| DEI Corner |
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The Foundation for Our Diversity, Equity and Inclusion Since 2005, PayTech Women, formerly Wnet, has made a commitment to diversity, equity and inclusion (DEI) by forging an organization that empowers and invests in women. Our goal is to help women in the payments and fintech industries achieve greater personal success, influence and professional parity. Our growth since 2005 is important to recognize as we focus on a more just future for all. Our DEI History, Evolution and Future
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DEI Corner
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Leveraging Your Leadership Superpower
When it comes to diversity, equity and inclusion (DEI), there is no doubt that leadership will come up in the conversation. Socially conscious leaders not only support DEI but are usually driving it within their sphere of influence. One definition defines leadership as “articulating visions, embodying values and creating the environment within which things can be accomplished.” (Richards & Engle, 1986). However, if you ask many people their definition of leadership, you can receive many different answers. We think we know what it is or, at the very least, we know what it is not. Leadership requires a transaction with those who are being influenced and all forms of leadership are about transformation. Transformation is about initiating change in an organization. Whether you are specifically focused on DEI or whether you are leading an organization or team, influencing change in your organization requires transformation. Leadership touches the heart and soul and is often an extension of the leader’s
beliefs and yields a responsibility of mutual purpose.
Our ability to utilize and respond to lived experience is a superpower that creates transformation. It is a tool in your toolkit that allows you to foster your curiosity and transform leadership with creativity. Lived experience is defined as
“personal knowledge about the world gained through direct, first-hand involvement in everyday events rather than through representations constructed by other people.” Tapping into different experiences (different lived experiences) has the unique ability to transform your own life experience. George Floyd’s death (in addition to so many others) created an opportunity for creating a space that allowed people to share their lived experiences. Those courageous conversations create a shared responsibility of the broader group (including allies)
rather than the tasks of an individual (or an individual group). This places an emphasis on joint accountability with the aim of collective accountability. Using our voices to create joint accountability and collective accountability is our superpower as transformational leaders. And
you know what they say, "With great power comes great responsibility."
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - July is designated as Minority Mental Health Awareness Month (or BIPOC Mental Health Awareness Month). It is a separate month than Mental Health Awareness
Month which takes place in May, and it highlights the unique experiences of Black, Indigenous and People of Color.
This annual celebration is aimed at raising awareness and organizing around the issues faced by non-binary people around the world. First initiated in 2012, July 14 was chosen because it falls precisely between International Women’s Day (March 8)
and International Men’s Day (November 19).
26: National Disability Independence Day commemorates the passage of the Americans with Disabilities Act, the U.S. law prohibiting discrimination against those with
disabilities.
References / Sources:
“Leadership is about articulating visions, embodying values, and creating the environment within which things can be accomplished.” (Richards & Engle, 1986)
All forms of leadership are essentially about transformation (Rost, 1993)
Health4Life Series on Mental Health, Theopia Jackson, Ph.D., LP Saybrook University (July 14, 2022)
The Day I Changed Someone's Opinion about Gay People
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Back in September 2013, I was 35 and had started a job in the default mortgage call center with U.S. Bank in downtown St. Louis. I became best friends with a male co-worker, Tom, who sat in front of me in our cube row. We shared a similar sense of humor and were both avid St. Louis sports fans of our local teams, the Cardinals and the Blues. We would frequently chat in between our work calls about our families, personal lives outside of work, sports, bitching about crazy mortgage customers, our managers, or our call stats. We would help each other solve work problems and trusted each other's judgement about issues. After a few months, I privately came out to him that I was bisexual and was in a relationship with a live-in girlfriend. Now, Tom is a devout Christian of Catholic faith with traditionally conservative political values and ethics. He was absolutely against gay marriage and the recognition of it as law in our country. However, Tom never personally knew anyone that was LGBT and in a same-sex relationship. I was the first person he ever got to know on a personal basis who was gay. After getting to know me directly, he completely changed his view on the subject. He saw that I was still "in the closet" at work, and I was not "out" and did not broadcast my sexuality in the workplace. I truly wanted to be judged for the honest performance of my everyday work and to not be judged for my sexual preference. I saw too many others that were judged like this at work. I observed that people would tend to gossip about others in previous jobs because they were gay. You see the look in their eyes – and that their mind instantly goes to thinking what you do in bed when you tell them you like women. I didn't want to be sexualized based upon my identity at work even though my employer is a significant champion of LGBT causes. Tom told me that we are naturally prone to comparing ourselves to other people, and it gets very easy to look at another person and judge them. When Tom realized that I was in a same-sex relationship, he had a moment of self-reflection. He shared, "You
weren't that different from me. You didn't shove your views down my throat and force anything on me. You were absolutely gracious and kind about it. It was such a learning experience for me." Tom described his feelings further by adding, "I wish more
people would take a moment to self-reflect like I did so many years ago. It doesn't mean you're going to agree with everything, but by humbling yourself, you realize that you have more in common than you thought." Wise words indeed, Tom. Thank you for being an ally for me and all of us who are LGBT in this world.
