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Diversity Journal
Profiles in ®


The Forum For Business Diversity

James R. Rector
From the editorial staff of Profiles in Diversity Journal
Katherine Sandlin
Laurel L. Fumic
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
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

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,

General Electric Corporation

maintaining their tour was reserved for men only. Others were

May Snowden, VP Global Diversity

clearly behind her. Even the press was split on the issue. And
Starbucks while Sorenstam contended that she wasn’t interested in
Toni L. Riccardi, Chief Diversity Officer making a statement for women worldwide—simply wanting
PricewaterhouseCoopers to test the limits of her game—it would be hard to say that

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


the floodgates.
Commentaries or questions should be
addressed to: Profiles in Diversity
This year also saw the Nobel Committee award its
Journal, P.O. Box 45605, Cleveland, OH 2003 Peace Prize to Iranian lawyer Shirin Ebadi. One of the
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first judges in the Islamic Republic, Ebadi led efforts to change
and phone number. Iran’s discriminatory laws against women, provide protection for street children, and free those
detained for expressing their opposition to the government. Her advocacy earned her a prison
30095 Persimmon Drive sentence and banishment from her profession. While the first Iranian, Ebadi was the 11th woman to
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receive the prestigious award in its 102-year history. And, while news of the award was virtually
FAX: 440.892.0737 ignored by Iran’s media, word spread among human rights activists and reformist legislators there.
This year, too, saw Carole Moseley-Braun throw her hat in the ring as a democratic contender for
U.S. $49.95 one year / $89.95 two years; the U.S. presidential race. While not the first black woman to do so (the first was Shirley Chisholm
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in 1972), she certainly affirms the fact that black women political professionals have led the way,
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shattering the glass ceiling of competitive presidential politics.
Subscriptions can be ordered at: or call customer The women in organizations around the world that we honor here as our “Women of Initiative”
service at 800.573.2867 from
8:00 a.m. to 5:00 p.m. EST.
may not hold the title of “first” either. But, as you read in the following pages, it doesn’t mean they
are not making waves. Hopefully, there will be many courageous and inspired women in their wake.
Profiles in Diversity Journal® is published bi-monthly by
Rector, Inc., Principal Office: P.O. Box 45605,
Cleveland, OH 44145-0605. It is quite fitting then that, on our fifth anniversary, we help celebrate those that make a difference
James Rector, Publisher, Rector, Inc.
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in the world around them. We hope you find we make a difference, too, and that you find
The views expressed in this publication are those of the inspiration in the stories we share within.
authors and may or may not represent the views of the pub-
lisher. Reproduction in whole or in part
without written permission is prohibited.
James R. Rector Katherine Sandlin
Registered in U.S. Patent Office. Publisher Editor
ISSN 1537-2102
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 5
What’s possible when 70,000 people with

diverse cultural, national, and

family backgrounds, skills and

life experiences work together

toward one common vision?

Sharon Larkin, mother of two
active boys and Divisional Vice
President of Human Resources.

Abbott Laboratories.

Volume 5, Number 6 • November/December 2003

Abounding Opportunities . . . . . . . . . . . . . . . .28

COVER STORY: Ellen J. Kullman
Shattering the Glass Ceiling Diane H. Gulyas

Stories from some of the highest-ranking women in


corporations and government organizations in Mission Possible . . . . . . . . . . . . . . . . . . . . . . .30

America today. Gloria Bohan
Omega World Travel

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

In the Kaleidoscope . . . . . . . . . . . . . . . . . . . .20

Pernille Lopez
IKEA North America

Wind in their Wings . . . . . . . . . . . . . . . . . . . .22

Susan L. Bostrom
Cisco Systems, Inc.

Delicate Balance . . . . . . . . . . . . . . . . . . . . . .24

Ann Thornburg
Secretary of the Interior Gale Norton
and a few of the 47,909 children that
receive education through the
Bureau of Indian Affairs.
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 7
Volume 5, Number 6 • November/December 2003

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

page 8 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Volume 5, Number 6 • November/December 2003

Women of Initiative

The Changing Landscape

Winning the Conflict with Yourself . . . . . .96

Audra Bohannon
The New Girls’ Network . . . . . . . . . . . . . .44
Novations/J. Howard & Associates
Now 10 years old, the Business Women’s Network
The simple strategy that can help us see past the
opens doors for women and women-owned
outside influences that keep us from getting ahead.
businesses throughout the U.S.
Coaching . . . . . . . . . . . . . . . . . . . . . . . .102
Inside and Out . . . . . . . . . . . . . . . . . . . . .61
Dr. Mary Stewart Pellegrini
Sonnenschein Nath & Rosenthal makes diversity a
How to choose a confidential partner for improving
major initiative.
your personal effectiveness.
Networking Pays Off . . . . . . . . . . . . . . . . .74
Developing valuable contacts at conferences
composed of other businesswomen, such as the
opportunity offered by Office Depot, Inc. in
February, can be well worth the time and investment.

Enrich, Enhance, Advance . . . . . . . . . . . .81

Giant Food Inc. addresses the needs of
women employees with a highly successful,
four-tiered initiative. The Grinch that Stole
Our Cultural Diversity . . . . . . . . . . . . . . .106
People Behind the Culture Change . . . . .99 Dr. George F. Simons
Thanks to the talented women whose support brings Many Americans don’t understand why much of the
them to life, Sodexho’s network groups provide world currently views their nation as the greatest
employees with first hand knowlege, invaluable for threat to world peace. How would they understand,
professional and personal growth. then, that it is seen as the greatest threat to diversity
as well?

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.

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 11

Shattering the Glass Ceiling Women of Initiative

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

page 12 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Shattering the Glass Ceiling Women of Initiative

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

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

“Because our people are our greatest

employees’ ideas For more information about diversity at Boeing,
visit their website at or contact
resource, we need to encourage their
can flow.” Beverly Pizzano, Director of Global Diversity, at
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 13
Shattering the Glass Ceiling Women of Initiative

President of Lockheed Martin Information

Technology Linda Gooden grew up believing she
could accomplish whatever she focused on.
Now she spurs an entire organization to believe
the same.


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

page 14 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Applying Lessons
Learned for the Good
know we’re playing a role in improving

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

“You really can be

powerful role model—the first in her person’s value to the team.
family to go to college and always vocal And today, there’s far more

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

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 Profiles in Diversity Journal • November/December 2003 page 15
Just Another
Shattering the Glass Ceiling Women of Initiative


Among the stunned considering a career in medicine, she
pilots at Lockheed earned a degree in engineering from
Martin, the feat has Drexel University and held a series of
earned her a new management jobs at several Fortune 500
nickname: “Gravity monger.” companies before joining Ford in 1988.

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

page 16 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Steward of
Heritage and
The first woman Secretary of the Interior
in U.S. history finds diversity
central to her responsibilities, her work
and her mission.
ppointed by President George

A Bush, Gale A. Norton is the first

woman Secretary of the Interior
in the Department’s 154-year history.
Photo by
Tami A. Heilemann
Department of the Interior

Interior manages one out of every five Secretary Gale Norton

acres of land in the United States and has
U.S. Department of the Interior
eight bureaus with myriad responsibilities,
ranging from scientific research, to
energy production, to endangered species Indian Tribes through its Bureau of American, Assistant
protection. The Department is also the Indian Affairs. Secretary for Water
repository of much of the Nation’s history, and Science; Craig
reflecting the many cultures that formed It is this cumulative diversity of Manson, African
today’s America. responsibility, work and mission that American, Assistant
compels the Department to maintain a Secretary for
For instance, the National Park Service diverse workforce. Fish and Wildlife
chronicles Black history through the and Parks; and
underground railroad that represented the “A diverse workforce is essential to Dave Anderson, Native
routes to freedom taken by fugitive slaves providing services to the culturally and American, for Assistant
before and during the Civil War. The linguistically varied populations that visit Secretary for Indian Affairs.
Tuskegee Institute in Alabama is a and work with the Department’s facilities
National Historic Site and is also the and lands,” says Norton. Secretary Norton has been responsible for
school that produced the Tuskegee airmen a number of “firsts” at the Department.
of World War II fame. There are sites Presidential appointments to the She appointed the first-ever women
throughout the nation on public lands Department reflect its diversity, as well. Directors of the National Park Service and
that celebrate our Hispanic heritage from Of Norton’s five Assistant Secretaries, the Bureau of Land Management. In
the Cabrillo National Monument in two are women and three are ethnic addition she named the first-ever woman
California to the San Antonio Missions in minorities: Lynn Scarlett, Assistant Chief of the National Park Police.
Texas and Fort Augustine in Florida. Secretary for Policy Management and
Interior is also responsible for America’s Budget; Rebecca Watson, Assistant The Department has ranked number one
four overseas Territories and works Secretary for Land and Minerals among federal agencies over the past three

continued page 38
daily with 562 federally recognized Management; Bennett Raley, Native

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 19

In The
business, how we think, plan and act. This requires the
commitment to tackle the long-term task of meeting and
overcoming the many road-blocks that will be faced. People must
be engaged, thinking must be challenged and action must be
taken. The responsibility cannot lie with an individual specialist or
a department; at IKEA we have made the success of our efforts
part of everyone’s responsibility, regardless of their level or
function within the company.”

With a 10-year, 50-store expansion for North America under way,

Lopez sees diversity as key to success. Elaborating on the business
case for diversity, she says, “This drives our ambition that our
co-worker (IKEA employee) populations in all our stores represent
the diversity of the communities they serve,” she says. “To bring
the value of the many dimensions of diversity to our organization,
IKEA actively encourages and sponsors co-workers’ cross-border
and cross-function mobility. This benefits our business directly
through the exchange of ideas and experiences as well as the
working relationships and networks that are created.”
“If we can embrace the
diversity of viewpoints that we All new stores opening under the expansion include a quiet room
are lucky enough to have, for co-workers to visit on their breaks. They might use the room to
meditate, pray or just relax, explains Sari Brody, leadership and
then I think that we can be diversity manager for IKEA North America. The store managers
‘kaleidoscopic’ in our ability are also charged with creating their own strategies to maximize the
value of differences. “Our philosophy is that a diverse workforce
to always be changing
will improve business results, strengthen our competitiveness, and
into something make IKEA a better place for which to work,” says Brody.
more and more interesting.”
Some stores have opted to celebrate a co-worker’s culture each
Pernille Lopez month. The presenter usually brings in food and music and gives a
President brief talk on his or her culture. Employees are also interviewed
IKEA North America about their cultural heritage and profiles are placed on the

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

page 20 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Shattering the Glass Ceiling Women of Initiative

90 percent and IKEA’s goal to

Wife, mother, and leader of a culture is all about being different and
become the best retailer for
which to work.

“We are actively campaigning

to attract people who can be
1.3 billion dollar company, challenging the status quo. Co-workers at part of our success,” she says. “The strength
IKEA’s Pernille Lopez pushes to all levels are encouraged to ask “why” and of this effort is in not only offering
take work-life balance policies constantly strive to make things better. competitive compensation, excellent
a step further. That’s how Lopez received her promotion benefits and learning and growth
to head human resources in 1997. possibilities, but also in grounding the way
changing into something more and of working in the culture and values that
more interesting.” She attended a women’s leadership are at the core of our company.”
conference in New York City and saw IKEA
Having held responsibilities from sales to was lacking in programs to support women While Lopez is active in the Swedish
retail to human resources, Lopez brings a in the workplace. She returned suggesting American Chamber of Commerce and her
wealth of experience to her role as to IKEA’s then-president, Jan Kjellman, that local church committee, much of her work
president. One of her greatest assets is her IKEA “do something.” A month later, he around the community is directed through
humanistic approach and key ambition offered her the new job. One of her first her work and the influence IKEA has in the
to foster an environment of growth, initiatives was to create the work-life areas in which the company serves.
inclusion, and empowerment, where balance task force in 1999 and help develop
co-workers are provided with the tools and a diversity campaign. Today, she has created “Community involvement is important
partnerships to successfully manage and a mentorship program and has mentored a because it builds respect and trust for a
balance both their career and personal lives. single mother who works in IKEA’s company within the areas it serves,” she
Baltimore call center. Going into the says. “But it is also important to have
She believes in leading by example. Her program, Lopez says she knew from priorities and focus. IKEA, for example, has
personal philosophy for work-life balance, personal experience how beneficial a chosen children and the environment and
which IKEA also champions, is “Take care mentor can be, but what she didn’t works with partners such as UNICEF and
of your personal life and your work will anticipate was how much she would gain Save the Children on global, national and
follow.” How else could she maintain a from her contribution. local levels.”
fulfilling personal life as a wife and mother
of two—who finds time and energy to She learned it was sometimes a challenge to IKEA has strict policies against child labor,
do yoga every morning at 6:30 a.m., resist the urge to jump in and “fix which suppliers and sub-suppliers are
feed the children breakfast and then get everything.” “The most important thing to required to follow. The company is also
them ready for school—and still run a know is that both people learn from the working with UNICEF in India on school
$1.3 billion company? experience,” she says. “At IKEA we want the projects in 500 villages close to the
mentee to direct the goals and the process; production sites of the suppliers. On the
Recent results of Lopez taking IKEA’s they must work at the pace that’s right for environment, IKEA aims to build
already progressive work-life balance them, when they are ready.” long-term relationships with suppliers that
policies a step further include job sharing. share the company’s commitment to
By permitting two part-time co-workers The mentoring program, “Partners for promote good practices and who want to
to work flexible schedules to fill one full- Growth,” has four main goals: To develop grow and develop together with IKEA.
time opening, IKEA reduced turnover to leaders, support career development, Suppliers are obligated to continuously
56 percent from 76 percent in 2001. Lopez develop diversity in the organization and strive toward minimizing the
also extended full benefits to co-workers strengthen the IKEA culture. Since it was environmental impact of their operations.
who work at least 20 hours a week. instituted in 2001, about 40 managers have Please visit
participated annually. The initiative goes privacy_statement.asp for information on career
opportunities with IKEA. Additional information
Such generous health benefits are virtually hand-in-hand with Lopez’s ambitious plan on IKEA’s social and environmental responsibility
unheard of in the retail industry. But IKEA to promote from within at a rate of programs can be found at at

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 21

Wind in
s a mother of three children, two of them daughters,
Bostrom’s eyes light up when she talks about getting
more young women to enter the technology field.
“Technology and engineering are still male dominated
professions,” says Bostrom. “Women are more than
50 percent of the global population but underrepresented in the
technology industry at large. We need more women to enter these
fields and it starts with our daughters and nieces.”

