Archive for category: Influential People

How Culture Impacts Business in a Diverse World

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As someone who has traveled the world, Dr. Iris Zemzoum has learned how culture impacts business in a massively diverse world. As President of Asia Pacific, Middle East & Africa (APMA) for Novartis, Iris is responsible for leading the Innovative Medicines business in the region to support the organization’s innovation, growth, and productivity ambitions as a focused medicines company.

Iris Zemzoum, President, APMA, Novartis, is honored with the 2022 Red Shoe Movement Hall of Fame

Iris Zemzoum, President, APMA, Novartis, is honored with the 2022 Red Shoe Movement Hall of Fame

Passionate about accelerating and broadening access to innovative medicines and placing the patients at the center of her vision, Dr. Zemzoum is a strong commercial leader with an outstanding track record of building and mobilizing high performing teams and fostering a purpose-driven culture.

Iris first joined the industry in 2003 with Bristol-Myers Squibb where she held a variety of leadership positions within Commercial and Medical Affairs in Germany, Belgium, France, and Switzerland. Before that, she was a physician consultant at the Department of Obstetrics & Gynecology, University Hospital TUM Munich, where she also acted as co-investigator in breast and ovarian cancer therapy trials. She joined Novartis in October of 2020 and lives in Singapore with her family.

For using her voice to share her experiences, championing equity and diversity while addressing how culture impacts business in a diverse world, the Red Shoe Movement honors Dr. Iris Zemzoum with the 2022 Hall of Fame.

Creating Opportunities and Nurturing Talent in Tech

A mission and a vision

RED SHOE MOVEMENT – You have an M.D. and a PhD in Medicine as well as an MBA; tell us about these degrees and how they’ve shaped the way you see the world?

IRIS ZEMZOUM – I decided at a very young age that I wanted to be a doctor – I asked for a doctor’s bag when I was 9 years old and never looked back! I studied for a M.D (Doctor of Medicine) because I was passionate about science and built on that with a PhD (Doctor of Philosophy) in Medicine.

After more than a decade as a physician, I joined the pharmaceutical industry, where I decided to pursue an MBA to expand and strengthen my knowledge of business topics that had not been part of my medical career. Not only did the MBA serve as a foundation for my role as a leader in a global organization, but the people I met at INSEAD came from diverse backgrounds with different nationalities, careers, and industries. The network I built there has shaped my understanding of global citizenship. 

RSM – What was your specialty as an M.D.? What made you go into in the pharmaceutical industry?

IZ – As a doctor, I worked in gynecological oncology and often saw patients at very tough times in their lives. My focus was always the patient in front of me: their diagnosis, treatment, and wellbeing.

It was my ambition to serve patients on a larger scale that attracted me to join the pharmaceutical industry, but I am still the same doctor at heart. My objective remains the same: to deliver the best possible treatment to patients. However, the challenges look very different, with a broader view across many countries and stakeholders. I currently lead Novartis’ Innovative Medicines business in Asia Pacific, Middle East, and Africa (APMA) which covers 31 countries and is home to half of the world’s population.

I feel very privileged to lead teams that strive to bring much needed and highly innovative treatments to patients who suffer from a wide range of diseases and conditions including cardiovascular disease and cancer. In addition, we deliver long-term, large-scale impact through strategic partnerships, patient programs, and policy-shaping efforts.

Navigating a Crisis and Cultural Transformation 
Iris Zemzoum inspirational quote

Iris Zemzoum leads by example.

How Culture Impacts Business in a Diverse World

RSM – You have lived all over the world, what are some of the key skills you have developed through your experiences in different countries?

IZ – The world we live in is very diverse, particularly in the region I lead. There is a myriad of cultures, religions, languages, and healthcare systems. It has been a huge learning experience and the richness I have gained from it is invaluable.

Having lived in Europe and now APMA, some of the key skills that I have developed are flexibility, adaptability, and open-mindedness. I appreciate how culture impacts the way business operates in different countries. I am thrilled that my kids are experiencing this too – moving to Singapore was their first big adventure and they are embracing diversity early in life.

RSM – How does your global experience influence views that are specific to your region? Could you share your vision with us?

IZ – Business and ways of working can differ greatly between regions as well as within them. These differences can be challenging to navigate, but they can also be exciting and present opportunities.

