Five Ways to Impress Your Boss While Working Remotely
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cheerful disabled young woman using laptop doing remote work from home on wheelchair

People produce their best work under different circumstances. Some are thriving during this time of working remotely, being able to complete their tasks from the comfort of their own home. However, for many, working from home has presented itself as a challenge. New distractions, change of routine, and being too cozy at home can all be reasons for lowered productivity at work.

To improve your work ethic, and better yet, attract your boss’ attention, here are top five tips for how to impress your boss from the comfort of your own home.

1) Be Responsive

Communication is key, especially in a time when we cannot see our co-workers face to face. Check your email consistently and have your phone on-hand, should your boss or co-worker need to get in touch with you. When you promptly respond to emails and calls during work hours, your boss will know you are reliable, doing your work, and not slacking off.

2) Be Your Best “Video Conference” Self

Treat video conference meetings as if they were in-person work meetings. Come to the meeting a few minutes early to show punctuality, and make sure you wear something professional. You don’t need to dress up in a three-piece suit, but a nice collared shirt, for example, will show you are present and professional, even when your boss isn’t watching.

3) Pay Attention

Whether it be in video conferences, phone calls, emails, or any other means of communication, you want to be paying attention. One of the most effective ways your boss will see this is during video conferences. Actively listen and look at your computer screen during meetings. If you are visibly distracted by your phone or something in your home, it will not only make you look unprofessional but also could tell your boss you are not working at home effectively.

4) Do Your Best Work

The quality of work you produce in the office should not change while at home. Putting the same effort and care (if not more) into your daily tasks will show your boss you are capable of doing quality work no matter the circumstance and that you also care about your work.

5) Keep Your Updates Present and Brief

You don’t need to send your boss an email after you do every little thing (unless they specifically told you to do that), but sending updates will give your boss a grasp on what you are accomplishing in your department. Sending a list of intended goals at the beginning of the day and a list of accomplishments at the end of the day is a great way to keep your boss in the loop on your productivity.

 

Universal child care could boost women’s lifetime earnings by $130 billion—and ensure more stable retirement options
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Woman working from home at her kitchen counter while her three kids surround her

By Megan Leonhardt, CNBC

Since last February, over 2.3 million women have dropped out of the workforce, compared to just 1.8 million men who left the labor force between February 2020 and 2021, according to data compiled by the National Women’s Law Center. And many of those women are still unemployed because they are caring for children who are not in school or daycare.

New research from Columbia University and the National Women’s Law Center finds that a universal child-care system — one that provides affordable, reliable child care from birth to age 13 — would not only help many of those out-of-work employees get back into the workforce, but would also dramatically increase the lifetime earnings and security of women across the country.

An average woman with two children could see a $97,000 increase in her lifetime earnings under universal child care, according to the report. Collectively, about 1.3 million women in the U.S. could experience about a $130 billion boost in income over their lifetimes.

Overall, the number of women working full-time would increase by 17% if the U.S. expanded access to stable and consistent child care. The number of women working without a college degree would jump by about 31%.

“When there’s an increased investment in child care, there’s a measured increase in women’s labor force participation,” says Melissa Boteach, vice president of income security and child care/early learning at the National Women’s Law Center. The highest gains can be seen for women in their 30s and 40s, since those are the decades when women are most likely to raise children, she adds.

This increase in workforce participation and lifetime earnings could also lead to a significant impact on women’s retirement situations, the report finds. Women would have an additional $20,000 in private savings on average and about $10,000 more in Social Security benefits. That adds up to about $160 per month in additional funding in retirement, the report finds.

Those extra earnings could especially help improve the financial situations of older women, who are more likely to experience poverty later in life than men. “Senior women have significantly higher poverty rates than senior men because of all the discrimination and all of the financial challenges that compound over their lives [and] stick with them in retirement,” Boteach adds.

Click here to read the full article on CNBC.

Q&A with Jill Johnson, an Advocate for Women of Color
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Jill Johnson professional headshot

Jill Johnson is the CEO at the Institute for Entrepreneurial Leadership (IFEL) and Women of Color Connecting. Both organizations champion small business growth and development, with Women of Color Connecting targeting inclusion.

Professional WOMAN’s Magazine (PWM) spoke with Johnson about her goals and career journey.

PWM: Can you tell us about your career journey?

Johnson: My career journey started as a child working with my parents at their Amway business, and later when they started their newspaper publishing company. I saw what owning a small business was like and learned about the impact of access to capital and cash flow early. Working with them was the only job I had until getting an internship at Goldman Sachs during my junior summer in college. Upon graduation, I entered the Goldman Sachs financial analyst program in mergers and acquisitions. During the three years in that program, I saw an entirely different approach to and outcome of building a business. I saw clients who built sizable businesses that they were able to sell for nearly $100 million. These clients used business ownership to build wealth; this was a different approach from my parents and their business owner peer group, who were focused on earning a living. Not seeing a viable career path for myself at Goldman, I returned to work with my parents for several years. During the dot com boom, I stumbled into writing business plans after a friend asked for help for a dot com she had started. There I got a first-hand look at the different experiences that people had raising capital based on any of a number of factors, with race and gender seeming to be a key determinant. That experience led me to question where business owners like my parents or tech founders who were not highly networked white men would go to get help raising equity capital or figure out how to successfully exit their business. The answer to that question eventually led to the launch of the Institute for Entrepreneurial Leadership, which my father and I co-founded together.

PWM: How can people/organizations champion small businesses inclusion and empower women of color? 

Johnson: This is a lot simpler than people think. The answer is to be a champion and work to become an ally. This means that you take every opportunity you can make to buy from a small business, you go out of your way to purchase from black-owned businesses, and if you are in the position to hire vendors, make sure women of color are included in your vendor pool. This all starts with making the effort to identify entrepreneurs of color and then doing whatever you can to open doors for them. I believe that empowerment comes from within. To believe that we can empower others is to assume a level of power or control over others, an attitude which is actually part of the problem. The way to help women of color feel empowered is to see them, to acknowledge them, buy from them, and open doors to opportunity for them.

PWM: Tell us about your organizations, what you’ve accomplished, and what you hope to accomplish.

