00:00
Hola, my name is Claudia Romo Edelman and I'm delighted to
00:03
be your co-host for Este podcast,
00:06
a La Latina. I'm Cynthia Klein Miller and I'm delighted to
00:09
be with you in this episode.
00:10
We're gonna be learning about three main things.
00:12
Number one, how to be your authentic self,
00:15
how to recognize if your corporate environment is going to be allowing
00:20
you to be yourself and if not how to walk out,
00:23
you will love also get tips and tricks on how to get
00:25
noticed and how to get promoted to climb the corporate ladder.
00:29
And number three, we're going to learn and get deeper into
00:32
understanding the cultural nuances of Latinos and Latinas so that we can
00:37
flip the script and use it for our benefit.
00:40
And we're going to do this by learning from the former Chief
00:43
Talent and Diversity Officer at Verizon.
00:54
Hola Bien Benitos Que,
00:57
what a great episode we're gonna have today.
00:58
What a guest. What a guest.
01:00
I'm so excited that you said.
01:01
Yes, it's great to be here with both of you.
01:03
Thank you for having me.
01:05
So, Magda, we're gonna take some time to introduce you
01:08
to the audience. So you're gonna have to be patient because
01:10
you are so accomplished that it's gonna take us some time.
01:13
So Magda recently retired from Verizon.
01:16
She was senior Vice president of Strategic DN I Initiative and supplier
01:20
diversity there. She was also the Chief Talent and Diversity Officer
01:24
She serves as the vice chairperson of Aspira of New York
01:28
is on the governing board of Stonecrest Community Church,
01:31
a trustee of Colombia Theological Seminary,
01:34
an Alumna Hall of Famer for the Hispanic Scholarship Fund and is
01:40
part of the Cornell University Council and she's been awarded and recognized
01:45
for that. Magda has been part of the 50 most powerful
01:49
Latinas by Alpha named to people in Espanol,
01:52
25 most powerful women and top executive in corporate diversity by Black
01:57
Enterprise. She's also a President's award recipient from the United States
02:01
Hispanic Chamber of Commerce Foundation.
02:04
And if that wasn't enough,
02:05
she was recently appointed a member of President Biden's Advisory Commission on
02:10
advancing education, equity,
02:12
excellence and economic opportunity for Hispanics.
02:15
She has a blended family with three kids,
02:17
Magda. You're a true Trailblazer,
02:20
a Hispanic star and we're honored to have you today.
02:23
Thank you. I'm the one that's honored to be here.
02:25
Let's do this. Let's do this.
02:27
Let's talk about you when you and I spoke,
02:30
you talk so much about your mom that I thought what would
02:33
be best than starting the conversation,
02:35
learning about how you grew up the influence that your mom had
02:38
in you, especially in the context of how you manage your
02:42
career. Can you tell us about her?
02:44
My mom, we talk about trailblazers.
02:48
She was a Trailblazer,
02:49
a single mom of three,
02:51
came here from Puerto Rico and really showed us that she had
02:56
great expectations of us and we needed to have them of ourselves
03:00
I think a few things that she also taught us that
03:03
served me well. From a career perspective was,
03:06
you know, she was very much this blend of dualities,
03:10
right? She was strong and she was humble.
03:13
She was meek and she was bold and I think that in
03:19
We're multi dimensional beings and so are others.
03:23
And so I think that served me immensely well.
03:25
As I proceeded in my career,
03:27
I think she also showed us that faith mattered,
03:31
that we happened to be grounded in a Christian faith.
03:34
But there was room for lack of judgment.
03:38
So she really had this awe of humanity and the potential of
03:42
all people from all backgrounds.
03:44
Mom saw you, she noticed you and I think that has
03:48
served me well as well.
03:51
She taught us that we were to be servant leaders that we
03:55
were blessed and that with blessing comes the opportunity to bless others
04:00
And something that was said all the time was to whom
04:02
much is given much is expected.
04:05
And I'll end with something that I think was also very useful
04:08
to me and could be to others.
04:10
And that was, you know,
04:11
blessed are the peacemakers for,
04:13
they shall be called Children of God.
04:15
And it was very important and we think about kindness and the
04:20
lack of kindness and how easy it is to be polarized and
04:25
to tear each other down.
04:27
And when you show up in a place of peace,
04:30
in a professional context,
04:31
you really can bring down the temperature and we're going to find
04:35
ourselves in complicated complex discussions.
04:38
And how do we show up in a way that brings peace
04:41
into the room was something that I also learned from my mother
04:45
And it's incredible how you're talking about duality of Latina moms.
04:48
We should talk more about that,
04:50
the capacity of my mom to compliment you and criticize you at
04:54
the same time in the same sentence.
04:56
this is wonderful. I wonder whether the kids are gonna fall
04:59
down. Oh, it's true that Latina moms have this duality
05:03
I wish I would meet your mom.