While the APMA region is home to half of the world’s population, it has one of the lowest levels of healthcare access. My vision is clear: I want to turn yesterday’s impossible into tomorrow’s reality for patients in the region by partnering to transform the standard of healthcare and access to innovative medicines.

There are lessons to bring to APMA but let’s not forget that the rest of the world also has much to learn from this region, such as the way that data is used intelligently and applied to business in the UAE, Korea, and Singapore. I also hope that these advances in digital innovation will allow us to broaden access to medicines at a wider scale and faster pace in the region.

Robert Abreu Leads by Example
Iris Zemzoum with her Extended Leadership Team and colleagues from Innovative Medicines International- A leader who focuses on how culture impacts business.

Iris Zemzoum with colleagues from the APMA region as well as the global Innovative Medicines International Leadership team.

Leading By Example

RSM – What are some of the toughest challenges women in your region face?

IZ – Women across the world often face similar challenges in the workplace. Where challenges differ, they are likely to be deeply rooted in local culture and society. In countries where traditional gender roles are dominant, women are expected to take on the role of a homemaker, and it’s harder to ensure the right levels of female leadership.

Companies should recognize these contextual challenges and play a proactive role in supporting their female employees to navigate these circumstances through policies that are flexible and innovative in how women can contribute to the workplace. In these situations, it is also beneficial to open the minds of our male colleagues and leverage them as allies to engender societal change.

RSM – You have been a champion for other women in the workplace for a very long time, what are some of the ways in which you choose to lead by example?

IZ – By sharing my own personal experiences, whether good or bad, I aim to create genuine connections and a safe space where others can feel comfortable to be vulnerable themselves. In reality, many of us have shared experiences at work. However, I see women hesitate to push back or request flexibility when work commitments clash with existing family commitments for fear of being judged as a poor employee or team-mate.

I am not afraid of telling co-workers how I organize my work schedule to allow me to be present for my kids’ dinnertime or to take them to their first day of school. My hope is that if other women hear this, they will feel emboldened to raise their voices, louder and stronger. As a female leader of a global organization, I feel a sense of responsibility and pride in leading by example and enabling my colleagues to reach their full potential through a rewarding life at home and the workplace.

Recruiting Top Female Talent
Iris Zemzoum speaking at a recent Town Hall

Iris Zemzoum speaking at a recent Town Hall. Always interested in how culture impacts business.

Know What you Want and Be Bold

RSM – If you could suggest one action that organizations can take to accelerate the representation of women at the top, what would it be?

IZ – Many biases exist around the hiring, promotion, and retention of women in the workplace. These range from the perceived availability and time commitment of women to their levels of engagement with work. Some of these are unconscious biases that are deeply ingrained in people as well as society, and unintentionally influence behaviors. We need to make sure that organizations acknowledge and break down these biases as they can hinder the representation of women in the workplace and in leadership. That they’re adopting policies that are flexible and innovative in how women can contribute to the workplace.

As a business, Novartis is championing solutions in the workplace. The company has pledged to achieve gender balance in management and further improve our pay equity and transparency processes. We’ve made progress on this front, with women making up 51% of our overall workforce, 46% in management, and 31% of our Board of Directors.

RSM – If you could suggest one action that women could take to accelerate their career growth, what would it be?

IZ – Have confidence and belief in yourself! It is important to be explicit about your vision and ambition, and to be active in progressing your career. Know what you want and be bold in pursuing it.

An Equity Champion Leading by Example

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Robert Abreu is an equity champion leading by example. He is the current Vice President and Global Head of Technology Risk for the Corporate Workplace Solutions Division at Goldman Sachs and has spent most of his career in the financial services sector.

Robert Abreu is honored with the Hall of Fame Award

Robert Abreu, an equity champion leading by example, is honored with the Hall of Fame Award

Robert is also an active member of his community, having been on numerous Boards that include Catholic Charities of NY Community Services, The Hispanic Federation, and Alianza Dominicana. Abreu has served as President for Dominicans on Wall Street (DOWS) and Latinos in Information Sciences and Technology Association (LISTA). He is also a member of several organizations, including the Society of Hispanic Engineers (SHPE) and the Association of Latino Professionals in Finance & Accounting (ALPFA).

Recognized by the Hispanic IT Executive Council (HITEC) as one of the 100 Most Influential Hispanic Professionals in Information Technology, the St. Peter’s College graduate also supports several educational and artistic organizations in the US, as well as the Dominican Republic and is a frequent guest speaker at conferences and schools.

