Diversity Woman Magazine

WIN 2018

Leadership and Executive Development for women of all races, cultures and backgrounds

Issue link: http://diversitywoman.epubxp.com/i/927951

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Page 6 of 51

d i v e r s i t y w o m a n . c o m W i n t e r 2 0 1 8 D I V E R S I T Y W O M A N 5 F or too long, women have been rendered invisible in the workplace. Visibility equals representation, and if we want to have a voice, it's time to double down on diversity and inclusion. The Power of Visibility Women in the workplace—and especially women of color—oftentimes go unseen. We are overlooked, ignored, or even deliberately shunted away from the rooms where decisions are made. In our Take the Lead department this issue, Ellen Lee tells readers about a report that demonstrates how women of color tend to be "visibly invisible." She writes, "For instance, they may be invited to the table, but it is more for show, with their contributions and ideas disregarded. Or they are overlooked, despite raising their hand." A woman who is invisible is powerless and dependent upon those above her in the hierarchy to advocate for her. What's the answer? As numbers can increase visibility, I believe we need a renewed and deliberate focus on diversity. On page 31, Ruchika Tulshyan makes the case that we must double down on both diversity and inclusion, so workplaces bet- ter reflect our communities. Companies must champion mentors, sponsors, and robust programs that bring women out of the shadows and give them a seat at the table. Cheryl Boone Isaacs gets it. Boone Isaacs, the recently retired president of the Academy of Motion Picture Arts and Publisher's Page > A woman who is invisible is powerless and dependent upon those above her in the hierarchy to advocate for her. Sciences, led the organization that rep- resents what is arguably one of the most hostile environments for women in the United States—Hollywood. We all know how hard it is for a woman of a certain age to land a role in a film. Now we also know that many actresses have to pay another price to reach the top. Boone Isaacs's legacy is her successful push to dramati- cally increase the percentage of women and people of color in the academy. Many companies also get it. I am grate- ful to know firsthand and work with doz- ens of companies that prioritize women's advancement and implement strong diversity and inclusion programs. We need more companies to follow their lead. A Helen Reddy song I used to love has the lyrics "I am woman, hear me roar." I offer my own: we are women, watch us soar! Dr. Sheila Robinson Publisher, Diversity Woman

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