Voice of Experience: Joanne Rodgers, Chief Diversity Officer, New York Life

This week The Glass Hammer is publishing a series of profiles on top leaders in corporate diversity. Check back all week long to learn about the women making a difference.

By Melissa J. Anderson (New York City)

Joanne Rodgers, now Chief Diversity Officer at New York Life, began her career at the National Association of Securities Dealers (now FINRA) before moving to New York Life’s Compliance Department. Eighteen years later, Rodgers has held a variety of roles in the company, moving from compliance to marketing and, most recently, corporate strategy. “I also had the opportunity to head up the company’s women’s leadership program and that definitely helped with my new role as Chief Diversity Officer,” she said. Rodgers says she is looking forward to promoting diversity on a broader scale.

Having just moved into the CDO role this year, she is now charting the future diversity strategy for the company. “I’m currently working with all of the business units to analyze and develop our diversity strategies so that we remain an employer of choice. My experience in the corporate strategy group has been a real asset, since much of my work involved working with the business units, being engaged with critical strategic goals and understanding the environmental landscape that affects us. My directive is to make sure New York Life has strong diversity and inclusion practices and I am pleased that my colleagues at New York Life take this very seriously.”

She continued, “If you simply look at the changing demographics in this country, the business case for diversity becomes more apparent based on the makeup of our customers and of the workforce today and in the future.”

“We want to really consider how those changing demographics affect us as an organization and how our increasingly diverse workforce can make us a better company.”

Women in Finance

“You hear and read about the challenges that women face in obtaining leadership roles. I think that women who are willing to take on new challenges and push the limits of their comfort zones are the ones who open up new doors and opportunities and eventually become leaders. It has been my experience that women tend to gravitate to staff roles, rather than P&L roles. This can affect their ability to advance and gain exposure in an organization,” Rodgers continued.

She explained that one turning point in her own career was participating in New York Life’s New Horizons program, in which rising executives have the opportunity to generate new solutions to business challenges for the company. “I was part of group of four women. We came up with two ideas, presented them to executive management and received funding.”

She continued, “We had to come up with a viable business plan – that was something I would not normally do in my role at that time, so it was a great learning experience and it provided great insight and learning around my own development.”

In fact, Rodgers said, she wishes she had spent more time managing her career when she was younger. “I wish I had recognized earlier that I had the opportunity to influence my future. Once I recognized that I could control my career, I was able to take advantage of new opportunities.”

Rodgers advises women to speak up, especially early in their careers. “The important thing is to be informed about your company and the industry you work in and not be afraid to ask questions and provide input.”

She continued, “The other thing is the whole concept of reaching out and looking for a mentor to provide guidance throughout your career – and not being afraid to step into that role yourself. Here at New York Life, there is such an openness to help each other. For women who have reached senior levels, it’s important to provide support and guidance to others within the organization. It’s about being proactive on both fronts.”

Diversity Initiatives at New York Life

Rodgers praised New York Life for its emphasis on career development. “One of the things I love about New York Life is the breadth of programs available through all stages of your career.”

She is particularly impressed by the company’s mentoring culture. “Many programs come with a coaching component, which is very valuable. The company has committed a lot of resources to that.”

She is also excited about New York Life’s new program called Managing Personal Growth. “It’s for employees at all levels and it’s about what makes you unique. What are the attributes that enhance your strengths to promote professional growth?”

The company also has a career management initiative that supports multicultural women. “It’s designed to strengthen the professional development and encouragement of mid-level professionals who are people of color. It’s a four-month program covering career development, business acumen, and leadership.”

The program’s ultimate goal, Rodgers continued, “is for participants to understand the key factors of career success, and learn strategies to build confidence and relationships that will ultimately enhance their careers.”

In Her Personal Time

Outside work, Rodgers says she enjoys spending time with her family. “My family is really critical to me. It’s what makes me tick.

“There are a lot of discussions on work-life balance. And I see that more as work-life integration,” she continued. “What helps me be good at my work at New York Life is the support I receive from my family. And what helps me with my family is the support from New York Life.”