...by humbling yourself, you realize that you have more in common than you thought Visibility and representation matters. This is why I later chose to come out at work when I was blessed and got married in October 2016. I had earned a promotion to our 2nd line of defense, corporate compliance support, the month prior. I came out to
my new manager when I told her about getting married and changing my name. Another significant blessing is that my employer is significantly supportive of LGBTQ rights and causes. Diversity, Equity, and Inclusion isn't just a fancy buzz work term at my bank. We do live these values everyday as bankers and as a company. Today, I choose to be out and proud as a bisexual female at work. I want to help normalize this for other women and I do so by setting an example. I don't want to see other young men and women have the same struggles with their sexuality in the workplace
as I did. I hope sharing my personal story inspires you to be that safe person for whoever is LGBTQ in your life. Your love and support can make all the difference for that person.
Celebrate LGBTQ Pride Month. Wnet members, join our Wnet Pride/LGBTQ Inclusion Group for a safe place to connect, share and support. Retaining Women in Technology
Diversity, equity, and inclusion is not for the weary. The challenges are vast, progress is slow but impactful. Many companies who were committed to change after George Floyd have grown impatient and limited their zeal (and resources) for progress. However,
the ability to create centers of excellence in diversity, equity and inclusion often require transformational change to systems, climate, infrastructure and culture. Increased efforts on recruitment of new hires or greater attention on executive roles
can often mean that retention efforts take a back seat.
According to McKinsey & Company, a management consulting firm whose fact-based insights help inform management and policy decisions, women are promoted at a slower rate than men across all industries and roles. Only 86 women are promoted to manager
for every 100 men at the same level and yet the gender gap for women in technology is even more significant with only 52 women being promoted to manager for every 100 men. Their research has proven that the most gender-diverse companies are 48 percent
more likely to outperform the least gender-diverse companies. Processes for promotion have long been an item to evaluate to close the gender gap.
the most gender-diverse companies are 48 percent more likely Evaluating employee experience can be daunting and yet it can provide tremendous opportunities. Considering a systemic approach to promotions for early-tenure individuals in technical roles are already reaping benefits of diversity, inclusivity and performance. Executing the implementation of structured processes can debias promotions, often utilizing committees for review while building a strong culture of support for women. So, what are the most successful companies doing to retain early tenure talent? The focus is on three specific items:
Whether you are a manager, contributor or an early-tenure individual, use this opportunity to determine how to impact your own or employee pathways for early career development. Become a mentor or sponsor or look for one in your organization or in one of Wnet’s Inclusion Groups: Sources:
Women in the Workplace 2021 report, coauthored with LeanIn.org McKinsey, Repairing the broken rung on the career ladder for women in technical roles, March 2022 What Does Inclusion Mean to You?
Part 5: Interview with Asian/Pacific Islander Inclusion Group Co-Chair Millicent Tracey Wnet: What does inclusion mean to you, especially as we honor Asian American and Pacific Islander Heritage Month? Millicent: Giving every individual equal access to opportunities, goods and resources. Inclusion is a common foundation to start a conversation.
Wnet: What has been the value of having an employee resource group within your organization that is aligned with the inclusion group of Wnet?
Millicent: I am not employed in an FTE position, so am not part of an ERG. However, I’m part of several organizations that elevate women & DEI concepts (e.g., How Women Lead (Asian/Pacific Islander
Affinity Group), How Women Invest, Women Who Succeed, Women's Giving Fund, CEOX, Women in Fintech, Chief) who are all aligned with the Inclusion Groups of Wnet. The largest
value has been allowing women to learn not only about the Wnet Inclusion Groups, but about these other organizations and how they all complement each other. For example, How Women Lead helps elevate women for board roles and
has an Asian/Pacific Islander group similar to the one in Wnet, but they focus on helping members prepare and find board roles. Many women I know are members of several of these groups, so I love to see all of these resources available to women!
Wnet: What are some of the ways you see our Wnet Inclusion Groups (IGs) broadening the networking and mentoring opportunities for our members and sponsors?
Millicent: I see our Wnet Inclusion Groups broadening networking opportunities because they provide a “place” for women to meet new people for sharing common experiences and career experiences. The
Wnet Inclusion Groups give members and advocates a common foundation to start a conversation. Additionally, members of IGs have access to others in the industry that they may not have had before, and that can provide a larger pool of mentors (or
mentees) to choose from when they want career advice.
Celebrate Asian American and Pacific Islander Heritage Month with us. Join the Wnet Asian/Pacific Islander Inclusion Group! Professional Considerations During Ramadan
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April is Celebrate Diversity Month, and as such, we wanted to highlight that Ramadan is being observed from April 2nd to May 2nd. With limited exceptions, most Muslims will be fasting throughout the month during daytime hours, generally between 11- 6 hours per day. About twenty percent of the population identifies as Muslim, so it is likely there are colleagues around you who are observing Ramadan. Things to keep in mind this month for your colleagues:
Accommodations for those observing Ramadan could look like:
The end of Ramadan is known as Eid-al-Fitr, which is a day of celebration after a month of fasting and prayer. There are resources available
online to learn more about the month of Ramadan, or check with the Human Resources department at your organization.
