor of Science
degree from Polytechnic Institute of
as women …” ‘need to be more like men.’
New York in 1980 and a Master of Science When asked to cite the greatest challenge “My mother told me long ago that where
degree in Mechanical Engineering from facing women in the business over the you are is not who you are,” said Burns,
Columbia University in 1981. She serves next five years, Burns suggests that it’s “Where you are is a circumstance that you
on professional and community boards, not the fact that they’re a woman that can change; who you are goes with you,
including PQ Corp., Banta Corp., is an obstacle, but the tendency to shy wherever you go.” PDJ
Boston Scientific Corp., FIRST, National away from it.
Association of Manufacturers,
1-800-573-2867 www.diversityjournal.com Profiles in Diversity Journal • November/December 2003 page 91
Ana Mollinedo
Vice President, Diversity, Communications & Community Affairs
Starwood Hotels & Resorts Worldwide, Inc.
Since joining Starwood Hotels & Resorts that these changes are the result of having
Worldwide, Inc. less than two years ago, support from the top down—a must
Ana Mollinedo, Vice President of when you’re communicating with 110,000
Diversity, Communications & employees worldwide.
Community Affairs, has been the catalyst
for real change. Under her guidance, “If you don’t have support from the top,
Starwood moved from 11th to 4th on the you’re somewhere in the middle trying to
NAACP Lodging Industry Report Card— push up,” says Mollinedo, “and spinning
Jeannie H. Diefenderfer
Vice President, Process Assurance, Verizon
Jeannie Diefenderfer’s passion for her Back then, Diefenderfer was 13 years old,
volunteer work at The International and had just completed the 6th grade in
Center in Manhattan is deep seated in her native Seoul, South Korea when she
her childhood. This mother of two and and her family immigrated to the U.S.
Vice President, Process Assurance for If she had any hang-ups about not
Verizon not only serves as president understanding the language in her new
of the board for the non-profit land, they were further compounded by
organization, but she devotes being pushed three grades back—assigned
considerable hours there every month to a 3rd grade teacher—to learn English.
helping immigrants master the English
language—the kind of help that would By the time she reached high school,
have smoothed her transition when she however, Diefenderfer had not only
arrived in America 29 years ago. mastered English but was thriving
academically and culturally. She
page 92 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
Gloria Pace King
President, United Way of Central Carolinas, Inc.
Gloria Pace King is in the business of
improving the lives of others, and “To be a professional in this field—and I
inspiring others to do the same. It’s a know this sounds corny because I know a
business in which she excels. As President lot of people use this comment, but—you
of United Way of Central Carolinas, Inc., a only get your rewards one at a time,” said
$38 million health and human service King. “It’s the only way you can put them
organization, King has worked diligently to in compartments small enough so that they
enhance her community’s quality of life will make you get up the next morning and
through a broad spectrum of civic and go back and keep ‘plugging at it’.”
community activities. Since assuming this
position in 1994, her focus has been to One midweek morning, the entire United
increase money available to address critical Way board of directors hopped aboard a
community needs—and she has succeeded, bus and rode into parts of Charlotte most
increasing funds from $18 million to of the city’s residents never get to see. that changes because of the kind of
$38.6 million in only eight years. They saw new libraries where abandoned work I do ... it is my ‘bottom line’—my
buildings once stood, safe havens where work, my children, my friendships, my
relationships—and, above all, who I am as
“... you get up the next adults were recovering from chemical
dependency, centers where children from a person: whether or not I’m accountable,
morning and keep low-income families received quality whether or not I’m credible, and whether
‘plugging at it’ ...” education, and agencies that helped feed or not my reputation will stand on its
the hungry—improved neighborhoods own merit.”