Born and raised in Washington Heights in Upper Manhattan, New York City by immigrant parents from the Dominican Republic, he currently resides in Bergen County, northern New Jersey with his wife Arelis and five children. 

For being an equity champion leading by example in the field of technology and beyond, the Red Shoe Movement honors Robert Abreu with the 2022 Hall of Fame. 

An Equity Champion Leading by Example 

RED SHOE MOVEMENT – You have been at Goldman Sachs for many years, what has been your strategy to keep growing in the same company?

ROBERT ABREU – Make sure it doesn’t get old. Find (or create) a role to solve a commercial problem where your skills can help drive to solutions. Also, I make it a point to train my replacement so that I can take on new assignments without worrying about leaving my current role.

RSM – You are one of the few high-ranking Latinx voices in your field. In your opinion, how can we make sure we’re attracting diverse talent into our workspaces?

RA – I believe our best option is to build a pipeline. We do this by catching this talent pool when they’re young. We, as professionals, need to get in front of young people. We need to go to high schools in Latino communities and share our stories. Let them see that someone that looks and sounds like them has many options for a successful future.

Robert Abreu is an equity champion who inspires us by role modeling

Robert Abreu is an equity champion who inspires us by role modeling

A Mission to Support Women and Diversity

RSM – You have been a vocal equity champion during your entire career, tell us more about your mission to support women and a more diverse workforce?
RA – As a manager and leader, I know there is a value in diversity. It is my duty to the organization to develop teams that are commercially focused with creative ideas. That can only happen with diverse mindsets and experiences. In addition, as a father of daughters, I know that I need to champion someone else’s daughter in the same way I hope someone will champion mine along in their careers.

RSM – How would you encourage other professional men to become equity champions who speak up for and support women’s career development in large organizations?
RA – Be a servant leader and make sure those you serve grow and flourish. Ask questions. Find a woman to be your mentor.

RSM – Are there any changes in the DEI area that you’ve noticed in Godman Sachs or other companies?
RA – I think the biggest change I see is not having to “justify” diversity programs and activities. Major firms realize the value to the organization and are on board immediately. Years back, there was always a need to validate why diversity and inclusion needed to be a focus.

A “Girl Power” Cheerleader

RSM – You have three daughters, what advice have you shared to help them be more independent and influential voices in the workplace and their communities? How have they influenced your views on equity and inclusion?
RA – Having daughters has made me a “Girl Power” cheerleader. As a single dad for most of their youth, I tried to ensure they became strong independent young women who were driving their own destiny. I believe a big part of that was to have accountability. One mantra I always shared was: “For all your actions, there is a reaction. You need to always own up to the results, good or bad.”

RSM – If you could suggest one action that organizations can take to accelerate the representation of women at the top, what would it be?

RA – Sensitize the organization’s leadership to the common stereotyping of women, the language that’s used to describe women’s behaviors specifically, and the impact of having predisposed ideas of what a leader looks like. 

RSM – If you could suggest one action that women could take to accelerate their career growth, what would it be?

RA – Take positions that make you feel uncomfortable, that are challenging and push you to lead and evolve as a leader.

Impostor syndrome in young people

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What is it and how to make it your ally

The impostor syndrome, a particular psychological phenomenon that prevents us from recognizing our achievements, is increasingly common in the professional and academic world. In particular, the impostor syndrome in young people is less often discussed. Find out what it is and how to turn it into your ally.

Alejandra Marcote, public accountant (University of Buenos Aires), Master in Coaching and Organizational Change (University of Salvador), and Speaker specializing in learning from mistakes and failures has just published in Spanish How to transform the impostor syndrome into your ally (Hojas del Sur Publishing.) It has not been translated yet.

Based on her outstanding training and her career trajectory working with professionals, companies, and organizations, we talked about the feeling of being “a fraud” that affects women above all. About the importance of having resources to act on frustration, and possible exits out of the labyrinth of demands.

Ale Marcote, author of the book Impostor Syndromejpeg

Ale Marcote, author of the book Impostor Syndrome

The impostor syndrome in young people: a persistent feeling in young women

Flor Naiman- What is Impostor Syndrome? And particularly, what is the impostor syndrome in young people?

