Top DEIB Leaders of 2022: Advocate LGBTQ+ NexGen

Ngoc Anh Luong
Ngoc Anh Luong
Head of Digital Marketing at traicie - The best AI-powered talent sourcing tool for recruiters
Table of contents

Helping others overcome underrepresented and marginalised challenges and motivating and enacting change takes a remarkable person. 2022’s Top DEIB Leaders honour those that challenge the status quo and advance DEIB in their workplaces and communities.

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This year’s Diversity Equity & Inclusion Leadership Award recipients show what can be achieved when people motivate others to confront unpleasant facts and make real-world changes. DEIB leaders, from C-suite executives to grassroots organisers, are featured in our list. We are delighted to announce this year’s eight award winners who advocate for LGBTQ+ and NexGen issues.

1. Angela Cafarelli, Global Vice President of Diversity, Equity, and Inclusion at Prudential Financial.

Angela tries to make Prudential Financial a place where everyone feels welcome. She is responsible for creating and carrying out the business’s diversity, equity, and inclusion priorities that align with the company-wide strategy.

She is responsible for designing and executing the DEIB priorities for the global technology business in alignment with the enterprise-wide DEIB strategy. She partners with the Global Technology Senior Leadership team to ensure that the company takes a holistic and strategic approach to DEIB initiatives, focusing on creating an inclusive environment where everyone can feel valued and respected.

Angela brings a wealth of experience to this role, having spent over seven years working in various diversity and inclusion roles within large organisations.

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Angela Cafarelli, Global Vice President of Diversity, Equity, and Inclusion at Prudential Financial – embedding DEIB into an organisation.

She deeply understands the challenges and opportunities associated with embedding DEIB into an organisation and is committed to helping the Global Technology team create a truly inclusive culture.

She aims to ensure that everyone feels included, understood, and respected, even as she leads the charge for several causes. She also supported the company’s tech department in understanding the LGBTQ+ NexGen workforce and all it entails. This led to a new system that allows pronouns and chosen names in the workplace.

2. Bethany Saint Clair, Director of OpenText’s equity, diversity, and inclusion programs.

In 2020, OpenText didn’t have a DEIB department. By the end of 2021, Bethany had fixed that problem. The company now has a team, a budget, and clear goals.

She made way for others to join by starting employee affinity groups and a mentoring program for employees from underrepresented groups. Bethany helped plan, lead, and organise a BLM listening tour, which led to the creation of the DEIB department at OpenText and her promotion to its first leader.

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Bethany Saint Clair, Director of OpenText’s equity, diversity, and inclusion programs for LGBTQ+

She helped write and make a course for managers called Leading a Diverse Workforce, which gave them more training. Ultimately, her team rewrote essential company policies and changed how things were done to eliminate systemic barriers to equity and inclusion. She persuaded OpenText to improve its benefits for women and LGBTQ+ employees.

3. Britteny Soto, Encamp’s Director of Talent Acquisition, JEDI, and Enablement.

Britteny oversees Encamp’s Justice, Equity, Diversity, and Inclusion efforts. She puts people first and teaches through intersectionality to build empathy.

Bethany Saint Clair, Director of OpenText's equity, diversity, and inclusion programs.

Britteny was in charge of updating the holiday calendar to add Juneteenth and replace Columbus Day with Indigenous Peoples Day.

She supports DEI&B policies so that the programming would reflect the company’s core values. She started the Conscious Coffee Series to teach employees about JEDI topics and change the culture one-on-one. The LGBTQ+ community, the environment, racial justice, and African-American women at work have all been discussed. She also ran a campaign for Pride Month.

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traicie’s psychological and free cultural fit test wouldn’t have been possible without our participating business partners and academical experts from Universities. The organizations that collaborated with us to research all the top performers in each industry discovered that they all shared 29 common working styles.

Finally, these 29 factors set them apart from the competition and contribute to their organizational success.

4. DeShaun N. Wise Porter, Hilton’s Vice President and Global Head of Diversity, Equity, Inclusion, and Engagement

DeShaun uses her position and voice to promote inclusion for all Hilton employees, from how they are hired to how they grow and develop their skills worldwide. She supports, upgrades, speaks for the disadvantaged, and works hard to create safe, welcoming places where people, teams, and the company can all do well.

