By Melissa J. Anderson (New York City)
Harlo Holmes, a Research Fellow at the Guardian Project, says she is just getting started in her career. But as a lead developer on two of the Guardian Project’s biggest endeavors – ObscuraCam and InformaCam, the latter of which just received a sizeable grant from the Knight Foundation – she is certainly a rising star in the open source technology space.
She believes there are some challenges for women and people of color in the tech world, but it depends on the norms of each particular area of the industry. “It’s really difficult in any field for anyone who doesn’t fit the status quo to thrive. But I’m incredibly optimistic about it,” she said.
In the Silicon Valley atmosphere – of which, Holmes emphasized, she is not a part – those challenges may be more pronounced. “I think it’s difficult for anyone who’s not in the status quo, but I think it’s less a problem of overt sexism or racism, but rather more of nepotism or a level of comfort with people who look like them, who fit a model they have seen in college or their grad program. It’s harder to get attention if you don’t fit the mold.”
The open source space is different, she continued. “Why I’m incredibly optimistic about my field is that it feels more like a meritocracy. You can contribute for years and no one knows your identity. The ethos is that we all work together where we can be useful so our project thrives.”
“In the circles we run in, there are more minorities – you’re not the only one in the room. You’re not a unicorn,” she continued with a laugh. “There need to be more and I believe there will be more. You can see the result of increasing diversity – we’re getting better and better.”
Movers & Shakers: Latasha Brown, Senior Manager, Assurance, PwC
Movers and ShakersLatasha Brown, Senior Manager, Assurance, at PwC says she is cautious about speaking for all women in accounting when it comes to the challenges associated with gender or race. “But,” she continued, “I can certainly speak for myself, and the experiences of my close associates and colleagues. And I would say one of the main barriers or hurdles is holding onto the belief that it’s enough to just show up and be good.”
“It really is important to develop meaningful relationships with your clients, advocates and sponsors. I still find that some of our male counterparts tend do a better job of selling themselves, and putting themselves out there,” she explained.
“In my experience the challenge for women is not to put those limitations on yourself, by staying inside your comfort zone.” She added, “I have learned that opportunities come to those who step outside that comfort zone.”
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Voice of Experience: Dayle Davison, Managing Director, Citi Private Bank
Voices of ExperienceDayle Davison, Managing Director at Citi Private Bank, spoke enthusiastically about the importance of networking – particularly for African American professionals.
“Are there challenges for African Americans and women in this industry?” Davison asked. “Sure. But I don’t think they are as prevalent as they might have been in the past. We have come a long way.”
“When I first joined the bank, women wore a uniform – nondescript suits with weird ties. Now we are able to wear clothing that doesn’t try to hide the fact that we’re women,” she continued. “But I think the biggest barrier is the absence of an historical network for women, and definitely for African Americans.”
She referred to a recent Fortune Magazine interview with Bob Johnson, the founder of BET. “He speaks very broadly about building strategic partnerships and your brand identity, but also, he discusses challenges that African Americans in business have faced in breaking through barriers.”
“It comes down to that historical network we haven’t had,” she continued, “but we’re building it, and I feel very good about the future.”
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Movers and Shakers: Harlo Holmes, Research Fellow and Head of Metadata, The Guardian Project
Movers and ShakersHarlo Holmes, a Research Fellow at the Guardian Project, says she is just getting started in her career. But as a lead developer on two of the Guardian Project’s biggest endeavors – ObscuraCam and InformaCam, the latter of which just received a sizeable grant from the Knight Foundation – she is certainly a rising star in the open source technology space.
She believes there are some challenges for women and people of color in the tech world, but it depends on the norms of each particular area of the industry. “It’s really difficult in any field for anyone who doesn’t fit the status quo to thrive. But I’m incredibly optimistic about it,” she said.
In the Silicon Valley atmosphere – of which, Holmes emphasized, she is not a part – those challenges may be more pronounced. “I think it’s difficult for anyone who’s not in the status quo, but I think it’s less a problem of overt sexism or racism, but rather more of nepotism or a level of comfort with people who look like them, who fit a model they have seen in college or their grad program. It’s harder to get attention if you don’t fit the mold.”
The open source space is different, she continued. “Why I’m incredibly optimistic about my field is that it feels more like a meritocracy. You can contribute for years and no one knows your identity. The ethos is that we all work together where we can be useful so our project thrives.”
“In the circles we run in, there are more minorities – you’re not the only one in the room. You’re not a unicorn,” she continued with a laugh. “There need to be more and I believe there will be more. You can see the result of increasing diversity – we’re getting better and better.”
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Developing Multicultural Competence
Featured, Managing Change“Everyone has a cultural lens based on their own socialization. It’s important to realize that we all make assumptions. The important task is to check that assumption for validity.”
–Tonnie Martinez, PhD, Assistant Professor, Kansas State University
It’s impossible to avoid unconscious biases, and being able to recognize and work through them is a critical skill for the leaders of today’s diverse, global companies.
Attorney Jennifer Passannante at the New Jersey firm Hoagland Longo Moran Dunst & Doukas, LLP has had conversations with friends and colleagues about how dangerous “latent as opposed to blatant” discrimination can be. “Subtle but pervasive discrimination often manifests itself in workplace patterns, as opposed to acute incidents,” says Passannante.
“Psychological research has shown that issues regarding racism, sexism, and homophobia (to name just a few) run deep into our unconscious process and influence the way we view the world,” adds Silvia Dutchevici, president and founder of the Critical Therapy Center. “Reflection plays a big part in identifying these biases and in changing them. Examining one’s own biases and prejudicial attitudes, particularly when one is learning about and working with different identity groups, facilitates a process of change.”
