Indhira Arrington: Global Chief Diversity, Equity and Inclusion Officer, Ares Management

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Indhira Arrington“My career trajectory is a combination of two factors. The first is that I am standing on the shoulders of people and organizations who have sponsored me and have opened doors for me to join rooms, organizations and functions that I otherwise would not have been able to,” says Indhira Arrington. “The second is that while I was fortunate to have those opportunities present themselves, I was also prepared and motivated to seize those opportunities.”

Stepping Up to Opportunities, All the Way to the C-Suite

Instilled with a strong work ethic by her family and driven to prove herself as an immigrant in a new country, Arrington was determined to perform at her best and demonstrate her value from early on.

“Being an immigrant really is at the core of my experience,” she says, “Even though I’ve now lived in the U.S. longer than I lived in the Dominican Republic, I distinctly remember that feeling of being an ‘outsider.’”

With her parents speaking little English and no precedent for success in corporate America, Arrington’s “second family” at INROADS set her up with the mindset and skills that enabled her to perform at a high level (academically, as a 4.0 student) and step up to opportunities.

With both the prodding of her INROADS mentor and with the sponsorship of The Consortium, she received her MBA at NYU Stern School of Business before taking on sales and trading roles at Citi and Morgan Stanley: “I didn’t know what I didn’t know, and I was fortunate to have people who saw my potential as much bigger than I did. They pointed me in different directions.”

While building her career on the trading floor, Arrington says that DEI was her steady second job. As a “double only” Latina in the room, she was often called on for diversity conferences and networking needs. She wanted to show up and open doors for others, too.

Then came a crossroads of choice.

“Sales and trading was where I could have maximized my earning potential, but I faced the difficulty of having the intensity that job required and being the type of mother I wanted to be,” reflects Arrington. “I was very good at my job, but it didn’t fit with how I wanted the rest of my life to play out.”

Coinciding with the economic downturn and start of her family, Arrington shifted into diversity, equity and inclusion (DEI) as her primary career focus in 2009 – first at Bank of America and then Wells Fargo, before taking her present role at Ares Management Corporation as Global Head of DEI in 2021.

“There are thousands of people that are good at their job and that want to ascend the corporate ladder, but doing it alone likely won’t get you there,” she says. “You also need to have strong executive presence and act like a leader, and then hopefully that combination gains you the sponsors who have the power to open those doors, propel you and pull you up.”

Becoming an Impact Player

As a constant learner, Arrington has focused on becoming the subject matter expert of her craft. Once she realized she could be vulnerable, ask for help and not figure everything out by herself, it was a game-changer in advancing her learning curve: “I always say to my team that when I don’t understand something, even today, explain it to me like a five-year old.”

A key principle she abides to and encourages in her team is to be in service of others: Don’t aim to be basic. Aim to be exceptional.

“Anybody can do what they are told and put the spreadsheet together. But if you’re in the service of others, you’re going to ask the next question about what they are trying to do and the end goal,” she says. “You take the work to the next level, and in doing so, you build good will and advocates who will remember you.”

Whether it’s volunteering to bring in great talent, working with ERGs, or taking the initiative to fix a broken process, Arrington suggests to ask, “Outside of your day job responsibilities, what are you doing to contribute to the greater good of the organization and to make yourself an impact player? Anybody can get work done. People want to promote impact players.”

Leveling Up To Advance Your Career

Arrington emphasizes that leveling up requires the maturity of being open and direct about what you need and want and what your expectations are, and not just expecting your boss (or anyone) to be a mind-reader.

Owning what you want also means learning to “manage your manager” – putting your objectives and goals out, and then soliciting the clear guidance on where you need to focus on developing your skillsets and capabilities to be able to reach your goals. Find out what might be getting in your way and what superpowers you need to double-down on to excel.

“Be unapologetic and say this is what I’m thinking, but also leave space in the room for your managers to say ‘maybe you’re thinking too small’ or ‘maybe you’re thinking too big.’”

Thirdly, Arrington has learned from experience that “the unwritten rules are real.” Knowing the difference between titles, influencers and key decision-makers, as well as knowing the personalities you are interacting with, is essential when it comes to succeeding in advancing your ideas as you rise to bigger roles where more is at stake and few ideas get funded.

“Pre-selling your idea to the right individuals and setting yourself up to succeed is so critical, but women often don’t focus enough on that,” she observes. “We focus on the best idea and presentation and assume everyone is going to like it. The pre-game and understanding how things really get done in your organization is key.”

Arrington encourages women to have a portfolio of sponsors and advocates you spend time with and who know the value you deliver, and be more strategic in building your network. She observes that men tend to build diverse networks that create a matrix intentionally directed towards where they want to go, whereas women tend to build their networks around proximity and likeness. Leverage your network as an opportunity to put your intentions out there to those in the places you want to go.

Impacting Change as a Latina

“As Latinas, we’re bred to be loud and we’re bred to sit in our truth,” laughs Arrington, reflecting on her cultural capital.

As a Latina woman she’s brought her personal experiences to the table: “There’s nothing like breaking down barriers by being vulnerable and telling your personal story of microaggressions and how you have been made to feel less, unwelcome or like you don’t belong in situations. It changes the way that reality lands when a person realizes that somebody that they know isn’t having the same experiences that they are.”

For two decades, Arrington has sat on the board of directors for the Committee for Hispanic Children and Families, supporting Latinos in New York around school, work and childcare. She is currently the Vice Chair for the Council of Urban Professionals (CUP), focusing on supporting women and people of color to leadership roles in corporate organizations. Her experience of feeling like an outsider has inspired her towards actions that bring about change.

While successful in overcoming obstacles, Arrington admits it has been challenging at times to be the only Latina in a room: “That’s where vulnerability came in. Without somebody that would have a naturally predisposed affinity towards me, I had to figure out how to break down barriers to be let in and be embraced even though I was different,” says Arrington. “It’s much easier when you feel that level of comfort and connectedness.”

Why Managing Is Really Coaching

Arrington jokes that she cannot have a boss who doesn’t want to be her friend, but she also means it: “If you don’t know me and you don’t understand what drives me and what ails me, then how could you truly be in charge of growing me and taking me to the next level?”

She continues, “I think it’s really important as managers that we take the approach of being coaches and changing the relationship from ‘I’m here to manage and make sure you do what you’re supposed to do’ to ‘I’m here to coach you and make sure that you exceed that.’”

In a coaching relationship, honest feedback can be received as care and guidance with your best interests at heart.

“Most managers feel like I can’t get too close because then I can’t be objective, and I think it’s the opposite,” says Arrington. “If you’re not close enough, you’re going to miss what’s happening and you’re going to miss opportunities to support people in a way that makes them want to come to work and be part of the community.”

Having often felt she had to prove herself along her journey, she would have a simple message to her younger self: “Stop being so scared. Try to enjoy it more along the way. You are worthy. You are good enough. You’re more than good enough.”

These days, Arrington practices giving herself grace on a daily basis. With her twelve and nine year-old sons playing flag football on the weekends, Arrington confesses to be that sports mom cheering on the sidelines with a cowbell. She enjoys yoga and learning through documentaries, and is an avid reader when she can sneak a few chapters in.

By Aimee Hansen

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Vanessa Nazario: Corporate Director, Chief Diversity Officer, Memorial Healthcare System

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Vanessa Nazario“I love to take the time to get to know individuals: to listen and to avoid assumptions,” says Vanessa Nazario. “I think that creates a space where people can be authentic, which leads to new conversations and new opportunities.”

From housing to financial services to health, for 29 years, Nazario has been following the single thread of “creating access to spaces for those who have been historically left behind, underrepresented, marginalized, or alienated” – often including or focusing on the Hispanic community.

