Learn more about the amazing speakers and sponsors from our October 2021 virtual summit Diversity Reboot: Lifting Latin Voices All Over The World; 4 days of fireside chats, panel discussions, networking sessions, and our 2-day virtual job fair featuring 16 companies.
From discussions on what it means to be a member of the Latinx community to the correct terminology to refer to this diverse community - we covered it all! If you tuned in, thank you! If you didn't, you can relive the entire experience on our PowerToFly website.
We want to extend a HUGE thanks to our Gold sponsors Pluralsight, UnitedHealth Group, Autodesk, Smartsheet, PwC, NGA, and American Express plus our Silver sponsor dv01. (All of those companies are hiring, by the way) This summit would not have been possible without the contributions of our Influencer sponsors Techqueria, Latinas in Tech, and APCO Worldwide.
Also, don't forget to visit our Merch Store and grab yourself some PowerToFly apparel, we donate 100% of the proceeds from our sales to TransTech Social, supporting transgender people in tech.
Registration for our last Diversity Reboot 2021 summit: Supporting Military and Veteran Spouses is now open! If you're a veteran or a military official looking for a civilian role that will leverage your prior skills and experience, or a spouse looking for a job that can accommodate your mobile lifestyle, we hope you'll join us to hear directly from companies committed to supporting military members and their families!
Special Moments from the Summit
Rep. Ritchie Torres: "If We Don't Care Enough to Fight, No One Else Will"
"If We Don't Care Enough To Fight, No One Else Will" www.youtube.com
Fostering a DEI Community as a Latin Leader
Fostering a DEI Community As A Latin Leader www.youtube.com
Claudia Romo Edelman: Creating Support Networks in the Latin Community
Creating Support Networks In The Latin Community www.youtube.com
When You're Aligned with Your Passion, "Magic" is Not Enough To Describe It!
When You're Aligned With You Passion, "Magic" Is Not Enough To Describe It! www.youtube.com
Dr. Anthony Ocampo's Take on Queer+Immigrant Identity
Dr. Anthony Ocampo's Take On Queer+Inmigrant Identity www.youtube.com
Our Gold Sponsors
Founded in 2004 and trusted by Fortune 500 companies, Pluralsight is the technology skills platform organizations and individuals in 150+ countries count on to innovate faster and create progress for the world.With assessments, learning paths and courses authored by industry experts, our platform helps businesses and individuals close skills gaps in critical areas, innovate faster and deliver on key objectives.Our technology skills platform helps companies create life-changing products that better the lives of their customers. It empowers technologists to dream big and do big. And this is what motivates us every day.
UnitedHealth Group is on a mission to help people live healthier lives and to help make the health system work better for everyone. A Fortune 6 company, they're focused on helping people live healthier lives while making the health system work better for everyone. Here, they seek to empower people with the information, guidance and tools to make personal health choices.They work harder and they aim higher. They expect more from themselves and each other.
And, at the end of the day, they're doing a lot of good for more than 142 million people worldwide.
Their biggest point of differentiation is their people - and the collective talent, energy, intelligence and drive their force of 305,000 individuals around the world bring to our mission every single day.
UnitedHealth Group logo
They make software for people who make things. From the greenest buildings to the cleanest cars, from the smartest factories to the biggest stories, amazing things are created every day with Autodesk. Over four decades they've worked together with their customers to transform how things are made, and in doing so, they've also transformed what can be made. A car's performance now inspires the method of its manufacture, a city's infrastructure helps predict the unpredictable, and the creation of ever-bigger universes shapes ever-bigger stories.
Today their solutions span countless industries empowering innovators everywhere. But they're restless to do more. They don't believe in waiting for progress, they believe in making it. By combining and recombining technologies. By blurring boundaries, reinventing rules, and merging fields. By unleashing talent and unlocking insights across industries. By helping their customers converge on solutions to the challenges they all face today. At Autodesk, they believe that when they have the right tools to work and think flexibly you have the power to transform what actually needs making. The power to design and make a better world for all.
In 2005, Smartsheet was founded on the idea that teams and millions of people worldwide deserve a better way to deliver their very best work. Today, the company delivers a leading cloud-based platform for work execution, empowering organizations to plan, capture, track, automate, and report on work at scale, resulting in more efficient processes and better business outcomes.Smartsheet went public on the New York Stock Exchange in April 2018 and currently enables collaboration, better decision making, and accelerated innovation for over 76,000 domain-based customers in 190 countries, including 96 of the Fortune 100.Smartsheet is a passionate team of 1500+ employees spanning offices in Seattle, Boston, London, Edinburgh and Sydney.
