Power Players in Diversity, Equity & Inclusion

Ashley E. Riker is the vice president of diversity, equity and inclusion at Hudson Valley Credit Union, where she focuses on fostering inclusivity and engagement among employees, members and communities. Prior to her current role, Ashley served as the director of diversity and inclusion at the Community Medical Center in Toms River, New Jersey. Ashley earned her bachelor’s degree in communications from Monmouth University and master’s degree in human services from Capella University.

A native of Baltimore, MD and Metropolitan Washington, D.C., Travis obtained his B.A. in political science and M.S.W. focusing on community organizing and children and youth, from the University of Michigan. He subsequently garnered a J.D. from Northeastern University School of Law. Fueled by his own experiences and inspired by civil rights heroes such as Malcolm X and James Baldwin, Mr. Rodgers was naturally drawn to a career focusing on DEI and advocating for equity.

How do you define diversity, equity and inclusion?
Diversity, equity, and inclusion are three core values that are essential to assuring that all citizens have a fair opportunity to thrive in society; assuring that people are valued and are empowered to express themselves. These pillars are not only essential to creating a just society, but also key in driving effective business. Lastly, DEI is essential in tackling the atrocities and systemic inequities that have been created by white supremacy and colonialism.

What motivated you to become a DEI advocate?
Charles Hamilton Houston once stated, “A lawyer’s either a social engineer or…a parasite on society.” From the moment my third-grade teacher made me Thurgood Marshall—a Houston disciple—in a school play, I was destined to be a social engineer. Combining my legal background and my training as a social worker, my goal has been to help create a more just society than the one I was born into.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
A McKinsey study found that companies with diverse executive teams achieved 53% higher returns than less diverse teams. Similarly, Morgan Stanley found that the share price of companies with more women in their workforce (and in senior positions) outperformed companies with fewer women. All of this is to say, “Diversity is quality!” When you create an environment where people from all walks of life are empowered and included, your organization or community thrives.

Zenaida Rodriguez is the executive director for the Regional Alliance for Small Contractors. In this role, Zenaida oversees the organization’s executive functions, including fundraising, capacity building training programs, project management and interfacing with its board of directors and community leaders. Additionally, she serves as chair of the Competitive Edge Conference Committee, a committee of city and state agencies that share best practices through outreach efforts. Zenaida holds a B.A in business administration and a M.A. in public administration and public affairs from Metropolitan College.

June Scarlett is a visionary leader in health care with roles in CBOs, academia and large systems. Ms. Scarlett pioneered a groundbreaking Medical Scholars Pipeline program to empower academically gifted, underprivileged high school and college students with rigorous academics, clinical mentorship, and leadership skills, bolstering their chances of entering medical school. She contributes to DEI by serving on boards and engaging in crucial community-based work. Ms. Scarlett’s DEI dedication has left an indelible mark on health care.

How do you define diversity, equity and inclusion?
I define DEI as a progression towards humane culture. Diversity is bringing together individuals who differ along any and every possible human condition. Inclusion is ensuring individuals feel they belong. Finally, and most challenging, equity in health care involves the distribution of resources to support optimal outcomes. Equity acknowledges that individuals require different support to achieve the same level of health. Equitable health care overcomes systematic biases, ensuring that everyone achieves their highest level of health and well-being.

What motivated you to become a DEI advocate?
Growing up as part of a large, poor family, I witnessed discrimination and inequities based on race, socioeconomic status, and other identities. I was saddened to see my family and community struggle with health issues. Learning many of these issues were avoidable was a powerful motivator for me to act. Through education and exposure my understanding of the importance of equity in creating a fairer society sparked my desire to become a DEI advocate.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Creating a cohesive and thriving society by embracing DEI benefits individuals and organizations alike, including promoting a more creative, innovative, and harmonious society. Recognizing and valuing the unique contributions, we can build a better world for everyone. Research suggests inclusive workplaces experience economic growth and resilience. Organizations that prioritize DEI are likely to attract investment and thrive. Addressing the root causes of inequality can make a meaningful difference in the quality of life for all.

Michael Seereiter is the president and CEO of the New York Alliance for Inclusion and Innovation. Previously, he served as the executive vice president and chief operating officer. During Michael’s tenure with the NY Alliance, he has served as the campaign manager for the #bFair2DirectCare campaign and has helped establish the NY Alliance as NYS’ statewide technical assistance resource on managed care preparedness for the IDD sector.

How do you define diversity, equity and inclusion?
Diversity is recognizing differences between people and the ways those differences can contribute to a richer, creative and productive environment. Equity involves distributing resources based on the needs of the recipients while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. Inclusion is built on the premise that all people should be valued for their unique abilities and included as essential members of the team.

