2024 Power Players in Diversity, Equity & Inclusion

As global head of diversity, equity and Inclusion (DEI), Thelma leads the implementation of JPMorganChase’s approach to DEI and its integration into how the company does business. Thelma also retains her position as vice chair of Commercial Banking. Thelma is a member of the Executive Leadership Council. She sits on the boards of the New York Bankers Association and the New York City Ballet.

What’s the most important lesson you’ve learned in your career so far?
It is critically important to bring others along with you and give back some of those lessons that you’ve learned. The best advice I’ve received is to be honest with yourself about where you have opportunities for growth. Push yourself to improve your skills and surround yourself with leaders and mentors who will challenge you. You won’t always have all the answers, but there’s somebody out there who can support you along the way.

Why is diversity, equity and inclusion important to you and/or your organization?
At JPMorganChase, we’re working to implement an inclusive approach in how we lift up the communities in which we operate. We believe our commitment to the principles of diversity, equity and inclusion makes our company stronger and more profitable, as well as a better global corporate citizen. We’re helping to drive local economies, helping communities grow and helping to build personal prosperity. We all thrive when our communities thrive.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Inequity stifles economic growth. If you start with that fact, it becomes clear how engaging more communities and helping to create more equitable opportunities is just smart business. DEI is not a buzzword; its tenets should be a core ingredient in the design and execution of your business strategies and run with the same commitment and rigor as other parts of your business.

Glover is the president and CEO of the Diversity Action Alliance (DAA) and VP, chief diversity officer at Page. Glover is an adjunct professor of power, privilege, and difference, consults for Fortune 500 and high-profile clients, and is the immediate past and first Black woman president of PRSA-NY. Over the last five years, Glover has galvanized PR and communications’ most senior leaders around action toward transformative DEI advancements in the industry.

What’s the most important lesson you’ve learned in your career so far?
Listening is, by far, the most consequential thing you can do to create a solid strategy to address a problem, DEI work is no exception. Listening to and deeply understanding stories, data, stakeholder concerns, and business goals is a powerful way to inform a sustainable solution.

Why is diversity, equity and inclusion important to you and/or your organization?
A childhood military brat, our travels exposed me to people and cultures that cemented an appreciation for difference and the importance of equitable practices for a thriving community. Obtaining my degree in chemical engineering brought the value of diversity to life as I participated in groundbreaking innovations early in my career, all made possible by a wide range of perspectives. DEI competence can make or break a reputation, so in communications, it is uniquely paramount.

What advice do you have for organizations looking to establish or improve DEI initiatives?
The Executive Leadership Council just published a report in which the data supports that DEI initiatives must be endorsed by the top leadership – and that does not just mean the HR or DEI leaders, but the full C-suite, starting with the CEO. Putting adequate resources, measurable goals, and compensation-linked performance requirements behind DEI strategies and initiatives will ensure strong programs and outcomes. Your level of investment will directly correlate to the return impact.

Julissa Gutierrez, appointed by Governor Kathy Hochul as the State’s chief diversity officer, focuses on increasing the participation of women and people of color in State government. During the pandemic, she led the NYS Vaccine Equity Task Force and was named #1 on City & State New York’s MWBE Power 50 list. In 2024,  received LATINO Magazine’s Primera Award. She serves on the boards of NICE, Queens Public Library, and the University of Chicago Alumni.

What’s the most important lesson you’ve learned in your career so far?
One of the most important lessons I’ve learned is the power of listening and empathy. Just the growth to be a better listener has shown me that understanding the experiences and perspectives of diverse individuals is crucial. It allows us to create more inclusive environments and implement policies that reflect the needs of everyone.

Why is diversity, equity and inclusion important to you and/or your organization?
Diversity, equity and inclusion are vital to me because I’ve experienced the transformative power of inclusive environments. As a daughter of immigrants, I understand the challenges underrepresented communities face, fueling my passion for creating equitable opportunities for all. An inclusive environment shows that representation matters; seeing diverse leaders inspires and empowers others, reinforcing the importance of inclusion and showing that everyone has a place and a voice.

What advice do you have for organizations looking to establish or improve DEI initiatives?
To establish a strong foundation for DEI initiatives, leadership must be fully committed and visibly champion DEI efforts. Develop a comprehensive DEI strategy with specific, measurable goals and an action plan. Ensure DEI is a shared responsibility across the organization by setting clear expectations and holding everyone accountable for contributing to a diverse, equitable, and inclusive workplace. This commitment and structured approach will drive meaningful, lasting change.

Nancy Harvey is the chief diversity, equity and inclusion officer at the New York Power Authority (NYPA) where she provides leadership and strategic direction to create and support an inclusive, respectful workplace free from discrimination. A trusted advisor to leadership and colleagues, Nancy established NYPA’s Office of Civil Rights and Inclusion in 2017 to expand NYPA’s DEI efforts. Nancy was named the 2023 Woman of the Year by the New York Diversity Council.