Magnifying the power of these dollars to where, until only recently, one could not
further help the community, she has not get a pizza delivered. Gloria demonstrated Before beginning her career in nonprofit
only expanded the services United Way to community leaders how United Way and management, King worked in the
funds, but extended its geographical reach its programs have truly improved the healthcare field as a nurse and an
and revived local interest in giving. She has quality of life. administrator, and served as President and
implemented new initiatives that allow CEO of the Visiting Nurse Association in
United Way and its agencies to show more “To see one individual whose life is Cleveland. She earned her MBA from
donors the real difference their investments changed, or one family’s, one Baldwin-Wallace College in Berea, OH, her
make in our community. neighborhood’s, or one community’s BA from Cleveland State University and
RN designation at the St. Alexis Hospital
School of Nursing in Cleveland. She
received a certificate from the Center for
Creative Leadership in Charlotte.
graduated fourth in a high school class of “The Center helps immigrants make a She serves on many local boards, including
900 and received full financial aid and smoother transition to America,” the Carolinas HealthCare System,
scholarship to Tufts University, where she Diefenderfer says. “It certainly would Charlotte-Mecklenburg Health Services
earned a degree in chemical engineering. have expedited my assimilation into the Foundation, CharlotteSaves, and the UNC
American culture if I had been aware Charlotte Foundation, and is a member of
As a result, she has always determined to of its existence.” the Civic Lab Steering Committee for the
PDJ
help other immigrants assimilate into Collaborative Community Project’s
American life, a determination Community Building Initiative. King was
that led her to involvement with honored with the National Conference of
The International Center. As she
“I cannot forget where Community and Justice Humanitarian
puts it, “I cannot forget where I came from, Award in 2003, the PRSA Pegasus Award in
I came from, and I must and I must appreciate 2002, the Frank C. Carr Memorial Award
from INROADS Charlotte in 1997, and was
appreciate where I am. where I am.” named Woman of the Year in 1997 and
1999 by the Charlotte Post. PDJ
CAPABLE of being …”
very different
become what they are felt Starwood was a great place to work.
corporate cultures.
“Treat people as if they were what they ought to be,” quotes Crosby
“After the mergers with Sheraton and Westin Hotels, Starwood had of poet and philosopher Goethe, “and you help them to become
no basic organizational capability policies and procedures in place, what they are capable of being.”
so the path before us was virtually unpaved,” says Crosby. She and
her small team have brought energy, focus and commitment into Crosby received her Bachelor of Arts in Psychology from Brown
developing “our strongest resource: People.” University and both an MA and PhD in Industrial and
Organizational Psychology from the University of Connecticut.
The programs she has initiated have been cutting edge, in Before joining Starwood, she served as Senior Vice President and
particular her Leading Starwood executive development program, Director of the Northeast Region for Aon Consulting’s Human
which is proving to have a significant impact on the organization. Resources Consulting Group.
PDJ
Nancy Lonsinger
“… I feel good about what I do ...”
Vice President of Marketing, Diabetes Care, Roche Diagnostics
Nancy Lonsinger began her career at One of the most exciting things, she says, is Roche’s new Accu-Chek Compact® blood
Roche Diagnostics in 1995 as a Consumer how the business quickly changes. “Since I glucose meter with a test drum that
Segment Manager. From the very started my career with Roche, the diagnosis eliminates the need for patients to ever
beginning, she realized she had a lot to criteria for diabetes has been modified, handle a test strip again.
learn, and yet within a year, Lonsinger was reimbursement for testing supplies has
well on her way to becoming one of the changed, and the number of people with As the rate of diabetes continues to grow
experts. She combined her knowledge of diabetes has doubled,” says Lonsinger. disproportionately within certain ethnic
the consumer and the overall business to “Additionally, the role that the patients groups, there is a heightened need to reach
produce results that would take the sales themselves play in diabetes management Latino and African-American markets.
and marketing teams to a new level. decision-making continues to increase. Nancy is currently leading a team that is
Such changes continue to present testing a church-based diabetes education
When Lonsinger became a part of the new challenges.” and management program in Indianapolis.
