Power Players in Diversity, Equity & Inclusion

Sandra Altiné, is a human resources executive with nearly three decades of experience developing best-in-class DEI practices across a range of powerful and impactful organizations, including Moody’s, The FutureWork Institute, JPMorgan Chase, and currently, Meta. In her role at Meta, she leads a team of DEI practitioners that drive scaled solutions throughout the employee lifecycle to ensure DEI is integrated and measured into HR systems, practices and programs.

How do you define diversity, equity and inclusion?
Diversity is the mix of people that represent the complexity and uniqueness of every human being, for example, race, gender, sexual orientation, religion, etc. Equity refers to leveling the playing field to drive objectivity and fairness, by removing structures, systems and policies that hinder opportunity and access for all, especially underrepresented people. Inclusion is about creating a work culture where all employees feel heard, seen and can fully participate in their success and the company’s success.

What motivated you to become a DEI advocate?
Early in my career, I was one of the architects that helped shape the DEI strategy for the company I was working for at the time – it was the early 90s and D&I was in its infancy.. I had experience in ops management and leadership development and was asked to not only help develop the DEI strategy, but to execute the DEI learning programs – it was an amazing opportunity! And… I had sponsors rooting for me and my success. I also recognized that I was an anomaly for the Black woman experience – my managers invested in my growth, and I attended leadership programs, was coached and given just-in-time feedback, and was promoted at a rate comparable to my majority peers. I learned from other Black women that this was not the case for them, and through my new role, I learned the experiences of other groups – Women, Latinx, Black, Asian, LBGTQ+ – were vastly different from the majority. This shaped my drive for change and altered the course of my career. DEI work is ongoing, continues to evolve, and must be intentional, and I’m here for it!

What do you think are some of the benefits of promoting diversity, equity and inclusion?
As human beings, we’re all multifaceted and complex. DEI brings awareness to the diverse dimensions and experiences that exist. Understanding those differences is the foundation that helps eliminate bias in structures and systems, and that understanding begins to level the playing field. Everyone wants an equal shot; organizations, teams, companies want the best talent, and promoting DEI is how it starts. That said, we can’t stop there – we also have to be intentional about building equity into our systems so that we can break down barriers and ensure everyone has an equal opportunity to succeed.

Melissa G. Andrieux, Esq., is an experienced litigator who leverages her background in law to lead Dorf & Nelson LLP’s DEIB initiatives as the chief diversity officer. As a leading DEIB professional, Ms. Andrieux is regularly called upon to share her insights through speaking engagements, magazine features, and consulting. She is also the chief client relations officer, tapping into her experience in business development and recruitment to drive business growth within the firm.

How do you define diversity, equity and inclusion?
Diversity is the representation of different races, ethnicities, nationalities, genders, ages, sexual orientations, religious beliefs, military or veteran status, and disabilities. Diversity is the recognition that everyone is unique. Equity at its basic level is about leveling the playing field for everyone. Inclusion is a state of belonging, when people of different backgrounds, experiences and identities are valued, integrated and welcomed as decision-makers, collaborators and colleagues. Inclusion is being given a seat at the table.

What motivated you to become a DEI advocate?
It’s a very fulfilling career and very different from what I did as a litigator. Being in a DEI leadership role, I feel connected to the firm, colleagues and the community. One of the reasons I became a DEI advocate is to educate people about the importance of DEI and what it means to treat everyone with dignity and respect and give them all a level playing field.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
There are so many! When you make DEI a priority, every facet of an organization benefits, including the bottom line. DEI leads to greater innovation, improves your ability to recruit and retain top talent, and customers respond to DEI. Mostly, I think DEI just makes organizations and its people stronger, which boosts overall engagement. Who wants to be somewhere where everyone is the same. As they say, “variety is the spice of life”!

Lydia Aponte (she/her) joined the NYC Housing Development Corporation in 2018, where she currently serves as the director of human resources and chief diversity officer. At HDC, she is responsible for top-to-bottom HR strategy implementation, administration, and partnership across a wide range of subject areas. Lydia is a certified SHRM professional and has a bachelor’s degree from Marymount Manhattan College in communication arts and an executive master’s degree in public administration from Baruch College.

Roger is a financial expert and business leader with over 35 years of professional experience, leveraging financial, risk, regulatory compliance, and governance expertise to advise senior management and board members of public and privately held companies, including alternative investment vehicles. As Deloitte’s New York managing partner, Deloitte’s US headquarters and largest offices, Roger helps to drive client and business growth and build relationships with community organizations and business and civic leaders.

How do you define diversity, equity and inclusion?
Diversity is about representation; equity is the outcome of diversity, inclusion and anti-oppression actions; and inclusion is about understanding, embracing and leveraging the strengths so that all feel welcomed, valued and supported. Defining DEI can guide us as we consider how to take direct and purposeful action, ultimately elevating voices, developing talent, increasing opportunity, and building leadership pathways.

What motivated you to become a DEI advocate?
I’m invested in our community. We create a sense of community by making each other feel supported; ensuring that we all share a sense of belonging and connection. I get tremendous satisfaction from my work in this space. Academic acceleration for under-resourced youth has certainly been a focus area for me, as the work done in this space has the potential to change lives.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
From a professional perspective, diverse business leadership provides many benefits in today’s rapidly evolving world. When comparing low- and high-performing boards, high-performing boards are more likely to exhibit gender balance and inclusive behaviors. Companies with diverse management are also shown to be more likely to introduce new product innovations than are those with homogeneous equivalents. We are better served to be on a team that is not composed of like-minded individuals.