Because of what she did, her organisation, Disability: IN and the American Association of People with Disabilities named Hilton the Best Place to Work for Disability Inclusion in the US. The company has also been named the #1 Company for Employee Resource Groups and ESG and has been inducted into DiversityInc’s Hall of Fame. The Human Rights Campaign has also called it the Best Place to Work for LGBTQ+ workers.

Hilton Best Place to Work for LGBTQ workers

5. Jennifer Tardy, CEO of Jennifer Tardy Consulting

Jennifer started her consulting firm, Jennifer Tardy Consulting, LLC, and is also the CEO. She is very interested in providing a space where innovative diversity, inclusion, and equity are the pillars that help job seekers plan their careers and recruiters (and employers) build a talent pipeline for their organisations.

Tardy helps high-performing recruiters and HR professionals learn how to integrate diversity recruiting responsibly, increasing the number of women, people of colour, veterans, people with disabilities, and LGBTQ+ people in the workplace. Her goal is to help employers and people who don’t have many job opportunities find ways to work together successfully.

|>>> Read more: Top DEIB Leaders of 2022: Advocate for African-American employees

6. Lawrence Kane, Senior Leader for Strategic Sourcing Functional Excellence at Boeing.

Lawrence has led many DEIB initiatives that give underrepresented people a chance to compete and do well. He is committed to ensuring that Boeing “walks the walk” regarding diversity and inclusion. Lawrence mentors and coaches people from underrepresented- and minority groups worldwide, directly and through the Global Mentorship Initiative’s JumpStart mentoring program.

He helps people in the oSTEM community (out in science, technology, engineering, and math) for free and has funded several other LGBTQ+ groups. He uses his positions on the Advisory Boards of the Sourcing Industry Group (SIG) and the International Association of Outsourcing Professionals (IAOP) to help people from underrepresented groups get scholarships and other resources.

He has worked to eliminate systemic bias in recruitment practices by using technology to eliminate discrimination in pre-interview screening, giving specialised training to interviewers, and making structured interview guides to help raters avoid making mistakes.

7. Maggie Roque, Zapier’s Director of Diversity, Inclusion, Belonging, and Equity.

Thanks to Maggie’s leadership, Zapier currently has yearly goals with initiatives to support its’ DEI&B policy. These initiatives include how the company will measure success for its DEI&B pillars: people, products, and the public good. Maggie has ensured that the company’s DEI&B strategy matches its mission, values, and business strategy. Her work helps ensure that everyone at the company, especially the leaders, has the knowledge, tools, and resources they need to run the business consistently and consistently.

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She has also mentored the company’s employee resource groups, such as BIPOC of Zapier, Women of Zapier, and Prizm (LGBTQIA+). Maggie also helps Zapier respond to global and local crises. She recently helped get a $1.3 million donation for Ukrainian aid recipients.

8. Meacie Fairfax, Associate Director of Equity Research at EAB Global.

Meacie helped EAB Global start its first equity project, Moon Shot for Equity, with the help of EAB Global. Through her work, she gives a voice to people trying to help Black, Brown, Native, low-income student-parents, and many others.

She encourages and helps student leaders to become more fair-minded. She also speaks for the problems of all LGBTQIA+ and low-income women. She is also on ERGs and was the chair of HealthyMinds in the past.  

Conclusion

Do you know that traicie’s sourcing tools for recruiters can help the hiring team with culture-based hiring but also improves the strategic, operational value of the recruiting process :

  1. Cost of a job board – Reduce annual spending on job boards
  2. Cost of HR tools – Reduce the cost of surveys and assessment tools
  3. Recruitment costs – Reduce selection costs
  4. Internal mobility – Fill more skilled jobs with internal staff
  5. Time to hire – Reduce the number of days a role goes unfilled
  6. Salary costs – Reduce overall salary costs
  7. Attrition – Reduce the rate of turnover
  8. Recruitment cost – Reduce the general recruitment cost

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