Following Inclusion Through a Career Pivot

Nazario’s journey began in her hometown of Trenton, New Jersey, supporting low to moderate income families to become first-time homebuyers. Nazario knew nothing about mortgages but was passionate about creating access to homes. Next, she found herself ensuring that low to moderate income families in urban communities had access to financial services and benefits while at PNC, where she worked her way up through positions for twenty years.

While ‘inclusion’ was not yet a hot topic in the office, her work was inclusion for customers and communities. Nominated to participate in the first Latino BRG at PNC, she knew little about employee networks, but she seized the opportunity to lean into her authentic self: “That experience opened my eyes to the power in using my Latina voice to be seen and heard in certain spaces where we were not represented before that. It became a gateway to inviting other Latina/o voices into the conversation and opening pathways for others.”

She eventually became Chapter President of the Latino BRG and began to be sought out as a thought leader. She attributes her C-suite position to valuing and showing up for this experience: “That’s why I’m a chief diversity officer now. Because I said ‘yes’ to being part of a newly formed diversity initiative at PNC.”

Then came the moment where Nazario decided that she wanted to make inclusion her full-time career. Not only did she go from programs and products management to DEI, but she simultaneously made a leap between industries. Leveraging her network, she landed a DEI director position within healthcare, later joined Memorial Healthcare System in 2021, becoming CDO in July.

“It was a big learning curve to go from financial lingo to healthcare lingo. It took time, but ultimately there’s a common thread across the different industries: it’s about creating equal spaces, access and equity for all – and it’s just how you approach it that differs. And once that clicked for me, I was like, I got this.”

Inclusion Through the Talent Pipeline


“Does your staff represent the community it serves? When you look at your community demographics, do you see that in the building?” asks Nazario. “How well is that mirrored not only in the services side of your organization, but across different departments and, especially, in leadership?”

She observes, “Sitting in South Florida, we’re blessed with an abundance of diversity, but that still doesn’t mean it happens organically. Your organization has to be committed to creating a diverse workforce.”

Much of Nazario’s strategic focus is on development and succession planning to elevate talent throughout the organization: “Rich in diversity, our work is making sure that diverse talent feels included and has a sense of belonging. When you have people from every walk of life, you’re going to have conflict. I spend a lot of time educating about the value of different cultures and different perspectives, as well as meeting people where they’re at.”

Nazario witnesses how having a staff that feels seen, heard, valued, included and therefore engaged positively impacts upon the patient experience: “In the healthcare sector, you have to be so attentive about making sure you are creating that sense of belonging and culture of inclusion. It’s so important that people feel they can bring their whole selves to work.”

Overcoming Imposter Syndrome

Nazario’s inquisitive mind, always questioning how things can be done better, has served her. Her passion and compassion for people is at the heart of how she approaches her work. Her drive and attentiveness is partly born from her own experiences as a Puerto Rican woman who has not always found it easy to come into new spaces.

“Being both a Hispanic woman and from a low-income community, I’ve combatted perceptions many times throughout my career,” says Nazario, but she feels she fell into traps around stereotypes more so early on: “I would show up to meetings and wonder, are they receiving me, or are they putting me into some box because I am a Puerto Rican woman from a diverse neighborhood?”

So Nazario has consistently exceeded performance expectations and countered the perceptions she felt others might box her into – demonstrating that being from a certain background does not mean you cannot also achieve.

Nazario has often not been able to see someone like her in positions she could aspire to. She values the mentors that encouraged her to envision herself there. “What are the chances of a Hispanic woman from an urban community like Trenton, New Jersey and from a culture not typically seen in these corporate spaces? I often think about stereotype threat, and maybe it would hold me back,” she reflects. “So, you need those mentors to say you’re doing all the right things and to nudge you in approaching opportunities.”

In a 360 review, Nazario once described herself as being a quieter voice, only to have her mentor immediately reflect that she was a powerful voice in the organization that was informative, impactful and influential in decisions: “Other’s perception of you is probably totally different than what you think.”

Beyond Proving Your Value, Claiming It

Nazario recognizes an inner push that exists within her, and not only her, to be very well versed in her craft and to continue to challenge and prove herself.

“I do have that hunger to continue to be successful and validate to myself that I can do it, that I can open doors. I might say ‘yes’ to a project when someone else might say ‘no,’” she says. “And as a Hispanic woman, I’m always thinking, maybe if I get another degree, one more certificate, that will open up more doors for me…I’ll be that much better, that much more qualified.”

While her drive has clearly served her, it is also growth when you no longer have to prove your worth and belonging in the face of imposter syndrome: “We just have to keep lifting each other up. Once you claim your value, it opens a lot of opportunities.”

She emphasizes to other Latinas coming in to own their voice at the table, and not hold themselves back, and she implores leaders to invite that opportunity in the room for diverse voices to express themselves.

Nazario loves reading as a way of constant learning. She has four dogs and feels fortunate to live near beaches, where she can mediate and listen to the waves every Saturday in a personal reset.

By Aimee Hansen

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Mary Cassai: Senior Vice President, Perioperative Services, NewYork-Presbyterian Hospital

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Mary Cassai“When you’re building teams, you always want to be strongly committed to the diversity of your team’s experience and ideas,” says Mary Cassai. “You don’t want to have uniformity in thought or expertise, as it could challenge disruption and innovation.”

Cassai is responsible for all operational oversight for Perioperative Services at NYP, including 140 operating rooms, 10 central sterile reprocessing departments and 40 endoscopy suites, producing over 180,000 procedures annually.

Converting Empathy Into Purpose

“I love problem solving. I am driven by challenge and uncertainty,” says Cassai. “I find comfort in bridging operational gaps and in understanding the dynamics of people and process that will lead to the best outcome and solution.”

Cassai finds purpose by creating the best possible environment of care for both patients and the interdisciplinary teams. She loves building relationships, partnerships and discovery – as well as finding what inspires people, the why it matters; and how different pieces of the puzzle and people come together to create the greatest results.

While in nursing school, her uncle was diagnosed with end-stage liver disease cancer. Observing the gaps in his bedside care validated why she was going into nursing. From a young age, she has always been driven by empathy and a keen sense of what empathy means; which is invaluable in healthcare: “I sometimes call it my superpower. I feel like I can decipher quickly how folks feel in certain dynamics.”

At the age of eight, she struggled with the diagnosis of obsessive-compulsive disorder (OCD), which she remembers as world changing: “Rather than suffer through it, I made it work in my benefit in terms of my own perseverance and seeing how I could optimize some of that compulsive tendency into good and being the most productive and healthy.”

She accredits her parents with not ignoring the condition or hiding it away, but rather handling it directly with consideration and thoughtfulness: “I think that experience, which both pained me and also allowed me to become much stronger and even more empathetic, led me towards this desire of being in healthcare.”

Orchestrating Teams to Harmonize

In her present corporate remit, much of Cassai’s work is in leading multiple teams across the enterprise to improve clinical and operational outcomes. She provides the oversight of all strategic planning as it relates to operating room and endoscopy operations across 10 campuses.

Empathy comes into play differently than it did back in her bedside days: “It’s the ability to understand quickly what each person’s strengths are and how to leverage that best across teams in order to achieve success.”

She has found that when you have the right diversity of people and experience in a room, you come to the end-result faster because of positive friction and the ability to leverage each other’s thoughts in a spirited way.

Agility has become even more important as a leadership skill, especially in managing increasing complexity, whether it be facing the “untoward circumstances” of COVID-19 and having to create more hospital bed capacity for the surge of acute patients or transitioning from a clinical operational world into a more technology-based environment.

“Orchestrating” part of the why it matters for Cassai means helping everyone to harmonize together as a group – even beyond words through body language and action. Encouraging fluid, interrelating working dynamics – to drive for the best solutions. The previous years’ Covid 19 required orchestrating unprecedented collaboration: “We had to figure this out together, and that’s what we did. The solidarity of the team was absolutely amazing. It was beautiful in the face of disaster, and I walked away feeling like this is a once-in-a-lifetime experience.”