Bostrom is Senior Vice President of the Internet Business

Solutions Group (IBSG) and Worldwide Government Affairs
at Cisco Systems, the worldwide leader of networking for the
Internet. Bostrom draws upon best practices from Cisco
and other industry leaders to help companies and
governments develop their own Internet business
strategies and solutions. Cisco’s implementation of Internet
business solutions has enabled the company to scale to
unprecedented growth and levels of customer satisfaction
and Bostrom enjoys sharing that knowledge with business
and government leaders around the world.

Bostrom is also executive sponsor of the Women’s

Initiative at Cisco. As executive sponsor, Bostrom
speaks at company and industry events about
diversity and the importance of women to the
technology field. Bostrom firmly believes that
diversity in the workforce brings diversity of
thought which increases a business’ competitive
advantage. She believes that diversity is a
business imperative and is critical—to
attract the best employees, gain diverse ideas
for decision making, and create a work-
force that mirrors a company’s cus-
tomers and the world at large.

SUSAN L. BOSTROM Bostrom has been

Senior Vice President involved with Cisco’s
Internet Business Solutions Group Women’s Initiative
and Worldwide Government Affairs since its inception in 2001.
Cisco Systems, Inc. A small group of women formed the first network at Cisco’s

page 22 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Their W I N G S
Shattering the Glass Ceiling Women of Initiative

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,
Cisco has been named one of the “100 look at the progress that has been made
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

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 23

Shattering the Glass Ceiling Women of Initiative

Mentor, champion, critic—PwC’s Ann Thornburg on
getting, and giving, the support we need to excel.

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.

page 24 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

delicate balance
Shattering the Glass Ceiling Women of Initiative

Continued from page 24

Ann Thornburg, PricewaterhouseCoopers LLP
One of the keys to Thornburg’s success, she emphasizes, is having a married or not, or have children. To achieve balance, it’s critical to
very supportive spouse and support system. Her husband is a have buy-in from those around you. Women have more options,
critic, an advisor and a mentor. Now a retired university dean and and with options come choices—and it is not always easy to
minister, he has four children from a previous marriage, bestowing balance. Women need a plan and an intentional focus to make it
her with eight wonderful stepgrandchildren. all work,” she adds.

“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 ( 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 PDJ

just another first Continued from page 16

Anne Stevens, Ford Motor Company
“I’ll know I’ve reached
responsible for overseeing the operations appointed to the Shingo Prize Board of
of twenty-one assembly plants and eight Governors. In 2001, she received an my pinnacle as a business
stamping and tool and die plants in Outstanding Business Leader award from leader when I’ve created an
Canada, Mexico and the United States. Northwood University. In 2003 she inspired, high performing,
received the Eli Whitney Award from the
Previously, she was vice president, North Society of Manufacturing Engineers.
aligned team that
America Assembly Operations. In not only performs well,
addition to the Lockheed Martin Board Stevens was named to Fortune individually and together,
of Directors, she serves on the board of magazine’s 2001 and 2002 list of “50 Most
but also has with it a
the UAW Family Service & Learning Powerful Women in Business,” Crain’s
Center, the board of trustees at Drexel magazine’s “Most Influential Women,” and sense of camaraderie and
University and on an advisory board for “Michigan’s 95 Most Powerful Women” by mutual caring.”
a graduate business program at Corp! magazine. PDJ
Northwestern University.
For information about Ford’s diversity
Anne Stevens
initiatives, contact Rosalind Cox, Manager, Group Vice President, Canada,
In 2000, she received the prestigious Diversity and Worklife Planning, by phone at Mexico and South America
Shingo Leadership Award and later was 313.248.7505 or by e-mail at Ford Motor Company

page 26 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Shattering the Glass Ceiling Women of Initiative

Abounding Predominantly male-oriented, the sciences

say DuPont Group Vice Presidents

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.

“I learned a lot during my time with Ed Woolard, Dupont’s DIANE H. GULYAS

CEO,” says Gulyas. “I worked by his side day to day for Group Vice President
18 months and I considered it my ‘on-the-job MBA.’ DuPont Electronic &
I attended DuPont board meetings and senior leadership Communication Technologies

page 28 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

present abounding opportunities for women,
Ellen Kullman and Diane Gulyas

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

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 29

Shattering the Glass Ceiling Women of Initiative

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

“We see NO limits …”

Gloria Bohan
President and CEO
Omega World Travel

page 30 Profiles in Diversity Journal • November/December 2003 1-800-573-2867
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 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 PDJ

their needs.” “her vision of service to the public,

her skills in organizing a successful

positive impact Continued from page 15

Linda Gooden, Lockheed Martin
school, where it provides computers and Maryland, Baltimore County; the Board “The nation has created an underclass
its employees mentor students. With of Directors of the Prince George’s that really doesn’t have access to
support from the corporation, Gooden’s Community College Foundation; and the education, to computers, to the
operating company also created a Board of Directors for the National Worldwide Web,” she says. “In the next
scholarship program for underserved Capital Area Council of the Boy Scouts 10 to 20 years, there will be a real deficit
high school students who want to attend of America. of employees in science and engineering
college. And the company supports a if we don’t invest time and energy
number of community colleges and “My emphasis in those volunteer encouraging talented young people from
universities with programs that engage activities is to help develop projects and all walks of life to pursue careers in math
minority and female students in the programs that encourage diverse and science. It’s our duty to provide
areas of math, science and engineering. students to participate and to provide opportunities to children who might not
visible role models for these students to have them otherwise.”
Personally, Gooden also devotes time emulate,” says Gooden, who received a
and energy to enhancing educational bachelor’s degree in computer For information about diversity at Lockheed
Martin contact Dave Waller, Director
opportunities for underserved students. technology from Youngstown State Corporate Communications
She is on the Board of Trustees of The University and completed post- PDJ
Keystone Center; the Board of Visitors of baccalaureate studies at San Diego
the A. James Clark School of State University.
Engineering, University of Maryland;
the Board of Visitors of University of

page 32 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Shattering the Glass Ceiling Women of Initiative

As a Business Issue
AT&T works hard to create not only equal
opportunity, but also expanded opportunity.

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
Shattering the Glass Ceiling Women of Initiative


RESPONSIBILITY ews of the corporate

About Ethics and Economics
transparency, and accountability. To that We have been especially active in our

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

importantly, have eroded investor trust— company in which we invest

the very foundation upon which American • Encourage companies to disclose not
prosperity has been built and must just financial information but
continue to stand. information on all social and
environmental issues that affect the
But there is a silver lining. The wave of bottom line
scandals has compelled us to look deeply at • Promote board diversity
the relationship between ethics and • Champion engaged shareownership
economics, and is helping to create a new • Promote sound business practices and
conventional wisdom: that sound corporate public policies.
responsibility matters. Indeed, the scandals
are generating fundamental changes that “The wave of scandals
can strengthen our financial system. has compelled us
to look deeply at the
Like many in the financial community,
we at Calvert have applauded the
relationship between
government’s new reform measures to ethics and economics, and
strengthen the checks and balances of the is helping to create a
financial system. But we also recognize that new conventional wisdom
it is simply not possible to write enough that sound corporate
rules and regulations to prevent people responsibility matters.
from doing the wrong thing. For real
Indeed, the scandals
reform to occur, the environment that
fosters fraud and deception must
are generating
be transformed. fundamental
changes that can
At Calvert, we believe it is our strengthen our
responsibility to contribute to that financial system.”
transformation by using our power as
investors to promote disclosure, Barbara J. Krumsiek
President and CEO
Calvert Group, Ltd.
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 35
Shattering the Glass Ceiling Women of Initiative
Lynn Laverty Elsenhans is president of Shell Oil Company and the
most senior representative for the Royal Dutch/Shell Group in the
United States. She also serves as president and CEO of its
Oil Products business in the U.S.
Elsenhans joined Shell Oil Company in 1980 after graduating from
Rice University in Houston with a BA in Mathematical Sciences
and an MBA from Harvard University. She held successive
positions in Shell’s major businesses in the U.S. before being named
President of Shell Oil Products East in 1999. In this role, she was
responsible for Shell’s refining and marketing business in Asia
and the Middle East. In 2002, she was named Director—Strategic

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

D we have a great passion for—not only because it’s

the right thing to do, but also because it’s very
important to meeting our business objectives.

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

page 36 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

corporate responsibility Continued from page 35
Barbara J. Krumsiek, Calvert Group, Ltd.
the best interests of shareholders and We have also been very active in waging Calvert has disclosed its proxy votes for a
the economy. shareholder campaigns to promote board number of years, and recently revised its
diversity. During the 2003 proxy season, proxy voting guidelines to more thoroughly
One important step that we have taken has Calvert filed nine shareholder examine corporate governance issues.
been to formulate model charter language resolutions urging companies to build
on board diversity. We offer the more diverse boards. In addition, we wrote Clearly, these are exciting times. Despite
model language to companies as a way to the CEOs of the 640 companies that the wave of corporate accountability
for them to formalize their commitment to make up the Calvert Social Index urging scandals—or because of them—we are
maintaining an independent and diverse them to add women and people of color to seeing the emergence of a new business
board. They may either adopt the their boards. culture based on the integration of ethics
model language as it stands, or and economics. On behalf of Calvert,
formulate their own language Another issue that we and other I invite you to join us in helping to bring
embodying the model’s principles. institutional investors have been working forth a new world in which our society’s
on is proxy-voting disclosure. Proxy voting economics truly reflects its highest sense
Calvert’s model charter language has been is the means by which shareholders of ethics.
endorsed by the State of Connecticut, (including mutual fund companies)
which recently launched its own innovative express their support, or dissent, for For information about Calvert, visit #4612 (12/2003)
statewide board diversity initiative. And in issues relating to the management of the
October 2003, the National Association of companies they invest in. It is the most PDJ

State Treasurers signaled their agreement direct way for investors to influence
by passing a resolution on corporate corporate behavior.
governance that incorporates aspects of

steward of heritage and resources

Calvert’s Model Charter Language.

Continued from page 19

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
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
Interior, contact
John Wright, at
facilities and lands.” PDJ

page 38 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

passion isn’t enough Continued from page 36
Lynn Laverty Elsenhans, Shell Oil Company
Our businesses also integrate diversity into the nearly 100 operators to manage clusters of
way they do business with external parties. Last our company-owned retail sites around the “All this is a strong
year, Shell’s U.S. businesses spent more than country. We looked for business acumen,
$514 million with minority- and women- financial resources, an entrepreneurial spirit
signal from the top
owned businesses and are finding real ways to and a proven track record in retail to take on
expand their influence. these assignments, but we also sought out
that ‘lip service’ isn’t
I’ll give you an example in what our legal
prospects that represent the demographics
of the markets in which they will operate.
good enough and that
department is doing with law firms that These multi-site operators are forming the Shell leadership is
perform services for Shell. backbone of our retail marketing efforts in
major metropolitan markets. determined to
Shell wants to ensure that these firms are
encouraging women and minorities to Diversity is a journey and we have a ways to make diversity and
become partners. Not only does Shell go yet. But our goal is to ensure that
request demographics, it asks that the firm everyone has a place at the starting line and inclusiveness a part of
demonstrate that women and minorities play after that, it’s up to each of us how well we
significant roles in the organization. Continued run the race. PDJ
the cultural fabric of
service to Shell is contingent upon meeting
these expectations. this company.”
For more information about Diversity at Shell
contact John Jefferson, Director of Diversity at
We also have a unique initiative on the
marketing side of our business with our
multi-site operator program. Our supplier

business issue
diversity goals were “top of mind” in recruiting

Continued from page 34 Don’t miss an issue!

Betsy Bernard, AT&T Find out what best-in-class
organizations are talking about ...
and doing ... in
Americans, Hispanics, Native Americans, At AT&T, we know we’re not where we

The Forum for Business Diversity

people with disabilities, women, and the want to be. But we’ll continue to make
gay, lesbian, bi-sexual and trans-gendered progress on this journey, because we know
communities. that when people have opportunity, there
are no limits to what they can accomplish.