Positionality statement: This snapshot is written by a white woman who is not a practicing Muslim and is based on experiences with friends and colleagues. It is not mean to be definitive explanation of the tenets of Islam or Ramadan.
Join an Inclusion Group! Visit members.wnetonline.org/inclusiongroups.
Celebrating #WomensHistoryMonth with Women Leaders from Wnet
Women's History Month: Celebrating the Brave and Inspirational Women of Yesterday and Today
While everyone is working to create a better culture and workplace – a safe space, which I do believe is critical and necessary – when I think of the women who inspire us, I don’t necessarily think they are usually in a safe space. It is as if they
must create that safe space in themselves and bring it with them into the room. What is a safe space?
There is so much discussion these days on psychological safety and the ability to create safe spaces in the work environment. There are differing views on when the term was popularized, although it was often defined with the development of “sensitivity
training,” the women’s movement, gay and lesbian bars, and other activist organizations in the 1960s and 70s. Popularized by organizational behavioral scientist Amy Edmondson of Harvard, safe spaces are critical whenever people face uncertainty and interdependence.
These are words that many of our teams face every day working in electronic transactions and payments.
Psychological safety is a critical component of creating the collaborative, supportive environment that people need to foster an atmosphere of belonging, building upon open and honest communication. It allows us to share ourselves,
our identities and ideas in a space without the fear of judgment, punishment or even the vast amount of microaggressions. Organizations around the world are working to create safe spaces to ensure people are comfortable to communicate, learn, perform,
grow and innovate. Yet, we know discussing certain topics in the workplace can often be uncomfortable and challenging.
What is a brave space?
A brave space is inclusive of all races, sexes, genders, abilities, immigration status and lived experiences. It takes courage and bravery to create safe spaces. These “brave” spaces are a prerequisite to the safe spaces we create.
They motivate us to break the traditional glass and create the mosaic. It often requires us to listen more and speak less while facing our own biases. These brave conversations lead to greater understanding of ourselves, our colleagues, co-workers,
peers, friends and family.
We look around today at the powerful Wnet women who are creating brave spaces for everyone: our Founders, our leadership, our volunteers:
We celebrate the brave and inspirational women of yesterday and today:
Ruth Bader Ginsburg: “Women belong in all places where decisions are being made. It shouldn't be that women are the exception.”
Coretta Scott King: “Women, if the soul of the nation is to be saved, I believe you must become its soul.”
Alice Walker: “The most common way people give up their power is by thinking they don't have any.”
Shirley Chisholm: “If they don't give you a seat at the table, bring a folding chair.”
Sheryl Sandberg: “If you’re offered a seat on a rocket ship, don’t ask what seat! Just get on.”
Malala Yousafzai: “I raise up my voice – not so that I can shout, but so that those without a voice can be heard…We cannot all succeed when half of us are held back.”
Melinda Gates: “A woman with a voice is, by definition, a strong woman. But the search to find that voice can be remarkably difficult.”
Katharine Hepburn: “If you obey all the rules, you miss all the fun.”
Margaret Cho: “Just because you are blind, and unable to see my beauty doesn’t mean it does not exist.”
J.K. Rowling: “We do not need magic to transform our world. We carry all of the power we need inside ourselves already.”
Eleanor Roosevelt: “Women are like teabags. We don’t know our true strength until we are in hot water.”
Condoleezza Rice: “I think the truth of the matter is, people who end up as ‘first’ don’t actually set out to be first. They set out to do something they love and it just so happens that they are the first to do it.”
Kavita Ramdas: “We need women who are so strong they can be gentle, so educated they can be humble, so fierce they can be compassionate, so passionate they can be rational and so disciplined they can be free.”
Maya Angelo: “I am woman phenomenally. Phenomenal woman, that’s me.”
Who has inspired you? Who are the women that have created brave spaces for you? Often, we don’t think of ourselves in a way that allows us to understand who we inspire. There is someone looking to you as an inspiration today. Are
you creating brave spaces?
Whenever you hear the words “safe space,” realize how much of a brave space it must be! At Wnet, we believe you cannot have a safe space without a brave space. We encourage you to support and join our Inclusion Groups,
safe, informal spaces for Wnet members and allies to network and share career experiences:
Celebrating Black History Month
Wnet Board Director Dr. Gail Burgos, Executive Director, Girls Inc. of Columbus, shares Wnet's Diversity, Equity and Inclusion for Black History Month and showcases "Words of Wisdom" video testimonials from 2021 Wnet Leadership Summit, presented by FIS, to Girls Inc., a non-profit organization with the central goal of empowering and inspiring girls and young women.
What Does Inclusion Mean to You?
Part 4: Interview with Black/African American Inclusion Group Member Melyssa Barrett Wnet: What does inclusion mean to you, especially as we honor Black History Month? Melyssa: From the time I was a little girl, my father always told me that I could achieve whatever I wanted in life. He showed me what success looked like to him and the obstacles he had to navigate to achieve them. To me, inclusion means everyone is valued and appreciated, given equitable access to contribute, succeed and thrive in every aspect of their lives. We need to hear different sides of a story to understand the powerful impact and influence we can make in people’s lives. An African proverb states, “Until the Lion tells his side of the story, the tale of the hunt will always glorify the Hunter.” Make sure your stories are told and be sure to explore the stories of others. Wnet: What has been some of the value of having an employee resource group within your organization that is aligned with the inclusion group of Wnet?