Johnson: The Institute for Entrepreneurial Leadership (IFEL) is an independent, not‐for‐profit organization that supports economic development through entrepreneurship. We are experts in creating and implementing small business programming in support of larger economic development objectives. Our mission is to eradicate the systemic barriers that prevent people of color from creating wealth through entrepreneurship. We focus a lot on leveraging the power of relationship capital. We have developed three brands around our core programmatic focus areas: Women of Color Connecting, The Making of Black Angels, and Small Businesses Need Us. We have helped thousands of entrepreneurs navigate the pitfalls of business ownership, giving them the runway they need to get to a successful outcome. The longer your runway, the more time you have to figure things out. Helping undercapitalized entrepreneurs figure out how to extend their runway is one of our core strengths. Our focus now is on helping more entrepreneurs create and execute a plan to get to an exit and build wealth. People of color and women who are able to do this often recycle capital and other resources back into people of color and women. Expanding this cycle is what will lead to greater inclusion in the entrepreneurial ecosystem. We hope to significantly increase our volunteer community so that we have the capacity to help more entrepreneurs.

PWM: What are your Top 7 Predictions and Pitfalls to Look out for in 2021 on Capital Inclusion?

Johnson: I can’t say that I have any predictions for capital inclusion in 2021. I don’t really think that the situation will improve dramatically. I think there will be more companies that engage in activity for which they seek publicity and recognition, but at a fundamental level, they will still not be buying from a more diverse pool of vendors, they will not be parking their dollars with a more diverse pool of fund managers, nor will they be hiring a more diverse pool of talent into positions with P&L responsibility. It is likely that companies will announce big programs to dole out small dollar amounts to small business owners as grants.

I think we will continue to see an acceleration in the market for black and Latinx-led VC funds. I hope that the limited partner community will entrust these fund managers with larger amounts of capital. Getting more money into the hands of black and brown people and women of color especially is going to require more people who look like them being in control of the capital. This is the path to clearing the blind spots that currently exist in the capital markets.

If you are a high growth potential Women of Color entrepreneur or an ally who supports Women of Color entrepreneurs, we invite you to join our community. Inclusion must be intentional and change starts with you. Visit www.woccon.org to join the Women of Color Connecting community today. Follow us on Facebook or Instagram at W O C Connecting.

Photo Credit: Institute for Entrepreneurial Leadership

Are Your Skills Out of Date?
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woman working on her computer at table with filtered light coming through window

Want to develop new work skills that will open up more job opportunities? Or upgrade qualifications in your current career? This can be a great time to update your skills, and it doesn’t have to take a lot of time.

There are lots of ways to develop skills online, and in your community.

Start with a Clear Focus

A practical place to start is by exploring what employers are looking for.

  1. Scan job postings for the type of job you want to work in – your targeted field – on the Job Finder. Focus on the skills and qualifications section of job postings and make a note of the most mentioned.
  2. Find a professional association in your targeted field. Go to their website to read about trends. The association is likely to publish articles about new developments, offer webinars, online conferences, and training. Associations can also be a great source of contacts to reach out to for recommendations on meaningful credentials in your local area.
  3. Visit Certification Finder to search for certifications in your targeted field. Note that certifications marked with a chili pepper (“hot certifications”) indicate those that are frequently mentioned in job postings.
  4. Search the Tools & Technology Finder to look up the most common tools or types of technology used in your targeted occupation.

Quick Ways to Gain Skills

Once you’ve identified the types of skills and knowledge you’d like to focus on, there are some very accessible ways to get training quickly. The websites on this list offer classes that are either free or very low cost.

Training websites

  • Code Academy offers free online coding instruction for a variety of computer programs.
  • Coursera, edX, and Academic Earth offer free online college classes through video lecture, quizzes, and readings.
  • GCF Learn Free emphasizes basic digital and software skills and job search topics.
  • Khan Academy offers free online learning in school subjects at levels from middle school through college.
  • LINCS Learner Center from the U.S. Department of Education connects you to free online resources to reach your life goals, including job skills, math and English proficiency, and more.
  • Major universities, such as Stanford, Harvard, MIT, and Yale offer free online courses to the public. Find listings by searching the name of the institution and “free online classes.”
  • The OSHA Outreach Training Program provides workers with basic and more advanced training about common safety and health hazards on the job.
  • Language apps provide foreign language instruction in Spanish, Swahili, Japanese, Hindi, Russian, Mandarin, and more. Explore popular apps such as: Duolingo, Babbel, Busuu, or Memrise.

Community-based training sources

Resources in your local area are another good prospect for immediate training. Some options include:

  • Take an online class or find free introductory classes through public libraries or American Job Centers.
  • School districts and local not-for-profit organizations often offer free training for the public. Contact those in your area to ask about training.
  • Volunteer at an organization that uses the kind of skills you need to develop or refresh. Many provide training.

Short-Term Training Options to Earn a Credential

Professional certifications

Earning a certification can help you qualify for a job, advance in your career, or give an extra boost to your resume. Generally, you need to pass a test to earn a certification, and earning one shows that you have specific skills and knowledge.

Training to prepare for certification exams is usually available through the certification sponsors, such as professional associations or technology companies, or from a local community college. The time required varies a lot.

Some certifications could be earned in several days if you can dedicate all your time to studying and passing the exam. Some certifications have multiple levels and could require months or even years to complete all the elements. Look up certifications in your targeted field.

Certificate programs

A certificate can pay off by helping you qualify for a job, get a promotion, or earn more money. Many certificate programs offered at community or technical college programs last from six months to two years.

Look for short-term training programs near you at Local Training Finder. Get started with these steps:

  • Enter a keyword for the type of job or training you’re looking for.
  • Enter your location to view a list of programs near you.
  • Use the “Program Length” filter on the left-hand side of your results to limit your results by how long it typically takes to complete the program.

CareerOneStop offers more training resources, including information for adults interested in starting or returning to college or learning about how to pay for training.

Source: CareerOneStop

How a Black Female-Owned Subscription Box Service is Helping Young Girls Feel Loved Every Month
LinkedIn
Three young girls lay on a bed laughing looking at the camera.

by Cassidy Allen Chubb

During Black History Month, the Atlanta Hawks highlighted two Black-owned businesses who played a pivotal role in the launch of the MLK Nike City Edition uniforms. With March being Women’s History Month and wanting to continue to celebrate Black-owned businesses in Atlanta, the Hawks partnered with Chase to tell Kelly Beaty English’s story and how she created SelfE Box.