Fail Fast and Fail Forward

Humility has served Cassai, including being able to transparently acknowledge to her team when something didn’t go as planned. She’s learned the criticality of asking more questions and leading by coaching her teams.

Encouraged throughout her career by mentors who supported her professionally and in growing in emotional maturity, she received the great advice to: “Fail fast, fail forward, move on.”

When failure happens, Cassai focuses on understanding what could have been done differently, to learn from the mistake, but not to harp on it, noting that failing is less about the failing and more about the learning that comes after, which often makes for even better results. She embraces this mental strategy for herself and imparts this on her teams.

“It’s important that we don’t live in monotony and that we are absolutely thought-provoking, disruptive, and creative. If we start to stifle that because of the unknown, then we’re never going to advance as quickly as we need to.” Don’t let perfection be the enemy of progress.

This advice also helped her to step up, professionally, and take on roles she hadn’t foreseen herself in: “Having been given that gift very early on allowed me to be more fearless in my choices and allowed me to rise into what others saw in me with less trepidation.”

Being Part of An Inclusive Organization

As a lesbian woman, Cassai feels blessed to be part of such an inclusive organization as NYP: “It is definitely an honor to work in a place where I feel so much pride not only for the organization, but for how much pride they take in their people. It’s been truly a feeling of belonging and it gets even better and more powerful day-by-day and week-by-week. I can’t say enough about the sense of belonging and safety that this organization provides.”

She recalls how warmly she and her son’s mom were embraced from the start. Senior leadership demonstrated such enthusiasm and joy in meeting and learning about who Mary called family.

Cassai is also proud of the consistently inclusive hiring and promotional practices at NYP: “There’s been a genuine and tremendous amount of focus by the organization on creating diverse platforms of teams.”

Earned Comfort in Her Skin

Early on in her journey as a registered nurse, Cassai recalls she was not as comfortable in her own skin as a lesbian woman as she is today, and had moments when she felt like she wasn’t being who others wanted her to be – not because anyone else said so, but from her own insecurities.

What Cassai did experience were people would question her sexuality aloud and sometimes make discriminating comments. Worn down by the constant questioning of her sexuality, she decided to take a stance and cut her hair short in her mid-20’s, hoping that would make it clear: “I made the decision to own who I am.”

Shortly after, strangers have said some hateful things to her based on appearance, and she remembers thinking she needed to empower herself to turn the pain into pride: “I had to learn to not take it personal, this was their issue, not mine. I acknowledged that this is going to happen. It’s not okay, but it’s going to happen. I was really shaken up but I just focused on what matters and became my own advocate and ally.”

Having experienced moments when I was not supported for who I am and was, Cassai has made it a purpose to be the person who does: “From that moment forward, I said to myself that I would never allow anyone I worked with, or was close to, to be on the receiving end of that.”

As a leader, Cassai wants to make it safe for people to always feel like they can speak up. It’s important for her to promote a feeling of safety, belonging and acknowledgment. She focuses on checking in, asking the right questions to understand how they are feeling: “I make a conscious choice to acknowledge what’s happening in the world and within my teams on a day-to-day basis, even if it’s just to check in.”

Cassai considers her seven-year-old son to be her world, and loves spending time with him going on adventures, watching movies and doing sporting activities. She rides the Peloton twice a day, enjoys reading and cooking – and hopes to build a pizza oven one day.

By Aimee Hansen

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Valeria Vitola: Managing Director, Anti-Money Laundering Region Head – Latin America (Except Mexico), Citibank

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Valeria Vitola“Any difference you think you may have is not a shortcoming. It’s always your springboard,” says Valeria Vitola. “You have to embrace that diverse part of you, because it’s only through diversity that we thrive.”

Born and based in Guatemala, Vitola speaks about why you have to dig even deeper to understand any problem, moving from shame to pride from the inside-out and the true value of bringing your difference to any situation.

Making a Societal Impact

Valeria comes from an Italian family who fell in love with the textiles of Guatemala and began a textile factory and textiles related industries in the country. Coming from a history of family-owned business, she never envisioned herself at a multinational company.

Now, twenty-two years have passed since accepting her initial offer and postponing her master’s degree indefinitely for the experiential MBA of Citi. Before working in anti-money laundering/financial crimes prevention, Valeria had witnessed the consequences of corruption in her country and found meaning in work that helps to narrow the inequalities that it helps to create.

“I am from a country where corruption impacts society – contributing to a gap between those who have lots and those who have not even a dollar a day to live, and denying access of vital services such as health, education and safety,” she says. “For me, to be in the frontline, making sure that the financial institution that I work for is not used by criminal organizations to launder money, or move proceeds, really feels like having an impact on society.”

Getting Way Underneath the Problem

Valeria brings unexpected diversity to the table – she’s a woman, she leads Latin America from Guatemala (even though Guatemala is not a major regional hub for Citibank), English is not her first language and she is part of the LGBTQ+ community.

“Being from a diverse environment allows me to see everybody’s perspective from a different angle, with empathy,” says Valeria. “I’m a good listener, so my leadership begins with listening. I’m really interested in understanding not only the job and the problem that people are bringing to the table, but also the whole situation they’re experiencing when they bring the problem.”

This proves especially valuable when conducting financial crimes risk assessment on client prospects and transactions. Her ability to get underneath a situation, and ask the critical questions, is one of the key skills that has supported both her career and her life.

“I like to take complex problems and divide them into simpler ones, and I like to do that very fast. Every single problem, no matter how big, can be dissected, once you understand the root cause,” Valeria says. “But when you think you know the cause, you have to dig deeper and deeper. Once you have the root cause, everything else gets easier. You can find the paths to resolve the problem.”

Speaking to a skill that applies in all areas of life, Valeria likens this analytical skill to what empathy asks of us – when it comes to understanding why a person is feeling or behaving a certain way, and not jumping to a conclusion.

“The brain works in a way that sometimes likes to trick you into into thinking that you already know what the problem is,” she says. “But once you go layer after layer after layer, you identify there’s always something deeper. You usually have to go at least three layers, to make sure you’re addressing the true causes of the problem.”

Valeria also possesses an instinct for accountability: “I’m that person that when I see the ball being thrown, will run, catch the ball and make sure that I don’t drop the ball until it gets delivered to where it needs to be.”

Being a Leader is For Others

Vitola confesses that as an economist, what drew her into her profession was the notion of working all by herself, at a desk, analyzing numbers, with nobody reporting to her.

She stared at Citi as a sole contributor and she says that during her tenure she sought positions where she did not have to manage others. Reluctant to be working with and be responsible for so many others, Vitola remembers what her female boss and mentor, told her: “You have to believe that you are enough and more, and that you need to inspire people – and not for your sake, but for the sake of the people that are below you.” And that is how Valeria now leads a group of around 400 financial crimes professionals in over 18 different countries.

Before she speaks in front of an audience or accepts a role with more exposure and responsibilities, Valeria remembers those words. While working with others can be energy-absorbing and disruptive to an introverted disposition, she has come to understand her mission is not about tasks, but inspiring people to achieve their own whole potential, which is part of why listening has become essential.

180 Degrees From Shame To Pride

Within her family and her work, Valeria never felt held back by being a woman. Being comfortable sharing about her family and personal life as a lesbian, however, has taken longer to relax into.

“Back in the 90’s, I don’t think I knew another lesbian, not only in the financial industry but the whole country, so I felt very insecure about letting people inside of my world,” she says. “Citi is an organization that really embraces and encourages diversity, and how diversity brings different views to the table, so it was never about Citi. It was complicated for me because of fears related to my traditional catholic upbringing, my family, my friends and society in Guatemala. Coming out of the closet has been the most terrifying decision I’ve taken in my career.”