Diabetes Care Group, public awareness “The concept is easy. In a community
for consumers and patients was still in its Nancy remains proactive in identifying where the church plays an integral role in
infancy. Today, she actively leads a team of ways to meet the diverse needs of the someone’s life, we believe the church can
talented people whose creative skills help customers. She led the team responsible also help improve patient management
consumers make key health decisions in for launching the first ever Accu-Chek® compliance and, therefore, health
the management of diabetes. television commercial last May featuring outcomes,” says Nancy.
withYourself
Conflict
By Audra Bohannon
Senior Vice President
Novations/J. Howard & Associates
Y
ou’ve watched people do it— able to deliberately and consciously
and maybe you’ve even done identify your intentions, narrow your
“How do you it yourself. Set a goal, take focus, and commit to a plan of action.
action, and make it happen. You’ve You’ve got to be able to stop at some
maintain a balance also seen people set a goal but take no point and just sit in the confidence
action. Nothing happens. What makes that you can make it happen.
between obligation the difference between these two kinds Furthermore, there is a dilemma that
of people? Often, it seems that at exists, particularly for women, in
and responsibility some point, in both personal and managing the overwhelming
professional arenas, most people feel responsibilities that can halt progress
and still the conflict between their goals and on achieving goals. It’s easy to get
outside influences. It’s as though they caught in a cycle of day-to-day
accomplish want to go for it (whatever it may be) responsibilities, meandering through
but there are things that are getting in life without really making things
things that have the way. happen for yourself to the extent that
you could, and more women than I’d
significance I have seen this situation affect—even care to admit experience this as their
control—many people I have observed reality. So how do you break the
to you? over the last twenty years, especially cycle? How do you maintain a balance
women. Despite the progress women between obligation and responsibility
Intent, Focus, and have made in the workplace today, and still accomplish things that have
Plan: three steps there is still difficulty navigating significance to you? Based on what
corporate America with any sort of I’ve seen, I think there is an approach
that will help you certainty or stability. And while there that individuals can take that puts
are no “one-size-fits-all” answers, I them in control of their destiny, while
move towards the believe that there are strategies that still being able to factor themselves
can be used to help take control of into the equation. Intent, Focus, and
outcome you want your situation. Plan: three steps that will help you
move towards the outcome you want
with purpose.” In order to truly drive your personal with purpose.
or professional agenda, you must be
page 96 Profiles in Diversity Journal • November/December 2003 1-800-573-2867 www.diversityjournal.com
Different shoes Different skills Same goals
Leadership, Excellence and Success
That’s Georgia-Pacific
www.gp.com/careers
You’ve got to establish your intent— the intention is, it becomes easier to have to be negative. Often, they are
deliberately stating what it is that you bring things into focus. things that have been incorporated
must do. There’s a clarity that comes into your daily lifestyle that, once
with consciously identifying the real The next step is to focus. The focus you’ve committed to your intended
goal. And your real intent is often needs to be directed towards the time, outcome, serve only to get in the way.
inextricably linked to your values and energy, resources and attention that The probability that you will make
beliefs. If you can see the intent tied to you are investing to shape your plan. your intent a reality increases with the
the things that you value, you’re more It’s a selective focus—you’ve got to level and specificity of the focus you
likely to take the necessary steps to get prioritize the things that are directly devote to it.
there. Once you’ve established what related to achieving your goal.
Focusing really Once you’ve explicitly articulated your
helps to minimize intent, and have focused your effort
distractions. on making it a reality … the next step
Those distractions is the real nuts and bolts. Plan—plan
can be relation- the actions that you will have to take
ships, internal in order to actually live it out. If
noise, or you’ve identified the intent and truly
external pressures. shaped your focus, the plan becomes a
Distractions do step-by-step blueprint for making
not necessarily your dream a reality.
© 2001 J.P. Morgan Chase & Co. All rights reserved. J.P. Morgan Chase & Co. An Equal Opportunity and Affirmative Action Employer M/F/D/V.
JPMorgan Chase is a marketing name for J.P. Morgan Chase & Co. and its subsidiaries worldwide.
The Changing Landscape
C O A WhatCa personal
HtrainerI canN G
be to your body,
a coach can be to your work performance.
So why do so few minority executives utilize this tool?
By Dr. Mary Stewart Pellegrini
Principal, Stewart Management Group, LCC
oaching can improve personal effectiveness for Antoinette Thomas, a senior manager in the highly competitive
director of Internet communications, discovered a unique A coach is, above all, a confidant; ascertaining your comfort level
advantage to her situation as an African-American female and chemistry with a potential coach is the most important
executive in a male-dominated industry. aspect of the interview process.