05:04
Great. Yeah. And we're gonna talk about your faith in
05:07
a little bit. I know our audience wants to understand how
05:11
can somebody do a lot of things at the same time juggle
05:15
the life of the Latina woman.
05:16
You were studying, working and raising three kids.
05:21
Can you tell us how did you do that?
05:24
you use the word at the same time and sometimes that's something
05:28
we have to take time,
05:29
pause and consider. So I always believed that I could have
05:33
everything but maybe not all at the same time.
05:37
And I had to define what everything meant to me.
05:41
What was most important to me?
05:45
Not self imposed, not what's on Twitter or Instagram,
05:49
what's most important in the broader context.
05:52
But to me, it was very important that I obtained my
05:56
education. It was very important that I maintain my career and
05:59
it was super important that I raised my Children and how do
06:03
I do those things that are important to me as well as
06:06
I can and maybe not all equally well at the same time
06:12
And I had to come to terms with that for myself
06:15
I had to really apply the Aspira AAA process.
06:20
So we talked about the fact that I am the Vice chair
06:22
of Aspira, I am an Aspie,
06:24
I came up through the high school initiatives that really helped to
06:27
ground me in the Triple A's.
06:29
And that was awareness,
06:32
analysis and action. And when I was in going back to
06:36
school, I had to pause and I had to say like
06:39
hey, I have to build my awareness about all of
06:42
the possibilities of how I'm going to do this,
06:44
how it's gonna affect and impact my family.
06:47
There were choices I had to analyze and then I had to
06:49
take action and I had to take that action in cooper operation
06:53
and in communication with my family.
06:55
What does this mean for us?
06:57
What are the expectations that are gonna be shifting here?
07:01
I have to be very comfortable with learning to say no and
07:05
missing out on some things in my children's lives for the time
07:10
being. So that could get a lot of guilt and condemnation
07:15
coming up because you have to be perfect in every role that
07:19
you play and back to how do you define perfection?
07:23
I had to really get comfortable with what was good enough so
07:27
that I can truly take care of my Children,
07:30
take care of my career,
07:31
advance my educational credentials.
07:34
At that moment, I chose to do all of that at
07:37
the same time and that required support.
07:40
So I had to also learn how to ask for help.
07:43
I have an amazing husband,
07:46
father of my Children and there were other people as well paid
07:50
support or church members,
07:53
friends and family. It's cliche,
07:55
but it takes a village and we came together as a community
07:59
as a family. And that's really less about how special I
08:03
am and most about how special the people around me were.
08:09
And I think that it would be interesting to hear,
08:12
you know, like your story and how did you multitask?
08:15
Because if we can say something about Latinas is that we multitask
08:19
we live in multi generational families.
08:22
We are the caregivers in many of the cases of our Children
08:25
but also for our parents and our grandparents and the tias
08:28
And that comes with a price of actually our professional career
08:33
Hispanic women are significantly more likely than Hispanic men to limit their
08:38
careers due to being working parents.
08:41
But on top of being the caregivers,
08:43
we work actually in household hours by far more.
08:48
are there any tips that you can give to our audience in
08:50
general about how to manage a multi faceted and full life career
08:55
without challenging your career progression?
08:57
And I'm asking you this because in your experience with the,
09:01
you've managed a number of people and probably you have seen some
09:04
best practices. Absolutely.
09:07
I think it starts with surrounding yourself with the right people and
09:11
that includes the partner you choose.
09:15
yes, there are amazing demands that we're responding to.
09:20
And I do believe that it comes with being able to just
09:24
lighten up on some of our expectations.
09:28
I will tell you that I might have had a dusty house
09:31
dustier than I may have liked or my kids didn't,
09:36
you know, the big tails weren't exactly where I would have
09:39
put them had I combed the girl's hair as compared to my
09:44
husband's. And so sometimes we have to let go of some
09:47
of the standards that we have in order to minimize for ourselves
09:52
Because I think that for me,
09:54
I have focused most on what I can control,
09:57
I can control my husband far less than I can control myself
10:02
Therefore, if I lower my standards and I let go
10:05
of some things that to the world are so important,
10:08
like a clean house or a perfectly groomed child,
10:12
chances are I can potentially help myself to free up time.