To that end, leaders can take the initiative to begin recognizing their own blind spots when it comes to diversity, and start to change behaviors that may be holding others and themselves back. Here are some ideas on how to develop your multicultural competence:
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Voice of Experience: Anne Robinson, Chief Counsel, Global Commercial Services and U.S. Consumer Travel, American Express
Voices of ExperienceAfter graduating with Honors from Hampton University, Anne Robinson went on to study law at Columbia Law School. She joined the law firm of Milbank Tweed, and then moved to an in house role at Deloitte Consulting before joining American Express. What attracted her to the company, she said, was its female General Counsel Louise M. Parent, who had a reputation for supporting women in the company and in the legal profession at large.
Now, having worked for American Express for nine years, Robinson is Chief Counsel for Global Commercial Services and US Consumer Travel, leading the legal team supporting several of the company’s lines of business.
Robinson says she enjoys working in the office of the General Counsel. “It’s not a business unit that has to deliver products or services, and it’s not like marketing or advertising either. We’re business advisors, and for me, the greatest achievement is feeling like I’ve been consistently able to gain the trust and respect of my clients and serve them as a trusted advisor.”
Building those relationships every day is what she likes about her job, she continued, “If I didn’t like the day-to-day, my job satisfaction would be limited. If my clients are excited, I’m excited and that’s why I’ve been here almost ten years now.”
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The Praise Paradox: Why Praise Doesn’t Always Lead to Confidence
Expert AnswersGrowing up, I was often told I was a “great writer.” In school, when I handed in essays, short stories, or research papers, I usually got them back with an A at the top. I even won writing contests and awards.
For a while, I felt confident about my abilities. Yet as time went on, particularly through college and graduate school, I started feeling more and more insecure about my writing ability. When I landed in elite writing workshops at a top university, the negative feedback I got from professors was hard to recover from. Did it mean I wasn’t a good writer after all? Eventually, I became too overcome by insecurity to enjoy writing or to write much at all.
My story is a common one. Many women find themselves full of paralyzing self-doubt about the very things they’ve been praised for. It’s the opposite of what we’d expect. What’s going on here?
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Movers and Shakers: Kerris Wigfall, Vice President, Fixed Income Compliance, ING U.S. Investment Management
Movers and Shakers“It’s very hard for me to say there are particular barriers for professional women,” began Kerris Wigfall, Head of Fixed Income Compliance at ING U.S. Investment Management. “And as an African American woman, I’m pretty sure a lot of people would expect me to say it’s harder to move forward. But that hasn’t been my experience.”
She continued, “Different companies play by different rules in determining how people grow and move forward. For me, I’ve focused on learning and trying to be the best at what I do, and I’ve been honest with myself with regard to what I’m willing to tolerate. I’ve found that’s how to earn people’s respect. As a result, people have been willing to vouch for me and help me move forward.”
She recalled how, when she interviewed for her first company out of law school, the firm didn’t have a compliance job available. “But the person who interviewed me was impressed by my skills and abilities, and he wanted to take a chance on me. Nine months later, he called me back because he found an opportunity for me.”
Similarly, another previous boss has served as a reference for her later on. “He knew what I could do and my level of professionalism and was willing to do what he could to help me take the next step in my career.”
Wigfall says she has been able to cultivate that kind of sponsorship throughout her career. “I’ve been blessed to have people who understand what I’m trying to do, and really support me moving forward,” she added.
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Movers and Shakers: Rashaan Reid, Director, Mortgage & Securitized Products Sales, Bank of America Merrill Lynch
Movers and ShakersAccording to Rashaan Reid, Director in the Mortgage & Securitized Products Sales Group at Bank of America Merrill Lynch, the most important factor in succeeding on Wall Street is drive.
“Having the passion is the first thing – it takes a lot of energy and stamina,” she explained.
Next important, she continued, is the willingness to learn. She encouraged people just beginning their careers in the industry to hone their curiosity and build a broad foundation of knowledge. “Seeing different aspects of the business gives you a well roundedness and a better ability to provide solutions for your client. You have to ask questions and learn the business from the ground up.”
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Celebrating African American Professional Women
NewsIn honor of Black History Month, this week and next week, every day The Glass Hammer will feature interviews with notable African American women on their career experiences, aspirations, and advice for other women in their field.
The women span industries like financial services, law, accounting, and technology and have reached various levels of seniority. In fact, each career path is different, and while some have been shaped by similar factors – like participating in diversity programs at the university level or having had valuable mentors and sponsors along the way – the interviews show that today, there are many paths to the top for women of color.
Check back all week long to read about African American women who are making a difference at work and in their communities.
How to Talk About Politics at Work
Office PoliticsWhat do you do when a coworker tries to engage you in a conversation about politics, forwards you an email that supports a particular political viewpoint, or makes political comments that you feel are inappropriate? Likewise, if you are engaged in politics, what’s an appropriate way to be authentic to your personal beliefs without alienating someone who may disagree? Is it ever okay to talk politics at work?
According to recent survey by Fierce, Inc., which includes responses from executives and employees in the finance industry, more than half (54 percent) of workers say that political discussions are not healthy and do not improve communication. In fact, 78.1 percent of workers claim that political discussions cause coworker tension. Yet nearly the same number—80.4 percent—don’t want employers to forbid political discussions at the office.
How can we solve this dilemma?
One way is by establishing some ground rules. “Employees will talk about politics, whether it is allowed or not, so organizations should set guidelines on how to approach the subject of politics and what is acceptable behavior,” says Halley Bock, Fierce’s CEO and president. “Although political discussions may cause tension, management should never outlaw specific topics of conversation.”
Here are suggestions from Bock and others on the etiquette of talking politics at work.
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