“After my coaching sessions, I realized that the cool part about Creating Your Own Reality
being outside of the system is that I am already tuned in to how Coaching is most frequently sought out when people are in a
other cultures do things differently than I do. One example was professional transition, seeking a new life balance or just needing
that, in my organization, I noticed how some folks would always to create new outcomes for current situations. While some may
ask questions in front of our CEO, whether it was a smart dismiss coaching as the latest fad or buzzword, the sheer number
question or not. While I was thinking, ‘Why would someone ask of participants and reported positive results are proof enough
something so simple?’ the reality was that the CEO remembered that there is a hunger for this type of service in today’s corporate
the person who stood up. Without my coaching experience, environment. Far from being a personal “Ask Jeeves,” or someone
I don’t know that I would have stopped to examine and who will provide directives, coaching gives its participants the
understand that situation. Now I can see ways to use what I learn means of addressing the question, “How can I be personally
to my advantage.” responsible for creating my reality?”
lessons earlier
• Knowledgeable and experienced—a coach with broad to learn some of these
experience in several industries, who has worked with clients
at several organizational levels and who has benefited from
coaching him- or herself, could be a very valuable resource.
than I did.”
Antoinette Thomas
DIVERSITY
THE G R IN CH
THAT STOLE
O UR C ULTURAL
Many Americans don’t understand why
much of the world currently views their nation
as the greatest threat to world peace. How
would they understand, then, that it is seen as
the greatest threat to diversity as well?
T
here is nothing like the regions and countries. For the Yankee U.S. cultural groups do make efforts to
holiday season (coming trader, if it sells, it sells, and we will flog it preserve their heritage from the flood of
earlier each year, it seems) until it sells. Some may see this as cultural media culture eroding their foundations.
to remind us that, as exchange, but there is little exchange to be But the dominant influence is so strong
Calvin Coolidge (30th seen. In market terms, it is more akin to that what is “ethnic” too easily becomes
President of the United States) once said, dumping than to exchange. quaint and cute rather than contributing
population. It is interesting, however, that occasional X (you define the X) -pride blackouts of the past year should not be
for many years now those of us involved day. Making it into the mainstream for seen as a carte blanche invitation to exploit
with diversity consulting and training— non-mainstream folks has largely meant more natural reserves, but rather
whatever our personal motivation—have adopting the values, beliefs, behaviors and demanded significant investment in the
been increasingly constrained to focus our icons of the dominant culture. As many infrastructure and distribution networks
energies on trying to convince the Europeans have noted, almost from the of our existing power resources. Of
business world that the ultimate reason beginning, diversity in the USA is just course, exploiting natural resources is a
for supporting diversity lies in the another, more subtle form of the “melting more immediately profitable venture than
“bottom line benefits” to organizations investing in infrastructure. It is certainly
if it sells, it sells,
benefits are also real, but exploiting interests, as the margins are simply a lot
diversity in this fashion ought not to be better in the short term. If some people
until it sells.
Diversity, American style, is not about manifest destiny of business.
cultural exchange,
protecting the rainforest. as tribal peoples face an almost impossible
Diversity as commodity
but there is
challenge in defending their environment
and its biodiversity from despoliation,
little exchange
Religion and moral values being private most of the world—whatever its stage of
to be seen.
affairs in the United States, the validation economic development—faces the same
for diversity is that it makes money. If it challenge of protecting itself when it
In market terms, it is
makes money, it resonates with the key comes to its culture. In this case it is
than to exchange.”
diversity may be the right thing to do, and more permeable. Culture travels, via
the threat of compliance may be hidden electronic and print media, and is
somewhere in the background, but constantly being marketed as a part of
business, unless driven by other values, products and their functions. All trade is
would rather ignore these factors or even pot.” Now, in the post 9/11 xenophobia, trade in culture as well as commodity.