What started as an idea that came from English’s own experiences growing up as young Black teen turned into helping Black girls feel loved and validated through each month’s curated subscription box. Cassidy Allen Chubb spoke with English about her journey and how she created a self-esteem box that’s delivered to girl’s doorsteps each month.

Tell me about how you got the idea to create SelfE Box.

The idea for SelfE Box was planted in my mind as a tween girl. My parents used to subscribe to tween and teen magazines for me and I remember reading them and thinking “none of these girls in here really look like me, their experiences don’t reflect mine.” They were just talking about things that culturally, I couldn’t relate to. The beauty and grooming advice didn’t necessarily work for me, for my hair texture and things as fundamental as washing your hair every day.

Black girls don’t wash their hair every day and so through things like that, I just felt very othered.

And so, there was that part of me that kind of wished that I could see more Black girls get hair and beauty advice that actually applied to our own lives.

I remember thinking about it like “gosh, if I could just go door to door and just give girls self-esteem.” And then at the time when I first had the idea, subscription boxes had kind of just come onto the scene. I paired the two ideas together and it was like, “Oh, we need a self-esteem box!”

What can girls and parents expect to receive in each box?
very month we pick a theme. Overall, we try to gear the boxes towards health, wellness and growing because that’s such an important topic for girls in that age group. For many of them, it’s the first time they’re starting to have to use products, their grooming habits are changing. We wanted to create a safe space to talk about what’s happening and coach them through that period. The overall theme is about health, wellness and grooming, but we pick a different topic every month. One month we did the move out of your comfort zone issue and we talked about the importance of physical movement and how it’s important to get up and going.
It could also be a theme related to mental health. In one issue we talked about anxiety and being at home and how that has that changed our world. We also have a career profile from a Black woman in every issue. We just try to find a woman who speaks to the topic for that month. We don’t want any particular type of career. We feature everything from women in sports, to women in business, to women in the arts.
Where did you grow up and were you exposed to Black entrepreneurs at a young age?

I’m from Atlanta. I lived in Southwest Atlanta for the first half of my childhood. And then we moved out to the suburbs for the other half of my childhood. My father was an entrepreneur. So it was right here in my household. One great thing about the city of Atlanta and growing up as a Black child here, you have the benefit of seeing Black professionals in all walks of life. My pediatrician was a Black woman who ran her own practice. My dentist was a Black woman who ran her own practice. My parents were very intentional about putting me around Black people where I could see myself in their stories.

What would you say is the most challenging part of being a black business owner?

It takes a crazy amount of self-belief to be an entrepreneur and specifically to be a Black female. I remember going to business summits and business conferences for women and they would have panelists from all of these very well-known brands. The women would be talking about, “Oh, I started this in college” or “I just had this idea and I was able to reach out to my dad’s network and we were able to raise a million dollars” just to test the idea, and for most black people, that’s just not our experience.

I’m an HBCU graduate. I have an incredible network. I’m very blessed to have friends who are doing literally probably anything that you can think of, but we as a people moving through our American journey do not have, for the most part, generations of wealth. So, we don’t just pass down homes and portfolios to our children. When we as Black people go to college and get our first offer letter, we are at the starting point, right? We are just then getting started, but so many of our peers are already years ahead of us, even at the starting line.

How do you continue to overcome those challenges and what keeps you going?

When I get the reaction photos from our SelfE girls and when I get the messages from moms who say their daughters wait at the mailbox at the end of the month and when that package is not there, she’s like, “Where’s my box?” that keeps me going. The impact that it’s made on girls’ lives so early and already….we’re not even a year old at this point. When I get those messages it gives me the fuel to go on. I have to do a whole lot of talking and a whole lot of selling, unfortunately, to get brands to partner with us, but I believe it will come. Because the impact that we’re making in these girl’s individual lives is great and it’s real.

What is something you would tell your younger self knowing where you are today?

I would say, keep going, raise your hand. Don’t question yourself. Don’t doubt. Don’t mask. Don’t try to blend in because everybody that you want to blend in with, is also trying to blend in with you. One of the things that we do as, as girls, and I think, well, until we become young women, is we look to the left and we look to the right. Instead, we need to continue to look straight ahead and look into that mirror and look into our own eyes, looking back at us, in our reflection and concentrate on her. Love her, give to her because everything that is unique about you was created specifically for you. If your hair is big or it’s curly, or it won’t lay down like the other girls, or maybe your body type is different, or your clothes fit differently–

All of the things that you’re trying to hide from people are the very things that are going to make you unstoppable in this world. It’s the very thing that is going to make people seek you out. It’s the very thing that’s going to make you successful. Keep your hand up, keep asking questions, keep not being afraid to be seen, because when you do that, all you’re doing is slowing down your progress later. There’s going to come a moment you’ll go, “you know what? I am great, and I can do this.” And the faster you get to that moment, the faster you get to everything that the world has to offer for you. Be you, be you without apology. You were born here just the way that you were supposed to be, to do all the things that you’re going to do.

Read the full article at NBA.

Letter From the Publisher – Professional WOMAN’s Magazine
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PWM cover Tracee Ellis Ross, Editors Kat C. and Tawanah R. with Mona Lisa Faris-publisher

It’s 2021, it’s Spring, and don’t you feel like we can finally take a breath of fresh air? Although we still have a long road ahead of us in getting the pandemic under control and healing our nation, there’s more optimism; a renewed sense of spirit and hope. We are turning a corner for the better and changes are happening!

We have had our own share of changes here at Professional WOMAN’s Magazine (PWM). We have brought Tawanah Reeves-Ligon onboard as Editor of PWM. Ligon is a Southern gal from Atlanta, Georgia, currently residing in South Carolina — quite a way from our California base — and has over nine of years of experience in writing and editing, working with magazines, blogs as well as on poetry and novels.

We have also promoted Kat Castagnoli to Managing Editor. Castagnoli, who has been with PWM for almost two years now, will oversee all editorial for the publication. Her goal is to keep it fresh and modern; chock full of relevant content for today’s 21st century woman.