What motivated you to become a DEI advocate?
In leading the NY Alliance, we value the importance of community and collaborations, and we seek to support diverse and inclusive environments. These environments offer a wider range of ideas and skills that promote enhanced outcomes. Fostering such an environment is rewarding, contributing to the NY Alliance’s mission of envisioning a society where individuals with disabilities are contributing citizens with equal rights and the ability to live full, productive and meaningful lives.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Diversity, equity and inclusion supports organizations in evolving, innovating and with problem-solving. It leads to a better sense of community, engagement  and overall enhanced positive organizational culture.

Rema Serafi, national managing principal for tax at KPMG LLP, oversees more than 10,000 professionals, in collaboration with the vice chair, across international, federal, state and local tax disciplines, as well as M&A and asset management. She’s been with KPMG for over 25 years and previously led the economic and valuation services business and held numerous other leadership positions. An outspoken ally for equity, Rema works to create a culture of courage by recognizing those who speak up.

How do you define diversity, equity and inclusion?
Diversity is the recognition and acceptance of differences among individuals; equity is about ensuring fair access to opportunities; and inclusion is about fostering an environment of belonging where people feel valued, respected and can bring their authentic selves to work.

What motivated you to become a DEI advocate?
DEI is personal to me. As a first-generation American with parents who emigrated from Syria, I remember attending preschool, frustrated that I couldn’t express myself with my English-speaking classmates. Years later as a KPMG associate, I attended a client dinner at a Middle Eastern restaurant, where I made a lasting impression by ordering for everyone in Arabic. This moment taught me the principles of DEI and the importance of embracing who you are, every day.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
Promoting DEI is not only the right thing to do but is also critical to business success. Embracing DEI can spur innovation as diverse perspectives lead to new ideas and approaches. DEI improves employee morale and retention, while also helping companies attract top talent since many job seekers consider working for purpose-and values-driven companies. It also enables companies to better relate to diverse customer bases, adding value to both the clients and communities they serve.

As chief diversity, equity and inclusion officer at the NBA, Lesley Slaton Brown is responsible for driving ongoing DEI efforts for the NBA and its teams. Slaton Brown works with the league’s global leadership and the teams’ diversity and inclusion leaders to implement and advance DEI processes, including recruitment and retention of diverse talent, the development and enhancement of employee resource programs, and setting and assessing metrics for success.

Joanne N. Smith is the founder and executive director of Girls for Gender Equity, a non profit organization that advocates for gender and racial justice by empowering Black girls and gender-expansive young people of color through youth-centered programming, advocacy, and narrative shift. Joanne is a committee member of Black Girl Movement and a movement maker with Move to End Violence, a decade-long initiative aimed at enhancing the collective ability to end gender-based violence in the United States.

Maria Trusa, author, philanthropist and speaker, is the CEO of Formé Medical Center in White Plains, NY. In 2021, because of her own tragic story of sexual abuse at the age of nine, Trusa founded the non-profit organization Yo Digo No Más (I Say No More) which focuses on raising awareness to prevent sexual abuse of children while releasing her book, Yo Digo No Mas where she shares her story and provides tools for healing.

How do you define diversity, equity and inclusion?
It means fairness. They stand for the idea that we ought to adopt in how we live. We must promote an inclusive society since at our core we are all just people. Many of us come from marginalized groups, like the Black and Brown communities, and for years these groups have worked to end their underserved status. We must come together as humans and provide one another the tools we need to reach our potential.

What motivated you to become a DEI advocate?
My personal journey, which was characterized by struggles to achieve professional success, has served as the inspiration for my advocacy. I had challenges throughout my career, particularly throughout my 26-year tenure at Scarsdale Medical Group. As a Latina with a strong accent and little English proficiency, I was neglected. When I had the chance, I seized it with both hands, as I think many others from disadvantaged places would if they had the same opportunity.

What do you think are some of the benefits of promoting diversity, equity and inclusion?
As a society, we should empower one another and in doing so, we empower the economy while contributing to the growth of our communities. When individuals from underserved communities are given an opportunity, they bring immense dedication and commitment because they have a deep desire to improve their own lives and positively impact future generations. This mindset cultivates a vibrant organizational culture where individuals feel they can grow and truly belong.

Christina Vargas is the chief diversity officer and Title IX coordinator for the Suffolk County Community College. In this role, Christina leads and develops strategic initiatives and priorities focused on diversity and inclusion for faculty, staff, and students. Christina is the co-chair of the board of directors for ERASE Racism Inc. (Education, Research, Advocacy and Support to Eliminate Racism) whose mission centers on conducting research, advocacy, and comprehensive education concerning institutional and structural racism within the Long Island region.