Join their community of solvers. They're inspiring and empowering their people to change the world. Here, you'll learn with purpose, lead with heart and put your skills to work to make a meaningful difference in the world. As part of a diverse team, you'll build trust and create innovative client solutions in unexpected ways. Their purpose, vision and values are what connects the more than 284,000+ people across the PwC global network of firms and helps distinguish us in the marketplace and with our clients. Discover more about the firm including our impact on society, our commitment to creating a culture of belonging, and how we are investing in technology and our people.Discover their new ways of working at PwC. Their hybrid work model includes three ways of working: virtual, flex and in-person. They're expanding the availability of the virtual option to eligible client service staff and new hires. Now, you can live anywhere in the continental US and work for PwC.NGA
The National Geospatial-Intelligence Agency (NGA) delivers world-class geospatial intelligence that provides a decisive advantage to policymakers, warfighters, intelligence professionals and first responders.Anyone who sails a U.S. ship, flies a U.S. aircraft, makes national policy decisions, fights wars, locates targets, responds to natural disasters, or even navigates with a cellphone relies on NGA.NGA delivers world-class geospatial intelligence, or GEOINT, that provides a decisive advantage to warfighters, policymakers, intelligence professionals and first responders. Both an intelligence agency and a combat support agency, NGA fulfills the president's national security priorities in partnership with the intelligence community and Department of Defense. For information about the NGA's mission, vision, and goals, click here.NGA is headquartered in Springfield, Virginia and has two major locations in St. Louis and Arnold, Missouri. Hundreds of NGA employees serve on support teams at U.S. military, diplomatic and allied locations around the world.
As a global company, it is vital to our success that our employees are as diverse as the customers and communities we serve. American Express has built a diverse workforce and an inclusive workplace— a culture we are committed to continuing.Through our Global Diversity & Inclusion strategy, we're able to channel our efforts in specific ways. We aspire to continue to develop a talent pool that brings together unique perspectives, backgrounds and experiences. We foster a workplace culture where differences are valued and expressed freely and all employees have the support they need to take risks, learn, and collaborate.
American Express logo
Our Silver Sponsor
They are dv01, the leading capital markets fintech driving technological innovation and transparency in structured finance. They built the world's first data management, reporting, and analytics platform tailor-made for lending markets to help prevent a repeat of the 2008 global financial crisis.
On their engineering team, they'll collaborate closely to create and develop products that promote accountability, data reliability, and transparency. They're looking for dreamers, thinkers, and doers to help us modernize Wall Street's tech stack.
For your next bookclub:
Hispanics are 100% Hispanic and 100% American. They believe in the American dream and are incredible contributors to this country. US Hispanics represent 60 million people, 18% of the population, 12% of the country's GDP, $1.7 trillion of purchasing power, the youth population - and the list goes on! Yet, they are often invisible, negatively portrayed, seen as takers. Hispanics contribute so much to America, and now it is time for others to see just how beautiful and resilient they can be. Hispanic Stars Rising: The New Face of Power shares the stories about the experiences, challenges, and successes of Hispanic Stars nationwide. It showcases the diverse backgrounds, obstacles and contributions made by this strong and resilient population nationwide and shines a light on the beauty of this fundamental American community.
This compilation of stories includes some of the most important names in aviation and space exploration. From the Wright brothers, who invented the airplane, to Sally Ride, the first American woman in space and the first to flyin the space shuttle, these stories will offer the readers the chance to understand how curiosity and hard work (and a little bit of fearlessness), allowed ordinary individuals to become extraordinary. Learn about how their actions contributed to the progress of humankind and how they became an inspiration for every person that has had an impossible dream.
Is race only about the color of your skin? In The Latinos of Asia, Anthony Christian Ocampo shows that what "color" you are depends largely on your social context. Filipino Americans, for example, helped establish the Asian American movement and are classified by the U.S. Census as Asian. But the legacy of Spanish colonialism in the Philippines means that they share many cultural characteristics with Latinos, such as last names, religion, and language. Thus, Filipinos' "color"―their sense of connection with other racial groups―changes depending on their social context.
The Filipino story demonstrates how immigration is changing the way people negotiate race, particularly in cities like Los Angeles where Latinos and Asians now constitute a collective majority. Amplifying their voices, Ocampo illustrates how second-generation Filipino Americans' racial identities change depending on the communities they grow up in, the schools they attend, and the people they befriend. Ultimately, The Latinos of Asia offers a window into both the racial consciousness of everyday people and the changing racial landscape of American society.