Take this issue’s cover story on Tracee Ellis Ross. Actor, director, producer, philanthropist, fashion icon, social activist and entrepreneur are just a few of the titles this female powerhouse holds. Ross urges others to own their power and to never to accept status-quo. “It takes a lot of courage to advocate for yourself,” she says. “As a woman, and as a Black woman, advocating for yourself is actually a form of resistance. It is how each of us push the world, to make sure that the real estate matches the reality of who we are and what we deserve.” Read more about Ross’ inspiring story here.

Looking for that ever-elusive thing we call “balance?” Find out more here. If you’re job searching right now, check out eight ways to boost your confidence just minutes before your interview (page 32), as well as how to stay optimistic while searching for a job here. If you’re looking to refresh your workforce, check out the unconventional ways some companies are finding superstar talent here.

We here at PWM are refreshed and ready to help you reach your goals in 2021 and beyond!

~ Mona Lisa Faris

Publisher, Professional WOMAN’s Magazine

How a former Target intern became one of America’s most successful Black women
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Caroline Wanga on stage at Cannes Lions 2019 in Cannes, France.

By Samantha Subin

Caroline Wanga thrives on chaos.

That’s why she stepped away from roughly 15 years of hard work at Target in 2020 to tackle a new obstacle: helping a half-century-old Black media brand reinvent itself.

When Wanga joined Essence in June, the Black culture mainstay was a little under two years out from a buyout by African-American entrepreneur Richelieu Dennis, founder of Sundial Brands, a beauty company — now part of Unilever — that creates products for Black consumers. After nearly two decades under the ownership of Time Inc., it was back to being Black-owned for an Essence in the midst of an identity shift.

Photo : Richard Bord | Getty Images Entertainment | Getty Images

For Wanga, who easily gets bored with the status quo and says she works at her best when things are “falling off the rails,” it was the perfect project.

“I like to go to the problem when the fires are there,” says Wanga. “Throw me in when things are impossible and it’s the end of the world.”

Over the course of her decades-long career, Wanga has defied boundaries, working her way up the corporate ladder at Target from an intern to positions including vice president of human resources and chief culture, diversity and inclusion officer. As a Black woman, single mother at 17 and Kenyan immigrant, Wanga hasn’t let stereotypes define her. Now, she’s running one of the largest media ventures in the world that caters to underrepresented communities, and she is leading with authenticity.

A self-described oversharer, Wanga prides herself on being unapologetically open with employees, so that they can feel welcome. She says her approach to leadership and life helped overcome negativity and succeed in corporate America, and she has several lessons to offer those just starting out.

1. Don’t let unexpected events derail success

Wanga started at Target in the “most non-strategic way possible.”

After getting pregnant at age 17, she dropped out of college to raise her daughter Cadence. It was the first major disruption in her life, especially troublesome for her parents, who both have doctorates, but it was far from a life-altering setback.

“That particular moment is actually the theme of my life in a very interesting way,” Wanga says. “After that happened, I became indignant that this wasn’t going to end my plan to success.”

Back at home in Minnesota, Wanga — who moved to the U.S. from Kenya as a tween — attempted several hybrid school programs before quitting to work a series of jobs in the nonprofit sector. In 2003, she enrolled in a business program at Texas College at the age of 25.

“The barrier to the degree was not the program,” Wanga says. “It was my life. I had this little girl and I was not going to ask for help because I’m going to prove I could do this on my own.”

2. Set a destination, be flexible on the path

When she joined Target in 2005 after attending a career fair, Wanga says she didn’t have a passion for improving supply chains, nor was she thinking about the end-goal. It paid well and she wouldn’t have to worry about taking care of her daughter. While at Target, Wanga hopped between roles and worked her way up the human resources chain from a distribution center intern. But human resources was a path Wanga admits she never thought she would take.

She eventually set her sights on director of diversity and inclusion, a position she jokes is the “closest you get to a soul in corporate America.”

Wanga planned on attaining that by 2018, but she leapfrogged her mission years ahead of schedule and worked her way up to chief diversity and inclusion officer by 2015. Her lesson: agree on the destination, negotiate the path to get there.

When Wanga joined Essence as chief growth officer in June 2020, she saw it as an opportunity to give back to an institution integral to her identity and that of many other Black women. At the time, Wanga had reached a crossroads at Target and was looking for the next project to add to her portfolio.

It was a new brand, a new workplace, and while difficult to walk away from Target, it’s what Wanga calls the “next role I didn’t know I wanted.”

Within a month, Wanga was promoted to interim chief executive officer at Essence, before taking on the CEO title full-time this February.

“You don’t have to have all the answers, the path can be different,” Wanga says. “If I had waited to define the job I wanted and waited for the perfect job, I’d still be an intern.”

3. Your story is as important as the business strategy

Over the years, Wanga says one of the biggest drivers of her success is authenticity. Often known to overshare her personal life experiences, Wanga told CNBC’s Inclusion in Action forum last September this is foundational to being a good leader. Telling the story of who you are is as important as explaining the strategy of the business you are running.

“Because at the end of the day …  you have to model what you’re saying you want them to experience and you have to be willing to go first,” Wanga says. “You cannot on the one hand talk about authenticity and wanting to have inclusion and wanting to have representation in your group … and then people only know you to be the CEO that shows up at team meetings.”

When working with a new team, Wanga shares a list of 20 slides which she refers to as her “dimensions of difference.” They cover everything from who she is, to where she is from, to what her family looks like, to being a D+ Christian and having diabetes.

“She brings her authentic self to her work,” says Minda Harts, author of “The Memo: What Women of Color Need to Know to Secure a Seat at the Table.”

“From the outside looking in she has not adapted to the status quo, but has changed the norms of what leadership looks like,” Harts adds.

Read the full article at  CNBC.

Tracee Ellis Ross Teaches Us to Own Our Power
LinkedIn
a collage of Tracee Ellis Ross images with the cover of the magazine in the middle

By: Tawanah Reeves-Ligon

Tracee Ellis Ross is not new to titles or attention.