What’s the most important lesson you’ve learned in your career so far?
Everybody in an organization is responsible for moving the needle on DEI. To foster inclusivity and allyship, we must meet each other where we are, creating opportunities to grow and advance in our careers and enjoy our shared success. At NYPA, we recognize that our unique personal perspectives and shared life experiences have the collective power to create a workplace where every voice is heard, every opinion is valued, and everyone belongs.

Why is diversity, equity and inclusion important to you and/or your organization?
Our workplace reflects the rich diversity of New York. Together, we are creating a culture that celebrates, supports, and finds strength in our differences. We cannot achieve the goals of the clean energy future without everyone in our organization sharing their talents and ideas. Our respect for individual differences and unique perspectives is necessary to drive innovation and ultimately help us advance New York’s ambitious clean energy goals.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Embrace inclusion as a business imperative. Improving access to help, resources and information will foster a healthy working environment where individuals can flourish professionally and develop the skills needed to drive innovation. Incorporating DEI training across an organization can help all team members understand the importance of creating a more equitable and inclusive work environment.

Kimberly Hill Ridley has proudly served as the first-ever chief disability officer in NY State under Governor Kathy Hochul since 2022. As a person living with a C5-C6 incomplete spinal cord injury since an accidental fall during her high school junior year in 1989, Kim has worked most of her professional life in the world of disability advocacy, spending 24 years working for the NY State Assembly on disability issues prior to her current role.

What’s the most important lesson you’ve learned in your career so far?
I have worked in state government for a long time and building and nurturing relationships – both with government colleagues and stakeholders – is by far one of the most important things a person can do in this field. The phrase “it takes a village” holds true within state government, and having trusted colleagues is one of the most productive ways to bring diverse voices to every issue we tackle, and usually results in the best successes.

Why is diversity, equity and inclusion important to you and/or your organization?
Despite the progress we’ve made, the disability community is still too often marginalized and unfairly excluded. Ensuring that people with disabilities are part of the DEI+A conversations helps to ensure that our community is afforded the same rights and privileges as all New Yorkers. Our office is a diverse group of nine individuals representing several different disabilities, and we try to model inclusion for the disability community daily.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Include people with disabilities amongst your DEI+A teams. Trying to make decisions about groups without their representation is not helpful. The disability community’s motto is “Nothing About Us Without Us.” Ask questions of the people with disabilities with whom you interact and include us in your DEI+A teams. We’re happy to help and eager to ensure that people with disabilities are included in all DEI+A initiatives. In other words, always add the “A” to DEI.

Wayne Ho leads the nation’s largest Asian American social services organization, reaching over 80,000 New Yorkers of all ages and backgrounds. Previously, Wayne held leadership roles at racial and economic justice organizations. He has received awards from government officials and nonprofit organizations and is often asked to speak at national conferences and to media outlets. Wayne serves on numerous nonprofit boards and government advisory commissions. He earned his B.A. from UC Berkeley and MPP from Harvard University.

What’s the most important lesson you’ve learned in your career so far?
It is important for nonprofit organizations to lead with our values. Externally, we must provide services and advocate for policy positions that reflect our values. Internally, we must promote opportunity and equity for all staff, especially people of color, women, LGBTQ+, immigrants, individuals with disabilities, and other marginalized communities. CPC serves and advocates for our community members who are Chinese American, immigrant, and low-income individuals, and we provide leadership and promotion opportunities for diverse staff.

Why is diversity, equity and inclusion important to you and/or your organization?
CPC employs over 5,200 individuals to provide services to over 80,000 New Yorkers of all ages and backgrounds. To remain the trusted partner to individuals and their families, we have been emphasizing our historic and continuing commitment to the Chinese American community while serving the diverse ethnic and immigrant populations throughout New York City. Promoting DEI helps us better achieve our mission because staff are embraced and empowered and community members are educated and engaged.

What advice do you have for organizations looking to establish or improve DEI initiatives?
DEI initiatives must go beyond symbolic gestures and must become substantive efforts. There are many ways to ensure that DEI initiatives make an impact. Have a DEI lead who reports to the CEO. Provide a budget for DEI initiatives. Form a DEI committee that reflects all levels of the organization and that has decision-making power. Communicate with all staff about the importance of DEI. These actions have all helped CPC’s DEI initiatives.

Nasreen has served as an account executive at Anat Gerstein, Inc. since 2022. Before joining that team, she helped bring local stories to viewers across the tri-state area with more than a decade of experience in broadcast journalism. She also served as the assistant director for student success at Pace University. She is a graduate of Rutgers University, where she earned a bachelor’s degree in journalism and English and a master’s degree in communications.

What’s the most important lesson you’ve learned in your career so far?
In the past, I have put my personal well-being aside for my career, but I’m learning that having a healthy work-life balance is important to my growth as an individual and as an employee. Having that balance only makes me better at my job. And while there may be times when I’m on deadline or a task needs immediate attention, I think it’s important to have time to switch off.

Why is diversity, equity and inclusion important to you and/or your organization?
At Anat Gerstein, Inc., as PR professionals working exclusively with nonprofit organizations, we recognize the need to assess the societal impact of our storytelling approach. We know that acknowledging biases is crucial, particularly for those against marginalized groups. I am lucky to work for an organization that aims to counter racism, sexism, and other biases in our narratives by prioritizing the use of inclusive language, asset-based framing, and the overall promotion of equity and inclusion.