10:17
And the multigenerational piece,
10:20
you know, we talked earlier about me as a parent,
10:23
but I also had my mother living with me for 12 years
10:28
And so I had to again,
10:30
set limitations and boundaries and shift expectations on myself,
10:36
on people around me,
10:37
my siblings and and other family in order to really be able
10:43
to make it work because the work's not going to go away
10:46
But you can redefine what's most important at the end of
10:49
the day. From a family perspective,
10:52
I think from a corporate perspective,
10:54
we certainly have to have the types of de i initiatives that
10:58
provide the right kind of support for working parents and particularly for
11:03
working mothers. And so,
11:06
choosing wisely, who is your employer,
11:09
what are the values of that employer and what are the kinds
11:13
of benefits that are going to support you as you think about
11:17
child rearing elder care,
11:19
all of those things that we care deeply about and that we're
11:22
not going to just table and put as not to be done
11:27
But rather how do I do these with the right levels
11:30
of support. So I think that's that's important,
11:33
the policies, you have to look at the policies and programs
11:35
of companies. I think employee resource groups are fantastic because
11:40
they give a lot of sharing of ideas and tips and support
11:44
empathy, common shared experiences,
11:47
but also the the plain vanilla talent programs really making sure that
11:53
we are looking at the pipeline and saying,
11:56
do we have enough Latinas in the pipeline for leadership if we
11:59
don't, what are the barriers?
12:02
Is it indeed having to do with family and community?
12:06
And how might we introduce the flexibility inside the workplace that allows
12:11
for people to be successful for Latinas who are carrying a,
12:15
a great load, not only in their families but in the
12:19
communities that they serve because Latinas are constantly saying yes to
12:24
their nuclear family, the extended family and then the larger community
12:28
And I think that that's one of the main reasons we
12:32
needed to create this podcast,
12:33
let alone we wanted to create is we needed to create this
12:36
podcast is because I think that there is an incredible need for
12:39
navigation guidance for how to,
12:41
how do I make it as a Latina to really reach the
12:44
sea suite level that I want?
12:46
Do I want to get there or does it scare me about
12:49
the price that I have to pay?
12:50
And how if I am a company that is in absolute clear
12:54
need to hire and to diversify their senior suite.
12:59
You're a first generation college graduate.
13:02
I think that 44% of Latinos are the first generation in a
13:05
number of fronts where the 44% of Latinos are the first generation
13:09
to graduate college. That is by far higher number than all
13:12
other groups. Although we're making a huge amount of progress.
13:16
73% more Latinos since the last 10 years have been able to
13:20
graduate college so that navigation becomes even more important.
13:25
So the question will be,
13:26
how did you do it without a navigation piece with a mother
13:31
and living with you and the three Children and a very challenging
13:34
career. How did you do it?
13:36
How did you get the advice or the mentorship that you needed
13:40
if your close circle was unable to do it because they couldn't
13:44
they didn't have the experience or the information,
13:46
maybe sometimes not even the language.
13:48
Well, I think that you start with acknowledging that everyone has
13:53
wisdom. And so I think we often discount our close circle
13:59
So my mother may not have had the college education,
14:02
but she had wisdom beyond anything I could have imagined.
14:06
And so I think we need to start with our close circle
14:11
with our dias with those people who know us best.
14:16
Sometimes they can see things that we can't even see.
14:21
And I had such amazing advice from my mother that had applied
14:26
to my career that applied to my,
14:29
you know, graduate studies that applied to everything.
14:32
And I would encourage us to tap into the strength of our
14:38
community and not to buy into the fact that perhaps they don't
14:44
a lot of insights and experiences that are gonna serve us
14:48
exceedingly. Well, as we map out the steps that we
14:52
take, whether it's college and career and parenting and all of
14:56
these other things that are to follow.
14:59
The second piece for me is there are resources that are available
15:04
and equity is at the heart of the matter.
15:06
Are we getting our fair share of the resources that exist?
15:11
So whether it's in the high schools or in the colleges or
15:14
in our companies really being very knowledgeable about what exists,
15:21
doing our homework and availing ourselves of those opportunities against whatever barriers
15:27
may present themselves. C se puede me lean and really forge
15:34
through whatever those barriers are because the resources generally are there.
15:40
They're just not spread out equitably for people to gain the access
15:45
that, that they need.
15:46
And then lastly outside of our institutions that we're a part of
15:50
that have programs that we could take full advantage of is like
15:54
what's out there, what else,
15:56
what external resources are out there for me?
15:59
Aspira was an amazing support for my mother to give information on
16:05
details about college. You know,
16:07
I had mentors that led me and helped me understand the
16:13
kinds of companies that would make sense for me.
16:17
who are those external people?
16:19
So start with the people that are closest to you that know
16:22
you well, they know a lot tap into the resources and
16:27
make sure they are equitably available to you.
16:31
there's so much available to us by way of the internet to
16:34
just access the resources and the people that may be a little
16:37
bit further away. So let's talk about that further away the
16:40
networks. And we know that 40% of the success of
16:44
an entrepreneur, for example,
16:45
depends on the networks they have and we know that we're not
16:49
the most connected. So if you think of our,
16:52
our Latina looking at us at our 35 year old,
16:57
you know, like with AAA Natia that really want to give
17:02
them their advice, but how,
17:04
how and they have all those gas,
17:06
they are really willing.
17:08
So what would be two or three pieces of advice that you
17:10
would give to our younger Latinas?