Coming in January/February 2004

We offer career-development training for
all AT&T people, not just those on the For more information about careers at
Technology and Diversity: How does
executive track. We offer courses in AT&T, visit their website at
diversity training to help people build the diversity keep technology companies on the
cutting edge?
skills to maintain and manage a diverse

As we went to press, we learned Networking: What’s the best way to use

workforce. And we have succession-

Betsy Bernard was leaving her post at professional networking groups? How
planning standards, so that the slate of

AT&T to pursue other opportunities. are we using networking groups within

candidates for job openings includes
our organizations?
women and minorities.

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
closely scrutinizing corporate America,
companies must focus on results, not
empty rhetoric, when it comes to diversity. or visit

page 40 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Shattering the Glass Ceiling Women of Initiative

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

page 42 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

hy do I do the things I do? The answer always comes virtues of a sugar jolt in the form of a praline and a quick cup of

W back: Because I can. While my personal journey has

been an ever-changing one, from teaching at a universi-
ty, to working for large government contractors, to starting and
café au lait. With NTMI, the parallels were striking when we
began with virtually no advertising budget, and being first to
market in our niche was our best and only marketing advantage.
running a successful small business, I never forget that we women
have an unprecedented opportunity to play a larger role in society My grandmother ran a business school and owned several rental
as business owners and professionals. With individual personal properties at the turn of the century (1908). She taught me about

“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 PDJ

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 43

New Girls’
Now 10 years old, the Business Women’s
Network opens doors for women and
women-owned businesses throughout the U.S.
Edie Fraser
Business Women’s Network and Diversity Best Practices
he story of the leadership and advancement of The pace of our world is dizzying and change is the only thing we

T women in corporate America today is an

exhilarating one. It has become a dynamic force,
with women making outstanding contributions to
the corporate, government, and nonprofit sectors.
We are the leaders of today and the architects of tomorrow.

No matter what euphemism you wish to use—shattering the glass

can count on. What can we as women do to ensure our growth—
and the growth of others—in this business evolution?
• Network. Look to others for support. The greatest leaders know
they cannot go it alone.
• Give credit to those who play a role in your success. We are only
as good as those on our team.
• Give back. Make yourself available to anyone who needs your
ceiling, bridging the cultural gap, etc.—this formidable segment of mentoring or advice. Your time is the most valuable thing you
the workforce is changing the workforce from within. A look at can give. From this year’s BWN Summit, President Edie Fraser with
this issue should tell you how. Rosalyn Taylor O’Neale of MTV Networks, and Robert Fernandez and
Fiona Devan from Cummins Inc.
If these “rules
Since 1993, the Business Women’s Network (BWN) has supported to live by”
this leadership and advancement, giving us a forum to champion sound familiar,
one another and show appreciation to our supporters, male and it is probably
female alike. Now a decade old, BWN can be best represented by because it is
what we call “The New Girls’ Network.” In the ten annual Summits reflected in the
we have held, our theme has been, “More business for more stories of each
women.” Our goal is to open doors for women and women-owned of the Women
businesses. We at BWN and Diversity Best Practices are proud of of Initiative
women’s accomplishments and the strength of our economic that have been
future. And as our membership grows, our focus does, too: to highlighted
use our strength to open doors for others, and to strengthen our here today.
commitment to a more inclusive workforce.
Yes, we’ve come a long way. I believe women are the workforce
There are so many organizations offering support for women; (and the marketplace, and emerging community leadership).
at BWN, we now profile some 7,000 women’s organizations. These Today, ninety-nine percent of women will work for pay at some
organizations offer all of us superb networking opportunities and point in their lives. Women are moving up to the executive suite
a great source of support. When we, as members, support our and are supporting other women along the way. Representation in
organizations, much is accomplished. For example, I am extremely the board room is getting stronger and stronger; we at BWN
proud of what I have been able to accomplish through these expect 15% of the membership of corporate boards to be women
organizations. I was a founding member of the Committee of 200, by 2005. And women will continue to dominate the entrepreneur
a past president of NAWBO in the Washington DC area, and community, with 1,600 forming businesses each day.
involved—and rewarded—in many more. I will always give back
to young women, as the mentor experience is both enriching and But we still have far to go. That is why we salute our role models
rewarding to me. This year, my efforts resulted in being a Lifetime today—to share in our successes, to support each other’s growth.
Achievement Award Winner of Enterprising Women Magazine. May we all read and be inspired! PDJ

page 44 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

helping you grow diversity

Diversity Best Practices (DBP) is a member-

ship-based business resource with a vast network
of experts from the worlds of business, govern-
ment and organizations helping diversity leaders
make a quantifiable strategic impact. 1990 M St, NW, Suite 700 Washington, DC 20036
(202) 466-8209 | (866) 533-2748
An iVillage Company
Audrey Boone Tillman
Senior Vice President and Director of Human Resources
Tillman, AFLAC’s director of human our diversity efforts to the next level,” says
resources and a senior vice president with Brenda Mullins, second vice president of
the company. “Dan said ‘I won’t sit around diversity/employee relations. “Her
a table with advisors who all look like me’.” partnership with Dan and her drive to
succeed gave me the reinforcement,
Tillman, who started in AFLAC’s legal support and inspiration that I needed to
department as an attorney in 1996, doesn’t expand our diversity initiatives.”
head up the company’s diversity initiative.
But two years ago, Chairman and CEO The highest-ranking African-American
Dan Amos tapped her to be AFLAC’s female in AFLAC, this married mother of
human resources director, placing the three says her career has progressed
company’s diversity program and other because of AFLAC’s work environment.
employee-related programs under her

For Audrey Boone Tillman and the

leadership. She didn’t make big program
changes—except one. “… if you’re
supplemental insurance giant AFLAC
Incorporated, the job of creating a more
“The head of our diversity initiative wasn’t
a company officer at the time, so I
willing to
inclusive environment is ever-evolving. approached Dan. He understands how
important diversity is, and the importance
“Our culture is ripe with diversity
because we have someone in place who
of support from the top,” says Tillman. efforts will be
noticed …”
“the WORLD has changed …”
understands it to be more than race,’’ says “Audrey is the driving force behind taking

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

page 46 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

“AFLAC is the type of place where, if you’re them to adjust their hours to accommodate Doctor degree from the University of
willing to work hard, your efforts will be them.” AFLAC has also recently created Georgia School of Law. She is a member of
noticed and you’ll be rewarded,’’ said accommodations for nursing mothers and the State Bars of Georgia, North Carolina,
Tillman. It’s an environment Tillman revised its medical insurance coverage so and the District of Columbia, and is past
works hard to advance. As head of AFLAC’s that single mothers, who once had to chair of the Corporate Law section of the
human resources department, Tillman is purchase Employee-plus-One coverage at a National Bar Association.
charged with being the main advocate for higher premium, could feel less of a pinch.
the company’s employees. She says surveys “We went back and tailored the benefit to Tillman finds the analytical skills she
and talking to employees play a significant reduce the premiums for our single honed practicing law a plus in her
role in updating services. working mothers, putting more back into position as head of human resources.
their pocket books,’’ she said.
“When we changed some of our shifts to “We’re not afraid to ask the question ‘Is this
6 a.m. we had working mothers ask, ‘What Tillman holds a bachelor’s degree in working?’ when it comes to our diversity
do I do with my child?’” Tillman said. Political Science from the University of program or any of the other services and
“We negotiated with our daycare and got North Carolina at Chapel Hill and a Juris programs we offer,” Tillman said. 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 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

MAXIMIZE the contributions

“we can help people her hands-on community involvement. She serves as vice chair of
the Visiting Nurse Association of Greater Cleveland and of

they’re making AT WORK …”

Business Volunteers Unlimited, board member of the Arthritis
Foundation and member of the Cleveland Commission on
Economic Partnership and Inclusion. She is past board chair of
As executive vice president and head of human resources for the the Urban League of Greater Cleveland, a graduate of
nation’s ninth largest financial services company, Seifert leads the Leadership Cleveland and a member of the Society for Human
organization’s efforts to engage its workforce to increase Resources Management. PDJ
individual contributions—resulting in a winning environment
for employees, customers and investors.
Catherine Land-Waters
“We’re focused on creating a culture of success,” she says, “by sums up her career at
hiring the right people, developing their talents and encouraging AGL Resources
high performance through communication and recognition. (AGLR), an energy
Respect, inclusion and performance excellence prevail in all holding company
we do.” serving approximately
1.8 million customers
Employees experience this culture on their very first day, and in the Southeast, as
can advance their careers by demonstrating performance and “taking the hard jobs
potential—as did 139 branch managers promoted this fall as part and making them
of an initiative to enhance the company’s branch management

“ ... AS MUCH AS I could

look easy.”
career path.

“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.

page 48 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Christine A. MacKenzie
Vice President, Dealer Operations, DaimlerChrysler Corporation
When Christine MacKenzie left her native New Zealand in 1976, understanding and
her intention was to travel the world. At DaimlerChrysler, she working with Chrysler’s
found the place she could be on top of it. In 1981, she accepted a minority dealers.”
Financial Analyst position—the first step in her rise to Vice
President of Dealer Operations Being a dealer requires an

FILLED with talented

for DaimlerChrysler Corporation. “the pipeline is entrepreneurial spirit,
MacKenzie states, but it
MacKenzie’s responsibilities also takes education and
include franchise planning and women …” experience. Dealers must
administration, dealer placement, understand every facet of
franchise legislation, minority dealer development, and factory- their franchise, from sales
to-dealer communications. She also serves as President of and financing to servicing
Chrysler Realty Corporation, was named one of the Automotive both their customers and
News 100 Leading Women for the year 2000, and will be their employees. Her department is working on a program to
President of the Adcraft Club of Detroit—the largest advertising attract minority students in high school and college, and match
club in the world—in 2004. them with established minority dealers willing to mentor and
train them to become future dealers.
“The number of women in the automotive industry is growing,
and the pipeline continues to be filled with talented women who Chrysler holds the distinction of awarding the first minority
are seeing that the auto industry is an exciting place to work,” dealer automotive franchise, in April 1965. The company
MacKenzie states. “Although holding an executive position in established a formal Dealer Development Program in 1978, and
this industry is still quite unusual for a woman, it provides a has continued to maintain the highest quality standards and
wonderful opportunity to offer one’s unique and diverse training processes for minority dealers, including the nine
perspective. And it is this perspective that has helped me in franchises held by minority females. PDJ

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

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 49

within an environment that is increasingly
competitive and to do so in a manner
that provides the highest level of quality
“… removing barriers …” education and services. As a relatively
new college, St. Augustine faces many
challenges: competition, limited financial
resources, youthfulness, and many others,
including attempting to educate the most
vulnerable, at-risk student population.”

To keep St. Augustine College moving

forward, Dr. Brennan’s vision includes the
continual integration of technology into
the College’s classrooms, libraries, and
administrative support systems. She seeks
to expand programs and degrees and to
increase the number of baccalaureate
degrees offered. “For St. Augustine to
remain an important asset to the Hispanic
community, the College must increase its
offerings and provide our students with
Dr. Z. Clara Brennan more learning opportunities. Our struggle
President is to manage this growth within the
St. Augustine College, Chicago framework of the College’s mission.
I believe that we can and will do so.” PDJ
Dr. Z. Clara Brennan is the third president the west and south sides of the city.
of the only bilingual institution of higher Founded in 1980 under the auspices of
education in the Midwest, Chicago’s St. the Episcopal Diocese of Chicago, the A 14-year veteran of Eastman Kodak
Augustine College. A native of Peru, College provides access to higher Company, Celeste Amaral is the company’s
Dr. Brennan received her baccalaureate education for minority students with an highest ranking Hispanic female, with
degree in Economics from the emphasis on those of Hispanic descent. responsibilities that include establishing
Universidad Nacional de Trujillo. She The College is accredited and offers twelve Kodak’s financial management policy;
attended the University of Missouri, associate degrees and one baccalaureate reporting on the company’s financial
Columbia, on Fulbright and Central Bank degree. St. Augustine boasts of a student landscape to senior executives; developing
scholarships, earning her master’s and enrollment that is approximately the standardized global corporate finance
doctorate degrees in Economics. She 1,700, with an average age of 30. policy for Kodak’s business units; preparing
completed post-doctoral studies at Hispanic students account for nearly 88 financial forecasts; and serving as secretary
Harvard University’s Institute of percent of the student population. The for Kodak’s executive Operations Council.
Education Management and received a majority of the student body, 78 percent,
Certificate of Fund Raising Management are women; a reflection of this reality is It’s easy to understand how the rigors of
from the Center on Philanthropy at the childcare offered at each of the Amaral’s daily schedule could prevent her
Indiana University. She was one of a select College’s three locations. from taking an active role in “extracurricular”
few invited for the New Presidents activities. However, since working her way
Seminar at Harvard. “In the early eighties, our founders through the executive ranks, Amaral has
initiated an experiment that is today established a mentoring program to coach
This diverse academic experience provides enshrined in the mission and values of up-and-coming Hispanic employees as they
an important backdrop for her relatively St. Augustine College,” says Brennan: “to climb the corporate ladder. She’s also an
new position. St. Augustine College is a provide access to a college-level education active participant in Kodak’s HOLA network,
private, Hispanic-serving institution of by removing barriers related to English an employee group designed to provide a
higher education located on the north side language proficiency, family needs, forum for the exchange of ideas and to
of Chicago, with two other satellites in financial assistance and others. Our promote the interests of Hispanic employees.
predominantly Hispanic communities in challenge is to continue this mission In addition to HOLA, Amaral participates in

