• My Women's History - 1969Wendy Amengual Wark

    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 theRead more »
     
  • Announcing Inclusion Strategy Solutions LLC!Wendy Amengual Wark

    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.Read more »
     
  • #METOO and What I Do About it: Part 2 – The ProblemWendy Amengual Wark

    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 andRead more »
     
  • #METOO and What I Do About It: Part 1 - My StoryWendy Amengual Wark

    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 soRead more »
     
  • Why [Women] People Don't Report Sexual HarassmentWendy Amengual Wark

    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: ManyRead more »
     
  • Why [Women] People Don't Report Sexual HarassmentWendy Amengual Wark

    “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 am not sure that my comment will be published by the NYT (there are already 394 comments posted), and those comments are limited to 1500 characters.  The original comment is below along with a few additional points: I haveRead more »
     
  • "X" Marks the Spot!Wendy Amengual Wark

    With Judy Issokson ‘X’ Marks the Spot                    We work in places that can be marked on a map with an ‘X’. Those places are occupied by people who come from many other places, with multiple perceptions, and experiences. The walls of our workplaces look and feel solid, but they are porous.  Personal experiences and responses to all that occurs in our respective worlds seep into the workplace and impact the relationships that usedRead more »
     
  • Diversity Equals ...Wendy Amengual Wark

    Diversity Equals … The first time that I saw a billboard with the message, “Diversity = White Genocide” I was honestly a bit confused.  After all, what most people call diversity (the inclusion of diverse people), is the opposite of genocide. Groups subjected to genocide historically include: Armenians, Jews, Cambodians, Rwandans, and Bosnians. Yesterday was Holocaust Remembrance Day. This matters because once we forget what happens when we exclude any group of people, we areRead more »
     
  • Happy New Year!Wendy Amengual Wark

    My husband Chris and I have an annual tradition. On New Year’s Day, if we are able, we head to the ocean, regardless of which coast we are on, to welcome the new year. The rhythmic cycle of the waves; the energy and beauty of the elements: air, water, earth, and fire of the sun collaborate to create the possibility of renewal. This year began on the beach at the Shinnecock Inlet which separates HamptonRead more »
     
  • In Light of Recent EventsWendy Amengual Wark

    In Light of Recent Events In light of recent events, employers are asking if they should be discussing race and violence in the workplace. Discussions of this nature have been avoided historically as they can become emotionally charged and may result in more division than inclusion. Diversity ‘subject matter experts’, such as myself are often in the awkward position of being the first to observe and address what difference difference makes. What are we toRead more »
     
  • I am Latino in AmericaWendy Amengual Wark

    “I Am Latino In America” On Monday evening I had the great pleasure to attend “I Am Latino in America” at El Museo del Barrio here in NYC hosted by Soledad O’Brien. The event is part of an ongoing national tour with performances and conversations about being Latino in America with celebrities, national and local advocates, business leaders, and academics. Learn More: http://www.iamlatinoinamerica.com/ Monday evening’s panelists included: Rosie Perez, Actor and Activist, Jose Calderon, PresidentRead more »
     
  • Resistance!Wendy Amengual Wark

    Resistance! There is resistance in weight training, resistance in electricity, resistance in magnetic fields (thinking of Leonard Nimoy today!), and resistance when it comes to diversity and inclusion.  D&I practitioners have  been trying to figure out how to overcome this resistance for decades and now, in 2015, resistance to inclusion seems to be stronger than ever.  So, how do we deal with people, especially those in leadership and management positions, who resist including others who areRead more »
     
  • Comfortable DiversityWendy Amengual Wark

    Comfortable Diversity I was once asked (directed) by a boss of mine not to use the words “race” or “gender” while facilitating diversity and inclusion education for the organization’s employees. The main reasons I was given for this approach were: 1. There are all types of diversity: job title, geographic location, marital status, parental status, we don’t have to focus on the obvious differences. 2. According to Dr. R. Roosevelt Thomas (the late diversity scholarRead more »
     
