2024 Power Players in Diversity, Equity & Inclusion

Ivelesse Mendez-Justiniano has been with NYC Health + Hospitals since 1994 and most recently served as the chief learning officer and interim chief of diversity and inclusion. She leads a portfolio inclusive of diversity and inclusion, strategy development, language access, gender equity, health equity, workforce development, The Corporate Learning Academy, talent management, volunteer management, and leadership development. Before joining H+H, she worked at the Park Slope Physicians Group and Caribbean Women’s Health Association.

What’s the most important lesson you’ve learned in your career so far?
Being mission driven and a public servant requires a level of selflessness, therefore one of the most important lessons I have learned in my career is the importance of being authentic in what you do to remain true to your own personal values. Secondary to that is the power of relationships. Relationships can help break down barriers, motivate, inspire and help you to move forward in this work.

Why is diversity, equity and inclusion important to you and/or your organization?
As a Puerto Rican woman with a family of different colors, I have experienced what it is like to have decisions made on how you look opposed to who you are as a person. NYC Health + Hospitals is mission driven and committed to ensuring that our employees and patients are treated equitably. We are aligned with the values of delivering high quality care to all regardless of race and/or ethnicity. Our DEI focus is paramount.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Have a good understanding of their current state in order to determine and create the roadmap for where you wish your organization to be within the DEI landscape. Be sure to set up a scope that has achievable milestones and continue to build on it. Keep your focus on your workforce and those you serve.

Iman Mergen is the founder and executive director of We Belong Here, a leading nonprofit organization championing safety and social justice for communities in New York. With over a decade of activism in human rights and humanitarian causes, Mergen’s commitment to empowering marginalized communities shines through her work. Her advocacy has garnered attention from global platforms, reflecting her dedication to building a world where everyone has equal opportunities.

What’s the most important lesson you’ve learned in your career so far?
Navigating through the workplace as a Muslim woman, I’ve learned that there will be many instances where I “don’t belong” or feel welcomed. Despite that fact, I’ve had to learn and re-learn that we must persist; by utilizing any privilege we have to break down barriers and foster representation for historically marginalized communities. If we want to see socially cohesive communities we must believe that we all have a responsibility towards that collective betterment.

Why is diversity, equity and inclusion important to you and/or your organization?
DEI initiatives help create a society where everyone feels like they belong. We Belong Here NY’s core efforts are to ensure that we create a community in New York where everyone feels safe, valued and supported regardless of race, religion, gender, etc. When we embrace DEI, we naturally foster harmony and mutual respect within communities.

What advice do you have for organizations looking to establish or improve DEI initiatives?
The research is clear, DEI initiatives are not only moral imperatives but also crucial to business success. Including DEI leads to the very organizational outperformance that all visionary nonprofits desire.

Marc H. Morial is president and CEO of the National Urban League, the nation’s largest historic civil rights and urban advocacy organization. As mayor of New Orleans from 1994 to 2002, Morial led New Orleans’ renaissance and left office with a 70% approval rating. A graduate of the University of Pennsylvania with a degree in economics and African American studies, he also holds a law degree from Georgetown University.

What’s the most important lesson you’ve learned in your career so far?
Having a vision for change is one of the most important qualities in a leader. Communication, flexibility, and knowledge are needed on a day-to-day basis, but a goal is what drives the initiative to the end. I call my leadership philosophy – and the book I wrote about it – The Gumbo Coalition. A diverse team, like a well-balanced recipe, can yield a delicious result that is greater than the sum of its ingredients.

Why is diversity, equity and inclusion important to you and/or your organization?
Diversity, equity, and inclusion have always been the cornerstone of the National Urban League’s advocacy and services. DEI in the workforce fosters an environment for people of all backgrounds to exist without discrimination, but rather with appreciation, for their unique experiences and skills.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Creating and nurturing a diverse, equitable, and inclusive workforce requires a well-defined plan that sets specific and measurable goals. It’s an active, not passive endeavor. Inclusive and diverse teams are more innovative, more productive, and better at making decisions. When employees’ identities are celebrated and respected, they are far more likely to take pride in their work and look forward to it.

Aaron Morris is the executive director of Immigration Equality, a national nonprofit fighting for the rights of LGBTQ and HIV-positive immigrants. He and his team protect and empower queer and positive people through legal services, impact litigation, and policy advocacy. For years, Aaron served on the NYC Bar Association’s Committee on LGBTQ Rights and the Special Committee on HIV/AIDS. Previously, he was a staff attorney at the U.S. Court of Appeals for the Second Circuit.

What’s the most important lesson you’ve learned in your career so far?
As a person who is a queer-identified advocate for immigrants, I have worked with hundreds of LGBTQ people from all parts of the world. Many come to the U.S. fleeing persecution and torture because of their sexual orientation and gender identity. What I have learned is that refugees possess great strength, resilience, and determination. And when we welcome refugees into the U.S., they bring remarkable innovation, ingenuity, and creativity to the nation.