Melyssa: Having worked 30 years at Visa, I think the value of an Employee Resource Group (ERG) is a precursor to the integration of inclusion into every aspect of the business. You may also hear the term Business Resource
Group (BRG) where the business is truly leveraging the knowledge of the Groups to bring value to the business through sustainable social impact. Employee Resource Groups create awareness, education, perspective and resources (whether global, national,
state or local). ERGs celebrate people who have historically been marginalized and the BRG takes that knowledge and leverages it within the business to meet the needs of the community. I think Wnet provides companies the ability to support and
celebrate women in payments while providing opportunities for mentorship, advocacy and leadership. If your company is not aligning with the mission of Wnet, there is tremendous opportunity to add value to your ERG.
Wnet: What are some of the ways you see our Wnet Inclusion Groups (IG) broadening the networking and mentoring opportunities for our members and sponsors?
Melyssa: The opportunities for members and sponsors are just tapping the surface of opportunity. The networking within Wnet taps into an industry of knowledge as people manage the lifetime of their careers across positions,
companies and the industry. The ability to meet and network with people at all levels creates an opportunity for you to personally manage your own personal inclusion practice. Inclusion starts with us – to meet and mentor others
across a diverse spectrum to obtain and create perspective adds value to your own. Use of that perspective provides us, as leaders, the opportunity to influence the industry in a way that creates more access to the success each unique person strives
to achieve. Sponsors identify the value of that influence, interacting and highlighting valuable content, contributions, people, and shaping that influence across the industry. Sponsors understand how the vision for Wnet and their corporate mission
align and create opportunities for members to influence a sustainable, diverse, local and global impact on inclusion.
Wnet: What are a few of your favorite books related to DEI?
Melyssa: Diversity, Equity, & Inclusion for Dummies, Dr. Shirley Davis
Subtle Acts of Exclusion, Tiffany Jana & Michael Baran
The Browning of the New South, Dr. Jennifer A. Jones
Allies and Advocates, Amber Cabral
Black is the New Green, Leonard E Burnette, Jr. and Andrea Hoffman
Good is the New Cool The Principles of Purpose, Afdhel Aziz & Bobby Jones
Celebrate Black History Month with us. Join the Wnet Black/African American Inclusion Group!
Championed by
In This Together
Wnet Members:
Join us January 25 for the Wnet Volunteer Fair where you can learn more about the DEI Priority Team and
meet my fellow co-chairs: Liz Pike, President, Green Rhino Recruitment, and Tracy Korb, Senior Content Marketing Writer, FIS. The DEI Priority Team serves as an advisor to Wnet on topics related to inclusion, equity and social justice. The team also assists with facilitating ongoing conversations on
topics regarding diversity, inclusion and equity.
Volunteer opportunities within this team include helping lead our inclusion groups; creating DEI educational content and programming; and collaborating with Advocate and RiseUp Committees. We seek more volunteers to support these important initiatives,
bringing the women in our industry closer to professional parity.
We are excited about our plans for 2022:
If you’re ready to connect with our dedicated group of volunteers now, log in to SocialLink and request to join one of our DEI teams under the Groups tab, or click on a link below:
When we better understand our members’ differences and issues, better programs can be developed to meet their needs and future goals. We are in this together!
We're Making a List
Wnet Inclusion Groups Meet Up at 2021 Leadership Summit, Presented by FIS 2021 was an amazing year for our elevated Diversity, Equity and Inclusion efforts that support you, our members, and the whole Wnet community! In its infancy in early 2021, the Wnet DEI Council determined the approach and execution of tasks supporting
the specific goals for our organization, members and sponsors. Three areas of focus were created:
By prioritizing and focusing our diversity, equity and inclusion initiatives for internal and member purposes as well as partner, sponsor and industry objectives, we developed a realistic roadmap that resulted in the completion of the following key accomplishments: 1. Wnet Board Training Sessions: 2. Inclusion Groups: These safe, online communities offer opportunities for members and allies to come together, share dialogue, drive change and strengthen their networks. These ongoing and expanding Inclusion Groups (IGs) are open to all members and are led by member chairs or co-chairs: Asian/Pacific Islander, Black/African American, Hispanic/Latino and Pride/LGBTQ. 3. First Session with Three Key Sponsor CDOs: We collaborated with the Chief Diversity Officers of Mastercard, Discover and Fiserv to learn how Wnet could enhance our corporate partnerships, sponsorships and memberships regarding diversity, equity and inclusion initiatives. While we had important accomplishments, we faced some challenges during our journey:
As we look forward to 2022, the DEI Council's plans include:
We are excited about our DEI foundation, what we have done this past year and where we are going in 2022. We are thankful to our volunteers, our participants and our allies who have supported these important initiatives, bringing the women in our industry
closer to professional parity.