17:14
It's about being able to be in the room where it happens
17:16
be a good student in the environment,
17:18
you know your industry,
17:19
know it well, right.
17:21
What are those trade associations?
17:23
What are those groups of people that you need to make yourself
17:27
a part of? I think we're not going to be invited
17:31
right? If we're waiting for an invitation,
17:33
if we're waiting for the cavalry to come across the hill and
17:37
somehow save the day.
17:40
It starts with, with ourselves really understanding if this is my
17:45
industry, if this is my profession,
17:49
if I am a female professional,
17:52
what are those networks that are,
17:54
that are in place today that I am not a part of
17:59
And how do I begin to access them?
18:01
And no, you may not start out,
18:04
you know, at the very,
18:05
very top of the organization in terms of establishing relationship,
18:09
but wherever it is that you can gain access,
18:13
create opportunity. Because nine times out of 10,
18:16
somebody knows somebody who knows somebody who knows somebody.
18:20
That's one thing. The second is be a good relationship,
18:24
not builder but keeper,
18:27
right? Care about the people that you meet,
18:30
stay in touch with them.
18:32
Don't only shoot high at the people that you perceive to have
18:37
Although over time you want to have enough of them on your
18:42
But you certainly wanna,
18:44
call people, not only when you need them,
18:47
keep in touch with them,
18:48
there's an interesting article that you see,
18:50
that's an industry article that you think,
18:52
hey, somebody in there,
18:53
you know, send it forward to that person,
18:56
become somebody that is now a little bit more top of mind
19:00
than you would have been.
19:01
And that relationship gets stronger.
19:04
And those are a couple of things that I would tell
19:07
a Latina that you know,
19:08
is starting to form a network is,
19:12
you know, start with the access that you have,
19:16
be a good student of your industry and of your company of
19:19
the environment and then build from there by being a really good
19:22
relationship keeper. As much as it is that you're dedicated
19:26
to building the network by keeping it nurturing it.
19:30
And also the network doesn't have to be only with Latinas,
19:33
right? We have to have mentors and sponsors that are women
19:39
Otherwise the progress will be too slow.
19:42
Yeah, that is an important point.
19:44
And there's something I learned from Magda actually,
19:46
that it comes from network and she is a Latina that opens
19:50
doors for other Latinas.
19:51
The amount of doors you open for me when I was starting
19:54
in this world, made me realize we need to do that
19:59
Open the door for each other.
20:00
Don't elbow each other,
20:02
support each other, buy from each other,
20:04
like introduce to each other because the more connections you give,
20:07
the more connections you get.
20:09
Absolutely. So now we want to talk about your career.
20:12
You spent over 30 years at Verizon,
20:15
right? Talk about the,
20:17
not the 1% the 0.001% of people that start their career in
20:22
Verizon end up in the c suite of Verizon,
20:25
right? It's a big company.
20:28
How did you get promoted?
20:29
Like, can you give us some tips on how to raise
20:32
your hand, get noticed and become that 1% point point 1%
20:37
that gets to the top,
20:38
you know, that you can't jump over the basic fundamentals of
20:44
meeting and exceeding objectives.
20:46
You know, you wanna be someone who understands what's expected of
20:49
you meet those expectations and maybe even look at things that
20:54
are adjacent and possibly,
20:57
you know, just continue to be someone that is seen as
21:02
a go to person in your organization.
21:05
Now, there's a caveat.
21:06
You don't want to just be that person that everybody is going
21:10
to for more and more and more because like Claudia was saying
21:13
we love to raise our hand,
21:14
we love to care for a lot of things,
21:16
but you do have to meet those basic expertise and try to
21:19
see is there some way that I can actually exceed it and
21:22
shine a little bit here and never underestimate your supervisor and your
21:28
peers. We were just talking about networking and I have seen
21:32
many time where people just are so into building their network
21:39
that they forget the very basics of their performance and why they
21:42
are there on a day to day basis.
21:44
So you have to keep that in balance and your supervisor and
21:47
your peers, not just your supervisor,
21:49
but your supervisor and your peers will be asked about you when
21:54
you're not in the room.
21:56
And so you really want to be able to have the kind
21:59
of brand and reputation with your supervisor and your peers that they
22:02
would say positive things about you.
22:06
I think you also need to be a really good student of
22:08
the environment that you find yourself in.
22:10
Who are the key players?
22:14
How do they behave in some ways?
22:16
It will be distasteful and disingenuous to your core values and you
22:20
say, huh, that's good to know.
22:23
I don't want to be that way.
22:27
How, how do I continue to observe and watch this person
22:30
and maybe even connect with this person so that I can learn
22:35
and continue to grow.
22:37
And I think that you also need to be willing to use
22:40
your voice for yourself.