Alejandra Marcote– The Impostor Syndrome has to do with the idea that we are a fraud and not up to the task. In these cases, we attribute our achievements to external causes, such as contacts, luck, and coincidences. Logically, this produces fear, fear of “being discovered” as we feel we are deceiving those around us who trust us.

It is true that it primarily affects young people: when someone is studying or has just graduated, they are faced with an area of ​​knowledge that they don’t yet know. And many times, the expectation is that of immediate success. If we don’t do on time the first task they give us, or the result isn’t perfect, we think we’re not good at that. Also when we start, we haven’t yet developed tools to deal with this problem. This sentiment also affects students because they are permanents subjects of evaluation, meeting the expectations of others and their own.

FN– Where does the Impostor Syndrome come from?                                                                                                           

AM-It’s a term coined many years ago, studying a group of women considered professionally successful but who did not see themselves in that way. Many factors contribute to this: the expectation of achieving perfection, being accepted, and being loved, among others. As a coach, I try to understand: In what situation do we meet the syndrome? How do we get out of there?

FN- Does it underlie all areas of life? From the first years of school?                                                                             

AM– We don’t feel it all the time. It is situational; it can happen in some work meetings, for example, or in evaluations. It can also arise in creative or artistic fields. It can occur especially in schooling. Teachers can tell us, “You can handle everything,” and if we see that we can’t, that things are not so easy, we can feel like a fraud, a deception. It can also happen that we don’t hear those messages of encouragement from others. That on the contrary, our efforts don’t elicit any recognition. This will generate a similar sensation. So the origin of this feeling depends on each case —it’s particular— and as a coach, I emphasize working from the singularities of each person.

Women are affected by the impostor syndrome more often than men

Women are affected by the impostor syndrome more often than men

The writing process: between professional life and research

 

FN– Where did the seed to write this book come from?                                                                                                          

AM– I have been working on it for years, professionally and personally. I was always very demanding in my academic life, both in high school and in my accounting career. And although I got excellent grades, I didn’t enjoy it. I only realized my tendency toward perfectionism when I started looking for a change of direction, and I started a master’s degree in Coaching. That characteristic inherent to my personality became a huge obstacle for my career turnaround. I was doing some research when I saw myself reflected in the Impostor Syndrome. As my career as a coach grew, as did my work in Learning from Mistake-an initiative focused on the cultural transformation of teams and organizations based on an innovative approach to failure-, the idea of ​​working on the Syndrome of Impostor more specifically came to me more and more often. First, I thought of an article, then an e-book, and it finally culminated in a book. In addition, during the pandemic, I started workshops for people who longed for a professional change. Seeing that those other people needed to reinvent themselves was a perfect trigger for writing the book.

Ale Marcote offer recommendations to overcome impostor syndrome in young people

Ale Marcote offer recommendations to overcome impostor syndrome in young people

Towards a new approach centered on work and learning processes

FN- How do we continue pursuing our desires and aspirations without getting frustrated when the results are not what we expected?                                                                                                                                                              

AM- We are very focused on the final result. Everything we do must culminate in success. I always propose to get out of there and reconnect with the notion of “process.” There will always be external factors that will alter the result, and we do not have control over everything. We may not achieve that objective we longed for. However, taking processes as part of learning is essential. Regardless of the result, it is worth asking ourselves: “What did this process bring me? What do I take from this process?” The idea of ​​fraud is closely linked to the possibility of failure -I was not competent enough, entrepreneurial enough, a good enough mother – and the success/failure binary paradigm often causes us to avoid trying what we want to do. It is possible that we don’t get the expected result, but that doesn’t make us a fraud. Failing does not make us a fraud; connecting with the process -with these questions, what do I take away, what did I learn- is a key to a life with less frustration. If we only depend on the result, frustration will be a constant in our lives.

FN- What differentiates a positive demand from a negative one that prevents us from seeing the value in ourselves?                                                                                                                                                                                                  

AM-I think this is related to the self-demanding results paradigm, without considering whether or not we are taking care of our resources, our relationships, and our mental health. Getting something at all costs ends up with us getting sick and burned.  Instead of speaking of a positive or a negative demand, I suggest turning to a paradigm of excellence. It is about taking care of oneself and moving forward, expressing our best, and continually progressing. We often don’t take care of ourselves, and we demand too much of ourselves, leaving other factors of our lives unattended.