What Do Coaching, Mentoring and Sponsoring Have to Do with DEI? Leadership development is an important part of career advancement, and supportive programs focusing on mentorships and sponsorships can have a great impact on creating more diverse workplace environments. However these important initiatives can be confusing, and success relies on understanding what they are and how best to use them for your career development. What's the Difference between Coaching, Sponsorship, Mentorship and Reverse Mentorship? COACHING
A coach provides guidance to an individual to help them achieve specific goals. Coaching is an individualized process that depends on the nature of the client and the coach's knowledge, skills and abilities. It is customized to help an individual achieve a specific objective and is usually conducted one-on-one. Coaching can be short-
or long-term, depending on the individual’s needs. Individuals may engage multiple coaches to meet various goals. Coaches may be paid professionals or unpaid contacts.
SPONSORSHIP
A sponsor advocates for an individual within an organization to accelerate their career. Sponsorship creates opportunities for high-potential staff to undertake assignments that develop leadership skills within an organization. Sponsors are personally vested in the upward movement of their protégés and use their influence and networks to
deliver opportunities to accelerate their protégés’ careers. Sponsors identify the protégés they want to support.
MENTORSHIP
A mentor shares their knowledge, skills and/or experience to help an individual grow. Mentorship involves a more experienced or knowledgeable person providing guidance, advice and support in a specific area, industry or topic to a less experienced person. A mentor may help with exploring careers, setting goals, developing contacts and
identifying resources. Mentees can select and have multiple mentors to aid in their personal and professional development.
REVERSE MENTORSHIP
A reverse mentor is a younger individual paired with an experienced leader to mentor on topics of strategic and cultural relevance.
While sharing digital skills is often a key component of reverse mentorship, this type of mentorship extends beyond technology. It also involves issues related to strategy, leadership and workstyle. Reverse mentorship is used by organizations
to increase retention, drive culture change, promote diversity and maintain relevance. Trust, transparency and commitment are key to a successful reverse mentorship.
Build your network with colleagues from both within and outside your industry who share knowledge and advice. Mentors and coaches will be a 1:1 relationship, while it's best to have multiple sponsors advocating for you, opening the door to new opportunities, promotions and responsibilities. As Frank Bisignano, President and CEO of Fiserv, said during the recent PayTechWomenLive, “Surround yourself with many sponsors!”
This total support community will help guide, amplify and connect you. Understanding the difference between coaching, sponsorship and mentorship is key to ensuring
that women are fully supported in their careers and equity is pursued. However, each of us need to consider what we have to offer others in their career journeys – to
lift them up, get them noticed and continue moving us all on the long path toward equity.
What Does Inclusion Mean to You?
Part 3: Interview with Pride/LGBTQ Inclusion Group Chair Kayla Christopher Wnet: What does inclusion mean to you? Kayla: To me, inclusion in the workplace means that I can be my true authentic self at work and feel accepted and welcomed no matter one’s race, gender, religion, sexual orientation, nationality, age, language, disability or socioeconomic status. An inclusive environment at work is key because employees can feel supported, appreciated and valued as a person. We all know that when employees feel these things it will help them perform at their best. This helps a work team collaborate and perform at an optimal level. A supportive and inclusive employee workplace results in employees who are happier, more productive and have better mental health. This not only benefits the employee and their employer, but also that employee’s family and friends benefit from them being a happier person overall outside of work. It is a positive chain reaction that keeps going and benefits our society.
Kayla: I am very fortunate to work for a company that puts a great deal of time, money and effort into our Diversity, Equity and Inclusion (DEI) strategy. At U.S. Bank, DEI is at the heart of our core values and company culture. Our DEI policy is an extension of our core value, “We draw strength from diversity.” We have the following Business Resource Groups (BRGs): Alumni, Asian Heritage, Black Heritage, Development Network, Disability, Native American, Nosotros Latinos, Proud to Serve, Spectrum LGBTQ and U.S. Bank Women. These groups are both organized virtually and locally in select markets. I am honored to serve on the chapter board that founded and established a local St. Louis area Spectrum LGBTQ BRG group. We have represented our local area at the area Pride festivals and held various programs and events both in person and virtually. Serving on the St. Louis Spectrum LGBTQ chapter board and being the chair of the Wnet Pride/LGBTQ group has been a very fulfilling experience. I am proud to be a part of both of these groups to help raise awareness and foster a supportive work environment. These groups allow those who are LGBTQ and are allies discuss work issues that may arise or topics that are particular to LGBTQ employees and their families. I have observed when straight parents have children who are LGBTQ and they have questions on how to support them and have reached out to our LGBTQ groups. They may be seeking guidance because they may not have a trusted family member or friend who is LGBTQ to answer questions and offer advice. Having these BRGs and Inclusion Groups help employees