She is the second daughter of the legendary Diana Ross, a nine-time NAACP Image Award winner, a four-time Primetime Emmy nominee and a Golden-Globe recipient. She’s been recognized as a director, producer, philanthropist, social activist, fashion icon (for which she won the 2020 People’s Choice Award), founder of the haircare line, Pattern which caters to curly, coily, tight-textured hair, and, as of this past February, the Diversity and Inclusion advisor for Ulta Beauty. When it comes to owning her power, Ross has practiced what she preaches. “I am learning every day to allow the space between where I am and where I want to be to inspire me and not terrify me,” says Ross.

Diligent about Diversity in Workspaces

Due to her main career as an actress, many believed Ross would be limited in her desired business ventures. “When I told a member of my team some years ago that I wanted to start a haircare line, their idea was to start a line of wigs!” she told Fast Company this past January. She took many early rejections and was even told by another associate during her early planning stages that, since she is an actor, who would want to buy haircare products from her? Ross went on to offer some powerful advice for those encountering this type of criticism, doubt or rejection, “Be patient, and stay the course,” she counsels other entrepreneurs. “Take in the information. Take in the disappointments. They will come. They are important. They are part of the opportunity to clarify what you want to do.”

She continued to press forward despite roadblocks and inexperience. Last October, Ross talked more about this during the U.S. Bank’s Women and Wealth Summit, “I did not know how to negotiate on my behalf. I did not know how to talk about money,” which is still a common phenomenon, especially in American society. “Culturally, women are not taught to talk about money. It is thought to be gauche, to talk about money, to be ambitious,” she says. “Patriarchy, racism, sexism, all of these things, have given the very clear message that women are meant to not take up space and not rock the boat.”

Tracee Ellis Ross standing behind a podium wearing a bright pink jacket smiling with arms raised high in a support gesture
LOS ANGELES, CA – JANUARY 21: Actress Tracee Ellis Ross speaks onstage at the women’s march in Los Angeles on January 21, 2017 in Los Angeles, California. (Photo by Emma McIntyre/Getty Images)
Ross encourages fellow women entrepreneurs, especially BIPOC entrepreneurs, to not allow their lack of experience or outside pressures to deter them though. “No one wants to give you money; no one wants to give you all the things you should have,” Ross said during the summit. “I strongly believe in women and women of color fighting for equity, for having a stake in what they create, because historically we give up our names, we give up all these things, and we have no stake in what we make.” This sentiment is evident in how she brands her business. Pattern, available exclusively at Ulta Beauty, focuses on a celebration of Black beauty, which Ross believes is still uncommon, but necessary. “If our hair could talk, it would tell you of our legacies,” she says, “all those ways our identity pushed through spaces where it wasn’t meant to be, but is nonetheless.”

Since launching, Ross has put her naysayers to shame. On its first day, the site yielded nearly eight times the expected sales, and its Instagram following grew to 130,000 within a week. Ross saw how underpenetrated the Black haircare market still remains. According to a 2018 Nielsen report, the Black haircare industry made an estimated $2.5 billion, showcasing that there is considerable opportunity for Black-owned businesses like Pattern to enter the mainstream market. This is exactly what Ross hopes to see happen as the new Diversity and Inclusion advisor for Ulta Beauty. She told BusinessWire, “This work requires commitment and accountability from Ulta Beauty to ensure measurable goals are achieved. I am hopeful and optimistic our work together will create foundational change.” According to Ulta CEO Mary Dillon, the company is “deeply committed to leading purposefully with and for underrepresented voices across retail and beauty on our D&I journey.”

It’s Ross’s goal to support and uplift current and future brands, suppliers and companies created by and for people of color sold at Ulta as well as to assist the company in developing diverse and inclusive leadership as well as in their supply chain. They are committed to joining executive diversity and inclusion council summits quarterly. “For so many years, there had not been products for women who wanted to wear their hair naturally and didn’t want to put heat on it or hold themselves up to a white standard of beauty,” shared Ross with InStyle.

FEBRUARY 24: (EDITOR'S NOTE: Image has been converteAshlee Simpson, Evan Ross, Diana Ross, and Tracee Ellis Ross seated at a table at a charity event posing together smiling
BEVERLY HILLS, CA – FEBRUARY 24: (L-R) Ashlee Simpson, Evan Ross, Diana Ross, and Tracee Ellis Ross attend the 2019 Vanity Fair Oscar Party hosted by Radhika Jones at Wallis Annenberg Center for the Performing Arts on February 24, 2019 in Beverly Hills, California. (Photo by Kevin Mazur/VF19/WireImage)

She also told them, “I walked into my relationship with Ulta as a person who always was looking to create a more equitable space for women, for Black people, for people of color across the board. It’s something that is my guiding force and mission in my acting career and my producing. That is how I move through the world, so it was no different in the beauty industry. And it’s one of the reasons I decided to go with Ulta. Mary Dillon has been focused on and fighting for inclusion and diversity at Ulta from when I started my relationship with them, and none of that has changed through all of this.”

Commitment to Personal & Professional Growth

The actress has had a stellar career from playing lawyer Joan Clayton in the critically-acclaimed show “Girlfriends” in the 2000s to Dr. Rainbow Johnson in the award-smashing “Black-ish” and most recently Grace Davis in her biggest film yet [that also showcased her singing debut], “The High Note.” However, it has not always been simple or easy. Ross had to find her own way in Hollywood without falling into the shadow of her famous mother. She’s also felt the challenges of being a woman (especially single and childless) in a ruthless, patriarchal industry still holding on to antiquated social ideals. As Ross explained in a past interview with Oprah, “My worth just gets diminished as I am reminded that I have ‘failed’ on the marriage and carriage counts,” adding she spent “many years waiting to be chosen” until it occurred to Ross that her power to be happy relied solely on her. “Well, here’s the thing – I’m the chooser,” she said.

Ross uses her platform and her projects to help other women feel comfortable with choosing their own power verses yielding it to others.