Ale Marcote, a professional coach with a gender focus

Ale Marcote, a professional coach with a gender focus

The impostor syndrome in young people limits professional women in particular

FN- Do you consider that this feeling mainly affects women in the professional world? Since often, even today, we hear prejudices such as, “To get to this place of power, she did X favor to XYZ (a man)” or “She is only in that role because she is attractive.”                                                                                                                                

AM- From my experience and my research, although we saw that this affected women more a few years ago, recently this gap has narrowed, and more and more men admit to feeling like a fraud in their work environments.                                                                                                                  However, it continues to paralyze women more. Social expectations toward women are closely related to the duty of domestic life. It wasn’t that long ago that women launched themselves into professional spheres, and when one reaches places where our presence isn’t expected, what is required of us is a work of resignification, of challenging beliefs.

Women have been considered emotional, not rational, not objective, as if the intellectual space and high decisions were masculine. The same goes with scientific disciplines or those related to technology or mathematics. For this reason, working from one’s place to untie beliefs is a daily task.

Also, our presence in the workplace and the professional field increases the demand for women. “I’m at home, and I must be the best. I’m at work, and I must be the best”; there is no space for failure or imperfection. I believe that the roles at home don’t keep pace with this egalitarian change of female presence in professional environments that we’ve been seeing.

And, of course, the double standard used to judge men and women. How did that woman get there? This is a question that a man doesn’t hear. Women have to work harder and are asked for more in order to reach leadership positions. So, culture influences us to feel like a fraud. Just as the idea of ​​feminine modesty as a virtue is still live and well, so  is the imperative to remain silent, calm, and never show off. That leads us to not being able to take ownership of what we achieve, and it limits us a lot when it comes to progress.

You can connect with Ale Marcote via social media

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Bringing Untapped Talent into Tech — Bitwise Industries

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Bitwise Industries’ Irma Olguin Jr. is focused on bringing untapped talent into tech. In opening doors and pulling up chairs for people from disadvantaged backgrounds who never imagined they could sit at the tech table, let alone make a living and enrich the conversation.

Irma Olguin Jr Hall of Fame poster

Irma Olguin Jr Hall of Fame poster

Irma knows firsthand what being given that unlikely opportunity can bloom into. Her own story of success begins when she decided to take the PSAT at school on a whim, leading to a scholarship and a major that was chosen in a pretty unconventional way. Now, she wants to provide the same opportunity for people with similar backgrounds who don’t believe they can belong in the world of tech – where she clearly belongs and has thrived and helped others thrive.

Through Bitwise Industries, Irma Olguin Jr. works to remove the barriers standing between people who have never even thought of programming as an option and the life-changing opportunities in the rapidly growing world of tech. For leveling the playing field and creating opportunities and platforms for members of underrepresented communities, we honor Irma Olguin Jr. with the 2022 Hall of Fame.

Red Shoe Movement: Ten Years Building a Community

Irma Olguin Jr.: An Unbelievable Tech Origin Story

RED SHOE MOVEMENT – Can you tell us a little bit about you and the serendipitous events that led to where you are? How important is your hometown, Fresno, to your “origin story”?

IRMA OLGUIN JR. – Coming from a family of migrant farm workers, my ultimate image of success looked like managing a hardware store or possibly working in retail. College was not part of my family’s story, and I didn’t think it could be part of mine. But when I was 15, I decided on a whim one day to take the PSAT. I didn’t know what that was, but it seemed like a good way to get out of class for half a day. I got a good score and began receiving college packages from all over the country with my name on them.

I ended up receiving a full-ride scholarship to the University of Toledo. Even with the scholarship, there were financial obstacles to be cleared before I could even get across the country to attend college. My family and I recycled cans all summer so that I could afford the cross-country bus ride. The first day there, I was asked to pick a major. I didn’t know what a “major” was, but flipping through the catalog, I was drawn to this photo of a glass building and thought it would be a neat place to take classes. That was the computer engineering building.

I didn’t even grow up with computers, but I made it through my courses, and got a paid internship, and started making enough money that I didn’t have to worry about counting and saving every cent. And those feelings brought me back to my hometown. Why didn’t we have these kinds of jobs there? How many people lived the kind of life I did, but missed out on chances to live a more secure life? I felt that if I had the opportunity to give back to the community that fed me and made me the person I am, then I had to do it.

