2024 Power Players in Diversity, Equity & Inclusion

Achan was appointed president and CEO of LiveOnNY in November 2021. Having started his career as an ICU nurse in 1999 at Mount Sinai Hospital, he is a veteran health care executive with 20+ years of leadership experience. He previously served as the president of the Hospital for Special Surgery’s Innovation Institute. His leadership roles have spanned clinical, operational, marketing, communications, crisis management, digital transformation, branding, and innovation and he has served in several C-suite roles.

What’s the most important lesson you’ve learned in your career so far?
For the first decade of my career, I lacked mentorship, sponsorship, or coaching. I believed it toughened me, fostering strength and success, so I hired those who faced similar challenges. I was mistaken. My early struggles as a first-generation American and college graduate in healthcare didn’t fortify me; they inspired me to ensure others didn’t face the same. Early mentorship and sponsorship, not hardship, improve our industry. I wish I’d known this from the start.

Why is diversity, equity and inclusion important to you and/or your organization?
To succeed, your strategic plan and execution must align with the community you serve. This requires diversity in your board, leadership, and workforce to reflect varied perspectives and experiences. This holistic approach ensures a clear vision from top to bottom, optimizing success and fostering continuous learning and innovation. Establishing accountability and creating an open platform for advice sharing and learning from mistakes accelerates growth from incremental to exponential levels.

What advice do you have for organizations looking to establish or improve DEI initiatives?
It begins with your governance and board composition, and then extends to your executive team and workforce. Staff observe if you are all about the “looks like” or “acts like” part in addressing disparities and promoting equity. Aligning with your community to drive success and meet their needs brings undeniable benefits. Stay true to your mission and align with the community to achieve your organizational goals with purpose.

Dr. Stephanie Akunvabey’s mission as a lifelong educator is to “create springboards that catapult historically mar­ginalized groups into places of sustained socioeconomic wellness and upward mo­bility.” Stephanie has dedicated her career to championing issues related to equity, and she currently serves as Pace University’s associate vice president for diversity and inclusion and chief diversity officer. Akunvabey holds an Ed.D. in higher and postsecondary education from New York University, and a B.A. from Agnes Scott College.

What’s the most important lesson you’ve learned in your career so far?
“This too shall pass.” There’s an ebb and flow to everything, careers are no different. Equity and Inclusion work is complicated, it gets into the nuance of humanity. There are tough moments that demand an exceptional level of moral, ethical and personal grounding. Remembering that even the most difficult moments are only temporary has been key to remaining steady during unpredictable storms that have tested my leadership capacity.

Why is diversity, equity and inclusion important to you and/or your organization?
Diversity, equity and inclusion are at my core. I’ve always loved learning from people whose experiences were different from mine. I majored in sociology and anthropology as an undergrad, this deepened my understanding of social issues and strengthened my appreciation for different cultures. At Pace, our mission of Opportunitas is a steady anchor for our DEI efforts. We aim to create an inclusive environment where faculty, staff and students can truly thrive. 

What advice do you have for organizations looking to establish or improve DEI initiatives?
I’m a big supporter of Shared Equity Leadership. If an organization wants to establish or improve DEI efforts, the work must be built on the notion that everyone has a role to play. One caveat- diversity, equity and inclusion are big concepts so, it can be easy for different stakeholders to have different interpretations of how initiatives should unfold. Clearly defining the scope/intended impact of the work at the initiative’s onset is crucial for success.

Michelle Andry has held the role of NYSERDA’s diversity, equity and inclusion (DEI) officer since 2021 and in this position, she oversees the implementation of NYSERDA’s five-year DEI Strategic Plan and serves as the leader of the DEI team. Previously, Michelle has been a member of NYSERDA’s NY-Sun and Energy and Climate Equity teams, with a focus on community stakeholder engagement, environmental justice, climate justice and equity considerations for the broad portfolio of NYSERDA’s initiatives. 

What’s the most important lesson you’ve learned in your career so far?
I’ve learned that leadership can exist in both expected and unexpected places within an organization. Succeeding in an effort is that much more gratifying when it happens because of people who hadn’t been seen as leaders before. Additionally, one of the most rewarding things I can do is support spaces where thoughtful and courageous people, who may not have been fast-tracked for leadership positions, have the chance to grow in their visibility as leaders.