Disney Encanto tells the tale of an extraordinary family, the Madrigals, who live hidden in the mountains of Colombia, in a magical house, in a vibrant town, in a wondrous, charmed place called an Encanto. The magic of the Encanto has blessed every child in the family with a unique gift from super strength to the power to heal—every child except one, Mirabel. But when she discovers that the magic surrounding the Encanto is in danger, Mirabel decides that she, the only ordinary Madrigal, might just be her exceptional family's last hope. Girls and boys ages 4 to 6 will love this Step 2 Step into Reading leveled reader based on the animated feature film. Step 2 readers use basic vocabulary and short sentences to tell simple stories. For children who recognize familiar words and can sound out new words with help.
B.R.A.N.D. Before Your Resumé: Your Marketing Guide for Veterans & Military Service Members Entering Civilian Life by Graciela Tiscareño-Sato
Student veterans, military spouses, veterans in their first, second, or third career transitions will all learn valuable self-marketing skills, guided by a veteran who knows the transition chaos (and success!) firsthand. This book is essential if you're joining the ranks of veterans choosing the entrepreneurship track, if seeking your first career after leaving the active-duty force, or pursuing your first internship or full-time job after completing your degree as a student veteran.
Readers will complete the "extracting product attributes" exercise, see ample examples of great branding created by veterans Graciela has personally coached, and be able to write their own authentic personal branding to influence their intended target audience. Graciela teaches the reader a repeatable marketing messaging process that will be useful for years to come.
Those who wish to collaborate live with Graciela who will coach them to perfecting their branding and/or discussing their business startup idea will be offered the option to do so.In this marketing guidebook, Graciela guides you in becoming an epic storyteller of your unique value, long before you write your resumé which she reminds us all is a marketing deliverable. Taking this approach as she did during her career transitions means that your audience for your new forward-looking branding will be so intrigued by your value that they'll ASK for your resumé!
You'll be empowered to confidently communicate your value to make things happen, as Graciela did during her transformation from military aviator to technology marketing manager. Graciela freely shares the communication process she followed during her highly successful military-to-civilian transition, in which she was mentored by women veterans every step of the way.
Stop going at it alone.
And most importantly, stop listening to those pushing you into writing your resumé (or worse yet your LinkedIn profile) before you've done the essential work to understand your personal values and interests, your value to civilian organizations and the target audience you need to attract.
Learn to B.R.A.N.D. Before Your Resumé with a marketing-savvy fellow veteran at your side.
Learn about other companies that joined us:
💎 How to build trust in your team? Watch the video to the end to find out!
📼 How should you work to build trust in your team? Play this video to get three top tips that will help you. You'll hear from Veronica Setzke, Senior Director of People Ops at Pax8, who shares tips and tricks she learned through years of coaching.
📼 How to build trust with peers in your team? Tip #1: Relationships. There's no better way to start forming relationships than having regular one-on-ones. It doesn't have to just be with your supervisor. It can be with your coworkers. It can be with those people that you collaborate regularly with. And it's really important in these one-on-ones that we're spending time listening. Take the time to be present and listen. Also, spend time together not working. Have lunch together. Go for coffee. Take a five-minute walk around the building and just have a conversation. Relations are a key element to trust!
📼 How to build trust? Open yourself in your team Tip #2: Vulnerability. Allow yourself to be vulnerable. Ask for feedback, whether it's feedback about a project, a process, or even maybe a leadership behavior that you're trying to master. This allows those on your team and those around you to see you as willing to be vulnerable. Trust and vulnerability go hand in hand. It doesn't mean that you’re weak, but rather that you’re open. It allows your team to understand that it's a safe place for them to also be vulnerable.
How To Share To Build Trust In Your Team - Tip #3: Clear Is Kind
Keep the team informed and say as much as you can about what you know. There are times that we hold information that could be shared. We could share that information that impacts others' work and have them have the opportunity to use that to do better. If you've learned something that could help your colleague make a better decision, share that! Try to ensure that your communication with others is clear. When you make the effort to be clear about your intentions, your work, and your roadblocks, it opens others up to do the same.
📨 Are you interested in joining Pax8? They have open positions! To learn more, click here.
Get to Know Veronica Setzke
She works as a People professional because she sincerely believes that people want to be excellent, and it is her role to help move the obstacles to their achieving success. She believes the employees deserve a culture that values their work and will respond to such a culture by creating amazing results. If you are interested in a career at Pax8, you can connect with Veronica on LinkedIn. Don’t forget to mention this video!
