Innholdsfortegnelse for August/September 2019 i Working Mother

“This shouldn’t be a rough transition for either of us. But will it be?” You won’t catch me tearfully lamenting, “My baby is going to kindergarten!” Of course he is. He’s 5. This was always the plan. Plus, Jeremy and I have been spending our weekdays apart from each other since he was 12 weeks old. I won’t be sobbing behind the schoolyard gates that first day over my child’s continued growth. And he’s had kids and teachers come and go in his daycare, so being surrounded by new people won’t faze him. Plus, he’s visited his elementary school for orientation and every time my husband and I have voted. In short, this shouldn’t be a rough transition for either of us. But will it be? As tricky and costly…

Tia wasn’t expecting to cry. But while shooting a scene for her new sitcom, Family Reunion, the tears flowed when co-star Loretta Devine started singing gospels. “I’ve lived this,” the mom of two says about the moment when one of her on-screen daughters is baptized on the Netflix show, which debuted on July 10. “I grew up in the church. My grandmother was an evangelist.” That’s just one of the many parallels between Tia and her character, Cocoa McKellan, who’s also a working mom. But first, some key differences: Tia, an actress and lifestyle expert, shares Cree, 8, and Cairo, 1, with actor-husband Cory Hardrict. Cocoa, on the other hand, is a mom of four and an Etsy-shop-owning jewelry designer married to a retired football player named Moz, short for…

The Diversity Best Practices Inclusion Index helps organizations target their efforts to understand gaps and provides specific strategies and programs, tools and resources to raise the bar on D&I objectives. It was thoughtfully developed to focus on the best practices that are proven to have an impact, while encouraging organizations to take action. Congratulations to the 2019 DBP Inclusion Index organizations! See how their efforts are making an impact when it comes to building and fostering an inclusive workforce. To learn more about the DBP Inclusion Index, visit diversitybestpractices.com…

“Our vision is to create a culture where our employees are able to bring their best selves to work and reach their full potential. From our executive committee to our front lines, our leaders are truly embedding D&I into our business strategies and talent processes.”—Camille Pierce, Senior Director, Global Diversity & Inclusion “One of my most important responsibilities is to be an active champion of our core values. Having an engaged employee base that reflects the diversity of the consumers who buy our products is not only the smart thing to do, it’s simply the right thing to do.”—Marc Bitzer, Chief Executive Officer As a Catalyst CEO Champion for Change, Marc Bitzer made a public commitment to advance women into senior leadership and board positions. His pledge included Catalyst’s MARC…

We value the rich experiences and perspectives of our staff, and make every effort to sustain a culture that brings the authenticity of each person to bare. Our three flagship US I&D programs allow us to create a safe environment for our colleagues to build and grow their I&D capabilities. We’re on a journey, and we’re proud of both our progress and our direction. “As a business, our strategy is what makes us competitive – but it is our culture and the engagement we create internally that truly drives our success. Being inclusive and valuing diverse perspectives helps keep all employees inspired and motivated to do great things.”—Jack Bailey, President, US Pharmaceuticals “In 2018, we established a US Race & Ethnicity Council to improve the representation and retention of racial…

“We have seen that diversity at work fosters not only deeper creativity but also higher performance throughout the company. At L’Oréal, we are committed to cultivating environments where individuals feel valued and encouraged to leverage their unique perspectives to make our company— and communities—more dynamic.”—Frédéric Rozé, President & CEO “At L’Oréal, diversity is our competitive advantage, an essential source of creativity, innovation and performance. We recognize that an inclusive environment is the focus of all we do. That’s why the way we work has validated our ability to trademark Diversity + Inclusion = Innovation & Success™.”—Angela Guy, Senior Vice President, Diversity & Inclusion L’Oréal has a global mission to provide Beauty for All. To achieve this, our workforce must reflect our marketplace. We strive to build the standard for making…

