Power Players in Diversity, Equity & Inclusion

Dr. Richeleen Dashield is the chief diversity officer at NYU’s Silver School of Social Work, advancing DEI initiatives through partnerships. She has a B.A. from Colgate University, an MBA from Rutgers University, an Ed.D. from Rowan University, and senior experience in human resources, social equity, and multicultural affairs. Dr. Dashield’s recognitions include Into Diversity Visionary Leadership (INSIGHT), NYC Latino Coalition Social Work Advocate of the Year, and NYU Nia Award for Belonging and Inclusion.

How do you define diversity, equity and inclusion?
The intentional and continuous community engagement in advancing the democratic principles of this nation to move from access and opportunities toward equitable outcomes that acknowledge the diversity of people’s lives, and history, and understanding of differences. DEI centers the dignity and worth of all individuals through the critical examination of humanity in policies, practices, and organization structures.

What motivated you to become a DEI advocate?
From the slave ship to higher education leadership, my ancestor’s history informs my daily practice as a DEI advocate. Most notably, my mother embedded abundant joy in service of the most vulnerable communities by leading with love and liberatory practices to end oppression and ensure the freedom to learn, live, and work. My advocacy is grounded in empowerment, partnership, diversity accountability research, climate support, and the development of the next generation of leaders.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Diversity, equity, and inclusion build organizational capacity for leaders to analyze and uncover patterns that hinder organizational progress to end inequitable practices. It is imperative to disrupt injustice and understand and implement capabilities that advance DEI. Above all DEI creates an ecosystem of belonging, access, accountability, and innovation to develop new systems that prioritize equitable outcomes for all.

Erwin de Leon, Ph.D., is Columbia University School of Professional Studies’ inaugural chief diversity officer and a faculty member in Columbia’s Nonprofit Management program. He is also a research fellow at Knology, a member of the Empire State Bioethics Consortium, and a member of the LGBT Center’s Racial Equity Committee. Dr. de Leon has served in various nonprofits and has been a longtime advocate of racial equity as well as immigrant and LGBTQ+ rights.

How do you define diversity, equity and inclusion?
Diversity, equity, and inclusion reflects our larger quest for racial justice and equity and to right historical and systemic wrongs. It is an organizational practice that ensures that all stakeholders are represented throughout and at all levels of the organization; are treated equitably; and feel that they have agency in their work and say in the organization’s administration. At its essence, it’s about treating each member with dignity and respect and allowing everyone to thrive.

What motivated you to become a DEI advocate?
It all stems from my core values of the worth of all persons, social justice, racial equity, and service. I try to make a difference in the best way I know how and at this point in my life, it is as a “pracademic”, someone who practices, researches, and teaches DEI. I’ve come to realize that I can leverage my personal background, particularly my social identities, which brings both advantages and disadvantages.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Studies have shown that doing good, in this case practicing DEI, is good for business. It boosts an organization’s reputation thereby attracting talent, securing markets, and satisfying stakeholders. Moreover, if employees feel that they are treated equitably; are valued by their bosses and peers; and can thrive in the workplace, then they are more likely to be loyal and productive. But at the end of the day, DEI is simply about doing what’s right.

Disabled In Action was founded in 1970 with the mission is to secure disability civil rights for people in New York City. They are an all-volunteer, grassroots nonprofit and they are run by people with all kinds of disabilities, but anyone can join. They believe in the motto,”Nothing about us without us”. DIA improves the lives of people with disabilities in major ways. They do not provide any individual services.

How do you define diversity, equity and inclusion?
We live diversity, equity and inclusion within DIA on a daily basis. It is not a catchphrase that we put in a slogan, report, or hire a person to do. As people living in the broader society, we experience a great deal of prejudice, exclusion, misinformation, discrimination, and instances of people wanting to portray us as pitiable or inspirational. We fight against those stereotypes. We participate in all aspects of society.

What motivated you to become a DEI advocate?
Most people in DIA either were born with a disability or acquired one in later life. We work hard to be inclusive in our organization and to be included in society. Our personal experiences and values drive us to be DEI advocates. We push to be fairly treated. For example, we work to be included rather than excluded from employment, housing, transportation, civic engagement, recreation, and to get into buildings, and we understand our differences.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Society as well as individuals benefit greatly from genuine diversity, equity and inclusion. When lip service is paid to DEI, it’s just a statement, a report, or a meaningless fad. True diversity, equity and inclusion will make us all better. Examples of diversity, equity and inclusion that we deal with are our successful efforts to achieve settlements over curb ramps and subway elevators because not just people with disabilities use curb ramps and elevators.

Dr. Hazel N. Dukes, a civil rights activist, has dedicated over seven decades advocating to achieve racial diversity, equity and inclusion to bring long-lasting social change. Dr. Dukes is a member of the NAACP National Board of Directors and president of the NAACP NYS Conference. She is a woman of great strength with a commitment to civil rights and public service. Her dedication to human rights and equality is exemplified.

How do you define diversity, equity and inclusion?
As collaboration to ensure all persons are included and that race, gender and sexual orientation are included in policies and decision making.

What motivated you to become a DEI advocate?
The mission of the NAACP is to ensure that all people are included in the political, educational, social and economic equality of all citizens.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
It gives a view and respect for all persons.

Nicole M. Elias, is an associate professor in the Department of Public Management at John Jay College, CUNY and founding co-director of the Initiative for Gender Equity in the Public Sector. Dr. Elias is the author of numerous journal articles, government reports, and practitioner training modules on means of fostering diversity, equity, and inclusion. Her recent book projects include: Handbook of Gender and Public Administration (2022) and Ethics for Contemporary Bureaucrats: Navigating Constitutional Crossroads (2020).