page 50 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Geri P. Thomas
Senior Vice President, Corporate Diversity Executive
Bank of America
imagination dreamed that diversity would serves on the faculty of the Georgia
become a critical business initiative for Bankers Association Graduate School at
corporate America the way it has today,” the University of Georgia. She is also a
said Thomas. “It’s refreshing to me in my member of the board of the Atlanta
human resources role to see the diversity Committee for Public Education.
we are bringing to Bank of America.”
Recognized for her commitment to
“I hold a firm belief that if our employees diversity and the community, she was the
spend all their on-the-job energy and focus recipient of the Don Alexander Trailblazer
“… personally involved on delivering results, knowing that they are Award from the National Bankers

because I BELIEVE …” valued as an individual instead of having to

hide who they are, we will reap huge bene-
Association for support of minority
banking. She was featured in Ebony
For more than 25 years, Geri Thomas has fits both in productivity and in associate Magazine’s “100 of the Most Promising
been a steadfast advocate for diversity satisfaction,” said Thomas.”I’m personally Black Women in Corporate America” and
through her various human resources roles involved because I believe diversity is the was also listed among the Atlanta Business
at Bank of America, where she is currently critical component to our becoming the League’s 2002 “100 Women of Influence.”
the Senior Retail Banking Staffing world’s most admired company,” she said. She is a member of the Atlanta Urban
executive. In fact, she remembers back Financial Services Coalition, the Atlanta
30 years when she was crafting the first A lifelong resident of Atlanta and graduate Urban League, and several other civic and
written affirmative action policy for of Georgia State University, Thomas is community organizations. PDJ
the bank. deeply involved with her community as
well. She is currently the Vice Chair of the
“I don’t think I would have in my wildest State of Georgia Personnel Board and also

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

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 51

Patricia Bomba, M.D., F.A.C.P.
Corporate Medical Director, Geriatrics
Excellus BlueCross BlueShield
Excellus BlueCross BlueShield, her position She also worked treating migrant workers
is one that she refers to as her “community in New York’s rural farm community
practice.” In this practice, she directs the of Sodus.

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-

Arleas Upton Kea

Director of the Division of Administration, Federal Deposit Insurance Corporation (FDIC)
With a wide smile and unassuming grace, When Kea was named Director of the instrument of bank stability and
Arleas Upton Kea advises women to “be FDIC’s Division of Administration in 1999, transitioned thousands of employees to
good to your word, share the challenges she took over functions ranging from new careers. She served as Assistant and
and—just as importantly, the glory—and corporate recruitment, pay, benefits, and Deputy General Counsel, handling
take time to celebrate.” No matter how performance review to facilities, complex litigation during the banking
busy she is, she takes time to celebrate the procurement, contract management, crisis. She also served as Ombudsman,
hard work and contributions of her staff workplace safety, security, training and establishing effective liaisons with bankers,
and colleagues. career development. industry representatives, community
groups, and members of the public, and
In the same breath, however, she confides When the FDIC brought the nation winning a prestigious Hammer Award for
that one of her greatest challenges is through the banking crisis of the late ‘80s improving Federal Ombudsman programs.

“… take time to celebrate …”

finding balance between her career and and early ‘90s, Kea was at the frontlines.
personal life. There is no question that her As the crisis subsided, change was the one
candor has a positive impact, as do her constant, as thousands of employees Understanding that public service shines
actions, in so many ways. But what her separated, divisions cut costs, and the more if public servants look like the public
actions also show is that leadership takes Corporation adjusted to a new reality. they serve, Kea has been a tireless leader for
energy and resilience—and Kea seems to Kea was in the vanguard of those who diversity at FDIC. She introduced a new,
have an incredible reserve of both. transformed the FDIC into a nimble flexible, cafeteria benefits program, a first
page 52 Profiles in Diversity Journal • November/December 2003 1-800-573-2867
Deborah Elam
Manager, Global
Employer of Choice Initiatives
ty.”Bomba joined Excellus BlueCross
General Electric
BlueShield in 2000. She had been involved
with the corporation since joining its board Over her 15-year career in human
of directors in 1987. When she was named resources, Deb Elam has made a few
Chair of the Board in 1996, she was the first observations about people and work.
physician and the second woman in the “People want to work,” she says. “They like
organization’s history to hold that title. to work. But more than ever, they see their
lives in dimensions beyond what they do
“It would have been very hard to come into for a living.”
this position without my experience on the
board of directors,” said Bomba. “Having She has also had the chance to observe
solid knowledge of the strategic goals of employers. “There is a greater awareness took her through increasingly broad HR
this corporation and first-hand experience that good people will produce. It’s not the responsibilities. She moved to GE’s
building the systems to reach those goals structure of the workday or a dress code Fairfield, CT headquarters in her current
has demonstrated to me that we can that drives results. It’s putting the best assignment, running the Employer of
make a difference—not alone, but as part producers in the right places with the Choice Initiatives, in 2002.
of a community.” PDJ right support, and then giving them
latitude in getting the job done. And in Part of that responsibility means going out
that latitude—assuming goals are achieved to the communities, working with schools
and the customer is happy—there is room and other organizations in a position to
for leaving a couple hours early to coach a provide the kinds of people GE wants. But
child’s soccer game.” she also works from the inside, consulting
with GE’s top management to make sure
Managing and promoting this evolving the Company has the right awareness,
change in the balance between work and focus and programs to ensure it is an
life is one of the ways she spends a good employer of choice.

“ … BEYOND what we do for a living …”

part of her day as Manager,
Global Employer of Choice
Initiatives for General Electric
Company. As a wife and mother
of two young daughters, Elam’s Is that realistic in a time of nomadic
experience with the importance of balance employees who tend to job hop their way
is first hand. “GE is a high-demand, high to a career? “Sure it is,” she says. “Some
standards place,” she says. It’s not always say employee loyalty is an oxymoron.
easy. And in some situations—such as It’s not. Not if an employer holds up their
in the federal government, to give FDIC single parenting—it’s especially tough. part of the deal—which is to treat
employees greater choice in benefits; Part of managing people today is being employees fairly, give them opportunities
enhanced recruiting and workplace able to understand that struggle, and then to grow, recognize their contribution and
programs; and created new developmental taking real steps to help.” show an awareness that they have
opportunities to meet agency diversity goals. responsibilities outside the company. It’s
A native of New Orleans, Elam earned her just like any other economic transaction.
Kea received her degree from the University BA in Sociology from Louisiana State Good people are consumers of
of Texas Law School, and completed the University and was on her way to a Master employment. To get outstanding
Program of Instruction for Lawyers at of Public Administration from Southern performance, loyalty, commitment and
Harvard School of Law. A native of a University of Louisiana when she started the other things you want, you have
small German community in south central her career with GE as a Human Resources to satisfy the consumer. That’s really
Texas, she now resides in Silver Spring, intern. She was picked for the Company’s what being an employer of choice
Maryland with her husband and their prestigious Human Resources Leadership is all about.”
two children. PDJ Program, which started a career climb that PDJ

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 53

“… see things as though
Beverly Ramsey, division leader for the Ramsey balances the values from both unique balance between technological
Risk Reduction and Environmental worlds and has found in Los Alamos a progress and the need to minimize current
Stewardship Division at the U.S. compelling focus for their integration. environmental impacts on natural and
Department of Energy’s Los Alamos Most important to her is the ability of cultural resources; between the need to
National Laboratory in Northern New the Laboratory to make a positive assure the nation’s nuclear capability and
Mexico, walks in two worlds. As a member difference in a community as diverse as the need to repair the damage caused by
of the Eastern Band of the Cherokee its 12,000 workers. more than 50 years of nuclear research on
Nation, her traditional upbringing the site.
included a focus on interrelationships and Located 90 miles north of Albuquerque,
a sense of community. As a senior manager Los Alamos is a beacon of technology in According to colleagues, everything in
at the nation’s premier nuclear weapons the middle of an area largely devoted to Ramsey’s life happens within the context of
institution, Ramsey also relies on the highly agriculture and ranching. The Laboratory
technical training she received on her way sits high above the Rio Grande valley in an
to earning a PhD in systems ecology, and area that is home to three cultures—Native
on her extensive background working in American, Hispanic and Anglo. The
nuclear facilities, both private and public. Laboratory’s operations also require a

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

open doors for people …”

because I had the confidence to ask for the our communities.
job. I kept it because I proved to my boss
that I had the drive, ability and skills “In human resources, you’re in a unique
Parysek describes this determination as a needed to learn and to lead.” position to open doors for people.
product of her upbringing. She grew up in Throughout my career, I’ve been able to
a rural community in Western New York— And lead she has. Parysek now leads the cultivate diversity in the workplace, recruit
one of four children of blue-collar parents. 81-member Human Resources women and people of a multitude of
Small-town traditional values gave her the Department of The Lifetime Healthcare cultures and experiences, and create
determination to be successful, she says, Companies, and has been instrumental in opportunities for many employees.
and inspired the ethics and integrity ensuring that human resources has a seat How many people can impact a
this true leader possesses. Yet Parysek’s —and a role—at the leadership table. corporation in that way?
traditional roots yielded to a less Her human resources strategy is focused
conventional path; she went straight into at meeting the needs of the business. “My role is to plan effectively, listen
the workforce after high school and, eight She’s also made a personal and carefully and remove barriers so
years later, began college and a learning professional commitment, shared by the employees can deliver leading edge
process that has since spanned her career. organization, to recruit and retain a healthcare service,” said Parysek. “The
workforce that reflects the customers and human resources function has little value
In 1980, Parysek was working for a communities it serves. if it’s just transactional. My role is that
retailing company and completing college of a strategic partner positioning my
when a leadership position in human “We have a mosaic workforce and we company, our staff—and ultimately our
resources became vacant. appreciate the tremendous value diversity customers—for success.” PDJ

page 54 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

they have already been accomplished …”
the larger community. It is within Beverly Ramsey
this larger context of Los Alamos Division Leader, Risk Reduction &
that Ramsey seeks to integrate the Environmental Stewardship Division
activities of her organization to Los Alamos National Laboratory
ensure the protection of the from the University of Tennessee in
environment in the midst of the Knoxville in 1971 and 1973, respectively.
laboratory’s operations; to use the area’s
need for environmental services to Ramsey is a dynamic leader who feels at
promote economic development; and to ease in the middle of often conflicting
leverage the laboratory’s scientific and requirements and expectations from the
technical base to strengthen nearby Laboratory, the numerous agencies that
educational systems. She is committed to regulate the institution, a frequently
making a positive impact because she feels disconnected customer base, and
a responsibility to share what she has members of the local and regional cities to those who know her, Ramsey is all
learned from both her worlds. The author and pueblos. She describes her vision as about possibility—for the individual, for
of numerous published peer-reviewed though it has already been accomplished, the organization she leads and for the
papers, Ramsey received her master’s and thus allowing her colleagues to step into wider community she embraces. PDJ
doctoral degrees in ecosystems analysis the openings she has created. According

For over 25 years, Sylvia Horne Plunkett’s

commitment to excellence and willingness
succeed, all of her
partnerships have
Sylvia H. Plunkett
Deputy Regional Director (Compliance), Dallas Region
to help others has made an impact on the flourished and even Division of Supervision and Consumer Protection
workforce at the Federal Deposit Insurance provided some best Federal Deposit Insurance Corporation (FDIC)
Corporation (FDIC). She began her career practices for making long distance
as a Bank Examiner Trainee; now, as partnerships work.
Deputy Regional Director, she is often
called on by others in the workplace “I believe that, as executives, we have
for executive interviews, shadowing a responsibility to help younger
opportunities, and meetings to discuss professionals maximize their potential
career development. She teaches banking which will result in enhanced contributions
courses within the FDIC as well as within to corporation,” says Plunkett. “Most
the community, and is a frequent speaker people know what they want to do and
at conferences, banking schools and other how to do it, but what’s lacking is the
professional venues. discipline to plan, organize and accomplish
their goals. In a mentoring partnership,
“… MY GOAL is to
my role is to help my partner develop those
provide motivation and
goals, and to provide the motivation and
encouragement …”
encouragement that will keep them going
One of her proudest accomplishments is until the goal is accomplished.
the FDIC Mentoring Program, which she
helped to develop and implement in 1999. “It is amazing how much my partners
Plunkett makes a unique mentor, a role she have accomplished at the end of the year. and a very active member of her local PTA.
has taken on each year, as each of her I always remind them that they Plunkett is a graduate of Mississippi State
mentorees has worked in different accomplished the goals, not me.” University with a Bachelor of Science
departments located in geographic degree in business. She is also a graduate
locations throughout the FDIC. While Plunkett has always been very active in her of The School for Bank Administration at
it is widely believed that meaningful long- local church, and has served in many roles the University of Wisconsin in Madison.
distance mentoring partnerships—where within its organization. She is a member of She and her husband, Eric, have one
meetings are primarily by phone—can’t the NAACP, Jack and Jill of America, Inc. daughter, Alice. PDJ

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 55

Jackie Martin
President, United Way of the Texas Gulf Coast
In a year that proved exceptionally difficult Martin also serves on the Board of Center
for raising funds, Jackie Martin was on the for Houston’s Future, the Houston Better
frontline sharing United Way’s story and Business Bureau, the Catholic Endowment
enlisting people to give from their hearts. Board and the Women’s Advisory Board of
Vinson & Elkins.