  • Visible Lives: Oral Histories of the Disability Experience - Elinor CohenWendy Amengual Wark

    Visible Lives: Oral Histories of the Disability Experience I recently wrote about Visible Lives: Oral Histories of the Disability Experience which is a New York Public Library project.  This project excited me from the moment I learned about it and now I am even more inspired to continue as an interviewer and to invite others to participate in this unique initiative! I interviewed Elinor Cohen, who has an amazing story and shared it openly and bravelyRead more »
     
  • Caring CapitalWendy Amengual Wark

    On December 3rd I was part of a wonderful celebration hosted by Jaime Klein, Founder of Inspire Human Resources. http://www.inspirehumanresources.com/ We participated in an (dare I say it), inspiring exercise! We were given blank journals and asked to decorate them and to write a message inside for participants in Dress for Success http://www.dressforsuccess.org/.  The journals will be used to keep career related notes on job interviews, training and other thoughts.  It was such a personalRead more »
     
  • Divided We FallWendy Amengual Wark

    Divided We Fall As we watched the protesters make their way up Columbus Avenue, past our building on 95th Street, we realized that they had walked all the way from 14th Street and Union Square and were going to join those already gathered at 125th Street in Harlem. My heart both leaped and sank. My heart sank because the decision by the Grand Jury of Ferguson, MO not to indict Police Officer Darren Wilson ofRead more »
     
  • Can Plug and Play Diversity Work?Wendy Amengual Wark

    Today NPR posted an interview with Tristan Walker, Founder and CEO of Walker and Company Brands and the non-profit, CODE2040 and J.J. McCorvey, author and Associate Editor for Fast Company, on how Mr. Walker is working to increase diversity, specifically representation of Blacks and Latinos in Silicon Valley and high tech.   http://www.npr.org/blogs/alltechconsidered/2014/11/11/363012130/tech-star-wants-to-make-diversity-plug-and-play-for-silicon-valley  Mr. Walker has earned kudos for investing in efforts aimed at resolving the demographic gap (based on race and ethnicity), in highRead more »
     
  • Visible Lives: Oral Histories of the Disability ExperienceWendy Amengual Wark

    I am honored to be a volunteer interviewer for The New York Public Library’s new project, Visible Lives: Oral Histories of the Disability Experience. Visible Lives: Oral Histories of the Disability Experience is an oral history project that works to both preserve and document a thematic history through personal recollections. This project will collect stories of people who have lived (or currently live) with a visual impairment or a disability.  Interviews will be shared in a preservation archiveRead more »
     
  • Representation At All Tables ~ Webcast ~ 22 OctoberWendy Amengual Wark

    Join us this Women’s Equality Wednesday 22 October 2014 @1:00-1:30 pm est For Our Free Live Webcast ~ “REPRESENTATION AT ALL TABLES” Watch: http://bit.ly/RepLIVE DESCRIPTION: At the current rate, parity in women’s leadership will be reached in the United States in 2085! Whether it’s politics, finance, entertainment, or the military, few women have a seat at the decision making table. NYS PowHER’s panel will explore why and how to change the playingRead more »
     
  • Stealth Inclusion ExplainedWendy Amengual Wark

    Stealth Inclusion Explained When I developed the concept of ‘stealth inclusion’ it was (and is) intended to help those in the C-suite who resist diversity efforts and whose approval and support every successful diversity and inclusion effort requires, to participate in educational sessions where they can personally experience transformation.  Often, members of the C-suite are white, heterosexual, affluent, educated, and male and so; this methodology particularly pertains to those among their ranks who are uncomfortableRead more »
     
  • Stealth InclusionWendy Amengual Wark

    By Any Other Name It has become increasingly clear to me that there is a growing resistance to diversity and inclusion initiatives in the workplace as incidents of blatant racism, sexism and really all ‘isms’ seem to be on the rise.  I cannot definitively assert that there is a direct correlation between these two trends, but I believe that there is.  So, I have developed a concept called “Stealth Inclusion.”  Stealth Inclusion is a wayRead more »
     