More About Pax8
The company simplifies the way organizations buy, sell, and manage cloud solutions, empowering its partners to achieve more with cloud technology. At Pax8, they know that they are only as great as their people. They realize that every individual has unique personal and professional aspirations, which is why they strive to offer a complete and competitive Total Rewards offering for their members and family.
💎Want to implement change in your team or organization? Watch the video to the end to do it successfully.
📼 To implement change you need to follow certain steps. Play this video to get three top tips on how to do it the best possible way. You'll hear from Kyle Lisboa, Support Operations Manager at Esri, who shares her experience with you!
📼Why implement change? Tip #1: Identify the reason. Think about the business reason for the change. If you understand why change is needed, it helps you explain it to others. Avoid making change for change's sake and implement solutions that solve problems.
📼Plan to implement change! Tip #2: Develop a plan. Create a detailed plan to help implement the change. If you create steps and timelines, this will guide the process. It also helps others understand how you are progressing towards the implementation and what the next steps are.
To Implement Change You Need Others - Tip #3: Seek Feedback
Gather feedback from those affected before, during, and after any changes are implemented. Allowing others to provide their feedback helps to create an inclusive atmosphere where everyone feels part of the solution.
📨 Are you interested in joining Esri? They have open positions! To learn more, click here.
Get to Know Kyle Lisboa
Kyle is an experienced Strategic Operations Manager with a demonstrated history of working in the computer software industry. She’s skilled in Arcgis Products, Databases, Management, Geography, and Cartography. If you are interested in a career at Esri, you can connect with her on LinkedIn. Don’t forget to mention this video!
More About Esri
At Esri, they build cutting-edge geographic information system (GIS) technology that customers use to solve the world’s most complex challenges: slowing climate change, stamping out disease, designing a better city, fighting crime, and much more. Their ArcGIS software is helping communities around the globe respond to the COVID-19 pandemic by monitoring the surge, managing testing sites, aiding essential workers in finding childcare, mapping food and essentials, and keeping residents informed and safe.
Nearly 80% of workers want to work for a company that values diversity, equity, and inclusion, per a CNBC survey.
But how do prospective employees — and, for that matter, current ones — know whether an organization takes diversity, equity, inclusion, and belonging (DEIB) seriously?
Metrics can help.
What are DEI metrics?
Diversity, equity, inclusion, and belonging metrics are measurements of how a company is doing against its stated DEIB goals. They help track progress, light up problems, synthesize momentum over time, prioritize investment, and allow a company and its employees to have accountability over DEIB intentions.
How can DEI metrics help my overall DEI strategy?
Creating a DEIB strategy is the first step in making your workplace more equitable. But having DEI metrics is a vital second step in ensuring that progress happens.
DEI metrics help a company actualize their strategy, live out their values, meet employee expectations, and make the workplace more fair for all employees.
10 examples of DEI metrics
1. Hiring: the diversity of your candidate pipeline.
How diverse is your applicant pool? Have your candidates self-identify and track what representation looks like in your candidate system.
2. Representation: the demographics of your current employees.
Many companies put pressure on their new hires to make up for gaps in their existing employee population — so make sure you’re benchmarking against data on what your current workforce is made up of.
3. Representation: the demographics of your leadership team.
People need to see that there is a path for success for people who look like them at your organization. What does the makeup of your board look like? Your directors? Your managers? And what does the promotion pipeline look like into those roles?
4. Representation: the demographics of your suppliers.
The money that you spend can significantly impact communities around you — so you should be measuring whether you’re doing that in a way that challenges bias and champions equitable treatment.
5. HR systems: pay equity.
Do all employees, regardless of gender or race, make the same amount of money if they’re doing the same job? If not, what’s your gender / race pay gap and how quickly are you closing it?
6. Employee experience: HR issues.
It’s important to track wins when it comes to DEIB, but it’s also vital to track times when your organization falls short. How many HR / People issues related to DEIB, including allegations of unfair treatment or bias, has your organization dealt with in the past year? What was the result of them? How quickly did issues get resolved? These metrics are key to know.
7. Employee experience: satisfaction with DEI progress.
When you send out employee satisfaction surveys, make sure you include questions on how employees perceive your current progress on DEI goals. They’re the ones most impacted by your strategy — and their opinion matters.
8. Employee engagement: participation in communication platforms.
How often do employees participate in Slack? What about by-channel participation? Looking at data on who talks to who and when can help highlight issues with inclusion or culture. Some companies are using AI-enabled text analysis tools to look for signs of frustration or for problematic language.
9. Employee participation: ERG membership.
Employee resource groups can be hugely helpful in creating community around different identities, interests, and demographics. They can also provide guidance on how to actualize your organization’s DEIB goals. (Which is part of the reason you should pay ERG leaders for their efforts, but that’s a topic for a different blog.)
