• What Difference Does Difference Make? Is the Candidate Qualified?

    What Difference Does Difference Make? I have been asking this question for decades: What difference does difference make? It came to me when I was confronted by very privileged individuals who could not even imagine what life would be like for those who are not white, Christian, educated, socioeconomically secure, heterosexual, without a major disability, born in the USA, and for the most part, male. I needed to find ways to get through the resistance

  • The Best Ways to Hold Companies Accountable for Increasing Representation of Black Senior Leaders

    It is always affirming to be asked to provide an opinion on diversity matters as a diversity expert. Matthew Boyle a journalist with Bloomberg Business asked me:  What have you learned about the best ways to hold companies accountable for increasing representation of Black senior leaders? Here is my long response to Matthew. (The referenced article is linked below.) Organization’s C-suites, Boards of Directors, and shareholders can hold each other and, most importantly, themselves accountable

  • Genuine Change Requires Genuine Self-Examination, Strategies, and Transparency

    Genuine Change Requires Genuine Self-Examination, Strategies, and Transparency Help! During the past week my partner, Paula T. Edgar and I have received at least two dozen requests for help from potential clients. These requests have varied in terms of the specific type of help that they were seeking, but mostly people wanted help drafting their “Black Lives Matter” statements. Several people reached out asking if they could “pick our brains” (aka get free consulting), but

  • 10 Inclusive Management Best Practices for Remote Teams

    10 Inclusive Management Best Practices for Remote Teams March 12, 2020 The challenge of inclusive management is even more critical when teams must function remotely. Each year, more and more employees work remotely at least part of the time. Right now, many organizations across the globe are closing for two weeks or more to stem the spread of the COVID-19 virus. There are also many employees who are being quarantined during this time. The

  • Accountability Assures Organizational DEI Success

    Who ‘owns’ diversity, equity, and inclusion (DEI) at your organization? Often, the responsibility for the success, or sadly, the primary accountability for the failure of an organization’s DEI initiatives belongs to the Chief Diversity Officer (CDO) or head of HR. In many organizations, these individuals do not report to the CEO or president, but to the Chief of Staff, Chief Administrative Officer, or the CFO (this last, for reasons that escape us). Successfully advancing DEI

  • My Women’s History – 1969

    In the winter of 1969 I wore pants (sewn by my mother) to school for the 1st time. Mrs. Matossian, my 5th grade teacher sent me to Mrs. Sullivan’s (the Principal), office for coming to school dressed inappropriately. The next day, my mother sent me back to school in a new pair of ‘slacks’ with a note citing the School Dress Code for New York State allowing girls to wear pants.  This was the

  • Announcing Inclusion Strategy Solutions LLC!

    January 14, 2019 Dear Friends and Colleagues, As we embark upon a new year, we wish you and yours all things wonderful! 2018 was an incredible year! Most exciting was the formation of Inclusion Strategy Solutions LLC – our partnership! (Learn more about Paula and Wendy) We recognize that our skills and competencies are enhanced through our collaboration.  Merging our organizations has provided our clients with a greater depth and range of services.

  • #METOO and What I Do About it: Part 2 – The Problem

    Continued from #METOO and What I do About it: Part 1 It was another 7 years before I began working in the EEO (Equal Employment Opportunity) Office at the NYC Department of Transportation. In 1987 I became the Deputy Women’s Advisor for the agency (on top of my day job as Deputy Director of Administrative Services). I had been active in fighting for equity and justice in many different forms throughout my life and

  • #METOO and What I Do About It: Part 1 – My Story

    I cannot remember the first time that I was sexually harassed. Was it the man in Central Park who exposed his genitals to my sister and me on a sunny afternoon in 1968? Was it the gang of boys on the street telling then 12 year old Wendy what they would like to do to her? [I will not share my response here as it is NSFW.] I can say that I have experienced so

  • Why [Women] People Don’t Report Sexual Harassment

    It’s Not Just Fox: Why Women Don’t Report Sexual Harassment” by Claire Cain Miller in the April 10, 2017 The New York Times offers some concise observations and recommendations.  I responded in the comment section, but those comments are limited to 1500 characters.  The original comment is below along with a few additional points: I have worked in the field of EEO, discrimination and harassment prevention since 1988 and have the following observations: Many