Last year, a photo of her family, including her 17 year old daughter and her ex-wife, appeared on the cover of Citi’s annual diversity report. Vitola says that her daughter, Alessandra, has been her greatest teacher: “She’s shown me the path of openness. She’s never been ashamed of her diverse family and has always introduced me as her mother.”

Valeria now feels that pride is the opposite of shame, and the journey towards becoming who you are also includes leaving behind the isolation of shame, which she too long imposed on herself in the workplace. If she has one regret, it’s that she held back for so long, only to suffer stress and fears around her identity, when in the end, it didn’t matter to any of her colleagues, only to her. If she could go back, she’d bring her whole self from day one and hopes that being more visible now shines a light for others, especially those based in countries where it might be more difficult.

In all ways, she’s now come to see her differences as an asset, and encourages those she mentors to do so, too.

“If you have a room full of people thinking the same way, with the same upbringing and same everything, the solution that you’re going to attain is going to be very limited.” she says, “So, you have to embrace who you are. Bring your difference to the table because that is what really adds value to an organization, to a meeting, to a friendship, to anything. That diverse point of view is what makes everything grow.”

Leading and Doing with Heart

Valeria is inspired by how Jane Fraser, CEO of Citi, leads with empathy, giving everybody a seat on the table, and caring about all stakeholders.

“I love having a leader with heart, more than one that just executes,” says Vitola. “Instead of having a chain, like an army, it feels more like a room with friends and family, where everybody is heard and all opinions are taken into account. But someone is responsible, deciding when we’ve all been heard enough and saying let’s move together now, behind this higher vision.”

During the beginning of the 2020 lockdown, and grounded from the three weeks a month she used to spend traveling, Valeria initiated a spare time challenge with her 400 strong Citi team and family, inviting everyone to share their personal interests, as a way of staying connected. The effort was then replicated in other areas and regions of Citibank.

Akin to her fascination of going deep into the mechanics of a problem, one of her own passions is restoring old and defunct machines – from the original espresso machine to a 1960 Vespa (which she rides on the city streets of Antigua, Guatemala on her weekends) – including sourcing all the technical hard-to-find parts they need to work again. As a girl, she watched her father and grandfather repair machines for the textile factory, often with parts imported from Italy that took weeks just to arrive.

“I have a personal satisfaction in bringing something back to its old shine and glory – to see the inside of a machine and how it works, from the time before electronics,” she says. “It’s a tribute to the ingenuity of the people that designed the machine to bring it back to life.”

Valeria is a scuba divemaster and also loves gardening, because it offers many transferable lessons and helps her stay in the present moment, from planting a seed, to waiting for weeks (with trust) until it germinates, to giving it the space to grow, to cultivating the fruit and making marmalade to share with and gift to friends: “Going from the seed to the product, with love, is like sharing a part of me, of my time, of myself.”

By Aimee Hansen

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Louise Carroll: Partner, Real Estate, Katten

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Louise Carroll“People need to feel you’re hearing them and you’re answering truthfully on what you can deliver,” says Louise Carroll, who recently joined Katten as a partner in the Real Estate practice. “That skillset has served me in every situation — whether negotiating a deal, talking to politicians at the federal, state, and city level or calming passionate constituents.”

Carroll talks about her experience as former New York City Housing Preservation and Development (HPD) Commissioner, leveraging her differences, using her voice, and navigating the complexities of the law to find innovative win-win solutions that have helped deliver nearly a quarter-million affordable housing units in the city’s 59 community districts — one of the most expansive affordable housing plans in U.S. history.

Hands-On Career in Creating Affordable Housing

Born in the U.S. Virgin Islands and raised in Saint Lucia, Carroll attained her undergraduate degree in Wales, acquired her MBA in England and worked as a senior executive for a German ship-owning and brokerage company in Cyprus before entering Tulane University Law School. She began her legal career serving as a transactions attorney for the business law division of the New York City Administration for Children’s Services, followed by prosecuting public officials who violated New York City ethics laws, and advising on real estate projects and housing programs and policies, as well as drafting zoning and tax statutes. Over a 20-year public service career, she worked her way up to the General Counsel role and then became Commissioner of the largest municipal housing agency in the country.

At the time, Carroll had no idea how gratifying working with the affordable housing industry would be. She recalled the first time she went to speak to tenants in a supported housing residence in Times Square, in which HPD was a government partner on the building renovation. She saw how much the project affected and changed how the tenants felt more positively about their current life situation, and gave them not only a safe and affordable place to live, but also inspiration and hope at the potential of what might lie ahead in their lives.

“When I look at all those massive buildings on Riverside Drive, or Hudson Yards, all along the Greenpoint waterfront, I can say, ‘This is my building, this is my building, this is my building,’” says Carroll. “I have managed to put low-income tenants and families in some amazing buildings throughout the city, next to good schools and great access to transit. It took a great deal of work —drafting and revising legislation — to make these projects happen. This industry can be so complex, because there are so many different players and different laws, that just finding a way to do it over and over was both amazing and fun.”

Navigating Complex Win-Win Solutions

Carroll prides herself on her ability to listen to many sides, navigate diverse interests and find the best compromise or solution. “In good negotiating, you have to understand the viewpoint of the person across from you — what it is they’re trying to achieve. You have to listen and have empathy, and make sure people understand the parameters of where you can and can’t meet them and why,” she says.

Carroll met Katten partners Ken Lore and Martin Siroka when they were working together on many mixed-income housing developments. “I knew they were clever lawyers who were able to problem solve on really difficult issues, so I’ve respected them greatly over the years,” says Carroll, who herself joined Katten in March.

As Commissioner of the NYC HPD department, Carroll worked directly with Katten on real estate deals that had a combination of low-income housing tax credits, tax-exempt bonds, and other innovative financing structures, each with complex requirements and regulations. “What I loved was that every time I did a deal with Katten, we improved the status quo by making new changes that accommodated the private lenders in a better way. There are often cookie cutter deals in city government, but that was not the work we were doing together,” she says. “Instead, we tackled the intricacies of laws to figure out how to make them work best for every stakeholder involved in the project. Finding solutions to those incredibly complex problems was personally gratifying and provided housing to so many communities.”

When her public service career was winding down, she considered whether to work for a not-for-profit organization or take a post at a law school, but realized she wanted to continue working on impactful deals. “Some people could do the HPD commissioner role as a figurehead job, but that’s not how I did it. I read every piece of legislation. I was there for every policy draft and every brainstorm. I formed the working groups,” Carroll says. “I knew that finding a job that could compare was not going to be easy, but this role with Katten offered me the opportunity to work on affordable housing projects in the way that I love, and to contribute to the firm’s widely renowned practice.”

At Katten, Carroll’s practice focuses on affordable housing and community development, mixed-income housing, public finance and government relations. She is highly regarded at the firm for her experience and capabilities to guide clients through the financial and legal complexities of housing projects.

Leveraging Her Difference

“I went to an all-girls Catholic school, where the nuns told us we were as good as anybody. That’s, in part, why I’ve always spoken up,” says Carroll. “I understand the stereotypes or expectations when a woman is in the room — how we’re expected to speak, defend our work, or refrain from speaking in an authoritative way — and I’ve told myself, ‘None of that applies to you, because you weren’t born and raised in this culture, so you’re going to embrace the otherness.’ So, I speak up, respectfully and never rude, but I have to speak.”

Carroll leverages her experience and seniority to advocate for others. “When I see people not speaking up or being silenced or pushed out, I step into that space and say, no, I would like to hear what this person has to say,” she notes.

While Carroll was warned the commissioner position would be an outward-facing job, she couldn’t have prepared for just how much moment-to-moment adrenaline would be involved and how she would need to transition from a naturally shy person to an extrovert.