feel comfortable enough to be “out” at work and reduces discrimination. Many who are LGBTQ still feel uncomfortable, face discrimination and even possible danger or violence at work due to their sexual identity. When it comes to true inclusion, everyday interactions with peers and leaders matter as much as organizational policies and formal processes, and many employees remain in the closet according to LGBTQ surveys conducted by McKinsey. For the first three years I worked at U.S. Bank, I chose to be in the closet. I didn’t want to be discriminated based on my sexuality being a bisexual female. I was concerned that it would influence my manager’s opinion about my work performance in a negative way, but it took a toll on my mental health. Today I choose to be out at work and volunteer in these LGBTQ groups because it helps normalize being out at work and to support others who may still be in the closet. Many LGBTQ employees may not have families who are supportive. This is when a supportive work environment is especially key. These groups can fill a huge gap that is lacking when there isn’t family support available in their lives. Wnet: What are some of the ways you see our Wnet Inclusion Groups (IG) broadening the networking and mentoring opportunities for our members and sponsors? Kayla: The Wnet Inclusion Groups can help enrich networking and mentoring opportunities for members and sponsors to allow women who are of these minorities engage with others who are like themselves. The mentors and other group members can offer specialized support for these minority women. There may be specific challenges they may face at work and someone who is not that skin color or orientation may not understand the extent of the discrimination that employee may be facing. An employee may experience micro aggressions from others at work and can ask for help and advice how to deal with complex situations. A young professional may feel isolated on their team because no one else is their race, gender or sexual orientation. I can relate to this because I often felt isolated early in my work career because I wasn’t out at work and it felt like I didn’t fit in. I felt awkward and out of place which contributed to my social anxiety at work. I wish these groups existed when I was graduating college and entering the workforce 20 years ago. Engaging with other women of different races and orientations would have been a huge boost for my self-confidence. My goal is to help support and encourage other women through these groups and to help them keep breaking the glass ceiling in their work careers with confidence and grace. Having Inclusion and Business Resource Groups helps give extra support to minority
women who are more vulnerable in the workplace. These groups help individuals grow and thrive at work and to become better versions of themselves. Wnet: What are your favorite blogs or sites for your IG or for DEI in general? Kayla:
Join the Wnet Pride/LGBTQ Inclusion Group! Come see us at the Inclusion Groups Meet Up, 2-3 pm, Nov. 3, at the Leadership Summit in Atlanta! What Does Inclusion Mean to You?
Part 2: Interview with Hispanic/Latino Inclusion Group Co-Chair Carolina Caballero Wnet: What does inclusion mean to you? Carolina: Inclusion means providing equal access to opportunities and open acceptance of any individual into a group irrespective of ideals, backgrounds and experiences.
Carolina: I ran the Hispanic Heritage Network for NY, a group of about 500 individuals, when I worked at Citi. I got to know many Hispanics from different backgrounds and levels across the company. I believe everyone that wanted to get involved, did, and we were able to drive impact because of the large number of members. We had many activities that supported employees with career development – career fairs, mentoring, senior panels to discuss topics like mentorship/sponsorship/promotion, and small group access to senior management. Wnet: What are some of the ways you see our Wnet Inclusion Groups (IG) broadening the networking and mentoring opportunities for our members and sponsors? Carolina: Across the payments industry, there is still a lot to do to raise awareness on inclusivity, specifically for Women and Hispanics. Hispanic women are the lowest paid group across all female groups behind white, Asian and Black women. I don’t believe people in general are aware of these findings and as Hispanics we have not done enough to raise awareness (myself included). Part of the work we plan to do is to mentor women so that they pursue payments as a career:
Wnet: What are your favorite blogs or sites for your IG or for DEI in general? Carolina: I don’t have a favorite blog or site, however, I read pretty much anything and try to involve myself on this topic as much as time permits. Having said that, I have a friend, author Valeria Aloe, that is finalizing a book on Hispanic Women, “Uncolonized Latinas,” which is do to be published this December. After conducting research on Hispanics and Latina Women, she explores the possibility that this group was impacted by its cultural values and ancestral mandates which might have set this group back. I think this is an interesting angle, and am eager to read this book. Join the Wnet Hispanic/Latino Inclusion Group! Meet us at the Inclusion Groups Meet Up, 2-3 pm, Nov. 3, at the Leadership Summit in Atlanta! What Does Inclusion Mean to You?
Part 1: Interview with Hispanic/Latino Inclusion Group Co-Chair Kathryn Kmiotek Wnet: What does inclusion mean to you? Kathy: Inclusion to be is being part of the decision-making process. Often combined with diversity and equity, inclusion is the equivalent of being “asked to dance” at a party. When you are asked to dance, not only invited to the party (diversity), you are being given the power to make a decision, to become part of the conversation that will drive that decision. Inclusion is where your voice is heard, where your ideas and experiences are taken into consideration.