How do you define diversity, equity and inclusion?
Diversity, equity and inclusion encompasses efforts to foster representation and engagement of individuals who have historically or are currently excluded from fully participating in organized or informal spaces. In the public sector, DEI efforts take the form of policies, programs, and practices that aim to make public workplaces more accessible to all individuals from multiple and overlapping identity categories. Likewise, DEI public policy aims to have lasting outcomes for a more equity society.

What motivated you to become a DEI advocate?
I joined John Jay College in the Fall of 2013, and soon after working with students who were current or aspiring public servants, I recognized a need to better equip students to address DEI in their professional roles. Along with my colleague, Maria D’Agostino, we founded the Initiative for Gender Equity in the Public Sector to make public service and public policy more equitable for all gender identities.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
When public policy, public sector workplaces, and practices are thoughtfully designed with DEI in mind, everyone benefits– from individuals and organizations to society at large. DEI efforts ensure a multitude of identities and values are represented and individuals are able to participate in public life in a meaningful way. DEI should be treated as both a means to an end, and as an end in itself, for these reasons.

Abigail Epane-Osuala leads GE HealthCare’s global diversity, equity, and inclusion strategy and initiatives. Abigail has 20+ years of experience in HR, which include a breadth of executive leadership positions across industries. Prior to GE HealthCare, Abigail served as the head of HR for global supply chain, enterprise functions, and procurement at Johnson & Johnson, and VP, HR codman specialty surgical solutions and head of diversity and inclusion at Integra Life Sciences.

What motivated you to become a DEI advocate? 
I’ve been part of many diverse communities, and I’ve experienced moments when my full self wasn’t welcomed. Through those experiences, I learned we must keep DEI at the forefront of conversations we have at work, in our communities, and on a global societal level if we want to see meaningful change. I want to create space for constructive dialogue so we can learn together and create an environment where everyone feels accepted and respected.

Jose B. Febrillet is a key figure driving diversity, equity, and inclusion efforts within the Port Authority of New York and New Jersey. As chief diversity, equity and inclusion officer, Jose oversees business diversity, ensuring compliance and capacity building programs for minority, women-owned, and disadvantaged businesses. He also leads workforce diversity, focusing on workplace equity and creating an inclusive environment. Additionally, Jose is involved in data analytics, Title VI, ADA compliance, and federal reporting related to discrimination and harassment prevention.

As the global head of diversity, equity and inclusion, Thelma leads the implementation of JPMorgan Chase’s differentiated approach to DEI and its integration into how the firm does business. She leads a global team working to embed sustainable strategies and management accountability. Throughout her long tenured career, most recently as vice chair of commercial banking, she has served as a trusted advisor to clients and colleagues, building key client relationships coast to coast, developing talent and promoting key DEI initiatives. She is dedicated to providing access, connections and opportunities to business owners from historically underserved and overlooked communities.

How do you define diversity, equity and inclusion?
Diversity, equity and inclusion involves breaking down barriers and creating opportunities for all individuals and communities to grow and thrive. Though talent and passion are distributed equally across demographics and regions, access to opportunity is not. Therefore, DEI is an intentional effort to invest in underserved and underrepresented communities in order to foster an environment both in the workplace and around the world, where all individuals can achieve their full potential.

What motivated you to become a DEI advocate?
Diversity is foundational to our work and weaved into the fabric of our culture at JPMorgan Chase. Though I’ve always considered myself a DEI advocate, in my position in the Commercial Bank, I had the unique opportunity to create and lead a team of bankers to directly support diverse, women and Veteran-owned businesses. By providing tailored financial solutions and one-on-one support, not only did we expand our portfolio, but we helped underserved entrepreneurs chart new paths to expansion and growth.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Investing in DEI is not only the right thing to do, but it’s good for business. At JPMorgan Chase, we are only as strong as the communities we serve and the economies we support. Our business is about people and if our teams are more diverse, we will generate better ideas and outcomes to best serve our customers and clients. We believe that by being unapologetic in our commitment to DEI, we are well positioned to be the bank of choice for all.

Lisa Flores is the NYC city chief procurement officer and Mayor’s Office of Contract Services director. Lisa brings a vast amount of knowledge of procurement rules, the procurement systems that NYC utilizes, and the business processes across NYC agencies. She has a passion for equity and increasing opportunities for local M/WBEs. Before becoming director, she served as the deputy comptroller for contracts and procurement and was previously deputy director of MOCS in the Bloomberg Administration.

How do you define diversity, equity and inclusion?
A diverse, equitable and inclusive workplace is one that creates an environment that fosters staff productivity and drives innovation, harnessing the power of our diverse outlooks. I believe that starts with embracing staff from different backgrounds to be their true selves. As a procurement professional, an equitable procurement process is one with low barriers to entry that meets diverse vendors where they are.

What motivated you to become a DEI advocate?
As a Latina who has risen in male-dominant offices and environments, it has long been clear to me the loss and hurt to an organization–not to mention society–that occurs when we allow long standing and systemic discrimination dominate outcomes. Creating a more equitable form of government procurement is what drives me every day because it will result in better outcomes across the board.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
It is no secret that when organizations commit to diversity, equity, and inclusion in the workplace there is a tangible increase in staff engagement and overall performance. At MOCS, it also makes us better able to serve our diverse stakeholders. In terms of equity in contracting, it is also no secret that breaking down barriers for small and diverse vendors has a catalytic impact in boosting competition and growing a vendor pool.

Michael J. Garner is the inaugural chief business diversity officer for New York City Mayor’s Office of Minority and Women-Owned Business Enterprises. In this role, Michael works to support and elevate New York City’s M/WBEs by making the city a more equitable and inclusive business environment. Michael currently serves on the board of Harlem Hospital, and advises numerous U.S. cities and states on their minority business development and inclusion programs.