“As Commissioner, I was constantly on the move, interacting with many different people in sometimes challenging circumstances throughout the day. I might start the morning with a press conference, go to a 50-person meeting to solve problems around affordable housing, switch to working with my policy team on rewriting legislation, and then shift to being present for heated phone calls with city council members,” recalls Carroll. “I learned to put my game face on and step into the moment, whatever it was. Sometimes that meant winging an impromptu speech.”

No Task is Insignificant

Carroll credits her grandmother for inspiring her lawyer deal-making mentality of getting things done. Her grandmother instilled in her at a young age that no matter how big or small a task, you do it well.

“Everything you touch, you have to do the best you can — even when you’re not leading the team, and are just a part of the team,” says Carroll. “Before I became commissioner, I was the attorney that people could call at 11 p.m. and who would send the agreements back at 3 a.m. People started to talk about my work and every time I got a new challenge, even when they were difficult challenges, I would aim to make things better — and that kept me moving forward.”

A decade ago as a new mom with a rising legal career, she made it home from work for bedtime, and then started working again — knowing it was important to her advancement. “We all have adversity in some way,” says Carroll. “There are real issues, such as childcare. There are also times and places to address it, and how we handle our adversity is as important as the adversity we face.”

Married for nearly twenty years, Carroll has one 10-year-old son and enjoys watching him play travel ice hockey, a sport off her radar growing up as a Caribbean woman. Her sport of choice: tennis. She completes twice a week against tennis pros — and, sometimes, she wins.

By Aimee Hansen

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Kate Kenner Archibald: Chief Marketing Officer, Dash Hudson

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Kate Kenner Archibald“The combination of expressing your needs and doing fewer things better is what I have learned in recent years,” says Kate Archibald, who shares on advancing in a workplace of women, creating a spherical life and managing up.

Growing as a Leader While Surrounded By Women

Having grown up in New York, Archibald idolized the big fashion house vibe. She was magnetized to how creativity and business merged together at Estée Lauder, where she spent 14 years specializing in luxury brands, including Tom Ford Beauty and Bobbi Brown, honing her career towards tech marketing. In November, she moved to Dash Hudson, an all-in-social entertainment insights marketing software platform that works across some of the most influential global brands including Apple, Amazon and Disney.

With three kids (currently, seven years, five years and ten months old) and a husband with a full-time job, maintaining her career through the family journey has been a choice she has committed to, partly because she derives great satisfaction from her work, and also because of the independence mindset she adopted early on.

“My father really impressed upon me the value of being independently successful as a woman and used to impress upon me that I could be a CEO,” she reflects, “He’s been a huge impact in my life, so being independent has always been important for me.”

At Estée Lauder, she was surrounded by a workforce of 85% women, so the vertical track to, and horizontal track across, leadership positions were well-accessible for women who wished to advance, and Archibald navigated across several cross-functional leadership positions.

“I was encouraged and enabled, and there were opportunities,” she says. “You still have to know that nobody is going to hold your hand, and you are the owner of your destiny. But it helps to be in a place where the growth mentality as a woman is appreciated.”

Now at Dash Hudson, Archibald enjoys the mix of professional and personal life supported by the tech-like atmosphere and culture while still leveraging the leadership experiences she gained through her tenure in beauty and luxury.

Creating a Spherical Life and Reserving Family Time

“I am very direct in terms of what we’re trying to accomplish and what we need to do to achieve our goals. I try to get to the root of the problem and reduce the back-and-forth,” Archibald says, accrediting her need for work-family balance for the acute focus. “I also enjoy creating an environment of collaboration by enabling people to see outside of their silos, and to understand how the piece they are contributing is interrelated and contributing to the other teams. I’m a huge proponent of creating a structured collaboration framework and connecting the dots.”

Archibald has recently been inspired by the novel approach her CEO takes to hiring and culture at Dash Hudson: “The mentality is people first. Let’s find the best, smartest, most amazing people and figure out where they can add the most value. The strength of the talent and the true belief that diversity makes us stronger creates an incredible culture. The level of support felt between peers and teams is a real shift for most people when they join the company. Especially in a hybrid environment.”

Within a mostly female environment for over a decade, Archibald has had the benefit of sharing lots of honest conversations with successful women. She has often sought insight on managing professional and family demands, even the basics of keeping a household running. A recommendation she received along the way was to think of your life as a circle or a pie graph that includes everything that is important to you:- family, work, health, friends, spirituality, etc.

“If one part of the pie gets more dominating than you want it to be, you have to consider how to make that part smaller so you can ‘right-size’ your family life or your spiritual life, for example,” she says. “That has really helped me to compartmentalize what I’m doing and how it impacts the other parts of my life.”

As a traditional Jewish family, Archibald and her family observe Shabbat every week, reserving Friday night and Saturday strictly for time with family. Honoring this has been fundamental in helping manage her time, and because that time is a weekly fixed date, it’s also helped her feel more peaceful during the week when she needs to work. Additionally, it ensures that she is aligned with her partner on their collective family goals.

“I think a lot of parents feel guilty if they don’t have dinner every night with their family,” she says. “But for me, every Friday is a guaranteed dinner together with all the family and Saturday is family, all day. No exceptions. It has given me a supportive structure in my life.”

In addition to being influenced by her father’s outlook on independence and her supportive husband, Archibald attests that her mother is the hardest working person she knows. While Archibald went off to first grade, her mother went back to school and obtained her PhD in Neuropsychology. Inspired by her, Archibald wishes to model to her daughter and two sons that a woman can have a career and still be present for her family.

Managing Up and Knowing Your Own Expectations

As she’s grown more senior in her career, Archibald has found herself getting better at reinforcing her own brand of executive presence and managing up: “The transition over your career is toward managing up, and ensuring that you get what you need. I learned this the hard way when faced with health challenges, when I was doing too much and not telling people what I needed. I really have come to see the importance of don’t take on too much and do fewer things better, both of which I pass on to women just starting their career.”

When it comes to mentoring, she also tells everyone, but especially mothers with young children, that if you’re not happy at home, you’re not going to be happy at work.

“If your work is really impacting your home life, take that step back to figure out what and how you can fix it. Push for flexibility, which is becoming more common, or figure out what the issue is,” she says, “But if you’re not satisfied with how much time you have with your family, you’re never going to be happy at work, no matter how much money you’re making.”

Archibald advises women to go back to the sphere and consider the balance across areas and really understand “what does good look like, for you?” which is different for everyone. She says, you have to be able to manage life in a way that works for your expectations for your family and work life ― and honestly, check if your employer is willing to support that for and with you.

Changing Jobs Amidst a Remote Workplace

Having joined Dash Hudson well into the pandemic, and in the middle of her crossover maternity leave, Archibald has yet to meet her new colleagues in person. But in this exceptional context of our times, she has hugely valued a strong and communicative organizational culture, which has supported her onboarding and becoming part of the team.

Together, her family loves skiing in the winter and swimming in the summer in the Hudson Valley, where she loves being outdoors and active in nature. She has a real passion for ice cream and swears her ice cream place in Tivoli, New York is verifiably (just check Food & Wine Magazine) the best in the world.

By Aimee Hansen

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Renee Connolly: Chief Diversity, Equity & Inclusion Officer, Merck KGaA, Darmstadt, Germany

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Renee Connolly“I am retrospectively conscious, but not retrospectively critical. I learn from the past, to move me forward,” says Renee Connolly, based in Massachusetts. “I am prospectively thoughtful that the decisions I make today have consequences: so do I have the right facts to make those decisions?”

Connolly talks to why language matters, going for greatness, learning from the past and having the right resources.

From Communications to DEI

Connolly spent her career facilitating understanding in healthcare-related communications, until last August: “For 25 years of my life, I helped to make complex science and life sciences simple and understandable, so people could better support their lives, families and needs.”