Kathy: At Global Payment there were a variety of ERG groups. I had the privilege of being a part of Global Payments Women’s Network (GPWN) and the champion that launched the chapter in the Melville, New York, office. They did not have a Latino(a)/LatinX ERG, but did recognize Hispanic Heritage Month – which begins tomorrow, Sept. 15 through Oct. 15 – by highlighting team members during that time. There was great value in GPWN in a company as large as Global Payments. It exposed you to different team members in a variety of areas of the company, and you were able to interact with many that you would not normally as part of your job function. It was a way of creating a level of inclusion organizationally. At BillGO, which is much smaller, there are no ERG groups. Much of the value is built into the culture of the organization and values it supports as its mission. They do this even at the executive leadership. Wnet: What are some of the ways you see our Wnet Inclusion Groups (IG) broadening the networking and mentoring opportunities for our members and sponsors? Kathy: The more a group becomes active and comes together, the more exposure there is to you and give you the ability to increase your network. I believe we are not defined by only one inclusion group but also by exposing ourselves and becoming allies of, and with, other groups. There is a level of commonality and community that can transcend and open more opportunities, and access, for all of us. Wnet: What are your favorite blogs or sites for your IG or for DEI in general? Kathy: Some of my favorites are:
Join the Wnet Hispanic/Latino Inclusion Group! Next issue: Interview with Hispanic/Latino Inclusion Group Co-Chair Carolina Caballero, Head of B2B Payments and Blockchain Product Development, Mastercard
Global and International Diversity
When Women’s Network in Electronic Transactions (Wnet) began in 2005 with approximately 100 members, the words “diversity” and “equality” were used sparingly to advocate for more women in leadership roles in the payments industry. During the next 10+ years, Wnet has grown to more than 4,200 members – including men who advocate for us. While our mission is the same, our members are different, reflecting the broadening workforce and diversity in companies and society. When we better understand our members’ differences and issues, better programs can be developed to meet their needs. Global Diversity training will help us lead, work and communicate more effectively while creating environments where everyone can bring their complete self to work and contribute fully to the organization’s success. On May 20, 2021, the Diversity, Equity and Inclusion (DEI) Council held the final DEI session for the Board and staff: Global and International Diversity. The one-hour event was moderated by Wnet Founder Linda Perry and included esteemed panelists Kelley Knutson, President of Netspend, Jess Turner, Executive Vice President of Mastercard and Vivian Greentree, Sr. Vice President and Head of Global Corporate Citizenship at Fiserv. Linda started the chat by asking the panelists how they view global diversity in their roles and why is it important for companies to focus on it. Wnet Board Director Jess Turner shared that Mastercard’s global team is focused on diversity at all levels and that it affords them the opportunity to get best-in-class thinking from all over the world. She explained, “The exposure employees receive in a truly global company helps them make better decisions.” “Ideas come from everywhere,” noted Kelley Knutson, who has worked abroad for more than 30 years. “The payments industry is truly global now. Awareness of what’s going on globally is important no matter your job.” As team members of international companies, it is still important to think globally and act locally, but you must understand what the trends are at a people level, at a cultural level and at a new product/tech/infrastructure level. Vivian Greentree added that it is critical to “acknowledge differences and meet people where they are at, with equity,” since we are all connected now more than ever. Knowing how to educate employees about global diversity is a key to success. “Exposure matters,” noted Jess. Consumers, businesses and colleagues who have global exposure will be better people and better businesspeople. Kelley replied, “Exposure and empathy lead to greater awareness and opportunity. Build that into your culture and be intentional about it.” Vivian expanded on Kelley’s comment, noting that companies have evolved their focus on unconscious bias to curiosity and awareness to conscious inclusion leadership training and an employee value proposition that leads to a need for new kind of ROI – a “return on inclusion.” Fiserv has online global training and education through ERPs. Their employees can join or be an ally of many groups that support inclusion. Similarly, Mastercard has mandatory diversity training and unconscious bias testing for “self-realization,” although the results are only for the employee to see. “Everyone has unconscious bias. Knowing is the key to getting past it,” said Jess. Kelley explained further: “The word ‘diversity’ needs to be challenged…It comes back to ‘equality’ more so than ‘diversity.’ We’re striving for equity, opportunity and to make sure it’s balanced so we have the right people – the best people – doing the right roles and giving people a chance that wouldn’t have the chance otherwise.” When Linda asked how those abroad view U.S. companies, the panelists felt perceptions have indeed changed. When working globally, it is important to be aware of the political atmosphere. “You have to earn the right to operate in other countries,” said Jess. “You have to be committee and understand what’s happening locally (be local).” As a U.S. Navy Veteran, Vivian added that for the businesses we work with and the people we hire, we must treat them with respect. “Diversity is a fact and inclusion is a choice.” Kelley agreed that companies need to earn the right to expand globally, but they need to be prepared to be tested and challenged. U.S. companies tend to be transactional, however, companies abroad “want trust – to understand you and your philosophies.” As a global employee, you represent your company, their brand and in, general, the U.S., so you must be ready to do what is necessary. Working well with the local teams is essential for success. Garnering support from networks of other strong women – like Wnet – can help you navigate internationally and be more confident. “Women working together is key!” agreed Vivian. Thank you to Kelley Knutson, Jess Turner and Vivian Greentree for their collaborative discussion about creating and leading diverse working environments for international success . Wnet members can watch the entire session in the Thought Leadership Center. Racial and Cultural Sensitivity