Why is diversity, equity and inclusion important to you and/or your organization?
Promoting diversity, equity, and inclusion offers numerous benefits at both individual and organizational levels. When people with diverse backgrounds, experiences, and perspectives come together, it fosters a rich exchange of ideas, increasing innovation and creativity. Inclusive environments encourage the participation of individuals with diverse perspectives, which leads to more informed decision-making processes. Embracing diversity and inclusion fosters social cohesion, harmony, and mutual respect within communities.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Sometimes, starting a DEI process can feel overwhelming. But I think it’s best not to think of it as a process with a beginning and an end, but rather as an ongoing effort that improves the organization over time. Take that first step in the right direction, and then just keep moving forward. I am so thankful to everyone at Immigration Equality for making this work a priority, especially those on our DEIB committee!

Priya Nair is a lifelong New Yorker, strategic DEI leader, and LGBTQ+ policy expert. Priya is currently the deputy chief diversity officer for Governor Kathy Hochul. Previously, Priya served in roles throughout New York City and State government, including with NYC Health + Hospitals and the New York City Council. Priya has been recognized for their leadership by multiple outlets, such as City & State, Crain’s New York Business, and PoliticsNY and amNewYork.  

What’s the most important lesson you’ve learned in your career so far?
I’ve learned that building strong relationships with colleagues is just as important as writing memos or preparing for meetings. Rather than only reaching out when you need something, take the time to get to know the people that you work with. Remember their birthday, follow up about their sick pet, and ask what they’re passionate about. Authentic relationships help to build trust, improve collaboration, and also make being at work more joyful. 

Why is diversity, equity and inclusion important to you and/or your organization?
Although DEI may be new vocabulary for people, DEI is rooted in a long history of fighting for civil rights and is connected to movements for LGBTQ equality, reproductive justice, racial equity, and much more. While other states attack DEI, New York State is continuing to ensure that communities not just survive, but also thrive. When everyone is included, we all benefit. As Governor Hochul has said, “diversity is our greatest strength in New York.”

What advice do you have for organizations looking to establish or improve DEI initiatives?
DEI is not a one-person or one-team job. While hiring a chief diversity officer is an important step to ensure staff capacity and leadership to support the work, it is also crucial for organizations to embed DEI throughout their policies, programs, operations, and culture. DEI initiatives will only be successful when they aim to not only change individual hearts and minds but also change systems to make them work better for all.

With over 30 years of experience across various sectors, including higher education, business, U.S. Military, and state government, Dr. Nazario y Colón is an accomplished administrator. He pioneered the position of chief diversity officer at Western Carolina University, a role he held for seven years. He holds a doctorate in higher education leadership from Western Carolina University, a master’s in secondary education from Pace University, and a Bachelor of Arts in Spanish Literature and Latin American Studies from the University of Kentucky.

What’s the most important lesson you’ve learned in your career so far?
Don’t look back. As I was coming up in my career, I spent time reviewing my work and considering what others perceived of the results. The best leaders are those who look forward and ask themselves and others what needs to be done.

Why is diversity, equity, and inclusion important to you and/or your organization?
We are all a part of humanity, and diversity, equity, and inclusion is about everything we do that allows ourself and others to achieve greatness and make new discoveries. SUNY recognizes we are a launching pad for the rest of the country and we must always strive to do more to break down barriers so that the generations have access to an excellent education and succeed in life. 

What advice do you have for organizations looking to establish or improve DEI initiatives?
In so many cases the blueprints haven’t been written and leaders need to make tough decisions on what action to take. SUNY is looking at DEI with a wide lens – from how we support our students where they are in life to attracting new students from the military, adult learners, and those in underserved communities. And we are involving the SUNY family at all levels with executive programs for emerging leaders, and faculty recruitment programs to ensure the diversity on our campuses mirrors that across our state. The journey can be uncomfortable. Believe in the work, be willing to be creative, and you will achieve great things for people.

Ana Oliveira’s unwavering commitment to improving the lives of those in greatest need enabled The New York Women’s Foundation to increase grantmaking from $1.7M to approximately $10M annually to benefit over 6M women and girls across NYC. Throughout her career, Ana has been a thought leader on issues of social and economic inequity, gender, and criminal justice, leading cross-sectoral partnerships to advance justice and serving on the Independent Commission to study Criminal Justice Reform in NYC.

What’s the most important lesson you’ve learned in your career so far?
A key understanding of The Foundation’s work is that problems and solutions exist in the same place. By actively listening to and collaborating with community leaders who intimately understand their unique challenges, we can develop solutions that are both effective and sustainable. This approach not only respects the lived experiences of those affected but also ensures that our efforts are genuinely impactful and aligned with the true needs of the community.