As a college senior, Connolly lost her mother (lifelong non- smoker) to lung cancer and was compelled to enter communications in the burgeoning pharmaceutical biotech and life science field.

“I thought to myself, if I could help people on a journey, similar to ours, to better navigate that maze of specialist talk and treatments, then that’s making a difference.”

In taking on her evolved executive role, she agreed to turn her part-time advocacy of DEI into a full-time opportunity to transfer her skills.

There’s still so much to understand in the deep rootedness of what it really means to help people feel they are heard, included, and really belong,” says Connolly. “Language matters and impacts people in different ways, and DEI is a lot about language and the use of words.”

Listening and Language Matters

Now in her DEI remit, Connolly is facilitating how people better understand each other. She collaborates with Merck KGaA, Darmstadt, Germany’s many stakeholders including advising senior leadership, partnering with recruiters, engaging with employees at all levels of the organization and importantly partnering with Employee Resource Groups (ERG’s), to tell their stories and amplify their voices. Working in this space internationally requires her to keep her “ears wide open.”

“It creates constant awareness to be truly open-minded and to not put on blinders, to not put defenders up, and to really listen, wholeheartedly,” she says. “We’re creating an environment where people feel they belong and are nurtured and where we are nourishing our business for top-line growth.”

Connolly notes that her role requires emotional, mental and physical muscles every day – leading with empathy. She feels like the right person in this critical moment for our company and communities, with the right balance of skills and experience to take DEI to the next level for her organization.

Going For Greatness

“The world could be imploding around me, and I have a mantra of ‘It will be great’ or ‘I stand in a place of believing in an outcome filled with ‘greatness’,” says Connolly. “It’s not just positive mindset. I actually believe that even if the journey to get there is full of hard lessons, I’m always looking for greatness.”

When told something is impossible, a discerning question she asks is: “It couldn’t be done? It shouldn’t be done? Or it wouldn’t be done?” And depending on the answer, she may turn to how to make it possible.

The loss of her mom left Connolly with resilience. While she feels every scale of her emotions, she still tends to be a “glass half-full” person who considers herself fortunate and brings positive energy to those around her. She does what she says and says what she does, rallying her team when she commits to a vision.

“I’m a big believer that it’s the team, not the individual, that drives success. It is the collective good of many,” she says. “I love DEI because it drives progress when we realize – in some way, shape, or form – that we’re more alike than we are different.”

That emphasis on “team” has been instilled throughout her life from playing many organized sports. Connolly was a college athlete, and her entire family (including her three teenage sons and her 8 year old daughter) is athletic. She loves observing the parallels between business and individual and team sports. That spirit of healthy competition has gifted her great skillsets as well as a deep appreciation for excelling and accelerating her own growth.

There are many “dominoes” in teamwork that make you have a successful win or loss. In business, Connolly applies this and has come to find that “there’s a wisdom in knowing what you don’t know” and you don’t have to be the smartest person in the room.

“Earlier in my career, I thought I had to be the one with the voice. Now, I realize what I have to do is give or encourage or support the voices that have the information required, not always be the voice,” she says. “That’s the muscle you develop with maturity and by realizing the amazing contributions that many voices bring to a conversation. That’s the muscle you develop when you embrace the diversity of thinking in a team to drive forward.“

Retrospectively Conscious, Not Retrospectively Critical

Cultivating patience for herself and others is perhaps a skill Connolly built up by raising four children, as this year she has one in elementary, one in middle, one in high school and one in college. Talk about patience. Each age, experience and interaction requires you to be patient and that has mattered for Connolly as a leader.

“In a field like DEI, you see so much potential right away. But it’s necessary to have the patience to realize there are steps to get there, and you have to do those steps well. You can’t run before you walk,” she says. “Patience is not weakness, as I may have seen it before. It’s a virtue of understanding that you must work towards goals in a methodical way to make sure that you’re iterative enough to get the best possible outcome.”

Aware that she makes her own decision based on current knowledge—and that there will always be more to learn, Connolly tends to not focus on criticizing how past decisions were made, hers or others: “I try to learn from the past, but focus forward. Especially now, every day brings new circumstances and we use our best judgement, and most of us have positive intent.”

This makes her retrospectively conscious, not retrospectively critical, as she puts it – focusing on her responsibility today.

Why You Don’t Need “More”

When Connolly was leveling up from doing to managing others, she used to say she needed “more” to get it all done, but one of her mentors changed her entire frame of thinking: “Your problem is not getting more people or more money or more resources,” he told her. “It’s getting the right people, the right money, the right resources.”

Other words she lives by as a communications professional is to treat every opportunity like opening night: “It doesn’t matter how little or big the engagement is, respect and know your audience. Realize that people are spending time to listen or talk to you so make sure your message lands.”

She values the advice to be true to your purpose: “When you’re often counseling senior leaders, do you want to tell them what they want to hear? Or do you want to be true to yourself?” While a job may require different approaches at different times, it’s important to keep a purposeful essence in how one approaches everything (for her, a spirit of greatness and creativity).

Guiding Others and Serving a Mission

Mentoring young talent fulfills her soul. It reminds her of her younger self, looking for guidance after losing her mother. She loves instilling in young women to have the confidence that they can do more than they thought possible. As a mission-centered person, she sits on several boards, from the Massachusetts Conference for Women to the Home for Little Wanderers (child welfare to American Cancer Society (New England). One of her most prized awards was entitled: “Service above Self”—it is this she uses to guide her commitment to share her talents, treasure and time to help those who are in most need.

She emphasizes the importance of having fun. At her best moments in her journey, she was enjoying the work, serving a mission, or making something better.

By Aimee Hansen

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Jessica Jones: Managing Director, Head of Asia, PGIM Investments

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Jessica Jones“There are not many people that are willing to take on that challenge of being in a new role and different geography,” reflects Jessica Jones. “I was very open to this change, and put myself forward early in my career. I made sure that my managers knew, that while focused on my current role, this is something that I would be interested in, if the right time came.”

Working in Asia

Born in the UK and raised in South Africa, Jones became comfortable with change, adapting, and being the new person in an environment from an early age.

Jones worked for Goldman Sachs for 17 years, where she headed diversified businesses across Europe, Australia and ultimately in Asia. She took a Hong Kong-based opportunity with PGIM, a top-10 global investment manager after completing her second maternity leave last September.

“I have had a very rewarding and dynamic career with another exciting chapter ahead. Because I’ve had such supportive managers and sponsors, I’ve had fantastic opportunities to step up, and have had the privilege of covering a number of regions and countries from a very early moment,” she says.

After visiting Hong Kong during her gap year, Jones became fascinated with Asia and kept her eye on opportunities in the region. She eventually made the leap ten years ago, taking a Head of Asia-Pacific role based in Australia first, before moving to Hong Kong. As the APAC asset and wealth management industry continues to grow exponentially, driven largely by China, the number of high-net worth clients has grown, and global private banks have sought to expand their footprint–making it an exciting region to work in.

She’s had the privilege of watching her client counterparts move around too: “It’s been incredible to develop these long partnerships with clients who are also moving in their roles all the time. It has helped me to understand the global businesses that our clients are in, so it’s fantastic perspective.”

Immersing in a Culture Through Passion

Accustomed to being the ‘outsider’ who doesn’t speak the local language, and often the only woman in a room, Jones is passionate about getting to know a new region and has found her clients enjoy the different perspectives she can bring to the table.

“I am building teams who are local experts in their regions, who are Cantonese- or Mandarin-speaking in Hong Kong, and who can get much closer than I ever will to the relationship managers or investment counselors,” she says, “They bring the local perspective and the ability to converse and steer me in the right direction. That’s a fascinating aspect of my role–to adapt and enjoy the cultural differences.”