Racial and cultural sensitivity training enables employees to explore the concepts and gain a deeper understanding of how they apply in everyday conversations, interactions and decisions. Diversity and sensitivity training is also a dynamic tool for communicating an organization’s goals and expectations for workplace conduct. Wnet believes participating in such training will enable our leaders and staff to build a stronger foundational frame of reference when discussing DEI, setting priorities and planning initiatives that will be offered to our more than 4,200 members. On April 29, 2021, the DEI Council held the second of three DEI sessions for the Board and staff with Melyssa Barrett, Vice President of Visa and CEO, Jali Enterprises. A seasoned product executive in risk and identity, Melyssa also focuses on diversity, equity, and inclusion, and produces The Jali Podcast celebrating the culture, stories and people of African and African American descent. Melyssa chatted with moderator Gail Burgos, Sr. Vice President, DEI, at 1st Sentry LLC, about creating a culture of sensitivity. The one-hour virtual discussion delved into our affinity toward inclusion of others, our “blind spots” and understanding that it is up to each of us to be open to change in order to be more accepting of others who are not like us. Understanding the Immutable Forces (Dominant Culture, Unconscious Bias, Degrees of Difference) have the power to derail our efforts and they are inextricably linked. Melyssa explained that when we face these forces in our day-to-day lives, we may react with our own Permeable Forces (affinity bias, assimilation, stereotype threat and political correctness) to protect ourselves. This is human. The key is to understand our defenses and identify and change the ones that are leading to racial and cultural insensitivity. Racial and cultural sensitivity involves:
Melyssa clarified that creating a culture of sensitivity requires going through the stages, from denial to acceptance to adaptation to integration. Only then can we create an inclusive climate where our team functions and performs based on the quality of social connections, openness to learning, agility and depth of decision-making. Our professional climate can subsequently change quickly and effectively, provided employees receive clear signals which align with what is expected. These signals revolve around our language (e.g., use of “white paper” and “blacklist”), curiosity, listening and empathy. Our industry needs to identify and evolve our communications and actions to be sensitive to all who make up our ecosystem, while continually monitoring the environment to adjust as needed. Racial and cultural sensitivity is a lens that we will always need to look through to see our network and customers in the best light. Thank you to Melyssa Barrett for her sensitivity training to help us on our journey toward acceptance while celebrating our differences. Wnet members can watch the session and download the presentation slides in the Thought Leadership Center. Follow the DEI Corner for the next training session: Global and International Diversity with panel of DEI leaders. June 22, 2021 Uncovering the Unconscious Bias in All of Us
Here at Wnet – a non-profit whose mission is to create a stronger and more diverse industry by empowering and investing in women – we believe participating in such training will enable our leaders and staff to build a stronger foundational frame of reference when discussing DEI, setting priorities, and planning initiatives that will be offered to our more than 4,200 members. As a result, on April 6, 2021, the DEI Council began the first of three DEI sessions by welcoming Wnet PAC member Joe Carella, Assistant Dean - Executive Education, Eller School of Management at the University of Arizona. Joe met with the Wnet Board and staff for an in-depth look at Unconscious Bias. Moderated by Gail Burgos, Sr. Vice President, DEI, at 1st Sentry LLC, the one-hour virtual discussion encompassed everything from defining exactly what “unconscious bias” is to the many types of biases that we all may have, or encounter, daily. Joe explained that we all have unconscious bias because these hidden preconceptions were necessary for our ancestors to organize information into categories that allowed them to quickly differentiate between friend and foe for survival. In today’s world, we use these hard-wired behaviors when we are under pressure to make decisions that impact our actions. Sigmund Freud concluded that unconscious thoughts have the largest influence on human behavior. If we all have unconscious biases and they can help us make decisions, why do we need training? Joe clarified that our biases can be both favorable and unfavorable, so it is important to understand when and how we use them. “Whether unconscious bias is obvious or sublets, it can create a ripple effect. Small decisions which are influenced by unconscious biases can have a big impact.” After exploring the many types of biases (see the recording or presentation for the 20 types!), we gathered in breakout rooms to share our own observations about our biases and ways to overcome those that can negatively affect others. This exercise was both thought-provoking and inspirational as we made the concerted effort to be fully aware of our own behaviors. “Be aware that biases exist, that we all have them, and that they are rooted in your preferences for or against something.” This self-awareness is just the first step. Next, we need to manage our behavior and be mindful of how we respond to others. Joe reminded us that “it is all of our jobs to be champions of our core value of dignity and respect.” The final step in our training was Joe’s recommendation to learn more about those around us and build cultural awareness. “When we recognize that we all have a ‘story’ and that we all have unconscious biases, it is important to incorporate practices that treat others the way they want to be treated.” We thank Joe Carella for his insightful training to help us recognize and manage our own biases, enabling us to create inclusive workplaces that show dignity and respect to all employees. Wnet members can watch the session and download the presentation slides in the Thought Leadership Center. Follow the DEI Corner for the next training session: Racial and Cultural Sensitivity with Melyssa Barrett (she/her), Vice President, Visa. May 18, 2021 Unite in the New Wnet Diversity Inclusion Groups
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1/1/2024 » 12/31/2024
Daily Meditation with Elizabeth Lions
Words were failing me, so I just pointed to a picture and said, "That's my fiancé." Pictures are worth 1,000 words anyway, right? Plus, it
is hard to avoid talking about your significant other at work when people ask you about getting married. I was also taking my spouse's last name, so another detail that "outs" me at work.
Interview with
Interview with