President of United Way of the Texas
Gulf Coast, Martin is an exceptional

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
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 Profiles in Diversity Journal • November/December 2003 page 57
“... encouraging
others to
opportunities ...”

Dell’s Yolanda Conyers

and her son, Cameron.

page 58 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Yolanda Conyers
Director of Global Diversity, Dell Inc.
By the time Yolanda Conyers finishes an Technology Workforce Partners and the
average day as director of the Global Conference Board, but it shows up in less
Diversity team at Dell Inc., she may have obvious ways, too. She’s been known to
put the finishing touches on a new multi- urge others to base career decisions on
cultural program, counseled a colleague, what’s best for themselves and their family,
helped refine a program that teaches instead of money or promotions. She is a
computer skills to at-risk youth and role model for successful women trying to
lunched with a prominent minority leader. balance work and family commitments,
All in a day’s work for someone who mentoring them with the kind of positive
started at 6:30 a.m. and headed home just attitude, patience and insight that help
before 4:00 p.m. for quality time with her them realize their potential.
4-year-old son, Cameron.
Conyers joined Dell in 1991 as an entry-
“I’m an early riser,” says Conyers, “and so level software test engineer, the company’s to help employees achieve professional
I’ve created my own flexible work schedule first African-American female engineer. goals and optimize their lives outside work.
to meet the demands of being both a She went on to earn her MBA in
mother and career woman. I encourage international business while on the job. Conyers has received the Special
others to leverage opportunities within Achievement Award from the Women of
their own companies for flexible schedules Today, as director of global diversity, Color Technology Awards, the Outstanding
or compressed work weeks.” Conyers develops Dell’s workforce and Texan Award from the Legislative Black
marketplace diversity initiatives with Caucus and the YWCA Women in
In her 12 years at Dell, that’s been the drill outreach, education, communications, and Technology and Science Award. PDJ
for Conyers, whose work, counsel and retention and recruiting programs. She has
example are a portrait of a quickly rising been the driving force behind Dell’s online
executive who’s determined to make her diversity training program; promoted a
organization—and her world—a better formal VP Mentor/Mentee program; and
place. Her impact is evident from her launched a groundbreaking work/life
service with national organizations, such as effectiveness program, enabling flexibility

Brenda Fraser Castonguay

Senior Vice President of Administrative Services, Progress Energy
Named as one of the 50 Key Women in Energy in 2002, And pave she has.
Brenda Fraser Castonguay, senior vice president of administrative Castonguay was the first
services at Progress Energy, continues to break barriers in a female manager at the
male-dominated industry. She has excelled at blending her Maine Yankee Nuclear
understanding of the intricacies of the technical side of a utility Plant and is one of the
with a skillful ability to manage the human resources needed to two highest-ranking
build a strong business. “… just to be considered an women on Progress
equal among my peers …” Energy’s executive team. More than 1,300 employees in Human
Described as teacher, mentor and leader, especially among the Resources, IT/Telecom, Real Estate, Corporate Services, and
women in her field, Castonguay is masterful at teaching others to Corporate Security report to Castonguay, but her leadership has
“swim against the tide,” she says. a direct impact on each of the more than 15,000 employees of
Progress Energy.
“I have always felt the need to exceed expectations and to
perform at a high level in everything I do just to be considered Castonguay has been a catalyst in the company’s diversity
an equal among my peers,” said Castonguay. “I am proud that I initiative and led the cultural integration during its recent
have been given the responsibility to help change the culture of merger. Yet she finds the time to focus much of her energy on
the companies with which I have worked and pave the way for helping employees develop and succeed in their own “swim
other women.” against the tide.” PDJ

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 59

Women of Initiative

Sonnenschein Nath & Rosenthal LLP

“Promoting a diverse
workplace is not
only the right thing—
it is a business

inside Singleton McAllister


and out Corporate Diversity

Counseling Group;


Partner, Public Law
& Policy Strategies

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.

Shaping Public Perception

Sonnenschein's Corporate Diversity
lawyers collaborate with their clients to
develop comprehensive diversity action The Public Law & Policy Strategies Group
plans that address issues of concern to helps companies, associations, nonprofits,
senior management. We also advise CEOs, and coalitions craft and execute long-term “We help our clients
general counsels, and other senior strategies that sustain and enhance their tackle the toughest
executives when they are confronted with reputations with key stakeholders and diversity problems and
find solutions that are
a diversity crisis, such as an employment the general public. We are attuned to
critical to their
discrimination class action lawsuit, or diversity issues and assist our clients in business success.”
when attempting to avoid such actions. representation before governmental entities
Amanda Enayati
Our lawyers assess the legal and business at the federal, state, and local levels. Of Counsel, Corporate
risks of an actual or potential conflict by Working with our clients' senior executives, Diversity Counseling Group, Public
conducting confidential analyses of legal and in collaboration with clients' Law & Policy Strategies

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

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 61

Women of Distinction start-ups alike. Whether at the federal level policies and practices to ensure
or in the community, our lawyers and compliance and to provide suggestions
professionals have the contacts, judgment, for minimizing liability.
and experience necessary to identify • Assisting government contractor clients
“Diversity is winning public-private partnerships for with regard to their affirmative action
Sonnenschein’s most
our clients. obligations enforced by the Office of
important strategic

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,
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,
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

page 62 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Barbara Kipp
Partner, Global Leader of Ethics & Business Conduct,
and U.S. Chief Privacy Officer, PricewaterhouseCoopers
for what we do and how we do it,” she says. Kipp also achieves life balance through
Kipp serves on the Board of Directors of playing chamber music. “Music has always
the Ethics Officer Association and the been an important part of my life balance.
Playing the oboe and English horn in
“ … Whether you’re in musical groups has allowed me—or forced
a quintet or a family, me—not to let work take over my life.
the other players count Whether you’re in a quintet or a family, the
on you ...” other players count on you. It’s not just a
commitment to yourself. If you don’t show
Trained as a certified public accountant, Ethics Resource Center, is a member of the up, you’ve let the others down, too,” she
Barbara (“Bobby”) Kipp had worked at a New England Ethics Forum, and is a says. Kipp is currently playing in an
second tier accounting firm for 10 years Kallman Executive Fellow of Bentley orchestra where she keeps a regular
before joining PricewaterhouseCoopers in College Center for Business Ethics. commitment to rehearsals and concerts to
1991. She became a partner in 1994, and She is a graduate of the FBI Citizens’ the extent possible.
took on the role of PwC’s Director of Academy, member of the board of the
Ethics & Business Conduct in 1996. Her Boston Center for the Arts and the Before earning her Bachelor of Business
appointment soon transitioned into a full- Accounting Advisory Council of University Administration from the University of
time ethics role: now Global Leader of of Massachusetts, and actively involved in Massachusetts at Amherst in 1981, Kipp
Ethics & Business Conduct, PwC has community arts, educational and athletic considered playing music for a living. She’s
expanded Kipp’s U.S. responsibility program activities. never lost her love of music even as her life
beyond the ethics program to include took other turns. Today she finds a “level of
the firm’s compliance oversight and Kipp admits her high energy and sense of playing music in chamber groups that
privacy programs. humor equip her to address the challenges doesn’t equal anything in other parts of
of her role. Ethics officers must deal with life.” Playing music, she adds, is “a gift
“Currently, PricewaterhouseCoopers is the conflicting goals and values, and often you always have.”
only Big Four firm with a comprehensive must mediate difficult situations. Hers is a
ethics program,” says Kipp. Kipp has made travel-intensive job, as well, that often takes PDJ
a name for PwC—and herself—in the her overseas for long periods of time. But it
world of ethics. PricewaterhouseCoopers also affords her some flexibility. She has a
was the recipient of the 1998 American supportive husband and family, which
Business Ethics Award. “In a short period makes the balancing act work.
of time, PwC has garnered a lot of respect

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
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,

“... I believe in the priorities management approach ...”

recognized focus on women,” says Anthony. traditional drum singer. and the Education Committee for the
“A group of Williams’ executives and I have
worked with Catalyst, attended its events,
and attended the Linkage Women’s Tulsa Chamber. At the state level,
Summit as well. We’ve used resources from “I believe in the priorities management Anthony is a member of the Oklahoma
these events, as well as ongoing research, to approach,” she says of her life and the Business and Education Coalition. Her
grow Williams’ efforts.” work/life management philosophy that contribution to these organizations has
she teaches in many workshops. an overwhelming impact on Tulsa—
Anthony is the mother of five and and Williams.
balances an exceptionally active work life Anthony serves on National Board of
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 65
Jean Thomas
Senior Vice President, Brand Strategy
Cendant Corporation Hotel Group
During working hours, Jean Thomas serves as Senior Vice Foods, where she
President of Brand Strategy for Cendant Corporation’s nine- developed her love
brand Hotel Group. After hours, she is one of her community’s for brand building
advocates for victims of domestic violence and their families. and new product
launches. In the
“Helping victims of domestic violence get back on their feet fifteen months that
begins with providing a safe place away from an abuser,” says Thomas has been
Thomas. “To make a really tangible difference, however, they with Cendant, she
need counseling and training programs to help them begin a has made significant
new life.” changes and has
adopted a strategic
“… one must
focus on how
ELEVATE the SKILL level of every the company approaches its business and uses in-depth
individual TEAM member …” competitive analysis to achieve a vision of where each hotel
brand should be. She also has augmented the use of research
Thomas feels strongly about being connected to the community data to better understand consumers and develop a unique
and, while a member (and later President) of the Junior League’s positioning for each chain; has brought aboard new agencies and
Morristown Chapter, helped families through programs with the brand marketing directors; and has instituted training for every
Child Advocacy Center, a bone marrow donation program and member of the marketing department.
Christmas in April. Most recently, she took on the presidency of
the Jersey Battered Women’s Service Board, an organization that “To elevate the level of a marketing organization, one must
provides victims of domestic violence with a 24-hour crisis elevate the skill level of every individual team member. This can
hotline, a transitional living facility, legal advocacy and be achieved through a combination of hiring extremely bright,
educational programs. motivated professionals and by delivering skill-based training
that allows employees to gain a broad range of experiences.” PDJ
Thomas earned her MBA from UCLA’s Graduate School of
Management and worked with PepsiCo, Nabisco and Kraft

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

“... integrity, high energy,

understand how to make complicated tax and encouraged many emerging female
laws work to their benefit. Moss attained leaders. In fact, many of RSM McGladrey’s

a positive attitude, and

partnership in 1998 and, three years later, female tax partners have her to thank for

a commitment to
was named Vice President. helping them achieve that pinnacle of

continuous improvement ...”

success. She has been a member of the
One of the Firm’s most highly regarded Firm’s Women’s Initiative Steering
experts, Moss guest lectures at bankers’ Committee for the past three years, and
page 66 Profiles in Diversity Journal • November/December 2003 1-800-573-2867
Lili Zheng
International Tax Partner, Deloitte & Touche LLP
Within her first year in the states, Zheng transactions with Greater China and had
had learned English and had been accepted previously worked in Deloitte’s Tokyo and
into the University of California’s Berkeley Beijing offices.
School of Business; she held down three
jobs to support herself through school. “When I graduated from the University of
California, Berkeley, I received offers from a
“While many Chinese choose to study in number of the Big 8 firms. I chose Deloitte
the area of engineering to avoid language because it not only had a great tax practice
difficulties, I chose to study accounting and and was a smaller firm, it also was more
finance—breaking the stereotype—because diverse than the others. I felt it had an
of the challenge I felt it would provide to environment where I could fit in,” says
me,” remembers Zheng. She holds a BS in Zheng, who joined the firm in 1989.
When Lili Zheng, an international tax Accounting and Finance from the “I believe the assignments that I have been
partner in Deloitte’s San Jose office, and University of California, Berkeley, and also given allowed me to use all of my talents,”
her family of five arrived from China in holds an MS in Taxation from Golden Gate added Zheng, who also speaks Mandarin
1982, they only knew their native tongue University in San Francisco. and Cantonese. “And I do believe being
and had only $1,500 in their pockets. able to utilize my knowledge of my culture
“… they believe in me and language has in some way contributed
“My family was well-to-do in China. Life in and the work that I am to the success of our firm.”
the states was very difficult for my doing here …” In 2000, Zheng was inducted into the firm’s
siblings, my parents, and me,” says Zheng.
“We moved from a home with many partnership, one of the youngest women
rooms in China to a one bedroom She uses this same focus and drive in partners to have such a distinction and one
apartment and worked many jobs working with her clients at Deloitte. of the first two Chinese-American women
to survive.” “I have a passion for client service and to be accepted into the partnership.
providing value to the client,” states Zheng. “Becoming a partner and being a leader of
Born in Guangzhou, Zheng’s new the Chinese Services Group showed me
environment presented many challenges to Zheng also serves as a leader in the that the firm truly believed in me and the
her, but it did not stop her from pushing Chinese Services Group and has extensive work that I am doing here.” PDJ
forward. “I think these challenges helped experience in working with US MNCs
focus me, so that I can overcome obstacles investing in China as well as with Chinese
that may be in my path,” says Zheng. clients. She serves as a liaison for business

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 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,

“... opportunities won’t simply

Casciato. “CSFB is truly a global firm and we advise various they will find that working in this industry is highly rewarding.”
groups of clients in very different markets.”