let them erode—they smack too much of the “golden door” is not completely shut,
cost instead of profit. With the exception but it takes a lot of effort and some luck Attempts have been made to stem
of a few outstanding and outspoken to squeeze through with a visa. unwanted aspects of this flow, and getting
Cultural diversity
business leaders, morality, justice, and the around them becomes a fine art. A decade
and biodiversity
ethical and cultural imperatives for ago when I worked regularly in Indonesia,
diversity initiatives tend to be carefully U.S. expatriates in the oil industry used to
hidden in order to make diversity It is enlightening to compare what is thwart the national ban on importing
palatable to stockholders and going on between people diversity and rock music and videos by hiding cassettes
stakeholders. Diversity then becomes a environmental or biodiversity. in Kotex boxes and ham tins—places where
saleable commodity to U.S. organizations any self-respecting Muslim customs officer
and an industry has developed around it Environmentalists have been vociferous would be reluctant to put a hand. Cultural
to serve domestic consumption and, more about protection of the natural restrictions by other governments, then as
recently, to export it worldwide. patrimony of virgin terrain, rainforests, now, are loudly decried by Americans as
and the like, both domestically and in censorship, restraint of trade, restrictions of
While diversity initiatives are sometimes collaboration with native peoples free speech, and violations of human rights.
called “cultural diversity,” there is often elsewhere for whom these habitats are
WOMEN
WORKFORCE
AND THE
FORTY YEARS AFTER THE ENACTMENT OF TITLE VII OF THE CIVIL RIGHTS ACT,
SEX HARASSMENT AND DISCRIMINATION REMAIN MAJOR IMPEDIMENTS TO
ACHIEVING A DIVERSE AND INCLUSIVE WORKPLACE
Weldon H. Latham, Senior Partner
ANTI-DISCRIMINATION
efforts to comply with fundamental legal undermine employee, community, and
PROTECTION OF WOMEN
obligations, including the prohibitions consumer good will. In short, the potential
against sex discrimination and harassment. for severe damage that a well orchestrated
and highly publicized class action sex Federal, state, and local laws all prohibit
Forty years after the enactment of Title VII discrimination lawsuit—with emotionally discrimination and sex harassment of
of the Civil Rights Act of 1964 (“Title charged factual allegations—can bring to a women in their employment. Sex
VII”), and eight years after the Glass major corporation cannot be overstated. discrimination is covered by Federal laws,
Ceiling Commission identified barriers to including Title VII, which prohibits
the advancement of women in the upper Over the past several years, major discrimination based on sex; the Equal Pay
echelons of corporate America, sex corporate employers have faced increasing Act of 1963,1 which makes it illegal to
harassment and discrimination remain numbers of these cases. In 2002, discriminate against women concerning
major impediments to achieving a diverse employees filed approximately 84,440 salary or wages; and the Pregnancy
and inclusive workplace. According to discrimination charges with the Equal Discrimination Act of 1978, which
Ellen Bravo, Executive Director of 9to5 Employment Opportunity Commission prohibits discrimination on the basis of
(National Association of Working Women), (“EEOC”). Of those charges, sex pregnancy, childbirth, and related medical
sexual harassment remains the most discrimination claims were among the conditions and health benefits.
predominant source of complaints from most common types of complaints (second
working women. See “Dial Facing Sexual only to race discrimination claims). Prohibitions on sex discrimination refer
Harassment Suit,” Washington Post (Kirstin Indeed, in 2002, approximately 25,530 to treating any employee or employees
Downey Grimsley, Jan. 25, 2002). A major charges filed with the EEOC alleged differently because of their gender, when
corporate workplace that seeks to achieve sex/gender discrimination. These trends such treatment affects the “terms or
diversity and inclusion will fail miserably if may reflect increased awareness by women 1
Many major corporations realize the importance of assessing
sex discrimination is not rooted out. employees, greater interest in potentially the equity of their compensation practices in order to respond
to challenges from employee plaintiffs or Federal agencies, such
Moreover, credible sex discrimination lucrative verdicts or settlements by as the Office of Federal Contract Compliance Programs.