22:42
Claudia talked about using your voice for others and how important that
22:46
I think that might be easier for us as Latinas to use
22:51
our voice for other people because we tend to be generous and
22:54
community minded. We tend to see using our voice for ourselves
23:00
as lacking humility and humility is a value often in our community
23:06
And so I think we have to find our voice in
23:09
the right way and not think that hard work by itself and
23:13
all these other things that I may have mentioned by themselves.
23:17
on a couple of occasions,
23:19
I had to lean in and say,
23:22
what about me, is there something that's lacking?
23:25
Think that feedback is a gift and a lot of times supervisors
23:32
hold back feedback that might serve us really well because they think
23:36
it could hurt our feelings,
23:37
it could demotivate us.
23:39
But you want that kind of feedback,
23:41
you want feedback that says,
23:43
I know when I woke up today,
23:47
I believe I'm pretty darn great.
23:49
But is it possible that there's something between who I am today
23:52
and who I can be tomorrow and in my future that you
23:55
could share with me and really open that environment so that people
24:02
you want the feedback because you're about growing and improving on yourself
24:07
and you create that kind of an environment for all kinds of
24:10
people, for mentors,
24:11
for your boss, for people in your network to really
24:15
feel safe, to help you be your best.
24:18
You, I think that is extremely important as well.
24:21
I mean, I would like to take the last few minutes
24:24
of what you said and take a time machine and give myself
24:28
this advice because I wish somebody had told me these things,
24:32
you know, I was pretty unaware.
24:33
I didn't know how were decisions being made.
24:35
So I hope that the audience finds this useful and insightful.
24:39
OK, let's talk about your faith.
24:41
So religion and faith is an important part of who we are
24:45
and our values. But sometimes we don't share that and there's
24:50
this movement more and more to bring your whole self to work
24:53
I was so so surprised when you and I spoke and
24:57
you told me that you don't shy away from talking about your
25:00
faith and that your faith is actually part of,
25:03
of your source of resilience at work.
25:06
So, can you tell us about that?
25:08
Absolutely. Thanks for that question.
25:11
It was earlier in my career a little bit taboo and this
25:15
conversation about bringing your whole self and being authentic is part of
25:20
a newer conversation in corporate America.
25:23
And so I wanted to just be very transparent that it,
25:26
it was a journey for me to find a way to bring
25:31
my faith into the workplace in a way that was inclusive,
25:36
in a way that respected and honored the fact that I had
25:40
a particular perspective on faith that could be very different from others
25:45
all the way to an atheist.
25:47
And, and how do we honor all of those differences?
25:51
And so really, I just benefited from working for a company
25:56
that was very committed to telling story,
25:58
the full story. And that was such a core part of
26:01
my story that I felt very comfortable.
26:05
And you have to know the environment in which you're working and
26:09
you have to always show up with your face in a way
26:11
that honors the face of others.
26:14
We're not there to convert people,
26:16
we're there as I said earlier to create a place where we're
26:20
all human to coin one of what we are and the beauty
26:27
of faith is to be peace and to be love and to
26:30
be gracious and generous and,
26:34
and to create that environment around you.
26:37
So I, I really was able to anchor into that.
26:42
I'm a cancer survivor.
26:44
And during that time,
26:45
I was able to really just in my place of work
26:50
express myself in a way that was meaningful,
26:54
was real and was faith based.
26:57
When we talk about my mother,
26:59
I can't talk about my mother and not express faith.
27:03
And so if there are parts of yourself that you have to
27:05
cover up or, or leave behind and not be able to
27:10
give your full story,
27:12
then the company, the organization loses a lot of the potential
27:18
impact that that person can have simply by just being genuine,
27:22
talking about not being able to be your full self in a
27:26
situation. How detrimental that is 76% of Latinos cannot be themselves
27:32
at the workplace. So you have to leave your true self
27:36
at home and you come to work with someone you don't even
27:38
know. So if you're jorge,
27:40
you come to work and you pretend to be George and you
27:43
put yourself down and fly low so that you don't get into
27:47
trouble because being your authentic self is associated with a con as
27:53
And I think that that's such a shame for everybody.
27:56
It's such a shame for the self because what happens to you
27:59
if you have to repress who you are,
28:01
you start actually losing touch with the environment where you are.
28:04
You start disenfranchising and therefore probably being less effective at your workplace
28:09
It's a shame for companies because honestly,
28:12
if there is another organization that says like,
28:14
hi, you can be yourself here.
28:16
Come here, we welcome you here.
28:18
You can be Jorge here.
28:19
You can be Maria here.
28:20
You don't have to pretend you can be your loud self,
28:23
your passionate self. The likelihood is we're going to go,
28:27
how do we turn them around?
28:28
So that instead of being,
28:31
so passionate, how do we turn them around so that they
28:33
can become leadership characteristics?