Why is diversity, equity and inclusion important to you and/or your organization?
Diversity, equity, and inclusion are essential because they reflect The Foundation’s mission of promoting cross-cultural alliances that transcend zip codes of birth. By centering the problems and solutions of under-resourced communities of color, we ensure our efforts address real, lived experiences. This inclusive approach not only fosters effective and meaningful change but also helps build a stronger, inclusive, and more resilient community where everyone’s rights and contributions are valued and uplifted.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Organizations must establish a trusting relationship that prioritizes radical generosity. This involves investing in people without limitations, even when no one else does, because transformative change requires bold support. Organizations must listen to and invest in the communities they serve, recognizing that problems and solutions live in the same place. By following the lead of the community and supporting solutions that address the root causes of inequality, organizations can create lasting, inclusive change.

Dr. Cindy Pace is global chief diversity, equity and inclusion officer at MetLife. Dr. Pace leads the global DEI strategy for the enterprise with more than 45,000 employees across the world. Aligned to the company’s business imperative, the strategy drives and promotes DEI as critical success factors to fuel innovation, cross-cultural collaboration and business success. Dr. Pace is the executive producer and host of the MetLife sponsored Inclusion Begins with Me: Conversations that Matter podcast.

What’s the most important lesson you’ve learned in your career so far?
Move beyond your passions. Invest time and effort to discover and pursue your purpose.

Why is diversity, equity and inclusion important to you and/or your organization?
At MetLife, DEI is a critical part of our business and driver for innovation. It’s how we live our purpose – always be with you, building a more confident future – for all of our stakeholders. Inclusive behaviors foster collaboration, enhance team performance and expand the breadth of ideas available for effective problem solving. That is why we foster a purpose-driven culture where all employees feel valued, respected and heard.

What advice do you have for organizations looking to establish or improve DEI initiatives?
DEI never stops changing, and it’s important to ensure you are always creating an environment where everyone feels comfortable bringing their whole selves to work and engaging in meaningful conversations. In our annual Sustainability Report, we share examples of how, by cultivating a purpose-driven and inclusive culture, we’re able to better meet the needs of our employees, customers and communities. 

Arva Rice has dedicated herself to creating pathways to success for young people. Arva currently serves as president and CEO of the New York Urban League, which leads the way underserved African Americans are educated, employed, and empowered across New York City.  Arva is the former interim chair of the Civilian Complaint Review Board and a member of the Nonprofit Advisory Council of the New York City Mayor’s Office of Nonprofit Services, among other organizations.

What’s the most important lesson you’ve learned in your career so far?
The most important lesson that I have learned is the only people that do not make mistakes are people not doing anything. It is important to keep making new mistakes. The new mistakes show that you are trying to pivot to address emerging community issues in different ways.  Although mistakes are frustrating, they are an opportunity to grow and model adaptive leadership to those we lead.

Why is diversity, equity and inclusion important to you and/or your organization?
Diversity, equity and inclusion are central to the New York Urban League’s core. They are even more important today as state legislatures are leading attacks on voting rights, books are being banned, and women’s rights are being dismantled. Those who wish to reverse key civil and economic advances are utilizing the legal system to limit access to higher education and the workforce. This is why the New York Urban League fights today to change tomorrow.

What advice do you have for organizations looking to establish or improve DEI initiatives?
I would encourage all DEI programs to have an internal and external focus. DEI efforts should extend beyond cultural exchanges and guest speaker series to setting goals for hiring, retention, and promotion. DEI internal efforts should include establishing supplier diversity programs and examining how and who manages their loan portfolio. External efforts should focus on philanthropic investments that serve and are led by people of color.

Nsombi B. Ricketts joined The Rockefeller Foundation in January 2024 as vice president of diversity, equity, and inclusion (DEI). She was the inaugural vice president for DEI at Pratt Institute and held various senior leadership roles at Northwestern University and the Johnson School at Cornell University. She also worked at American Express, AON Consulting, Princeton Review, and Kaplan Test Prep. Nsombi holds a B.S. degree from Northwestern University and an MBA from Emory University.

What’s the most important lesson you’ve learned in your career so far?
I have learned that intentional networking, relationship building, influencing without authority, and continued professional development are essential to being an effective diversity, equity and inclusion leader in a field that is always evolving. I have also learned the importance of being open to new experiences and opportunities outside of my comfort zone and having the courage to take risks and make timely pivots to advance my career trajectory. 

Why is diversity, equity and inclusion important to you and/or your organization?
As a Black woman with a visual disability, being an advocate and champion of diversity, equity, inclusion has always been a passion and a personal crusade for me. At The Rockefeller Foundation, it is critical that we incorporate a DEI lens in our thought leadership, policy work and convenings, with the grantees and partners we support, and in the alliances that we build to further our mission and accelerate climate transformation.

What advice do you have for organizations looking to establish or improve DEI initiatives?
Organizations that thrive view DEI as a strength and figure out how to capitalize on it to develop innovative solutions. To be successful, you need consistent leadership commitment and engagement; continued investment of resources; buy in from middle management; shared accountability and empowerment of staff; a strategic plan with clear goals/metrics; data transparency to track progress; and a willingness to have difficult conversations and make necessary changes in policies and procedures to improve DEI.