Bitwise Staff

Bitwise Staff

Bitwise Industries: Creating Pathways — Bringing Untapped Talent Into Tech

RSM – Tell us about Bitwise Industries and how it has impacted communities that don’t usually get to be part of the conversation in tech. How can it change both their lives and the industry as we know it?

IOJR. – Bitwise Industries was founded in 2013 to uplift people from disadvantaged backgrounds or coming from a story of systemic poverty by creating pathways into the technology industry. Bitwise builds tech ecosystems focused on activating human potential in America’s poorest zip codes in underestimated cities through three key areas: Workforce, Tech Consulting and Real Estate. Bitwise Workforce teaches people to code, building on-ramps for those traditionally left out of the technology industry. Bitwise Technology Consulting provides cutting-edge custom software from non-traditional talent. Lastly, Bitwise Real Estate transforms blighted historical spaces to create a place for the tech community to take root.

Bitwise is changing the way that underserved people look at their potential. When the average person thinks about working in tech, they’re thinking Silicon Valley, Ivy League degrees, white men in suits with mortgages and sports cars. That seems unattainable when you don’t fit into that image, or don’t have the money or time for college. In reality, tech jobs can happen anywhere, for anyone. They aren’t just at Google or Facebook — they’re at your local hospital, schools, nonprofits and more. These jobs don’t happen in 30-story offices, but they are life-changing when your family has never made more than minimum wage.

And this is where Big Tech comes into the conversation. The tech industry has spent billions of dollars trying to bring more diversity into the talent pool. The results haven’t been great, to say the least. But Bitwise focuses on what the tech industry has failed to do: remove the barriers that keep people out of tech. Single parents can do these jobs, let’s provide childcare; the formerly incarcerated can do it, let’s stop letting the mistakes of their past define their futures. The success stories that emerge from Bitwise are proof that rethinking and removing the barriers to entry brings in thousands of skilled folks that recruiters wouldn’t have considered 10 years ago.

Educating Girls as a Climate Change Solution

RSM – What are some of the great challenges in trying to create opportunities and nurturing talent in “underdog cities”?

IOJR. – When we first started offering training in Fresno, California, the biggest hurdle was convincing people that they could succeed, and that we would do everything we could to help them. It’s hard to dedicate time to training that could be spent making money, when you’re a paycheck away from missing rent or paying a bill.

This is why financial assistance and wraparound services like food, transportation, and childcare are so important to the work that we do. The ugly truth that we’re trying to solve in our cities is that too many people can’t afford to miss a paycheck, even if it will lead to better job opportunities.

Bitwise is Bringing untapped talent into tech

Bitwise is Bringing untapped talent into tech

Irma Olguin Jr.’s Tech Ecosystem

RSM – What is Workforce Training? How does the tech ecosystem you hope to build through it work?

IOJR. – There are two parts to Workforce Training: pre-apprenticeship classes and apprenticeship programs. Our pre-apprenticeship classes provide affordable hands-on learning for different coding skills. For those who complete our training, we then provide paid apprenticeships within our company, in partnership with private and public organizations, in each city we serve. These apprenticeships often become the first line on a person’s resume that lead to job offers elsewhere.

The tech ecosystems Bitwise builds are the result of three components coming together: Workforce Training, Enterprise Technology Consulting, and Real Estate. If we’ve trained a local tech workforce, what jobs do they get? Technology Consulting provides opportunities to be fully employed in software development, analytics, sales, and more. Then you have to actually create spaces where the tech industry can take root. So we transform historical buildings in need of TLC into vibrant, community-oriented spaces. The end result is a tech ecosystem that continues growing and thriving as more people are touched by it.

RSM – What would you say are the three most important lessons you’ve learned while trying to bring different, more diverse voices to the tech conversation?

IOJR.