  • You Don't Always Get What You Pay For! [Part II]Wendy Amengual Wark

    Why do you need a D&I expert in the first place? Before beginning a search for a D&I / EEO expert to join or support your organization you should ask the following questions: What are our D&I / EEO goals? What resulted from our previous D&I efforts? Do we think that we need a full time staff person to take on our D&I/EEO Goals or can an outside consultant sufficiently support our needs? Do weRead more »
     
  • You Don't Always Get What You Pay For! [Part I]Wendy Amengual Wark

    Recently, there have been a plethora of scandals concerning domestic violence, discrimination, and sexual harassment in the news.  Each of these disturbing events seem to elicit responses by self-proclaimed ‘experts’ purporting to know how to solve problems of inequity and discrimination. This has led me to ask the question:  If you have a tooth ache, do you tie a string around that tooth and tie the other end to a door knob and slamRead more »
     
  • Survey Says...Wendy Amengual Wark

    Years ago I worked for an employer who would not approve of administering an employee survey because the president was afraid of what the employees would say – especially about discrimination – and did not believe that the organization could commit to responding effectively to employee concerns, criticisms, or recommendations.  Do you know what your employees are thinking and saying about you and your organization? You may not be asking them what they think, butRead more »
     
  • Back to SchoolWendy Amengual Wark

    Back to School  The crisp days of late summer conjure up memories of heading back to school with brand new composition notebooks, protractors, and pencils!  In New York City we returned to school a few days after the Labor Day weekend.  During the first week of school thousands of children across the country have written essays about what they learned during their summer vacation. The More Things Change … This summer marked the 50th AnniversaryRead more »
     
  • The NCWUS 125th Anniversary ConferenceWendy Amengual Wark

    On Friday, March 28th I had the privilege to moderate a panel titled, Unfinished Business: The Business Case for Women’s Economic Empowerment at the Conference Unfinished Business: Exploring New Horizons For Societal Change held at The Cooper Union in New York City. The conference marked the 125th Anniversary of The National Council of Women of the U.S. and celebrated its work to end sexism and racism by bringing together women and men from all backgroundsRead more »
     
  • The Process, Part 4: Developing Inclusion by Finding Your Hidden High-PotentialsWendy Amengual Wark

    Now that you have effectively recruited the best and the brightest talent, used an inclusive hiring process to assure that your impressive recruits became employees, and welcomed them on board in an informed and culturally conscious way, how will you develop them so that they stay long enough for you to realize a healthy return on your investment? Timing Matters When does employee development begin? Employee development begins on the day your offerRead more »
     
  • The Process, Part 3: All Aboard! Now What?Wendy Amengual Wark

    People are usually thrilled when they start a new job. The ‘new job feeling’ is not unlike the ‘new date feeling’ or ‘the new car feeling’. It takes most of us a while to decide whether the date will become a mate and if the car is a keeper or a lemon. Most new jobs have a three month ‘honeymoon’ period, although many people begin to feel disenchanted much sooner than that. On-boarding is theRead more »
     
  • The Process, Part 2: Help Wanted - Diverse Candidates Only Need ApplyWendy Amengual Wark

    Scanning job postings one can find thousands of ads with the statement: “Diverse candidates encouraged to apply.” Employers also include the phrase: “An EOE Employer,” indicating that they do not discriminate in hiring. This certainly has not always been the case. There are many examples of discriminatory want ads to share with you and, although some of them may seem amusing now, they were quite serious when they were published. There are manyRead more »
     
  • The Evolution of InclusionWendy Amengual Wark

    “The Evolution of Inclusion” is an article that I wrote in 2008 and is a tutorial on how the field of inclusion has evolved since I entered the world of EEO in 1988. I have gotten enough feedback on my recent blogs to see that this is still a relevant and necessary discussion, so I hope that you find this post interesting and helpful! This blog post violates one of my rules not to exceedRead more »