Located in one of the most restrictive quarantine regimes over the last two and a half years, and having yet to meet her PGIM team or clients in an office, Jones still has a feeling of “going through it together.” In Hong Kong, there’s been a rebirth of popularity around the traditional 19th century Chinese tile-based strategy game named Mahjong–involving 144 tiles placed on the table and four players. Having begun playing regularly during semi-lockdown and mostly with women, she’s a self-confessed enthusiast, and highlights language happens in many ways.

“You put these tiles out, shuffle them, and basically try to create order out of the chaos,” she says. “It’s been really fun, and with everything closed, that’s been our chance to network and support each other. It has become a bonding opportunity and stress reliever.”

Jones’ passion for the culture has helped her open new doors and develop great relationships. “The game is about luck and skill, but also has become a way of honing in on my local cultural skills. My clients are amazed I know how to play, although I still have so much to learn. I can’t speak the language, but I can speak the language of Mahjong,” she says.

Jones is emphatic about becoming a part of the region: “I have my residency and both my children were born here, so I’m very much rooted here. This is home for me, and I’m committed to Asia, and so my clients tell me they have adopted me as a local.”

Raise Your Hand and Stretch Your Limbs

Jones attributes her career success both to raising her hand early to say she was open to new opportunities, and a willingness to take on stretch roles as they came up.

“Don’t just assume that people know what you want. You need to make sure that your managers and your stakeholders know that you are interested in other opportunities,” she says. “Don’t be scared to let them know. It’s not like you’re going to be fired because you’re driven and want to move and grow.”

For anyone else who feels the call to get out of their comfort zone, she emphasizes you don’t need to have been there before or know the language to thrive: “If you have the right attitude, being outside of your comfort zone makes you stronger and stretches your mind, and it makes you learn at a very fast pace.”

As the years have accumulated, Jones’s steady base is her product and business acumen, with new regions and new types of wealth management presenting opportunities to stretch. Learning on the job has taught her a lot about herself and how she adapts.

Being brave and taking risks are two traits she feels have supported her journey: “It’s always tempting to stay in the safest option, because you’re scared of making a mistake or damaging your professional reputation. But being open to trying new strategies, new areas, new growth and new innovation are a great way to progress your career. Risk needs to be calculated, but take those risks early.”

She recommends building a strong network from the beginning, and is amazed how much the relationships she has built over two decades help her to stay in touch with lessons, inspiration, opportunities and innovation from different regions.

You Cannot Communicate Enough

“My advice to anyone going into a new leadership role is you can’t communicate enough. There is no such thing as over-communication,” says Jones. “Good communication helps us be connected, engaged and understanding where we are all trying to go.”

As she’s become more senior, Jones has had to get even better at communication.

“As a leader, you need to constantly be communicating your vision–the goals, the purpose of the team, the roles that everyone has and responsibilities. You need to keep communicating the progress that’s being made, within your team but also to stakeholders,” says Jones. “Especially being so far from headquarters, you really need to communicate and advocate for your team, and be the PR agent for your team, your business and the opportunities in the region.”

She’s learned the importance of tailoring your approach: “There’s different communication for different people and learning styles, so I need to keep thinking about how my messages may be coming across. Do I need to adapt the way I communicate to my team and to different stakeholders? Some people want a lot more analytical data, others want the big picture strategy, and also there’s the consideration of different cultures and perspectives–all influence how someone wants to be updated.”

People Want to Work With Others They Like

Blessed with wonderful mentors who championed her growth and her dreams, one of the best pieces of advice Jones has received along the way is that people want to do business with people they like and enjoy working with–and that translates to all regions and parts of life.

“We’re all very busy, so people want to work with people they feel they have a good connection with,” she says, “You want to develop relationships where you become their best business friend or partner, and where you also enable your clients to look good in their role by bringing the best investment advice, research and ideas. I advise my team that we cannot control the investment products or the market, but we can control the relationship we are building with our key partners in the region. Every opportunity you have, make sure to develop a great relationship with impact, and over time that builds a great partnership.”

She also advises women to leverage being the memorable person in the room or the social event or the pitch: “Rather than being intimidated, use it to your advantage because you don’t realize that you are going to be memorable. People are perhaps not going to remember all twelve guys around the table, but they’re going to remember you, so remember you bring a different perspective.”

Above all, she iterates the importance of enjoying what you do, and feeling a sense of purpose and passion.

“For me, living and working in these different cultural environments has broadened my horizons, perspective and experience, personally and professionally, and I feel I have a dream job,” she says. “I get to work and live and travel in such an exciting region of the world and call it my home and it still fascinates me every day.”

Stand Where You Are

If there’s anything Jones has discovered in being unable to leave Hong Kong in the past two and a half years, it’s to take advantage of the place you are living. Before this time, she mostly traveled off to another country for a spectacular beach or to see family or friends, and realizes now she had not been as present in the moment and enjoying where she lives.

Since embracing “staying put,” Jones and her family have been appreciating incredible hiking trails and island beaches and other parts of the surrounding area, right on her doorstep, that she never knew existed.

“No matter where you are in the world,” she says, “it helps to realize how lucky you are, and to take full advantage of the present and the place that you are in to get more inspiration.”

By Aimee Hansen

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Dr. Sarah Carrier, MD: Emergency Physician, JH Quillen VA Medical Center

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Sarah Carrier“Medicine is both an Art and a Science,” says Sarah Carrier, MD. “The science is knowing what kind of disease the patient has. The art is knowing what kind of patient has the disease.”

Carrier speaks of the call to become a doctor, establishing herself as a peer among men and why soft skills matter especially in her profession.

Heeding the “Burden” to Pursue Medicine

Carrier did not come from a medical family (her parents were in engineering and real estate), but recalls being drawn from an early age. After being a volunteer “candy striper” in high school, she began to think of a career in medicine. Her mother’s solid advice was to get her foothold in nursing before seeing if she wanted to invest her study and finances in becoming a doctor.

“I spent ten years in nursing. But there’s an expression in this part of the country that people are ‘called to preach.’ They have a burden to preach, meaning they can’t not do it,” she notes. “Well, in my case, I felt called to medicine. I had a burden to be a doctor and it would not go away.”

What catalyzed the decisive moment to embark on becoming a physician, as a thirty-year old working nurse with small children four and six years, was the shock of losing a good friend in a car accident: “When she tragically died, I thought we never know how much time we’ve got on this planet, so I really don’t want to go to my grave without having tried to do what I felt I was called to.”

Despite the bewilderment of her friends, she spent a year preparing for the MCAT entrance exam and then entered medical school while raising what became three children, still practicing nursing during some of her summers.

From Nurse To “Female” Doctor

Having been a nurse before becoming a doctor gave Carrier a kindred respect for nurses: “I think first being a nurse made me a better doctor, because I know what their job is like and I’m there to work with them. Whereas a lot of physicians come in acting like the boss, it’s a different demeanor and often more of an ego thing. I knew first hand that the nurses you work with can either make your job easy or they can make it hard. You should never forget that you are on a team. You may be the Captain but it is still a team. Everyone matters.”

Working in the South, in a generally more paternalistic culture, Carrier admits that the medical environment still carries a bit of pecking order about it, though there are many more women in emergency medicine than when she began. Nonetheless, she has had to regularly “out” herself as the doctor to her patients.

“When I started, I’d go into the room and patients would presume I was the nurse. I realized it was up to me to let them know that I was in fact the doctor,” says Sarah Carrier. “In my line of work, you are meeting people on the fly. No one comes to the ED because they’re having a good day, so that’s where we start. You have to get good at gaining trust and confidence.”

Carrier has never felt she is competing against male peers in the medical field, but she has organically developed tactics to quickly establish herself as a peer, especially when doctors are calling each other up to transfer patients or get patients admitted into specialist departments, and there is just her voice to go on.