28:35
What could be a great framework of using our cultural nuances and
28:41
turn them into, you know,
28:43
back into a place where it can help in your career ladder
28:47
to be Maria, to be Jorge,
28:48
it can help you having your passion and your famil and the
28:54
respect for your elders,
28:55
you covered it quite frankly.
28:59
you know, show up being yourself not covering.
29:03
And if you're showing up and you are saying I am about
29:06
familia and oh, by the way here at work,
29:09
I'm going to build family that's going to make you an immense
29:12
team builder, that's going to make you a great leader that's
29:16
not only going to make you able to lead your teams.
29:19
But because you have that familar view,
29:23
you will naturally complement other teams,
29:26
you will naturally collaborate with other teams because you're not naturally,
29:32
I don't want to say we're not competitive.
29:33
We are competitive in a healthy way,
29:35
in a familiar community way that believes that we can all rise
29:40
together. And that for me to be my best doesn't have
29:46
But rather that as family,
29:48
wouldn't it be lovely if my team and your team and that
29:52
team all were able to be elevated?
29:55
Right? And I think that that is an example of a
29:58
way that we could show up tapping into something that's a strength
30:02
I think when you say respect for authority there,
30:05
it's kind of like we're pretty clear on the objectives of the
30:10
what is it that I'm here to do?
30:12
And I'm going to focus on being able to meet those expectations
30:18
I think that is an absolute core value that we have
30:21
that is not respect for authority,
30:23
mindlessly, but with a respect and regard for the fact that
30:27
we collectively have some to do together.
30:30
And I respect the fact that we have different roles that we
30:34
play and I don't have to play every role because in familia
30:38
everybody's role matters,
30:39
right? And so I think that we can absolutely leverage that
30:43
as a strength in our,
30:45
in our community, progress in corporate America or outside of
30:51
corporate America because I think that we are the growing right population
30:55
of entrepreneurs. And it is possible that the corporate structure that
31:02
has been perceived as right,
31:04
the holy grail of success is not that.
31:07
And there might be other ways that we can find that place
31:11
where I can be Magda Irisarri and I don't have to be
31:15
Magda Iras or whatever it is that,
31:18
you know, seems to cloak us in terms of how we
31:21
show up because I've chosen another path.
31:26
And I think that our community needs to really be very mindful
31:30
of expanding the possibilities for what success can look like for our
31:36
community. And that yes,
31:38
does include getting a seat at the corporate table or at the
31:41
board table. But also,
31:42
you know, includes entrepreneurship.
31:45
I think that college is definitely a path forward.
31:51
But as we're looking at the shifts in corporate America and in
31:54
many of the hiring bodies in the United States and around the
31:58
you know, hiring is very important.
32:00
So how do we know how to package ourselves with the skills
32:03
that we have? And not always believe that it's the most
32:07
traditional credentialing that's required for success.
32:12
And I think that we're just very curious people,
32:17
we believe you talked about that hope that optimism.
32:20
And so for us to be contagious in our organizations,
32:25
I don't know that we have to have the loudest voice to
32:28
be perceived or to truly be the most passionate in the room
32:33
And so how do we define passion in a way that's
32:35
real and authentic to ourselves and meaningful to the organizations that
32:40
we choose to either lead or become a part of?
32:43
And I would like to just like get deeper.
32:45
I would love to know more about like,
32:46
what are the misconceptions that you think that corporate America can be
32:50
made aware of? And what are the things that Latinas could
32:55
be made aware of about their characteristics in this in the
32:58
spectrum of flip in the script.
32:59
It's interesting to hear,
33:01
flip the script. And one of the things that I think
33:04
is in the script that we have to challenge or question or
33:07
have some conversation around is is there one Latina profile?
33:11
And we are very diverse as well?
33:16
there are Latinas who,
33:18
you know, my my daughter is a Latina,
33:20
she's very different. Her lived experience is very different from mine
33:23
as was my mother's experience from mine.
33:25
And so I think that one of the things that starts to
33:28
happen and I don't know if either of you have experienced this
33:30
is we start to almost measure each other's Latina ness.
33:35
And that could come in the way of something that you talked
33:37
about earlier. That's really powerful Claudia,
33:39
which is how we support each other.
33:42
So it's kind of like if you don't speak Spanish,
33:44
you're not, you know,
33:46
Latina, Latina enough,
33:47
for example. and what,
33:50
you know, and I think that we're coming,
33:52
you know, in a multigenerational mix of Latinas that I think
33:57
if we want to be able to be that generation that pulls
34:02
the next generation or grabs hold of the generation before we're gonna
34:06
have to embrace the fact that is very different.
34:10
As each of us have been either part of the United
34:12
States for a longer time or,
34:14
or have a just a different set of experiences in our background
34:17
So I just want to put that out there to anybody
34:19
who's listening, that we all need to be just mindful of
34:23
of that sense of belonging,
34:26
even in our own communities.