conditions of employment.” “Terms or In April 2003, Dial Corporation settled harassment from 32 female employees can
conditions of employment” has been multiple sexual harassment claims for proceed as a class action lawsuit on behalf
broadly interpreted by the courts to include $10 million following an EEOC lawsuit. of all 126 female employees. Clearly, the
just about anything reasonably relating to The EEOC filed the suit on behalf of Dial ability of plaintiffs to exponentially
someone’s employment, position, pay, title, female employees who alleged sexual multiply the number of complainants
hours, vacation, discipline, retirement, harassment at its Montgomery, Illinois through class action certification makes
leave, and most other benefits. Another manufacturing facility. The lawsuit these determinations a substantially greater
prohibited and extremely problematic form contained salacious allegations, including risk to employers than those instances
of sex discrimination is sex harassment. threats, propositions, and physical assaults when employees are limited to suing on
According to the EEOC, “unwelcome on female employees. The EEOC alleged their own behalf, not to mention the
sexual advances, requests for sexual favors, that harassment occurred in the presence concomitant indirect negative financial,
and other verbal or physical conduct of a of supervisors who
sexual nature constitutes sexual harassment did nothing, and “The potential for
when submission to or rejection of this that supervisors severe damage that a
conduct explicitly or implicitly affects an themselves also well orchestrated and
individual’s employment, unreasonably engaged in unlawful
highly publicized class action
interferes with an individual’s work harassment. The
sex discrimination lawsuit—
performance, or creates an intimidating, EEOC also found
with emotionally charged
hostile or offensive work environment.” that discipline for
factual allegations—
In 1986, the Supreme Court clearly sexual harassment
expanded the coverage of Title VII when it was either non- can bring to a major
ruled that sexual harassment was explicitly existent or totally corporation cannot
prohibited by this statute. ineffective. When a be overstated.”
Federal judge ruled
Many state and local jurisdictions have in August 2002 that Weldon Latham
enacted even stronger sex discrimination the Dial suit could
laws with broader coverage and greater proceed to trial as a
penalties than the expanded Federal class action, the
authority. For example, although Federal decision opened the possibility that reputational, and adverse brand
law does not recognize discrimination numerous Dial employees would take the consequences that can result from the
on the basis of a person’s marital status stand and tell their troubling stories courts by determining that class action
(married, single, separated, divorced or alleging that the company failed to correct status is appropriate.
LESSONS FOR
widowed), a number of state laws currently a seriously hostile work environment.
CORPORATE EMPLOYERS
do. Additionally, specific small employers
not covered by Title VII2 fall within the In September 2003, class action status was
jurisdiction of certain state and local laws. again granted in sex discrimination and Given the significant business and financial
DEVELOPMENTS IN
harassment lawsuits against both consequences arising from credible and
grinch
PDJ
complaints is emphatically forbidden they grow into significant employee
Cultural policy
which can then be marketed as a cultural speaks to what is happening domestically
commodity as if it were the real thing. as well as around the world. Globalism
A universal declaration of UNESCO promises much. But the challenge is to
(United Nations Educational, Scientific In a few places such as Quebec, France, avoid the brutal marginalization of
and Cultural Organization) in 2001 and Croatia, policymakers are attempting cultural variety and instead encourage
asserted that, “Cultural diversity is as to put teeth into defending indigenous rich and diverse forms of cultural
necessary for the human race as culture by promoting laws and providing expression that are still vital. It calls us to
biodiversity is for the survival of living subsidies that protect the cultural integrity around the concept and practice
things.” Smaller cultures generally have patrimony from the juggernaut industrie of diversity that we have so well
no way of resisting the onslaught. They hollywoodienne and encourage enunciated in the past two decades.
shrivel and disappear into natural history development of local culture and the arts. Dr. George F. Simons is President of George
museums. Resistance on the part of UNESCO-sponsored legislation is coming Simons International (GSI) and an intercultural
religious groups to cultural invasion as in into force shortly to stiffen this resistance, and diversity specialist. His most recent work is
Putting Diversity to Work (2003, Crisp
numerous Muslim areas today is too easily though one suspects “too little, too late.” Publications, Inc.) with Simma Lieberman and
dismissed by the U.S as fundamentalism Americans find it incomprehensible that Kate Berardo. He writes from Europe, where he
or despotism. More and more cultures, much of the world currently sees the U.S. is involved in the development of intercultural
media and online initiatives. For more
like natural environments, are rendered as the greatest threat to world peace. It information, visit www.diversophy.com or by
increasingly fragile and eventually will be even more shocking to hear that email at gsimons@diversophy.com.
destroyed by the American media and the U.S. is the world’s greatest threat to PDJ