What advice do you have for organizations looking to establish or improve DEI initiatives?
First off, I think organizations need to understand that while the need for DEI initiatives is immediate, change cannot come overnight. The DEI landscape is constantly changing and organizations need to stay abreast of those changes. Generally, I think organizations should prioritize listening to marginalized voices, foster inclusive workplace cultures and practices, and diversify leadership. Any efforts within DEI should be embedded into all aspects of the organization’s structure for any genuine progress to occur.

Margarita Larios is the founding executive director for the New York State Office of Language Access – the second of its kind in the country. Previously, Margarita led the Diversity and Inclusion Office at NYC Health + Hospitals, the largest public health care system in the country. Margarita grew up in Mexico City, where she received her B.A. from Universidad Iberoamericana, before immigrating to New York, to obtain her Master of Fine Arts from New York University.

What’s the most important lesson you’ve learned in your career so far?
Bringing my authentic self to work has been a journey, and I’m still working on it. However, I believe it is the foundation for an environment where others can feel comfortable bringing their true selves and thrive. This fosters the gratitude, respect, and curiosity essential for creativity to flourish. I’ve learned that a strategy rooted in commonality and kindness (always peppered with a sense of humor) is not just effective but personally rewarding.

Why is diversity, equity and inclusion important to you and/or your organization?
Many of us immigrated to New York because of the promise of opportunity. New York’s diversity is at the core of that promise, exemplified by our over 800 languages and dialects.  Language access is the path to achieving true equity, meaningful inclusion, and accessibility for all. Language justice is the key to creating belonging for everyone who calls New York home – no matter in what language.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Understand what diversity, equity, inclusion, accessibility and belonging look like for your workforce and those you serve. Participatory action research is crucial and should continue long after these principles are embedded into your policies and procedures. You will need committed strategic partners within and outside your organization as well as openness to discomfort, active listening and cultural humility. Remember that transformative change takes time: keep a roadmap and a growth mindset to stay motivated.

Long Island native Shanequa Levin is an award-winning social justice leader and author of the memoir Poverty’s Phoenix. She is the founder and CEO of the Women’s Diversity Network and founder of LI United to Transform Policing & Community Safety coalition, and the former director of Every Child Matters in NY. Shanequa champions policy changes for marginalized communities and develops programs addressing equity issues, while curating impactful diversity experiences, and celebrating cultures.

What’s the most important lesson you’ve learned in your career so far?
I learned that social change requires both community collaboration and persistent resilience. I discovered that uniting diverse voices and fostering inclusive dialogues are essential, with real progress coming from collective efforts that support those most affected. Additionally, I learned that maintaining steadfast commitment despite barriers is crucial, as this inspires continued engagement and motivation in the fight for equity and justice. I also learned that prioritizing self-care is essential while fighting for others.

Why is diversity, equity and inclusion important to you and/or your organization?
Diversity, equity, and inclusion are essential to me and the Women’s Diversity Network. As a survivor of childhood poverty, drug-addicted parents, an incarcerated father, and a teen mom, I understand the impact of systemic inequalities. These principles ensure that all voices, especially those of the marginalized, are heard and respected. By promoting equitable opportunities and fostering inclusivity, they aim to break negative generational cycles and drive impactful social change.

What advice do you have for organizations looking to establish or improve DEI initiatives?
I advise organizations to prioritize listening to marginalized voices, incorporate diverse perspectives into decision-making processes, and invest in comprehensive diversity, equity, and inclusion training. I stress the importance of creating a culture where everyone feels valued and supported, fostering open dialogue, and continuously evaluating and adjusting initiatives to ensure they are effective and inclusive. Additionally, I encourage building partnerships with community organizations and actively engaging in advocacy efforts to address systemic inequalities.

Donna Lieberman has been the executive director of the New York Civil Liberties Union since 2001 following 11 years as the founding director of its Reproductive Rights Project. Under her leadership, the NYCLU has developed an integrated advocacy model. Signature achievements include: reforming stop and frisk; passing the Reproductive Health Act; fighting education inequities in East Ramapo; and winning the Edie Windsor marriage equality case. She established the NYCLU’s Education Policy and Racial Justice Centers.

What’s the most important lesson you’ve learned in your career so far?
The arc of history may bend toward justice, but the battle for civil rights and civil liberties never stays won. It requires vigilance, courage, and a commitment to finding common ground with a broad spectrum of people.

Why is diversity, equity and inclusion important to you and/or your organization?
New York is a beautifully diverse city and the movement for social justice can only be successful if we reflect and are sensitive to that diversity in a profound way. Understanding and respecting differences is essential to building the bridges that connect us across racial, ethnic, religious, and class divides.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Learning how to manage conflict is essential to a successful DEI program. While many of us look to (expert) consultants for the answers, the answers lie in hard work, courageous conversation, and deep commitment throughout the organization.