34:28
I'm finding that to be a necessary part of it,
34:32
we're very diverse, you know,
34:34
whether it's national origin,
34:36
economic status, you know,
34:38
all kinds of reasons why we would be somewhat different.
34:43
And something that I think needs to be part of the conversation
34:46
the way that I think that we turn some of the
34:49
misconceptions into strengths is if we really show up authentically,
34:55
the misconceptions will continue if we don't show and demonstrate that this
35:01
this is what being community minded looks like.
35:05
This is what you will gain if I am able to be
35:13
And I think that we have bought into perhaps needing to leave
35:17
the jorge behind for the George perhaps.
35:20
And I do believe there has been a time in our history
35:23
and even today in certain environments where that unfortunately may continue to
35:29
be a person's experience.
35:31
I would say to that person that's not where you belong.
35:36
It is clear to me after 30 some odd years that I
35:41
get to choose where I give my allegiance where I give my
35:50
sweat equity. I would choose sometimes for my mother,
35:55
she didn't have the same choices.
35:57
Unfortunately. And today there are a lot of people who don't
36:02
have the same choices.
36:04
OK. So I don't want to not Pollyanna.
36:07
But when we do have the choice,
36:10
do not choose to be anyone other than who you really are
36:14
do not choose to stay.
36:17
You get to pick your employer as much as your employer gets
36:20
to pick you. And often when we're first generation in that
36:25
first job and right that,
36:27
that first income is so tempting,
36:32
ask yourself about the cultural norms of that organization.
36:36
It really, really matters.
36:39
And sometimes we have to take that first job because we've got
36:43
to have that breakthrough.
36:44
But in the back of your mind,
36:46
you have to define how long will I stay here?
36:53
What am I gonna get out of this experiment here so that
36:57
I can gain everything right that I need and give everything.
37:03
It's a reciprocal relationship.
37:04
I'm working here. I will give my best and I will
37:08
take we're good givers.
37:12
And there's almost like this,
37:14
this taste with saying I take,
37:17
but we have to reap and sow reap and sow and that's
37:24
You are still loyal.
37:26
If you choose to leave,
37:28
you are still loyal.
37:29
So sometimes there's that voice in our head,
37:31
that loyalty thing. And the reality is you get paid a
37:36
day's pay for a day's work and every single day you maintain
37:40
that reciprocal loyal relationship,
37:42
but you have never been asked to give your future to anyone
37:47
And so you have to be discerning and make sure that
37:51
you are in the kind of environment that's not toxic to you
37:54
And that is this loyal to you and your community because
38:00
Latinas, we have to support each other.
38:02
So this is so powerful.
38:03
I just wanna make sure that the,
38:05
you know, like I we,
38:07
we need to understand who we are and show authentically,
38:13
but we need to be aware of how to flip the script
38:17
to build on flipping the script.
38:19
One thing that I'm seeing right now in corporate America is that
38:22
because of the working from home or more flexible working environment?
38:26
I think people are understanding that there's not necessarily a correlation between
38:30
being busier and being less effective at work because there used to
38:36
be this idea that you had to be on your desk.
38:38
So if you have family,
38:40
if you're raising kids.
38:41
If you're taking care of a parent,
38:42
maybe you can't be the first person in the office,
38:44
the last person in the office.
38:46
But now you don't necessarily have to be in the office all
38:48
the time. And I heard once and I do believe it's
38:52
true that if you want something done,
38:53
you ask for that to the busiest person,
38:56
like busy people just get things done.
38:59
And I think we Latinas and you can see us like you
39:03
too. We're all really busy.
39:04
And here we are recording this podcast,
39:06
right? I think if we can flip the script and say
39:09
yes, Latinas are very busy,
39:10
but we get more done than anyone else.
39:13
It instead of saying we're very busy so we can't really commit
39:16
to work. Like there's the flipping of the script there too
39:19
I think, I think that being busy,
39:22
I've been asked that question.
39:24
How do you with all of the things I said,
39:30
I prioritize because that busy can be all consuming.
39:34
And one of the things that,
39:35
you know, if I had to give advice to my younger
39:38
self, it would be that busy can be a four letter
39:44
word and that what that does can be very destructive to us
39:55
personally. And so that busy piece,
40:00
you are absolutely right.
40:01
We are those multitaskers,
40:03
we are busy and people will come to us because they know
40:07
we have capacity, right?
40:09
And my advice to myself and to others is manage that four
40:13
letter word because everything is not equally important just because it's
40:20
urgent, everything's not equally important just because it's important to somebody
40:24
else be mindful of who it's important to.
40:27
Don't just do what you like to do but see who the
40:33
the power brokers are and what are they saying is most important
40:36
and help that to help you prioritize as long as it's not
40:40
outside your value set.
40:42
But I think that busy piece for me was to really
40:45
prioritize myself to prioritize personal time to prioritize wellness.