“Balance is a four-letter word.”—Kristen Bell, actress and mom of two That unrivaled joy I feel when I leave the house? I wish I could bottle it. You know who would buy it by the case? Stay-at-home moms.—Liz Astrof, TV writer, producer, and author of Don’t Wait Up: Confessions of a Stay-at-Work Mom and mother of two Katie Malfer Houston, TX, business owner, director of business development and realtor Y’all, I finish my hair in the bathroom, and walk back out to my child casually eating dog food like it’s just a normal morning snack… like it’s a bowl of Cocoa Puffs!! But WHY?!? I WAS ALWAYS THE FIRST TO SHOW UP FOR ANY AND EVERYTHING, AND THAT’S HOW I DO IN LIFE—I show up.—Joi Gordon, CEO, Dress for Success…

Sarah Alicea was thrilled when she found out she was due with her first child in 2017. A police officer for the town of Cromwell, Connecticut, she worked her normal patrol duty until she was five months pregnant, when she asked for a temporary desk job. “I went to my chief with the union representative and a doctor’s note, and listed all the things I could do in the station instead, from logging evidence to finalizing accident reports.” Even though Sarah was the first in her department to ask for a pregnancy accommodation, she was hopeful something could be worked out. But a meeting with the town manager did not go as planned. “He simply said: ‘There’s not going to be an accommodation. It’s not in the contract. It’s not…

FOR COOKING “It’s important for my life to have an electric pressure cooker. The cooking time cuts in half. My daughter loves potatoes, but if I were to throw a potato in the oven, it would take an hour. Do you know how many minutes it takes in a pressure cooker? Five.” FOR ORGANIZING “I love putting cereals, pastas and snacks in glass jars. I can tell if I need more of it. When it’s in the box, sometimes you end up overbuying because you think that you need something.” She still buys in bulk and stores “overflow” of each item in their original packaging near their neat, corresponding glass jar. FOR PARENTING Tia used to take away toys when Cree wasn’t listening, but it didn’t work. Now that Cree…

“We have the good fortune to have a group of employees who are patiently persistent in leading the way to culture change using our ERG’s and Diversity Councils as conduits for organizational movement.”—Lawson Whiting, President and Chief Executive Officer “Our Championship Program was designed by women, for women in the middle tier of the organization. Since some men serve in mentoring/advocacy roles, the program provides mutual benefits for everyone engaged.”—Ralph de Chabert, SVP, Chief Diversity and Global Community Relations, Officer Our vision is to create an environment where leveraging diversity and inclusion occur naturally giving us a sustainable marketplace advantage. The diversity of our employees contributes to the individual passion and perspective that creates our unique brand of business. The unique experiences that we bring to work as a result…

Anthem’s culture is essential to attracting talent that connects with our consumers. Our commitment to diversity helps us develop innovative thinking and unifies our associates behind our mission—to improve lives and communities and make healthcare simpler. For the past 12 years, Anthem’s Associate Resource Groups have engaged in dialogue, education and efforts to create an inclusive culture. “As an industry leader serving diverse populations across the U.S., we understand the importance of fostering an affirming and inclusive workplace – one that provides opportunities for all associates to grow, lead and make a difference.”—Gail Boudreaux, President and CEO “In building for current and future success, we place an emphasis on attracting and developing a diverse pool of leaders with a passion to serve our customers, engage our associates, and ultimately to…

“An inclusive culture is one that allows each employee to bring their whole selves to work. By boldly embracing our differences and unique qualities, we are continuously challenging ourselves to be better in how we deliver value to patients.”—Percival Barretto-Ko, President, Astellas US “At Astellas, D&I’s vision – ‘To include and value every voice to bring value to every patient’ – is our north star, and succinctly captures why this work is vital to Astellas. I believe Astellas is poised to make meaningful impact in the D&I space in the years to come.”—Eloiza Domingo-Snyder, Executive Director and Head of Diversity & Inclusion Astellas is committed to turning innovative science into medical solutions that bring value and hope to patients and their families. Diversity and inclusion at Astellas is a strategic…