During her 2020 People’s Choice Award speech for Fashion Icon of the Year, she explained, “I spent years playing dress up in my closet as a way to find some freedom or some power, and the more that I discovered who I really was – the more I was able to hone my creative expression through clothing. I wear my insides on the outside, and if featuring Black designers at the American Music Awards helps someone see the power of Black artistry, or if joining the call to wear black at the Golden Globes led to solidarity with women saying time’s up on sexual harassment, then you heard me loud and clear…”

On an episode of the podcast, Can’t Stop Watching, she mentioned pushing back against outdated gender norms in her portrayal of Rainbow. “What I did speak up about from the beginning was, ‘Why am I carrying laundry?’ ‘Why am I the person in the kitchen cooking right now, when this has nothing to do with the scene?’…And I started coining them as ‘lady chores.’ ‘Why am I doing the lady chores?’ ‘Can’t Anthony [Anderson] do the lady chore?’” She was adamant that this role shouldn’t mimic the usual “sitcom wife” and that society can benefit from this kind intentionality in our programming.

“I don’t believe they’re ‘lady chores.’ I believe they’re house chores.

Laurence Fishburne, Tracee Ellis Ross and Anthony Anderson speaking as a panel onstage
BEVERLY HILLS, CA – AUGUST 04: (L-R) Actors Laurence Fishburne, Tracee Ellis Ross and Anthony Anderson speak onstage at the ‘Black-ish’ panel discussion during the Disney ABC Television Group portion of the 2016 Television Critics Association Summer Tour at The Beverly Hilton Hotel on August 4, 2016 in Beverly Hills, California. (Photo by Frederick M. Brown/Getty Images)

And I don’t believe that we should assume, because I believe every relationship is a negotiation between two people about what each of them feel comfortable doing, and I think the more that we portray that on television, the more that that becomes the reality out in the world, or matches the reality that the world actually is,” she said.

On Power, Politics & Progression

We connect to our personal power in so many ways and on varying levels. One issue that Tracee Ellis Ross advocates we should focus our power on is promoting positive social change in our government, specifically through activism and the vote. Ross was included in the 2020 Democratic National Convention lineup and spoke to Geoff Edgers, of the Washington Post, previously on what it was like when she was first asked to assist the DNC during the Obama administration as well as the relevance of her platform. “…I don’t think I knew at that time how personal politics were. They felt like something that was out of my reach. So for me, the [2020] DNC felt like a sort of an evolution from where I already sit. The career I have is about storytelling, but I’m more than an actor. I’m a producer and a founder of a hair company and a CEO. I’m an American citizen. I’m a black woman,” shared Ross.

These different, but inclusive, identities drive her pleas to other black and women voters to harness their powers and use their voices to bring about necessary changes in this continuously discriminatory and marginalized society. “It takes a lot of courage to advocate for yourself. As a woman, and as a Black woman, advocating for yourself is actually a form of resistance. It is how each of us push the world, to make sure that the real estate matches the reality of who we are and what we deserve,” Ross said in a chat with fellow Golden Globe-winner Kerry Washington for Elle this past August.

“And every courageous act that a marginalized person takes opens up a space for somebody else,” she continued. “…The system is mirroring back a powerlessness. That’s not the truth, but we so often believe in the system—because how could you not?—and you think that’s the truth.” She went on to discuss the value of power in community. “That is one of the ways that the system keeps you powerless. The system says, you’re alone in this, it’s only you. The more that you link arms and realize the fellowship that occurs in the same feelings, the more power you have.”

As for her haircare line, Ross to InStyle she believes her company to be “inherently political, because the celebration of Blackness in the face of racism in and of itself is a political act of resistance.” Pattern supports multiple related initiatives such as the Crown Act, the African American Policy Forum and United Way Worldwide, specifically as it relates to their programs helping Black communities which have been disproportionately affected by COVID-19.

Ross told Yahoo Finance this past December, “Particularly during this pandemic, it was a little scary. And I think so much of what’s happened in this very unprecedented time has really reinvigorated my mission for the company, my intention and my promise of the brand.” Ross, with her tenacity and graceful perseverance, reminds us to be unapologetic with how we acknowledge and use our inner power. It is our own. Without our permission, our power cannot be taken; it cannot be shaken; it cannot be broken.

Leaders of Impact Honors Great Mentors and Leaders, Seeks Nominations
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Sara Khoudary smiling wewearing red dress

According the U.S. Small Business Administration, mentors help small businesses to improve their chances of success and longevity.

They report that 70% of small businesses that received mentoring were still open five years later, which is a typical benchmark. Additionally, they report that in the same survey, 88% of business owners say that having a mentor was invaluable. Those who have excellent mentors can now nominate them to be recognized for their great leadership in Entrepreneurs of Success’ program, “Leaders of Impact.”

“There are so many excellent mentors out there who help lead entrepreneurs toward success,” explains Sara Khoudary, founder of Entrepreneurs of Success and the Mentor Momentum Community. “It’s time that they get the recognition they deserve, and we are going to help them do just that. We look forward to the nominations, selecting the winners, and sharing their words of advice with the world.”

A mentor is someone who guides you, helps you move past challenges, and provides you with the listening and feedback that is so often needed in the entrepreneurial field. Mentorship is often considered to be the missing link that businesses need. Those who have had a great mentor can nominate them for the “Leaders of Impact” recognition program, sharing how they have helped make an impact and leave a legacy.

Entrepreneurs who have had a great mentor can share how the person encouraged them, helped their business, and what that type of support has done for overall impact. Winners will be recognized in a virtual event in June 2021, they will be featured in their Mentor Momentum Community, and they will get to participate in a live event, have the option to become a honorary contributor to the community, be added to the website as a “Leader of Impact,” and become eligible to be nominated for the annual “Marion Award.”

“Think about who it was that helped you, guided you, and supported you along the way,” added Khoudary. “Now is the time to give back to them with this nomination so they are recognized for their selfless contributions. It’s an honor to be nominated for such an award, and an even bigger honor to be selected as a winner.”

Entrepreneurs of Success offers memberships to entrepreneurs, providing them with tools that will help them be more successful. In addition to joining a networking group like this, here are some additional ways that entrepreneurs can increase their chances of being successful with their business ventures:

  • Get a mentor. A great mentor can make a world of difference. They will help provide guidance, challenge you, and give you the insider tips that you need along the way.
  • Hire right. Who you hire can literally make or break your business. Hiring the right people for each position will ensure that your goals are being met, your business reputation will be protected, and you will have a team of people helping you succeed.
  • Keep learning. Nobody knows everything. Always stay humble and be open to learning new things. When you are willing to continue learning you will grow both mentally and professionally.
  • Check the attitude. Our attitude goes a long way toward helping us to be more successful. Focus on trying to become a more positive person who looks for the good and has gratitude.
  • Always set goals. Don’t leave things up in the air. Instead, have goals that you will use as milestones along the way. Even if they are small, you will know that you are meeting the achievements that you want.
  • Inspire others. When you inspire others you will end up bringing out the best in your team, create loyal customers, and you may end up being a mentor yourself.