40:53
I think everything we needed to learn,
40:55
we learned in kindergarten about,
40:57
you know, playing and sharing and eating well and exercise.
41:04
If you think about it,
41:04
you could do any kind of exercise plan as long as you
41:07
stick to it, it'll work,
41:08
you could do any kind of diet plan as long as you
41:11
stick to it, it would work.
41:13
But it is the inconsistency of wellness.
41:15
And so that would be big advice to myself as I think
41:19
about that in the context of busy and,
41:23
and wellness. And how do we just make sure that
41:27
we take care of our health?
41:29
So throughout this season,
41:31
Claudia and I are hoping to have a list of 10 things
41:35
that Latinas can use as their playbook to climb the ladder.
41:38
And we have our first list and we want to test it
41:42
with our guests. Can you help us either confirm or debunk
41:46
one of them. The question is,
41:48
is it true that to climb the ladder,
41:50
we have to be the first one in the last one out
41:53
and not try to build your career based on being smarter,
41:57
but actually build it based on working hard and have the reputation
42:01
that you're really hard worker.
42:03
You need the reputation that you're super smart.
42:06
You need the reputation that you are working smart and not just
42:13
working hard. The first in first out depends on the nature
42:18
of your position. Some people have to be the first one
42:21
in because of the reports that they pull and they have to
42:23
be the last one out because it has to be functionally verified
42:28
Ok, otherwise you negotiate with your boss,
42:32
what makes sense for you and for your team and for the
42:36
work and for your family.
42:38
And so that first in first out,
42:40
I don't want to say is not necessary.
42:43
It really is job dependent and most of us don't have to
42:46
be, but it really should be negotiated that will work hard
42:51
has nothing to do with being first in and last,
42:55
I mean, in my career,
42:56
I had many a difficult conversation because I was on the operations
43:00
team and there were certain people that had to pull certain reports
43:03
like at 7 a.m. they had to be there.
43:05
Well, at seven AMI was dropping my kids off,
43:08
you know, and making my way on a one hour and
43:11
a half commute. And so I had to really be able
43:14
to say to this person and to my boss,
43:18
his job requires 7 a.m. Mine doesn't.
43:22
And therefore I need to stop this conversation.
43:27
And so having your voice is really important and that's part of
43:30
the working smart. How do you have those conversations with your
43:38
with your spouse, with your kids about what work is going
43:42
to look like? And and it's,
43:45
it's not necessarily about being first and,
43:47
and, and last and smart.
43:50
you want an athlete on your team,
43:54
you want someone who can go left,
43:57
Because the dynamic environment in which we work requires highly adaptable people
44:06
And if I had to say about the Latino community,
44:09
I think we know adversity and we know adaptation very,
44:12
very well. And so I think we need to lean in
44:15
to that and that is really a smart thing like what is
44:20
necessary here now? Why?
44:23
Right, going back to the AAA process,
44:25
right? Really build your awareness,
44:27
analyze the options and then take action,
44:29
right? And it's the same thing with how you work smart
44:33
And I think that is really going to be the
44:36
differentiator that person that can ebb and flow lean in be there
44:41
early when it's necessary,
44:42
stay late when it's necessary.
44:44
But knowing how to define what's really necessary and adapting to the
44:48
requirements. And again,
44:50
you may have to choose that the requirements of that role or
44:53
of that organization is not for you,
44:56
it's not for your family or maybe it's not for you and
45:01
timing matters. But really being smart about it in our
45:05
podcast, we want to make sure that we can address the
45:10
the playbook on how can Latinas you know,
45:16
like, succeed, incorporate America and do it a La Latina
45:20
success, a La Latina leadership,
45:22
a La Latina being authentic to who we are not copying other
45:26
communities. So who do you think we could,
45:28
we should have in the podcast as a,
45:30
as a guest, a special guest that can inspire Latinas and
45:34
share their experience. Well,
45:35
besides the two of you who I hope will be interviewing with
45:38
some times, Angeles Borrego at Verizon is someone who is a
45:45
leader in the finance organization.
45:47
And what I love about Angeles is that she has learned how
45:50
to balance the corporate demands with her commitment to community.
45:55
I think that I have two peers who have recently retired
45:59
Nelly Borrero and Miriam Hernandez.
46:02
Miriam was with KPMG and Nelly with accenture.
46:07
I think those three would be worth having a conversation with great
46:12
three for one. Thank you.
46:15
Thank you so very much,
46:17
Muchisimas Gracias, Porto Zuria,
46:19
Porto Porto Corazon for your wisdom.
46:22
Thank you. So much for being with us today.
46:24
I want to say thank you.
46:25
But more I want to say,
46:26
where have you been all my life?
46:28
Why didn't I meet you before?
46:30
I feel the same way.
46:32
You know what? There's never remorse.
46:34
Only tomorrow. Let's succeed.
46:37
A La Latina. Thank you.
Series