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.

“There is a broad range of opportunities for women in the

financial services industry,” says Casciato. “The world is

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.”

“… it’s a lesson in listening …”

service in January 2003 and CIO in August.
“They are the thought experts with the Stephanie is listening, but when she speaks,

page 68 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Anna Mok
Partner, Strategic Relationship Management Group
Deloitte & Touche LLP
One-time budding psychologist and which we help clients find solutions.”
gourmet chef Anna Mok is a partner in
Deloitte’s Strategic Relationship “Seeing the challenges that my parents
Management Group. “I chose the faced in adapting to a new environment
professional services industry over my taught me to adjust to change quickly and
other areas of interest because I felt it to accept a lot of responsibility at an early
would offer broader opportunities in age,” says Mok, who immigrated from
terms of personal and professional Hong Kong to San Francisco as a young
development,” says Mok. “My past child. “I was young when my mother died;
interests have given me a unique way to it deepened my appreciation of life and of
listen and to look at all the components those who are a part of it. Although I transactions. Mok also leads her region’s
of a situation in order to achieve the might have many activities going on Pacific Rim Group; is the Asian-American
best outcome.” simultaneously, as much as possible, I try leader on her region’s Diversity Committee;

“… I like the diversity that

to get my work done between Monday and and is a co-chair of the regional

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.

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 69

AMEC’s Dickie Sykes meets with people
from minority- and women-owned
businesses at one of their “Professional
Workshop Series” events.
Dickie Sykes
Assistant Vice President, Diversity and Community Affairs, AMEC
women-owned businesses go out of Queens College in New York and holds a
business disproportionately to white certificate from Cornell University’s School
construction contractors. Issues of of Industrial and Labor Relations. She is an
working capital and acquiring bonding are active member of numerous professional
based upon how much work you receive, organizations and has served on the board
and many minority- and women-owned of Professional Women in Construction
contractors might receive a contract and for six years.
then not see another for a year—there was
such a lack of consistency in steady work. “I think that, innately, everyone has a gift,”
So, we came up with our “round robin” says Sykes. “When you’re challenged and
methodology, where we rotate minority made accountable, most people use their
and women businesses on all of AMEC’s gift. But if you’re never given that chance,
projects, either as a first tier contractor or then life just passes you by. That’s why this
How does a single construction firm offer as a second tier contractor or supplier. job is so important. I see so much talent
more than $900 million in contracts to That way they have consistent work for out there that shouldn’t be wasted.” PDJ
minority- and women-owned businesses in three, four, maybe five years.
a 10-year period? They put Dickie Sykes in

“… 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

page 72 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Mary C. Farrell “… let your boss know
Chief Investment Strategist, UBS Wealth Management USA what you want—
Director and recently appointed Chief Farrell has served as an excellent role it significantly increases your
Investment Strategist for UBS Wealth model to women throughout UBS. chances of getting it …”
Management USA. “There is no greater satisfaction than seeing
women who have worked for me move on York University Alumni Association and
Farrell has more than 30 years of to successful careers in great places all over the 1999 Woman of the Year Award from
experience as an investment analyst and the firm,” she remarked. “It is incumbent Manhattanville College. In 2001, she was
strategist. She joined PaineWebber in 1982 upon senior leaders at UBS to create an honored with the Laura A. Johnson
as an investment strategist specializing in environment where all employees can Woman of the Year Award from the
small- and mid-capitalization issues. succeed. This is done partly via diversity Hartford College for Women at the
PaineWebber merged with UBS in 2000. councils, but it’s also essential that senior University of Hartford in her hometown of
people work one on one with employees to Hartford, Connecticut. Recently, she was
Farrell is regularly featured in leading help them realize their potential. It is named the Financial Women’s Association’s
business publications and is a regular simply good business: good for the Private Sector Woman of the Year for 2002.
panelist on Louis Rukeyser’s Wall Street on employee and good for UBS.”
CNBC. A writer and lecturer on the topics “Take control of your career,” Farrell
of retirement and women and investing, Farrell earned her degree in economics counsels women, both inside and outside
she is the author of Mary Farrell’s Beyond from Manhattanville College and her MBA UBS. “It is important to plan strategically
the Basics: How to Invest Your Money, Now in finance from New York University’s and to let your boss know what you
That You Know a Thing or Two (Simon & Stern School of Business. want—it significantly increases your
Schuster, April 2000). chances of getting it. But most important,
In 1997, she was awarded the Alumni do something you love.”
By carving out a unique path to the top, Meritorious Service Award from the New PDJ

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 73

Women of Initiative

Office Depot, Inc.

For Women,
Pays Off
To be successful in today’s
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, 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
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
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 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

Herman began her career as a social National Convention Committee.

worker, helping young men find work in

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
Joyce Mosley
Manager of U.S. Compensation and Benefits, IKEA

administration of IKEA’s benefit plans for conditions, environmental awareness and

8,000 co-workers (employees). She joined zero tolerance for child labor. “It’s one
the company just six months ago at a very thing to say that you are committed and it’s
exciting time, with IKEA in the first stages another thing when the proof is there and
of its 10-year expansion plan to build 50 people’s lives are improved,” says Mosley.

“... 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.

traditions and VALUE

one another’s
As a board member of the National
Adoption Center, Mosley speaks to

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

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,

National Urban League

on the National Hispanic Corporate ideas and belief in equal opportunity. At
Council. She is an active member of the presentation, Marc Morial, National

and its work ...”

Corporate Sisters, a local organization that Urban League president, praised Brock
strives to promote diversity, mentor calling her “a tenacious advocate of the
younger women and further the National Urban League and its work.”
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 77
Kathy Geier
Senior Vice President, Human Resources
The Goodyear Tire & Rubber Company
Geier’s career is rich in opportunity, Prior to her present position, Geier was
because of “the willingness of Goodyear to also director of human resources for
embrace and promote a truly diverse Goodyear’s Eastern Europe, Africa, Middle
working environment.” She joined East region, based in Brussels. It was
Goodyear in 1978 as a trainee after another step in her diversity training—
graduating from Heidelberg College in from both socioeconomic and
Tiffin, OH, with Bachelor of Science geographic aspects.
degrees in Biology and Psychology. She

“… 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

page 78 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Jean Crowder Drummond
President and CEO, HCD International
Dynamic, energetic and inspired are training, marketing, conference planning,
words that have been used to describe technical writing and healthcare
entrepreneur Jean Crowder Drummond. management. Her client list includes the
This wife and mother of two is founder U.S. Executive Office of the President,
and president of a small but fast-growing Centers for Medicare and Medicaid
management consulting firm, HCD Services, U.S. General Service
International. Like many new firms, HCDI Administration, U.S. Department of
got its start in a side room of Drummond’s Commerce, the Environmental Protection
home; it has since grown to extend its Agency, Verizon, Johns Hopkins Medicine
professional services to both national and and numerous other federal and private
international clients. organizations. It has already been noted for

“… 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

focused and TENACIOUS …”

other female entrepreneurs by providing
HCDI’s staff to seek opportunities beyond business counsel on how to start and grow
one’s “zone of comfort”creating a platform a successful business.
for personal and professional growth. awarded the U.S. Small Business
Administration’s Administrator Award of “We can succeed if we remain purpose-
Drummond offers solutions to clients in Excellence, as well as recognized by the driven, focused and tenacious,” says
the area of organizational development and U.S. Department of Transportation and a Drummond, “never letting a challenge
Maryland State Senate Resolution. change your quest for success.” Drummond
will share her success vision for women in
Recently named 2003 Businesswoman of her upcoming book, ‘Mission Impossible,
the Year by the Congressional Business Made Possible’: An Experience In Spiritual
Advisory Council, Drummond continually Enterpreneuralism. PDJ
Cherie Rice with Maurice Myers, Chairman, CEO & President

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

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 79

Women of Initiative

Giant Food Inc.


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 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.

Making Life Easier

associate orientation and the “on-
boarding process.” This will ensure that “We are extremely excited about our
women experience a warm welcome and Women often have many roles—parent, partnership with Suited for Change. We
feel supported as they become acclimated professional, caregiver, wife, and more— hope to elicit additional support for the
with their new job and work setting. which can make life particularly complex. group by involving our vendors,” says

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.,

Giving Back to the Community

meeting that bring the same information
visit, or contact C.J. Terry,
to women leaders in Giant’s retail stores’
Director/Corporate Diversity & Community
Building on Giant’s rich history of in-store operations. Relations at
community involvement, the company
supports the Suited for Change As the largest retail grocer in their area,
organization in the District of Columbia. Giant has a strong history of community
This organization provides career involvement. Therefore, the partnership
clothing, career counseling, and other with the Suited for Change organization
support to disadvantaged women entering complements the company’s ongoing
the workforce. Work with Suited for commitment in this area. To date, Giant
Change includes annual clothing drives, has sponsored “Career Days” for clients
career planning seminars, and volunteer of Suited for Change. These events help
to sharpen interviewing, resume
writing, and job hunting skills.
Moreover, participants have the


COMPANY INVOLVED. Giant’s support of
Giant collects and communicates Suited for Change includes
information, policies, and services annual clothing drives,
that can simplify daily life, reduce career planning seminars,
stress, and increase overall job and volunteer activities.

page 82 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Ellen Schubert
Global Head of Leverage Fund Business, Foreign Exchange
and Precious Metals This fall, Joyce A. Bender, CEO and
Co-Head of Hedge Fund Business, Cross-Product founder of Bender Consulting Services,
UBS Investment Bank Inc.(BCS), was awarded the New Freedom
“I never would have believed that the Initiative Award. Presented by Secretary of
women’s network would be such a Labor Elaine Chao, this award is given to
success,” said Ellen Schubert, one of the those who have demonstrated exemplary
founders of UBS’ All Bar None network. and innovative efforts in furthering the
employment objectives of President
Managing Director of Foreign Exchange George W. Bush’s New Freedom Initiative.
and Precious Metal Sales in North Bender’s firm provides technology
America, Schubert—who also serves as consulting services to its customers and
co-Chairperson of the UBS Diversity competitive employment opportunities
Committee—learned that women in the for people with disabilities, who are
firm wanted increased access to senior trained in the information technology,
management and more opportunities to engineering, finance/accounting, human
get together. So she brought together a resources, and general business areas.
handful of women from across levels
and businesses. “Hiring people with disabilities should
not be thought of as a charitable act; it is a
“This small group of women generated a business solution,” says Bender. “It is a
number of ideas. They were determined to Attendees from the 2002 event “followed good business decision that will pay off in
make things happen, but needed a forum,” in Schubert’s footsteps” by creating a dividends, and will also be the right thing
stated Schubert. “I was able to provide similar program for junior women within to do.”

“... determined to make things happen ...”

that forum since I already had the ear of the firm the following year.
senior management.”

