Chief Diversity Officer, Save the Children US
“Legislators, priests, philosophers, writers, and scientists have striven to show that the subordinate position of woman is willed in heaven and advantageous on earth.”—Simone de Beauvoir. Is this still a major stumbling block on the 21st century road to equality? Do you think discrimination against women comes from the bottom or the top?
This question only highlights that discrimination against women is still very much a reality. There is progress in that more women – and to a smaller degree, more women of color – are in C-Suite and leadership positions; however, the obstacles to get there, to have their voices heard and respected, to command equal salaries of their peers, remain a significant challenge despite evidence showing that business outcomes improve when women are in leadership and decision-making roles. Women fare better when there is structure for clear paths to leadership, a real investment in retention strategies, and consistent support with executive sponsorship.
Unfortunately, the undermining of women in leadership is a systemic and pervasive issue, irrespective of the gender of those who engage in the damaging behaviors. From societal messages and social media dialogue that continue to minimize the importance of female representation to the commentary, work or social policies from top leadership in business, government and beyond, women are still faced with persistent challenges that affect progress.
In your opinion, what qualities make a “Moves Mentor”?
Mentoring is a commitment of one’s time, knowledge, and efforts to help another person achieve several forms of success. Mentorship should be conducted in a way that softly guides someone to realize their own personal dreams versus following the mentor’s exact footsteps; mentorship must align with the mentee’s aspirations. Therefore, the qualities I believe are most critical in making a “Moves Mentor” include the ability to listen, reflect, and coach in a way that can help a mentee truly map out their own path and find ways to own every step.
How does mentoring benefit the mentor? Career-wise? Intellectually? Spiritually? Socially? Others?
I believe it is my responsibility to pay it forward, which makes mentoring somewhat of a spiritual benefit for me. I wouldn’t be where I am today without the great formal and informal mentors I’ve had throughout my own career, who not only helped me with career advice, but who continue to help me find my voice and realize my value. Mentorship most certainly can be enlightening and beneficial to mentors as well though, broadening their perspectives and helping them understand better ways they can serve others and even grow their own leadership paths. Mentorship also allows you to reflect on your own career to appreciate the obstacles you’ve overcome and professional wins you’ve achieved, making it further feel like a spiritual awakening.
Should mentorship be a company requirement or a personal give-back?
A combination of the two would be most advantageous. It is often challenging to make the company requirement feel organic and voluntary, so I believe mentorship as a personal give-back will always feel more authentic and achievable because the commitment isn’t mandated. A voluntary program offered by an organization – like we have at Save the Children US – demonstrates that the mentors who commit are excited to participate and should champion their mentees, particularly if those mentors are senior leaders. For an organization, mentorship is an opportunity to guide and equip future leaders and shape company culture going forward, so it should be part of an organization’s strategic plan.
What is your mentorship method? Do you prefer a more hands-on or laid-back approach?
My mentorship method mainly depends on the mentee, but, generally, I prefer a more hands-on approach that is relaxed and informal. I always want the mentee to feel as though they are speaking to a colleague and/or friend so the power imbalance is diminished to allow for conversations that are more transparent and honest. That also allows for personal conversations regarding real challenges, like imposter syndrome, that a mentee might not feel comfortable sharing in a more formal setting.
How does diversity play into mentorship?
People of color, and especially women of color, often don’t receive the mentorship and support that dominant culture communities have historically created, leaving access to C-Suite and leadership roles to personal fruition and struggle. Lack of mentorship can lead to disadvantages in the development and advancement of women of color, not only in roles and positions, but also in equitable titles and salaries.
Given the evidence that successful mentoring increases the bottom line, should any responsible five-year corporate strategy include a detailed plan and budget for mentoring? Should any said plan come complete with an official position for a mentoring director as well as include regular progress reports to the Board? Tell us your strategy.
Not only is successful mentoring important, but a championing mentorship program can be imperative to increased representation at leadership levels in an organization’s pipeline. Save the Children US has developed a strategy that prioritizes career development opportunities, particularly with intent for diverse staff members. This includes a Championing Mentorship Program that links senior leaders with diverse staff at all levels of the organization to provide an opportunity to support career aspirations and the creation of pathways to meet those aspirations.
What is the best piece of advice you’ve ever been given?
The best piece of advice I’ve ever been given is one I’ve shared before and that resonates with me both personally and professionally: Be better than what happens to you. If something great comes your way, be humble and don’t take it for granted. Appreciate the fortune you’ve received. If, on the other hand, something tragic happens — as most of us experience as part of life — do what it takes to get through it, but don’t let tragedy define you in the end.
What would you say to yourself if you could go back in time 15 years?
If I could go back in time 15 years, I would tell myself that the life you planned may not work out quite how you imagine, but life isn’t perfect. That can be the truest gift in and of itself. Perfect might be boring. Perfect could be predictable, or a little too safe. Perfect doesn’t help you grow beyond your wildest dreams. Stay flexible and be open to what a different version of a successful and fulfilling life might look like and stay hopeful for all the possibilities you couldn’t have predicted but may be exactly what you need and what is ultimately best for you.
Who do you most admire? Why?
I’d love to answer this with one person in mind, but to be honest, I am surrounded by incredible women in my life for whom I admire for different reasons. First and most important, my mother. She is from the Democratic Republic of Congo and had the will and drive to ensure that my brother, sister and I understood the importance of education, work ethic and independence, and we are all lawyers today because of her influence. Because of my personal background, many of the women I have as friends and colleagues have their own immigrant stories or are women of color who have broken professional barriers, created incredible careers and continued to give back to their communities in generous, meaningful ways. I find myself fortunate to know so many women worth admiring.