As chief diversity, equity and inclusion officer at Cushman & Wakefield, Nadine Augusta leads global DEI as a firmwide priority. This includes creating an environment offering equitable and fair growth opportunities for employees, and ensuring the firm brings diverse thought and expertise to its clients. With more than 20 years of experience, Nadine takes a holistic approach to DEI focusing on workforce, workplace and marketplace, with emphasis on recruiting, talent development and supplier diversity.

How do you define diversity, equity and inclusion?
Diversity is “the mix,” presence of difference in identities (visible and invisible). Equity is “the system,” enabling access, opportunity and advancement for all, while identifying and eliminating systemic barriers. Inclusion is “the experience,” every employee feels empowered, safe, respected and valued.

What motivated you to become a DEI advocate?
I am driven by the desire to create spaces centered on freedom and wellbeing. Environments that are more diverse, equitable and inclusive are more welcoming, supportive and safe, enabling all employees to be themselves and to thrive. Employees who are thriving deliver the best outcomes for the business.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Having a diverse, equitable and inclusive culture opens the door to attract and retain the best talent. We know great talent is not limited to one dimension of diversity and that talent who feel supported, respected, valued, and safe are enabled to do their best work. A diverse mix of talent enables better ideas, creativity, problem solving and risk management leading to better business outcomes. Environments that center DEI are more open, curious and welcoming.

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.

How do you define diversity, equity and inclusion?
All these terms are intertwined and in practice enhance one another. One thing that we don’t talk about enough in this work is the role of decision making. It is crucial in being an effective workplace and organization. A lot of places say they have a “diverse” staff but how many of those people are in a leadership role.

What motivated you to become a DEI advocate?
I have seen so many organizations share how “diverse” they are and when you take a closer look they do not have an equity or inclusion lens. For example, they will say “over 40% of our staff identify as BIPOC.” Then when you look closer, only 5% of those people are in a leadership role. It’s very misleading.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
If done right and it’s not just a box you check, DEI is so important and can have a positive impact on the organization.

Sima Sami Iskandar Bahous is the executive director for UN-Women, a United Nations entity devoted to promoting gender equality and empowering women worldwide. Ms. Bahous is a well-known champion for women and girls, gender equality and youth empowerment and advocate for quality education, poverty alleviation and inclusive governance. She holds a PhD in mass communication and development from Indiana University, a M.A. in literature and drama from Essex University and a B.A. in English literature from Jordan University.

Anne C. Bailey is the director of the Harriet Tubman Center for Freedom and Equity at Binghamton University. As director, Anne steers the center’s research, writing, and programs towards three main priorities: history and equity, educational equity and equity in the medicine and STEM fields. Anne is also a writer, historian and a professor of history at SUNY Binghamton. She earned her B.A. from Harvard University and her Ph.D. and M.A. from the University of Pennsylvania.

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 which impact the NYC DOT’s Disadvantaged Business/Minority and Women-Owned Business Enterprises (D/MWBE) participation. Under his leadership, NYC DOT has delivered over $700M+ 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.

How do you define diversity, equity and inclusion?
Diversity is about representation, equity is about fairness, and Inclusion is about welcoming/belonging. So for me, diversity, equity and inclusion is when everyone is accepted, valued, treated fairly, and empowered to reach their fullest potential.

What motivated you to become a DEI advocate?
My personal and family experience of facing roadblocks, challenges, and mistreatment due to ethnicity and race has motivated me to be a catalyst for change. Being a dad of three girls, I want to make it easier for them and the next generation to reach their fullest potential and have a fair shake to achieve their dreams without the unnecessary barriers and burdens due to biases.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Promoting diversity, equity, and inclusion welcomes various backgrounds, experiences, and outlooks that lead to more fresh creative ideas and problem-solving.

Danielle Barrett is an assistant commissioner and the EEO officer at the NYC Department of Environmental Protection, where she oversees the agency’s DEI initiatives. She is a certified DEI executive with more than a decade of combined experience in labor and employment litigation, program management, and training development. Ms. Barrett graduated with high honors from John Jay College of Criminal Justice and Buffalo Law School. She resides in Queens, NY with her loving husband.

How do you define diversity, equity and inclusion?
Diversity refers to our social identities and forms of expressions, and the intersectionality between them that make us uniquely who we are. Equity is affording everyone a fair opportunity to succeed by eliminating barriers to access, bias, and discrimination/harassment. Inclusion means intentionally pursuing a culture in which everyone feels a sense of belonging, and differences are celebrated for our collective growth and advancement. DEI principles help ensure a fair and respectful environment for everyone.

What motivated you to become a DEI advocate?
Becoming a DEI advocate stems from my passion for supporting fairness and justice for everyone, particularly women and girls. I was empowered early on by the women in my family to be a change agent. This inspired me to challenge the status quo regarding the role of women and girls in society, and to work towards changing this narrative by participating in student government, mentorship, volunteer work, and other platforms for fair representation and public service.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Today’s employers must prioritize DEI as a business imperative towards ensuring social responsibility and maintaining a competitive edge. Embedding DEI principles into every aspect of an organization’s operations promotes cultural agility, which yields a myriad of benefits, such as innovative solutions, better performing teams, and higher productivity. A robust DEI program also helps to ensure well balanced decision-making and equitable outcomes, as well as fosters a more engaged and resilient workforce.