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

page 84 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Joyce A. Bender
CEO and Founder, Bender Consulting Services, Inc.
Bender also heads Bender Consulting are valuable to an employer such as
Services of Canada, Inc. (BCSC), focused on thinking outside the box, tolerance, being a
competitive employment opportunities for team player, problem solving and patience.
Canadians with disabilities, and Bender and People with disabilities have to be patient;

“ People with In 1999, Joyce was

Associates International, Inc., an we have no choice.”

disabilities have to presented

executive search firm.

be PATIENT; we President Clinton, the

In 1985, Joyce had a with the
life-threatening President’s Award by

have no choice ” the President of the

accident that caused
an intra-cranial brain highest honor awarded by
requiring brain surgery. Against all odds, United States to an American who furthers
Joyce recovered, but the accident left her the employment and empowerment of Bender serves on the boards of the Central
with a 60 percent hearing loss in one ear people with disabilities. In September 2002, Blood Bank, Highmark, Inc., and the
and the realization that she had epilepsy, BCS received the Employer of the Year Epilepsy Foundation of Western and
which had—she discovered—caused the Award from the National Epilepsy Central Pennsylvania, among others. She
accident. Through this personal Foundation. BCS also received the 1999 was one of the first regional coordinators
experience, she developed a passion for Employer of the Year Award from for Disability Mentoring Day and coordi-
helping people with disabilities and her hireAbility in Philadelphia, PA and the nates activities in Pennsylvania, Delaware
corporation was born. 1997 Power of Work Award from Goodwill and Toronto. She is the host of “Disability
Industries. In 2002, BCSC received the Matters with Joyce Bender,” a radio show
“I have worked in employment for over Diversity in the Workplace Award from on, and a frequent
24 years,” says Bender. “People with the Canadian Paraplegic Association speaker throughout the United States
disabilities have many inherent traits that of Ontario. and Canada. PDJ

Mary George Opperman

Vice President for Human Resources, Cornell University
As the vice president for human resources, Opperman has set a personal example for life than work. It’s just a practical reality.”
Opperman is a key organizational strategist fulfilling both her work and her family
and policy-maker for the university. Since responsibilities. As a mother of two Before coming to Cornell, Opperman
her arrival at Cornell in 1996, Opperman children, she takes time to attend dance served for 13 years in the Office of Human
has persevered in improving the working recitals and football games and participate Resources at Harvard University. A native
lives of Cornell’s staff and faculty, as well as in fundraisers for her children’s school, as of Clinton, NY, she received her BA in
serving as a role model for the “balance” well as serving as an active volunteer for political science at the State University
between work and personal responsibilities. several community organizations. More College of New York (SUNY). She received
Under her guidance, Cornell implemented importantly, she makes clear to employees national certification as a senior profes-
a child-care financial assistance program to that it is important to be successful both at sional in human resources, and has also
help more than 300 families cover the work and at home. taken post-graduate coursework through
rising costs of childcare. She also pushed Harvard and the University of Michigan.
for improving staff salaries, and helped put “There is a big difference between ‘have to’
in place a multi-year pay program in which and ‘choose to,’” says Opperman. “You She currently serves as Chair of the Board
even Cornell’s lowest paid non-bargaining begin to realize that there are things in of Challenge Industries, an organization for
unit employee is now paid nearly 20% over your life that are not waiting for you— individuals with disabilities; she also serves
the Ithaca area’s “living wage.” they’re happening anyway. For me to be a as a member of the Tompkins County

life than work ...”

successful employee, I need an employer Workforce Development Board, the
that understands that. For anyone to be Tompkins County Youth Employment
their best at work, there must be more to Council, and as treasurer for Foodnet. PDJ
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 85
Deborah Cannon
President, Bank of America, Houston
Small Business Banking Executive, Central Region
It takes more than a recognizable name in of Houston. To say she is “Houston Proud”
a community to make a difference. At would be an understatement.
Bank of America, they know that genuine
community involvement and a charitable “I believe
“… we must focus our
culture distinguish a company and inspire we must considerable
loyalty and admiration. focus our community resources …”
considerable community resources on
In Houston, they have a true champion of identifying the issues that will be most
that philosophy in Deborah Cannon. important to Houston during the next
Cannon is the small business banking decade,” says Cannon. “Then we will find
executive for Bank of America’s Central the solutions that will enable Houston to One of her areas of community focus is
Region, responsible for the small business remain one of the best places in this The Women’s Initiative of United Way
line in 10 states in the Southwest, Midwest country to live, work, learn and play.” of the Texas Gulf Coast, increasing
and Texas. She is also the President of Bank participation from women professionals,
of America in Houston. With more than 25 years at Bank of business owners and volunteers.
America and its predecessors, Cannon has
You cannot mention a Houston growth wide-ranging consumer, commercial, “I believe in the United Way and the
organization without hearing her name corporate and international financial critical role it plays in our community”
attached to it. Cannon is Chairman of the services experience. She directed says Cannon. Not only is the Women’s
Greater Houston Partnership, and a operations in Brazil for nearly four years, Initiative important for the growth and
director of United Way of the Texas Gulf served as district manager for the Midwest stability of the area, she says, but it offers
Coast, the Center for Houston’s Future, and division of corporate banking and was the women of Houston a place to network
The Women’s Museum. She is a president of a former subsidiary. She is a and to grow as community partners. On
member of the M.D. Anderson Cancer graduate of Southern Methodist University a personal level, says Cannon, “It has
Center Board of Visitors, Houston Super and completed studies at the University of afforded me the opportunity to get to
Bowl 2004 Executive Steering Committee, Virginia and the National Commercial know some incredibly interesting and
Dallas Forum/International Women’s Graduate School of Lending at the successful women whose company
Forum and Executive Women’s Partnership University of Oklahoma. I enjoy.” 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.

Widely recognized as a pioneering female As a successful businesswoman, Lang

high-tech/internet executive, she has brought high energy and corporate savvy
advised CEOs and entrepreneurs as a to the advancement of women in every
Board member, coach, and angel investor. sector of the global marketplace. Now, as
She was a venture partner of First Light President of Catalyst, Lang regularly
Capital and a member of the 8Wings addresses national and international
Ventures angel network, a seed stage groups of senior leaders in a variety of
investment group that backs women-led business, academic, and public policy

page 86 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Sara L. Hays
Senior Vice President and General Counsel, Hyatt Hotels Corporation
As Senior Vice President and General Hays joined Hyatt as general counsel in
Counsel for Hyatt Hotels Corporation, 1994. She brought with her, she says, a pair
Sara L. Hays is responsible for managing of “fresh eyes.”
Hyatt’s hotel and timeshare operations and
transactions—acquisitions, negotiation of “… we have the obligation to
hotel and timeshare management, venture
and financing documentation. She also
learn about every part of
serves on Hyatt’s managing committee. Her our business …”
major focus, however, has been to revamp “From a purely operational standpoint, I
the legal function of the company to better didn’t have any ownership of the
support ongoing business objectives. bureaucracy and, from being in private
practice, brought with me the conviction “We have the obligation to learn about
“We are a service group within a service that you live and die by making your every part of our business. It’s a fascinating
business,” says Hays of her revamping clients happy. That was my vision for how place to sit!”
efforts. “As the legal end of the business we could change the way we think about
doesn’t generate revenue, the question delivering service,” says Hays. Some service Outside of Hyatt, Hays is President of the
presented itself: ‘how can we be perceived delivery changes were small, but had a huge Alumni Council of Carleton College, her
as adding value, not a bottleneck to the impact. Hyatt’s new sales contract, for alma mater, and a member of the Board of
efforts of our team members?’” example, was re-written so that meeting Directors of Glessner House Museum.
planners would spend less time poring over Hays frequently speaks and participates in
The answer was to build relationships contract language and more time planning panels at legal and hospitality seminars and
within the corporation itself. “Each of the details that would contribute to the success conferences throughout the United States.
attorneys in our group have direct client of the meeting. Not only was the meeting
assignments (i.e., sales and marketing). contract made easier to read and Hays received her Juris Doctor from
This changes our focus to be one of understand, the legal language was made Northwestern University School of Law
problem solving,” says Hays, “and enables standard from property to property. and is a member of the American
us to be viewed as partners. We’re all in Corporate Counsel Association and
the hotel business; we all want us to be “People in our office get to interact with American Bar Association. She also holds
successful.” every part of this company,” says Hays. an MBA from the Kellogg Graduate School
of Business. PDJ

venues. She is an expert on the

advancement of women in corporations
“… I want to focus on strengthening and deepening the
and professional firms, workforce Catalyst mission …”
demographic trends, the business case for Lang also serves on the Board of Directors Vice President of the Desktop Business
women’s career development, innovative of Adaptec Corporation (computer storage Group at Lotus Development Corporation,
strategies for retaining and advancing solutions), ART Technology Group responsible for the worldwide development
women, and work/life balance issues. (e-commerce software), and the Tufts and marketing of Lotus’s SmartSuite
Health Plan. She served on the Board of product line, a $500+ million business.
“I want to focus on strengthening and Directors of PlanetAll prior to its She also served as President and CEO of
deepening the Catalyst mission,” says Lang. acquisition by, the Advisory and CEO of
“If you look at every initiative underway Board of Direct Hit Technologies prior to
and flesh out the segments focusing on its acquisition by Ask Jeeves, and the Board Lang earned an AB in History and
women and the segments focusing on of Trustees of Radcliffe College prior to its Literature from Radcliffe College and an
business, there are significant opportunities merger with Harvard University. MBA from Harvard Business School. She is
to build on Catalyst’s strong foundation.” the mother of three grown children—
Prior to AltaVista, Lang served as Senior Sarah, Penelope, and Edmund. PDJ

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 87

Connie Glaser
Author of Swim with the Dolphins and What Queen Esther Knew
National Spokesperson, Business Women’s Network
reminds me to focus on what’s most to right the wrongs in their organizations.
important in life. You have captured that To them, sticking their necks out was a
essence in this book.” matter of principle, a question of ethics.
And like Esther, they weren’t motivated by
You may remember Esther’s story—or at self-aggrandizement or recognition, but
least the gist of it. A young orphan girl because they knew in their heart, soul and
being raised by her uncle Mordecai, Esther gut, it was the right thing to do.”
becomes Queen of Persia. When an evil
plot that threatens her people is hatched, As her story unfolds, Esther’s
Esther courageously blows the whistle on transformation from an orphan girl to a
abuse of power in the palace and confronts true queen and leader is remarkable.
the villainous mastermind—not without Slowly she blossoms from someone who
great personal risk. She ultimately saves her looks to others for all the answers to
Connie Glaser is one of the country’s people from annihilation and irrevocably someone who designs and executes her
leading experts on women and leadership. alters the course of history. own ideas and plans. And throughout this
Her best-selling books, including Swim evolution, says Glaser, we see her become
with the Dolphins, have been translated “Recent headlines have been filled with more comfortable with power—a challenge
into over a dozen languages and are among stories of brave, modern-day Queen for most women.

“… 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
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
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

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 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

“… you must have

a measuring tool that helps guide your wheels.”
consumers on making decisions on where

support from the top …”

to spend their dollars. Also within this
time, Starwood has instituted a minority
supplier program, and has been
recognized among the “Best Employer” Originally born in Havana, Cuba, Mollinedo has degrees in Political Science
listings by periodicals like Hispanic Mollinedo is a seasoned veteran with over and History from Barry University, and an
Magazine and DiversityInc. 16 years of experience in communication. MBA in Finance from Nova Southeastern
Prior to joining Starwood, Mollinedo University. She serves on the advisory
Starwood has also launched its first-ever resided in Monterrey, Mexico where she councils of SAVOY Professional and The
Ethnic Marketing program, aimed at the was responsible for Communications and New York Times, the American Hotel &
African-American market segment, and Investor Relations PR for Mexican-based Lodging Association’s Diversity Council,
introduced a Corporate Diversity Council CEMEX Corporation. Her background MultiCultural Foodservice & Hospitality
to accelerate changes in representation, also includes experience with several non- Alliance Board of Directors, and African
and a Cultural Community Council profit and minority-based organizations American Chamber of Commerce, among
to create stronger communication including The Martin Luther King Center others. She is a national spokesperson for
between associates. in Atlanta, Georgia, where she was the the Catalyst study, Latinas in the
Managing Director responsible for the Workplace: What Companies and Managers
Mollinedo would be the first to tell you day-to-day operations of the Center. Need to Know, and is an alumnus and
member of Leadership Atlanta. PDJ

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
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
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

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 93

Michelle M. Crosby, Ph.D.
Senior Vice President, Organizational Capability
Starwood Hotels & Resorts Worldwide, Inc.
Dr. Michelle Crosby is described as the spark that lights the fire at “While there are
Starwood Hotels & Resorts Worldwide. Senior Vice President, many factors driving
Organizational Capability for Starwood Hotels and Resorts this success, we
Worldwide, Crosby is responsible for development and believe the
implementation of global people processes, organizational culture, cornerstone of the
and change management. program’s evolution
is the buy-in of our
Change is inevitable in corporations, and leading people through associates and
change is what Crosby does best. In late 1999, she was brought management team,”
aboard after Starwood’s merger with the Sheraton and Westin says Crosby. In 2002,
Hotel chains. At the time, Starwood was a $4 billion global a poll reported that
company with 120,000 87 percent of all
“… help them to
employees and three Starwood employees

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.