10. Brand reputation: customer perception.
We’ve talked about key groups for whom DEIB metrics matter — prospective employees, current employees, leadership — but they matter to your customers, too. Whether you add a DEIB component to your existing NPS process, conduct 1:1 customer interviews, or get feedback some other way, it’s important to see whether your customer base is seeing progress on your DEIB goals, too.
Have you ever been so exhausted that you quit your job?
You may have been experiencing burnout.
Burnout is characterized by overwhelming exhaustion, detachment from your work, and a sense of ineffectiveness.
And while anyone can experience burnout, if you have ADHD, you may be more susceptible to it.
Before you get to the point where quitting feels like your only option, there are steps you can take to set healthy boundaries and start feeling more like yourself again. Read on to learn how you can recognize burnout in yourself, and what to do if you’re experiencing it!
How Does ADHD Burnout Feel?
There are some clear signs that you’re burning out, but ADHD can make the descent to burnout harder to detect. These warning signs include:
- Lack of motivation - not wanting to do the things you need to do or the things you love.
- Exhaustion - feeling overly tired both mentally and physically.
- Irritability and mental fatigue - feeling short-tempered, mean, or like you snap easily.
- Physical discomfort - body aches, low energy levels, and general pain.
- Negative outlook - the tendency to find something wrong with nearly everything.
- Emotional dysregulation - feeling weepy, sad, or unable to smile or connect with others.
Generally, burnout starts with taking on too much. Exhaustion creeps in, and you feel like every day is working against you because you are constantly overwhelmed. You may start to feel like the entire world is spinning out of control, or like no matter what you do you can’t keep up (or catch up).
If this resonates with you, you might be on the road to ADHD burnout.
Why People with ADHD Can Be More Susceptible to Burnout
So why does ADHD make some folks more susceptible to burnout? There are a few common ADHD traits that often result in behaviors correlated with burnout (taking on too much, working too long, etc.):
- Hyperfocus - ADHD is not exclusively about attention deficits. In fact, hyperfocus is the opposite – a deep, intense concentration to the point of being oblivious to your surroundings. Per WebMD, hyperfocus is a state of highly-focused attention that lasts for an extended period of time. You concentrate on something so hard that you lose track of everything else going on around you. When hyperfocus sets in at work, it can be hard to unplug or be aware of the people and environment around you.
- Time Tracking - Losing track of time is one thing, but if you find yourself losing track of hours without realizing it, that could be related to burnout. People with ADHD perceive time not as a sequence of events the way others usually do, but as a diffuse collection of events viscerally connected to the people, activities, and emotions that fill them.
- Difficulty Prioritizing - Do you take on too much and then struggle to prioritize it? When someone asks for help, does everything often go to the wayside so you can jump in? Or maybe the daunting anticipation of the tasks ahead prevents you from starting. Per ADDitude, ADHD impacts your temporal processing abilities, which can affect executive functioning.
Combating ADHD Burnout
If you think you may be suffering from ADHD burnout, there are a few ways to take back control. Here are three tips for combating ADHD burnout:
Reserve Your Yeses - Pump the brakes when you recognize the early signs of ADHD burnout. Start reserving your yeses right away. Say no, and practice not apologizing. It is okay to say, "I have a lot on my plate right now and cannot take that on. Thanks for thinking of me." Saying no is nothing to apologize for, and it should be celebrated! You are working to protect your energy above all else.
Practice Over-Estimating - If you think you could knock something out in a day, give yourself a week. Overestimate on time and allow yourself the grace to have a little more time than usual to complete projects. Slowing down when starting a new job or role will help you produce high-quality work and prevent ADHD burnout.
Drop the Mask - Be honest with your employer and friends. Let them know that although you seem to keep up internally, you struggle. Identifying ADHD burnout from the outside can be extremely difficult. Your honesty and transparency will position you to determine if your environment is supportive and inclusive.
How to Support Colleagues Dealing with ADHD Burnout
The experiences above may not resonate with you personally, but perhaps you’ve noticed other people you work with describe or experience them.
If you’re a manager, there are several ways you can support colleagues with ADHD (as well as neurodivergent employees more generally) to help prevent burnout. Ask for clarity on when they have felt the most supported at work. Discovery questions like, “how did you feel at that time?” or “how was the pace of that project?” can help you to understand their actual capacity.Download this free guide if you’re looking for more ways to support your neurodivergent coworkers. Work with your DEIB and HR team to develop new neurodivergent inclusivity standards to help you stay ahead of the ADHD burnout cycle.