Arnold & Porter Washington, D.C. Chairman Richard Alexander Women’s Initiative Leader Anne Davis The new Lattes with Leaders and Pearls of Wisdom speaker series explores career trajectories of women leaders at the firm and highlights the variety of pathways to success. Baker, Donelson, Bearman, Caldwell & Berkowitz Memphis, TN President and Chief Operating Officer Jennifer Keller Shareholder, Chair of Women’s Initiative Christy Crider For the fourth consecutive year, the new shareholder class is more than 50 percent women. Nearly half of the new shareholders utilized the firm’s parental-leave policy. BakerHostetler Cleveland, OH Chairman Paul M. Schmidt Chair, Women’s Committee Emily Crosby The firm now works with Ellevate, a global professional network for women. This gives attorneys in-person events, mentoring, leadership workshops, access to a professional-development resource library, and thought-leadership opportunities.…

Now in its third year, the Diversity Best Practices Inclusion Index provides information to help organizations understand gaps in demographic representation, and is a strategic road map to drive internal change to find and implement D&I solutions. This year, the number of participants increased by 17 percent, with 148 sharing their data. They were scored in three areas: best practices in recruitment, retention and advancement of people from underrepresented groups—women, racial/ethnic minorities, people with disabilities, and lesbian, gay, bisexual, transgender and queer (LGBTQ) people; creating an inclusive culture through leadership, accountability, communications and employee engagement; and transparency in willingness to share workforce demographic data. This year, we added another component to transparency, and evaluated the results of the demographic data for gender and race/ethnicity for management and more-senior positions. That’s…

In 2018, Intel reached our goal of full representation in the workforce. Having an environment where talent can thrive and progress is critical. To retain talent, Intel created the warmline, a confidential service that helps employees work through professional roadblocks and improve overall employee experience. Intercepting employees at the critical point when they are making a decision to leave gives Intel an opportunity to address concerns and resolve issues resulting in the retention of key talent. “Diversity and inclusion are not simply talking points, they are woven into our culture, they influence our data and decision making, they are our engine for growth, innovation and business results.”—Barbara Whye, Chief Diversity and Inclusion Officer and VP of Human Resources for the Technology, Systems Architecture and Client Group Visit www.intel.com/diversity…

“Our institution is the great health system it is today because of all those who are part of it. We firmly believe that our diversity is our greatest strength, and underlies everything we achieve together.”—Robert I. Grossman, MD, Saul J. Farber Dean and Chief Executive Officer “We are committed to supporting an inclusive workplace that embraces the cultural diversity, and individual skills and ideas, of all our faculty, staff and students.”—Nancy Sanchez, Senior Vice President and Vice Dean, Human Resources and Organization Development and Learning NYU Langone Health’s employee population reflects the diversity of the communities we serve. Diversity continues to be embedded in our core values of performance, respect, integrity, diversity, and excellence (PRIDE), and is a shared commitment to fostering excellence by tapping into the knowledge, skills, and…

As a company that promises to improve the quality of life of people, diversity lies at the core of everything we do, and Inclusion is at the heart of how we do it. At Sodexo, our commitment to quality of life starts with fostering an environment where our employees feel respected and encouraged to bring their authentic selves to work, and our leaders have the tools and resources they need to manage inclusively. “Diversity and Inclusion is key to our success at Sodexo. It is part of our brand promise, culture and commitment to providing the quality of life services that our employees, clients and partners have grown to expect from us.”—Rohini Anand, Senior Vice President Corporate Responsibility and Global Chief Diversity Officer “With a workforce of more than 400,000…

“My son does everything he can without me, and he puts a sticky note on the things he needs help with so we can review together later. It works great and instills organizational techniques as well.”—Julie Cantor, M.D., faculty member at UCLA School of Law and founder/CEO of Harlen, a woman’s handbag line “Have a dedicated homework area that is NOT centrally located. The kitchen table might be too distracting with the dog, siblings and art supplies close by. We keep a small table in a quiet corner with paper, pencils and erasers on it. When my daughter sits there, she knows it’s time to get down to business!”—Beth Cubbage, software consulting manager and owner of the blog Parent Lightly “I text my kids daily at around 4 p.m. to…