Why is diversity, equity and inclusion important to you and/or your organization?
Only as an authentically inclusive and equity-focused organization can NYSERDA effectively serve New York. Because of this, NYSERDA is committed to growing a diverse and engaged workforce and building a workplace where all employees can contribute their unique perspectives and talents while also achieving their professional goals. We understand that by embodying these principles, we will see a growth in innovation and greater success in our work to achieve New York’s equitable clean energy transition.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Start by listening to your employees’ and other stakeholders’ diverse voices and experiences. Effectively resource and prioritize the cultivation of learning and development opportunities to increase dialogue about issues impacting people in your organization. Examine your organizational culture, policies and processes and integrate best practices to address inequity and improve the experience of all. Communicate and collaborate widely across the organization while maintaining leadership and organizational accountability and investment in them.  

Lisa Anselmo is EVP, communications and corporate services, at Optimum, which delivers advanced connectivity services including internet, mobile, and TV to approximately 4.7 million customers. She oversees all external and internal communications, serving as the company’s primary spokesperson and providing communications oversight over corporate strategy and the telecommunications, news and advertising businesses. Additionally, she leads events, travel and other corporate services. As former chief diversity officer, Lisa is committed to championing DE&I across the business.

What’s the most important lesson you’ve learned in your career so far?
Be your #1 advocate and don’t underestimate yourself. I have had some incredible opportunities at Optimum and throughout my career, but I had a clear vision for what I wanted in my professional life. I sought out roles that energized me and was transparent with my managers about my future. Being direct can be intimidating, but it’s critical that you put yourself out there, raise your hand, and ask for what you want.

Why is diversity, equity and inclusion important to you and/or your organization?
DE&I is core to our culture, and it’s important that our people reflect the communities we serve. In fact, the Optimum brand platform, “where local is big time,” reflects our commitment to our people and communities to ensure we are meeting their unique needs. It is important that we show up and create space for employees to be their authentic selves, which elevates the experiences and ideas that are essential for innovation and success.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Listen! The best way to foster a culture of inclusion is to establish ongoing listening and communications forums to hear from a diverse set of voices. At Optimum, we prioritize the employee feedback loop, which provides invaluable insights on our employee engagement and D&I efforts and results in direct communication between leadership and employees. By keeping a pulse on the organization and addressing their feedback, you can enable better business outcomes while driving engagement.

Roger is the east region market leader and managing partner of Deloitte’s New York City offices. With over 35 years of experience in finance and business leadership, he focuses on growth, relationship building, and advising senior management. Roger chairs multiple boards, including the Black Achievers in Industry and Braven New York, and serves on several national boards. He holds an MBA from Columbia University and a B.A. in accounting from Baruch College.

What’s the most important lesson you’ve learned in your career so far?
The most valuable lesson I’ve learned is the power of lifelong learning, which has been crucial for my career success. I continuously seek educational opportunities to enhance service to our clients and contribute to our firm’s mission. My commitment involves understanding client needs, fostering connections, and collaboration. I also focus on elevating voices, developing talent, and creating leadership opportunities within our community, paying forward the benefits of my ongoing education.   

Why is diversity, equity and inclusion important to you and/or your organization?
Diversity, equity, and inclusion is important because I firmly believe that while talent is universal, opportunities are not, often hindered by financial, familial, or societal barriers. Meaningful education and youth programs strive to equalize opportunities, facilitating economic mobility and breaking the cycle of poverty. This empowerment benefits individuals, their families, and communities, fostering generational change. Investing in these causes propels us toward a more equitable and prosperous future.

What advice do you have for organizations looking to establish or improve DEI initiatives?
To enhance DEI initiatives, organizations should start with comprehensive audits to understand current gaps and employee experiences. Commit to transparency by setting clear, measurable goals and regularly reporting progress. Invest in ongoing training programs to address unconscious biases and promote inclusive leadership. Additionally, create safe spaces for open dialogue and employee feedback. Finally, ensure recruitment, professional development and promotion processes are equitable, and actively seek diverse perspectives to foster a truly inclusive organizational culture.

Amanda Babine (she/her) is the executive director of Equality New York. She has been working in the social sector for the last 15 years, leading impactful campaigns and programs using an equity lens. Her focus has been on improving LGBTQI rights and supporting those involved in the child welfare system. She has been committed to improving policies and programs that will positively impact the community.

What’s the most important lesson you’ve learned in your career so far?
It is so important to find mentors and like-minded peers early on in your career. Those people are more than just co-workers and supervisors but people who you can count on to support you throughout your life both professionally and personally.