This nomination opportunity will put a spotlight on great mentors who have a desire to leave an impact and legacy for their contributions. They are people who want to see others succeed and are happy to share what they know with those who need the guidance.  Nominations for the “Leaders of Impact” award program will be accepted through April 9, 2021. To nominate a great mentor, visit the site at: https://entrepreneursofsuccess.com/leaders-of-impact/.

About Entrepreneurs of Success
A community of seasoned successful mentors, Entrepreneurs of Success is focused on helping people to succeed. The community provides the guidance and contributions that help businesses succeed, overcome challenges, and become supercharged. The mentors provide insight, motivation, and share proven methods to take a business to the next level. To get more information about the company, visit the site at: https://entrepreneursofsuccess.com/.

The Women who Power Formula One: Engineers, Mechanics and Directors on their role in changing a man’s world
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Mick Schumacher of Germany and Alfa Romeo Racing talks with Alfa Romeo Racing Head of Race Strategy Ruth Buscombe on a track walk during previews ahead of the F1 Eifel Grand Prix at Nuerburgring on October 08, 2020 in Nuerburg, Germany

By Niamh Lewis, ESPN

Twelve years ago Chloe Targett-Adams joined Formula One as a corporate lawyer, and is now the sport’s director of global race promotions.

When she walked into the office for the first time, there were more women present than anywhere else she had worked, and it was the first time she had a female boss — Sacha Woodward Hill, who joined F1 in 1996 as a general counsel.”That was in a time when it [F1] was known to not have any women in it,” Targett-Adams told ESPN. “It was a mixed perception even then.

Photo by Clive Mason – Formula 1/Formula 1 via Getty Images

“We know in the past there were female drivers, although sadly not for many, many years. Whether it’s a female thing or not, there’s not many of us in public facing roles, if any. I think that’s always, for me, one of the most interesting things about Formula One.

“As much as there is still to do, there was a real base of women and that’s something that is really important for us to remember. There are all these incredible women who really paved the way before us, whether that was from a commercial side and marketing and PR, legal or business, and even a bit on the engineering side and a little on the driving side so what that shows to me is F1 is not necessarily discriminatory against women.

“It’s just that we’ve not done enough to really open up access and showcase women working in the sport that there always has been, that actually it is a really great place for women to work and to build a career.”

But an ESPN survey can reveal the extent of the lack of women within the sport. Although 38% of Formula One Management’s 569 employees are female, data from teams is substantially lower.

On the public-facing side (discounting grid girls, whose role in the sport was revised in 2018) there have been few women in the sport’s 70-year history. The last woman to drive in a grand prix was almost half a century ago. Three women have been involved as development drivers within the last eight years but none have got further than a first practice session.

Other than drivers, only two women have managed teams, and neither are still working in the sport.

ESPN surveyed all 10 F1 teams on how many women are in senior roles within the team, and of the race team — the core performance group who travel to grands prix — what percentage are women:

Mercedes has the biggest workforce with around 1,000 employees. 117 of those are women, and 31% are in senior roles. In Mercedes’ core race team of 65 people, four are women, and of a further 20 people working at the factory in the race support team, four are women (20%)

Haas, who are the smallest team on the grid — a fraction of the size of Mercedes, employ 167 people, 15 of whom are women (9%)

McLaren have 66 people who regularly travel in the race team, five are women, and one woman is in a senior management role

Alfa Romeo said like all teams the size of the race team varies, but on average there are 51 people regularly travelling to races, of these five are women (9.8%). As for the F1 side of the company 13 women work in senior roles

Red Bull, Ferrari, and Williams did not respond to ESPN’s survey. Aston Martin and Alpine said they were unable to provide the requested information, and Alpha Tauri said: “Whilst we do have a high level of females in senior roles here at the factory we don’t have in the race team.”

There are women who work as engineers, directors, in marketing and hospitality for teams and across the F1 business. The numbers are small, but they have important roles.

On Alfa Romeo’s pitwall is senior strategy engineer Ruth Buscombe, who says although she was inspired by legendary F1 engineers Paddy Lowe and James Allison, a female engineering role model was missing.

“I think that was one thing I was really missing — although there were women working in Formula One you couldn’t see them, and it’s very difficult to be what you can’t see,” Buscombe told ESPN.

“Rather embarrassingly, I went from wanting to be a princess to wanting to be a Formula One engineer, there was no happy middle. I always loved maths at school and enjoyed the problem solving part of it. When I realised you could do maths in sport and competition that was the coolest thing in the world for me. My focus then was doing the subjects that people who went into F1 did.

“I was very lucky that when I turned up to secondary school aged 11, my maths teacher’s daughter was studying engineering at Cambridge and she was my hero — I was like ‘if she can do it then I can do it’. She went on to be a pilot and is a brilliant lady, she is maybe not as famous a name as James Allison, but Emily Todd was my inspiration.”

Mercedes’ wind tunnel technician Dr Kathryn Richards told ESPN her venture into studying STEM subjects, and subsequently F1, started when her aunt took her plane spotting at an airport. She was hooked, and her father took her to Silverstone in 1986 to watch a grand prix. The seed was planted and she went on to study aerospace engineering, and gained PHD in vehicle aerodynamics.

“I was a big fan of Michael Schumacher at the time,” Richards says. “I wanted to go to the Benetton factory and see the wind tunnels. I wrote a letter and it was picked up by a guy called Willem Toet [Australian F1 aerodynamicist and now sales manager at Alfa Romeo] and he replied and said yes, come along and bring a guest.”

As Richards comes towards her 16th year at Mercedes (formerly BAR-Honda when she joined), she says Toet’s support when she was starting out as a student was key: “If it hadn’t been for him I wouldn’t be where I am today.”