“I want to make sure they know that I’m the doctor, not the transfer coordinator, so I use their first name to create more of a level playing field. Instead of saying ‘Dr. Smith’ for example, I’ll say ‘John, this is Sarah Carrier over here in the ER’,” she notes. “I’ve found the conversation comes more collegial with that small, simple thing.”

One mentor Carrier remembers was a chief surgeon at John Hopkins who exhibited tongue-in-cheek confidence. She would walk through the hallway announcing, “Okay, the girl doctor is making the rounds.” She advised Carrier to not take nonsense from anyone and importantly, to not expect perfection from herself.

Carrier has observed the peer dynamic between female physicians is surprisingly more supportive than she experienced as a nurse. She suspects that being fewer in number relatively increases camaraderie and forthcomingness to support each other.

It’s actually outside of the hospital, when working with other women on volunteer projects, that Carrier has felt her role as a physician can seem to affect the way women relate to her, and she might hold back on that detail when first connecting as friends.

The Soft Skills of Emergency Medicine

With a range of patients from pediatrics to geriatric, women are usually involved in emergency visits, from caregivers to mothers to spouses. Carrier has found that women seem to relate better to other women in these contexts of vulnerability, so being a woman is often an asset.

“Generally speaking, I think men will more often stand with the clipboard and take care of business. In my experience, they don’t tend to try to make the emotional connection as often,” she observes. “Whereas women tend to sit down in the room and talk to people and make the emotional connection.”

She notes, “You don’t have to spend a lot of extra time, but to just sit down and ask, ‘are you under a lot of stress?‘ or ‘what’s been going on besides the baby being sick?’ is enough to let them know that you identify with their situation.”

Carrier often has to speak transparently about health to patients she’s known for only five minutes before the tests, and while she values telling it like it is, she also says that in any profession there’s a delicate line to observe: “I think patients appreciate the fact that you’ll sit down and say, ‘I’ve got some things I’ve got to tell you. Some of them are going to be hard to listen to. Some are good. Some are not so good’. You can be honest, but you don’t have to be brutally honest. You don’t have to say,’ ‘you’ve got a lung mass and it’s probably cancer’. But you can say, ’there’s something there that doesn’t belong there, we need to get some more tests and here’s the five things that might be.'”

Seeing Her Role as Education

Carrier encourages questions and educating people in a way that empowers them in their own health. She has appeared on Discovery Channel’s “Untold Stories of the ER” four times, and while the show dramatizes the emergency room, it also allows her to educate people. An episode in which she throughly explains a heart attack, around a situation where a patient was resisting the diagnosis while going into cardiac arrest, has been viewed over 500,000 times and could save lives.

“I’m basically explaining the physiology of a heart attack, which is something I deal with nearly every day. But the average person doesn’t really understand how they get from feeling fine to being literally at death’s door,” notes Carrier. “So that particular episode where I could explain in very simple terms how a heart attack works matters.”

Appreciation and Presence

Working in a 24/7 emergency situation requires calm in navigating chaos. Carrier has learned how to compartmentalize and switch gears from an urgent situation to a more standard injury, while being present to each patient. Being an emergency physician during Covid has definitely stretched her stamina.

More than anything, her job is a constant reminder of the relative nature of problems, and to appreciate her life. Since returning to school with young children, preserving quality time with family mattered more to her than achieving perfect grades. And it still matters to make that time.

She enjoys being involved in organizations where she can work beside other women outside of the medical field, such as in volunteer groups and, presently, an art commission.

By Aimee Hansen

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Bessie Kokalis Pescio: Vice President, Global Internal Communications, Philip Morris International

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Bessie Kokalis Pescio“You are stronger than you think,” reflects Bessie Kokalis Pescio on the best piece of advice someone gave her as she embarked upon a new hobby of cold-water swimming last fall. “What a true statement. Perseverance and resilience apply to swimming as well as work.”

The pandemic she believes has evoked progress in the workplace as it pertains to creating more access and interaction between senior leaders and employees, creating opportunity for careers to flourish. She comments on how interesting it is that employee habits changed so quickly and how things shifted when the traditional working environment went remote.

“The pandemic created a democratization of communications. How much easier is it to get in touch, to send a message to a senior executive now than before? Even the CEO is accessible in a way that wasn’t possible until recently. Throughout his inaugural listening tour we had 15,000 people interacting with him, asking questions and sharing their perspective.”

She is passionate about connecting people and letting them tell their stories. She is excited to see the electronic PMI platform, called One PMI, let people connect in a way that wasn’t used as optimally pre-pandemic. She cites that when you combine the right types of tools, it helps connect people to others and to their communities with pride and dignity as something that is energizing her at work right now.

“We have a unique opportunity to facilitate a dialogue between senior leaders and employees. A two-way conversation to learn what people want to talk about is now possible with technology and intent.”

In fact, this idea of a two-way conversation between managers and employees is at the heart of the PMI’s internal communications strategy and exploring what success, growth, and belonging looks like for each person is the central tenet for this year. She adds that the three main questions that occur are around how to be successful, how to grow and what can people contribute to be part of a community. This came through time and time again, and giving people a range of ways to connect and relate to each other, from podcasts to panels, is at the heart of the progress plan.

“People are tired of slogans and campaigns and want to see how the workplace is experienced. Who doesn’t? You have got to be straight with people and transparent. You have to do what you say you are doing to make work ‘work’ for people today.”

The Path to PMI

Kokalis Pescio grew up in a bilingual home and originally planned to follow an academic career as a French language professor. It was in an entrepreneurial environment while working as a linguist that she realized she loved learning about business, the customer, work habits and continuous learning itself. Flash forward to an MBA and DC-based consulting work in healthcare later, she joined PMI (Phillip Morris International) and now is the Vice President, Global Internal Communications, based in Switzerland. She recalls entering the firm sixteen years ago completely compelled by the mission and continues to be fascinated by the operational and culture change that is happening at PMI, noting that the best part is that the company has really put its money where its mouth is for the change work involved in creating a smoke-free future.

“People at PMI feel aligned to the same incredible mission. Change isn’t easy, but we have had such a clear idea of where we are going and watching the company be successful in taking a legacy product to fund a new and innovative product, upskilling people, and operationally transforming at the same time has been a great journey to be part of.”

Career strategies

Kokalis Pescio believes the most important thing to do is to know yourself. Her advice to her younger self would be to try to self-aware, to have the sensibility to ask yourself where you are truly with relationships, and to know the parts of your personality and traits that show up.

“Knowing where you are and who you are can enable self-correction where appropriate and also allow you to be authentic.” She believes that knowing this information about yourself can help you to take advantage of opportunities in your career and help you capitalize on your strengths and partner with others who can either teach you or be partner experts in doing the work that they are good at also.

“Figure out who can help. You cannot be a master of everything, nor should you be. Get a distributed style of management to get further, faster. Ask yourself who do I know and what do I need to learn?”

Kokalis Pescio is passionate about mentoring women and is doing so as part of PMI’s gender-focused employee resource group, Women’s Inspiration Network (WIN), and externally as part of her alma mater, Babson College’s F.W. School of Management. She admits that she didn’t have a formal mentor as she was coming up the ranks and reiterates that with or without a mentor everyone, not just women, should stand up for themselves.

“Have the courage, dignity, and self-respect to understand your boundaries, this will make you confident and comfortable. People make tradeoffs, those compromises, if you go too far, can make you lose a little part of your soul. It is important to stay within your boundaries.”

When asked what has surprised her most on the journey? She replied that she was surprised by how much she can learn constantly from the people around her.

“I have learned to not be afraid to do something new, no matter how large or small the task. While I have worked at a large corporation for 16 years, my career path is far from traditional. This aspect of my career, working not only across many different divisions, but also with employees from and located in numerous countries, has taught me to continuously be open to trying different things. Some are harder than others, and some efforts are more successful than others, but I am always ready to try something different.”

By Nicki Gilmour

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