Why is diversity, equity and inclusion important to you and/or your organization?
Historically, the LGBTQ movement has lacked diversity in its leadership over the years. Many people have been left behind and it has caused a lot of harm. That means we must be vigilant in making sure we are creating leadership positions and training opportunities for those who have been left out like Transgender individuals, Black, Indigenous, people of color and those with disabilities.

Carlos Bannister is the NYC DOT’s senior deputy agency chief contracting officer, chief diversity officer, and chief MWBE officer, making him the primary designee to direct and implement policy and programs that impact the NYC DOT’s Disadvantaged Business/Minority and Women-Owned Business Enterprises (D/MWBE) participation. Under his leadership, NYC DOT has delivered over $900M+ in contracting opportunities to D/MWBEs. He believes procurement spending and awards should reflect NYC’s diversity and that there is plenty of opportunity for all.

Jonathan Beane began his role as the NFL’s senior vice president and chief diversity and inclusion officer in 2020. Beane spearheads the league’s overarching diversity, equity and inclusion strategy and implementation. Prior to joining the NFL, Beane served as the senior vice president of global diversity and inclusion for 21st Century Fox and has also held leadership positions in strategic planning, corporate responsibility and diversity and inclusion at Johnson Controls, Time Warner and Novartis.

Rodneyse Bichotte Hermelyn is the assembly member for Brooklyn’s 42nd Assembly District and chair of the Brooklyn Democratic Party. She is the Assembly’s majority whip, chair of the Subcommittee on Oversight of MWBEs and serves on several committees. As the 1st Haitian American woman elected in NYC and the first woman chair of the Brooklyn Democratic Party, she’s a DEI leader, whose achievements include passing groundbreaking laws empowering MWBEs, protecting LGBQT/women’s rights and advancing county party inclusivity.

What’s the most important lesson you’ve learned in your career so far?
As Rep. Shirley Chisholm said, “If they don’t give you a seat at the table, you bring a folding chair.” As a Black woman who has faced discrimination, I’ve learned you must be your best advocate for getting the opportunities you deserve, and that as unity is important and needed more than ever – you can go farther together than alone. And, I’d like to add, as a recent graduate from Brooklyn Law School: never stop learning.

Why is diversity, equity and inclusion important to you and/or your organization?
It’s important because I’ve seen countless communities and Black women – including myself – keep facing an uphill battle while dealing with discrimination. I’m driven to eliminate inequalities and fight discrimination through legislation and to help elect Democrats who will do the same while advancing inclusion at the largest county Democratic Party. It’s motivating to see the positive effects, such as my legislation helping NYC break records with $6 billion awarded last FY to MWBEs. 

What advice do you have for organizations looking to establish or improve DEI initiatives?
You can’t just make DEI a slogan or check off boxes; you need to actively improve it by gathering metrics and getting feedback from diverse groups (internal task forces are a great tool as well). The State and City’s MWBE Programs are great ways to improve DEI by contracting/hiring MWBEs and minority and women workers, while also providing benefits for your organization.

Dr. Butts, EVP and CDIO of Mount Sinai Health System is a visionary leader responsible for oversight, integration and advancing all aspects of diversity and equity for the largest health care system in NYC.  Under his tenure, the medical school and system have been recognized regularly by Higher Education Excellence in Diversity, the Human Rights Campaign for LGBTQ inclusion and quality care, DiversityInc Top Hospitals and Health Systems and as a Forbes Top 20 Employer for Diversity.

What’s the most important lesson you’ve learned in your career so far?
Challenging as the work is, it’s been a privilege to lead and support advancing DEI for a large health care system. The DEI space is always evolving and it is important to regularly assess the changing landscape to maintain relevancy and to meet people they are…

Why is diversity, equity and inclusion important to you and/or your organization?
Promoting and advancing effective DEI policies, programs and practices supports closing gaps in health care access and equitable care delivery and impacts health outcomes for marginalized people and communities. This also helps create a strong and vibrant health care community, leveraging the diversity of ideas and talents. Everyone benefits from effective and impactful DEI work.

What advice do you have for organizations looking to establish or improve DEI initiatives?
To successfully advance DEI, it is important to have a top-down and bottom-up approach, which is part of an overarching organizational strategy with visible, authentic and consistent leadership support. Measurable impact takes time and patience and requires clearly articulated and shared accountabilities across the organization. Be reminded that this is part of a journey, not a destination…