Of the women ESPN interviewed, there were mixed responses on how aware they are of gender bias on a regular basis.

Steph Carlin, commercial manager of Formula Two team Carlin, told ESPN it just takes one comment to be reminded of inequality.

“For the majority of the time, it’s a really rewarding job so I don’t see myself as a woman in a male dominated industry, I just feel like most of the time I’m trying to do the best job I can,” she said.

“We have 15 drivers at Carlin and that’s different every year, and different driver managers, and then all of a sudden you’re woken up with a bit of a jolt when somebody would prefer to speak to Trevor [Carlin, team founder] instead of me. It doesn’t happen very often and most of the time I don’t even think about being in a male-dominated environment but every so often, maybe once a year, there will just be somebody who would like to speak to Trevor because he’s the person they feel they need to speak to and normally Trevor will say ‘no Stephanie will deal with that.’

“It’s only when you have conversations like this and you look around and how many other women are there at a management level in racing, it’s still quite rare.”

For Richards, being the only woman in her department and the only wind tunnel technician in the sport doesn’t bother her. At Mercedes, she has a few aerodynamicists who are women for company. But she has inspired more women to study STEM subjects and taken on women for placements and work experience with the hope there will be more coming through.

“I’m quite used to it now actually, it doesn’t really bother me,” she says. “When I went through college there were women on my course so I’ve been quite used to it since an early age and I just accepted it straight away when I started. I’ve never had any problems, I get on well with guys, I’m almost like one of the guys and sometimes act as them as well but I don’t have a problem.

“I’ve managed to get some young females in work experience. One of them wants to be a driver, another wants to be a mechanic. So in that perspective it’s made a difference on some people’s career paths.”

Buscombe says it depends who you’re surrounded by. “Certainly in Alfa [Romeo] it’s definitely not a factor, when I was hired the team principal was a woman [Monisha Kalternborn who departed in 2017] so you can really see the environment there. They just want the best.

“I think there is [an unconscious bias]. I think if you asked everyone in F1 and their results were anonymous they probably would say as a result of their upbringing they have to challenge their own beliefs and their own perception of what makes an engineer.

“That’s not necessarily just male, it goes for women, we all need to make sure we don’t walk into a room with subconscious bias and create opinions about someone because of the way they look, the colour of the skin, what they believe or who they love, and it’s a unanimous problem that all sports and companies have. It’s only going to get better if everybody checks their privilege at the door and focuses on being aware of bias and once you’re aware of it you have a chance to challenge it.”

How important is it to have a public-facing role model, like a driver? Targett-Adams says: “I think it’s really important because the more visible females you have in Formula One, the more obvious it is for a young girl to show that that is something that’s possible from any background that you don’t think, ‘oh, that’s for other people’. And it’s that it’s about inspiring the next generation, isn’t it? But also about creating those opportunities.”

F1’s director of marketing Ellie Norman told ESPN: “The most visible role is your driver and your team principles, but there are so many other roles, whether it is engineering or it’s marketing, there are lots of strong female role models leading and driving a lot of the business in Formula One.”

“We see more and more talented women in all roles throughout the paddock now. And in 2021 we have W Series joining so they’re going to be at eight events across this year. The role that W Series can play in women joining that racing triangle, because one of the brilliant things about F1 where it’s different to other sports is there isn’t a women’s team, so from a competition perspective, women have always been able to race against men and it comes down to: how good are you?”

How good are you, but also how much money do you have? Formula One is an exclusive sport and requires huge sums of money to compete.

“That in itself is a huge barrier for people of all backgrounds — that needs to be addressed. Scholarship system for all talent,” Carlin says.

“There’s nothing wrong with transparency and honesty,” Targett-Adams says. “No one is trying to hide away from anything. This is where we are and this is where we want to get to, so there’s a good start. Let’s not celebrate it [the lack of diversity], because you can always do better, but let’s acknowledge it.”

Read the full article at ESPN.

Precious Lee Is The First Plus-Sized Model To Walk The Versace Runway
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Precious Lee plus-sized model at a marver premier wearing a black bodycon dress

Precious Lee, a Black fashion icon from Atlanta, Georgia, sat down with Good Morning America to reflect on her historic achievement as one of the first plus-sized models on the Versace runway. The trailblazer, who was one of three plus-sized models to make history at the runway show in Italy last year, said she was overcome with emotion before her interview last week.

“I’ve always imagined myself on that runway,” Lee said. “I’ve always adored Versace. I grew up in a Versace home. We always loved Versace as a family.”

When she took the stage in Milan, Italy, the 31-year-old said she was thinking of her sister, who was also a model, according to Allure.

“The show was the day before her birthday,” Lee said. “Anytime I have a really big moment or just when I’m feeling the need for the energy of my sister — I felt her right before I was about to go out.”

As she relied on the energy of her sister while waiting for her turn to walk, Lee heard another comforting voice.

“I’m so focused and all of a sudden I was about to cry and then someone backstage was like ‘you’re the most beautiful woman in the world. Go!'” the Georgia native said. “I turned the corner and I zoned out and I started to float.”

In the midst of the momentous occasion, Lee became more grateful for all the support she received during her journey.

“It was an acknowledgment of how supported I’ve been,” she said. “It was such a proud moment of arriving at an actual dream.”

Lee has also made history as the first Black curvy model to appear on the cover of Vogue, according to her biography. Additionally, she’s appeared at New York Fashion Week for designers Christian Siriano, Tommy Hilfiger and Matthew Adams Nolan. Lee has also been featured in other magazines such as Glamour, Paper Magazine, V Magazine, Harper’s Bazaar, and M Le Monde. 

Read the full article at Blavity.

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Upcoming Events

  1. Women in Federal Law Enforcement (WIFLE)
    August 16, 2021 - August 19, 2021
  2. 2021 ERG & Council Conference
    September 15, 2021 - September 17, 2021
  3. Wonder Women Tech
    October 26, 2021 - October 29, 2021

Upcoming Events

  1. Women in Federal Law Enforcement (WIFLE)
    August 16, 2021 - August 19, 2021
  2. 2021 ERG & Council Conference
    September 15, 2021 - September 17, 2021
  3. Wonder Women Tech
    October 26, 2021 - October 29, 2021