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.

page 94 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Marie C. Johns
President, Verizon Washington, DC
When people in the spearheaded formation of a spin-off program known as SEEDS
Washington, DC area (Students Educated for Economic Development Success), securing
need help addressing sponsorship within Verizon to train out-of-school youth for jobs
civic issues—whether in the information technology industry. In addition, Johns served
it’s energizing a as a director of a non-profit organization that provided funding
flagging economy, for every public school and library in the District of Columbia to
inaugurating a install high-speed Internet connections and local computer
non-profit, or building networks as well as train teachers and library personnel.
skills training
programs for city Johns brought together committed members of business
students—it’s no organizations, educational institutions, non-profit entities and the
surprise they turn to government to form the Washington DC Technology Council and
Marie Johns. currently serves as its Founding Chair. In 2001, U.S. Department
of Energy Secretary Spencer Abraham appointed her to the
Marie Johns is President, Verizon Washington, DC and is agency’s Electricity Advisory Board (EAB). She is also a mayoral
responsible for Verizon’s nearly $700 million operations in the appointee to the National Capital Revitalization Corporation,
District of Columbia. For over 10 years, she has been one of the a $25 million public/private enterprise that facilitates revitalization
most visible and engaged business leaders in the Washington in underserved neighborhoods throughout the DC area.
metropolitan region, lending her energies to a number of
government-sponsored, civic and cultural organizations. Johns has focused much of her efforts on education and youth
because they represent an important investment in the future, she
Johns has worked to improve the District’s education system on said this spring at Indiana University’s School of Public and
several fronts. As co-chair of the District’s Youth Investment Environmental Affairs while being awarded Alumna of the Year.
Council with the Superintendent of the DC Public Schools, Johns
was instrumental in securing a $10 million grant for DC Public “Government “… a thriving
Schools to implement a School to Careers reform initiative. She really cannot do it partnership between
all. The most public and
important role for
government is to
private sectors ...”
“I am very committed
to my career at Roche set a framework and then, wherever possible, allow private entities
Diagnostics because I to get the job done. When you look around for models of
feel good about what I communities that really work, one fundamental aspect is a thriving
do. Whenever I get partnership between public and private sectors.”
discouraged or tired, I
can always count on a The recipient of numerous awards for her business and civic
letter or email from one leadership, Johns received an honorary Doctorate of Humane
of our customers telling Letters from Trinity College in May 1999. She was honored as one
me how much our of the Twenty-five Most Influential Black Women in Business by
products or customer Network Journal in April 2003, and in September, received the
support have made a Corporate Responsibility Award from Black Women’s Agenda for
difference in their life. her outstanding leadership. Johns earned her Bachelor of Science
As a mother of a 3- and and Master of Public Administration degrees at Indiana University
5-year old, the letters and completed her graduate management studies at Harvard
from parents of small children especially move me. When a University’s John F. Kennedy School of Government and the
child is diagnosed with type 1 diabetes, it is a life-changing Darden Graduate School of Business Administration at the
event for the entire family. I am very happy and proud to say University of Virginia. She is married to Wendell L. Johns, Vice
in some little way, the work I do makes that change a little President of Multifamily Affordable Housing for Fannie Mae.
easier to handle.” PDJ PDJ

1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 95

Winning the


By Audra Bohannon
Senior Vice President
Novations/J. Howard & Associates

For women, often the difference between success and failure is

how they deal with day-to-day distractions. The simple strategy
that can help us see past the outside influences that keep us
from getting ahead.

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
Different shoes Different skills Same goals
Leadership, Excellence and Success
That’s Georgia-Pacific

© 2002 Georgia-Pacific Corporation. All Rights Reserved.

Audra Bohannon: Winning Conflict With Yourself

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.

So whether it’s to get that promotion,

step out and open your own business,
or simply to learn something new,
women and men alike have a
strategy—a road map to follow in
order to make things happen.
Deliberately state your intent,
selectively focus your time and energy,
and create a plan to achieve that thing
that is important to you.

Audra Bohannon is a prominent speaker and

author on topics facing women and people of
color whose work has been featured in
Atlanta Woman, Oprah and Essence magazines.
For more information, contact Pat FitzGerald,
Marketing Communications Manager,
Novations/J. Howard & Associates, at

Check Us Out At:
Subscribe Today.

page 98 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

takes you places

Exceptional performance is driven by exceptional people — working

at a place where they can leverage their experiences, strengths and
perspectives. At JPMorgan Chase, we’ve created an environment
where everyone can reach their fullest potential. Our people build
strong networks, meet new challenges head-on, grow their careers
and take themselves — and our firm — to new heights.

© 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

C those individuals who see value in having a

confidential partner to prompt them to stay
focused, make more savvy decisions, balance
work/life choices and achieve their highest
potential. This phenomenon, once utilized primarily by white
male executives, is now reaching into more diverse populations.
It provides strategic guidance to help strong performers better
global telecom solutions industry, relies on her coaching
sessions to provide the constructive criticism and candid
feedback that can help her to see situations from different angles.

“You have to learn to look at the landscape and see what

possibilities exist. My coaching experience has really helped me
to see outside of myself and taught me to leverage my strengths.
navigate their careers. I just wish that some of the young women who are going into the
corporate environment could find a way to learn some of these
Since its inception in the 1980s, coaching has offered top lessons earlier than I did.”
performers in the corporate world a powerful career
enhancement tool. For years, the best performers in the sports How Coaching Works
arena have used coaches. Built on the concepts of forward Coaching is best described as a collaborative professional
motion and accountability, coaching helps individuals think and relationship. Almost exclusively, highly motivated top performers
act more strategically while improving their leadership, problem- have utilized it. Coaching sessions provide structure for clarifying
solving, decision-making and communication skills. personal and professional goals as well as weeding out the
behaviors that can limit performance. In each meeting, the client
However, even though African-American, Latino and Asian faces chooses the discussion’s focus. The coach listens and contributes
have been appearing in high-ranking positions, the benefits of observations and questions. The coach helps the client identify
coaching have not been utilized by these groups as frequently what “success” means for the specific situation the client is faced
as by their white male colleagues. Because coaching is with at that moment. This kind of interaction not only creates
infrequently discussed outside of personal relationships, many clarity, it also moves the client into action. Coaching is designed
diverse employees may not be aware of the advantages it can to accelerate the client’s progress toward his or her goal by
provide. Skepticism, comfort with the status quo and already- providing focus and awareness of choice. Action planning helps
packed schedules often discourage busy professionals from the client remain accountable for closing the gap between where
investigating the coaching option. Misconceptions about the they are now and where they want to be.
motives and purpose of coaching also claim potential candidates,
but converts are beginning to employ the service. Educating Coaches working with African-American, Latino and Asian
diverse candidates about the benefits of coaching is especially candidates focus on these issues, but they also contribute insight
important because the fast track can sometimes appear, and into the political undercurrents and subtle differences candidates
often actually is, a closed system full of subtle inequities. may face in the corporate environment. Wendy Manning, a

page 102 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Dr. Mary Stewart Pellegrini: Coaching

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?”

Selecting A Coach Through the process of coaching, individuals deepen their

For those who are interested in exploring a coaching learning, improve their performance and enhance their quality of
relationship, there are many things to consider before life. For top performers of various backgrounds, coaching offers
committing to one person’s program. According to recent a way to speed the learning curve and avoid pitfalls on the road
estimates, there are 20,000 coaches currently practicing in the to success—making sure that the path through the corporate
United States alone (Washington Post, 6/03). The large numbers maze is a little easier to navigate.
of coaches can be partially attributed to the lack of standards or Dr. Mary Stewart Pellegrini is principal of Stewart Management Group,
regulatory bodies within the coaching industry, so it is important LLC, and speaks at conferences, seminars, and business retreats on the
to make sure that your coach can provide the service and support subject of executive coaching and its importance for diverse professionals
at all organizational levels. For more information, contact Sara Henry at
you need. Some characteristics of an effective coach include:
773-394-8880. PDJ

• Push-back-ability—your coach has an obligation to provide

you with accurate feedback even if (and especially if) it is not
what you want or expect to hear. The only useful feedback is
“My coaching experience
leverage my strengths.
honest feedback. has really helped me to
• Strategic thinker—given the complex political climates and

young women who

harrowing journeys many of us encounter on our way up the
corporate ladder, a coach is an additional weapon in your
I just wish that some of the
arsenal, helping you to see situations from all sides and
re-frame problems as opportunities.
are going into the

could find a way

• Practical planner—coaching is all about action and moving
your career forward, so your coach needs to have a knack for corporate environment
working with you to identify your best next step.

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

page 104 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

The Changing Landscape
George Simons International

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?

Dr. George F. Simons


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

Icons for sale

“Business is the business of America.” its potential influence to who we are as a
There is always money to be made at people of peoples.
holiday time when it seems our cultural At the risk of being the Grinch who at
icons are for retail sale in endlessly least seems hell-bent on stealing When it comes to employment and
imaginative forms. U.S. versions of Christmas, I want to focus our organizations, the focus of U.S. diversity
Halloween, Christmas, Valentine’s Day, attention on the blatant contradiction in efforts has been economic opportunity.
etc., are rapidly penetrating the world the U.S. concept and practice of diversity. Economic opportunity and leveling the
markets and either replacing local We pride ourselves on promoting diversity playing field to achieve it are essential
versions, if such exist, or being inserted while we systematically destroy it. If we diversity goals. They extend America’s
whole cloth into the cultural fabric of new look at the domestic scene, it is true that values of fairness and justice to the full

page 106 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

George F. Simons Stealing Cultural Diversity

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

“For the Yankee trader,

who implement its best practices. These more appealing to investors and business

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

and we will flog it

confused with encouraging group want to protect their national or regional
cultures, beliefs, and practices to flourish. patrimony, they face the daunting

until it sells.
Diversity, American style, is not about manifest destiny of business.

Some may see this as

protecting and promoting group culture
any more than slash-and-burn is about The point of this comparison is that, just

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

more akin to dumping

U.S. values of money and property. If likewise a matter of erecting defense
it can be sold, it should be sold. Yes, systems where boundaries are far

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

continued page 110

little about them that is cultural beyond important for survival. They were quick to
token ethnic cafeteria offerings and the point out, for example, that the power
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 107
Legal Briefings
Holland & Knight LLP


Weldon H. Latham, Senior Partner

E mployers committed to a diverse

workforce and a positive work
environment must not only
identify and implement diversity “Best
cases, especially class action lawsuits, can
be extremely embarrassing to major
corporations, and can severely damage the
corporate brand and company reputation,
plaintiffs’ attorneys, and, frankly, a
continuing pattern of unacceptable, if
not unlawful, conduct by companies as
more women enter and ascend the
Practices,” but must also be vigilant in their as well as shake investor confidence and corporate ranks.

efforts to comply with fundamental legal undermine employee, community, and

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.

page 108 Profiles in Diversity Journal • November/December 2003 1-800-573-2867

Holland & Knight LLP Women and the Workforce

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.

widowed), a number of state laws currently a seriously hostile work environment.

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

harassment lawsuits against both consequences arising from credible and


Combined Insurance Co. of America well publicized sex discrimination
and the Denver Mint. The case against litigation, major corporations are
Recent cases illustrate how the courts Combined Insurance involved thousands well-advised to make every effort to
are responding to persistent problems of of female employees who allege they are eliminate an atmosphere where sex
widespread allegations of workplace sex being discriminated against in their discrimination even appears to be tolerated
discrimination, and a growing willingness opportunities to earn commissions and in the workplace. Obviously, any company
to grant class action status to plaintiffs promotions, and that they are the victims faced with these types of issues should
alleging sex discrimination and of retaliation—being sexually harassed and consult legal counselors with particular
harassment, against large corporations that intimidated in an effort to prevent them expertise in these types of matters, but the
appear to fail to protect their employees. from initiating or pursuing legal action. following steps may well be appropriate to

continued page 110

In the case against the Denver Mint, the
Employers with fewer than 15 are not covered by Title VII. judge ruled that complaints of sexual
1-800-573-2867 Profiles in Diversity Journal • November/December 2003 page 109
women and the workforce Continued from page 109 Holland & Knight LLP
minimize the risk of sex discrimination and violations are strictly enforced; and group complaints.
and harassment claims: when misconduct is substantiated,
(1) Company Policies and Procedures: appropriate, swift and consistent While there are no actions guaranteed to
Ensure that effective, well- discipline is appropriately insulate a company from employment
communicated, up-to-date sexual administered. discrimination allegations, prudent major
harassment and other EEO policies (3) Monitor Workplace and Workforce corporations will seek to enhance diversity
and practices are in effect that comply Practices: Gather and monitor and inclusion, and minimize legal and
with Federal, state, and local require- informal and formal complaints to business exposure, by implementing the
ments, and that the company has stan- help promptly identify and remedy types of actions set forth above. Each
dard and uniform methods for docu- any potential problems areas of these practices are intended to work
menting personnel actions, including or vulnerabilities. together and complement each other in the
hiring, promotions, discipline, termi- (4) Employee Training and Education development of a comprehensive program
nation, and internal investigations as Programs: Conduct thorough and to encourage a positive work environment.
required based on allegations brought comprehensive training and education
to the company’s attention. programs for all employees, especially Weldon Latham is a Senior Partner and Practice
Group Leader of the Holland & Knight LLP
(2) Effective Internal Complaint managers, as relates to the company’s Corporate Diversity Counseling Group. He serves
Processes: Ensure that the company policies, applicable laws, prohibited as Counsel to the Coca-Cola Procurement
maintains effective internal complaint conduct and the company’s practices as Advisory Council; Chair, Deloitte & Touche LLP
processes, i.e., all employees are aware relates to violations related thereto. Diversity Advisory Board; and General Counsel,
National Coalition of Minority Businesses.
of how to report and file a complaint; (5) Prompt Response to Significant
all complaints are investigated Allegations: Promptly and effectively
thoroughly in a timely manner; address any actual, perceived, or Special thanks to Paul Thomas and Sylvia James
retaliation against employees for filing potential gender inequities, before for their assistance in this article.

complaints is emphatically forbidden they grow into significant employee

Continued from page 107 George F. Simons

Beneath the self-righteous rhetoric, the marketing feeding frenzy. What little is left diversity. This is a paradox in which
real problem is that they keep us from after this flood is often a caricature or an America would do well to understand
making another buck abroad. Epcot version of the original culture, rather than resist or dismiss, because it

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 or by
increasingly fragile and eventually will be even more shocking to hear that email at
destroyed by the American media and the U.S. is the world’s greatest threat to PDJ

page 110 Profiles in Diversity Journal • November/December 2003 1-800-573-2867