  1. When you’re new to something, learning alongside people with shared experiences can make it less intimidating. When we started putting together training cohorts for specific groups, such as the formerly incarcerated, everyone understood what their progress meant for them and their peers, and it helped them hold each other accountable.
  2. We saw at the onset of the pandemic how big of an impact diversity in tech can make. After shutdowns began in March 2020, our team of developers was able to quickly build and deploy OnwardCA, a one-stop platform where anyone impacted by COVID-19 could find essential resources, jobs, childcare, and more. Over 200k Californians accessed it in its first week, and it now serves nine more states and has helped more than 600k Americans. OnwardCA would not have been so successful and helped so many people in their time of need if the developers behind the scenes had not reflected the general population.
  3. As we speak with people and organizations from all over the country, we have to be mindful of generational community experiences and how they might change from place to place. I’m from Fresno, which was almost entirely agricultural before we started bringing in the tech industry. But folks in Toledo, OH, have a different experience — they’re part of the Rust Belt, and many people are, understandably, distrustful of new industry coming in and making big promises. Part of changing the economic landscape is doing our best to make right by people who live in these communities
Stereotype-Defying Buddhist Monk & Makeup Artist Kodo Nishimura

RSM – Your personal view of success includes helping others succeed with you, do you feel this is a sentiment more startups share nowadays? Have you seen a greater effort to uplift, support and bring untapped talent into tech?

IOJR. –  Absolutely. People are much more aware of the privileges and barriers that affect them and others — young people especially. More and more entrepreneurs want to make a social impact with their products. They also understand that diversity in thought and experience is what leads to innovation. Those values impact the heart of their own companies and who they look to hire, and lead.

Bitwise Industries offers classes to underserved populations to bring untapped talent into tech

Bitwise Industries offers classes to underserved populations to bring untapped talent into tech

Reaching an Underserved Population — Bringing Untapped Talent into Tech

RSM – How do you convince these untapped sources of talent that they belong at a table where they have seldom been accounted for?

IOJR. – It is really, really hard to envision another way of life for yourself when you come from a story of poverty or marginalization. Going on 10 years into our work, we’ve been able to share so many success stories from former students that make people think, “Hey, that could be my life too.” In the early days especially, it was about meeting people where they were and showing that we were serious about giving them what they needed to succeed. Having a company and classes that are led by people who are from their cities, who know exactly what their challenges and hopes and dreams are, is exactly what people need to see to feel like this belongs to them too. By creating a place of exposure, they understand that it exists; by having representation of people that look like them doing the work, they begin to believe that a career in tech is possible. Most importantly though, we create a welcoming environment that is inclusive, making them feel like they belong.

Diverse Relationships Boost Creativity

RSM – What do you feel is the importance of bringing visibility to your story and other stories like it?

IOJR. – For a long time, the tech industry has felt like this elusive and elitist industry that historically excluded people like me. While there is much work left to be done, part of the problem that still exists is getting people to believe that this can be a path for them as well. Sharing my story and the stories of those who come from different walks of life is extremely important in the work that we do today. See, we can’t wait for the things that were accidental in my life to happen to someone else. We need to be intentional and bring people to the table. The tech industry offers jobs that are transformative — it was in my life, and I know it can be in the lives of some of the most vulnerable nationwide.

Irma Olguin Jr. on Career Growth and Representation
Bringing untapped talent into tech Irma Olguin quote sm

Bringing untapped talent into tech Irma Olguin quote sm

RSM – If you could suggest one action that organizations can take to accelerate the representation of women at the top, what would it be?

IOJR. – Hire and promote people for their potential. Women — really, all marginalized groups — get less opportunities to “prove” their value than their straight, white, male peers. And when you hire based on proven experience, you are leaving a lot of talented and worthy people behind because they aren’t given the same opportunities. If someone has drive, intelligence, and has shown grit, they are going to be a more innovative problem solver/larger asset based solely on their potential.

RSM – If you could suggest one action that women could take to accelerate their career growth, what would it be?

IOJR. – Don’t self-select out of situations that aren’t built for you. It can be really hard to enter spaces and work environments that were intentionally designed to keep you out. Don’t let that stop you. If you can find a place that welcomes you, that’s ideal. But, if you are curious about learning a new skill and the institutions designed to teach you are unwelcoming, refuse to leave. If you can fill a seat, your visibility will inspire other women, and soon you can create an inclusive space while advancing your skill set.

You can follow Irma Olguin Jr. and Bitwise Industries on social:

Irma’s Twitter: @irms
Irma’s Instagram: @irmaolguinjr
Irma’s Facebook: @irma.olguin.jr
Irma’s LinkedInBitwise Twitter: @BitwiseInd
Bitwise Instagram: @bitwiseindustries
Bitwise Facebook: @BitwiseInd
Bitwise LinkedIn

 

Sustainable Fashion and the Beauty of Aging: Meet Ruth Fröhlich

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Ruth Fröhlich’s Instagram sketch-a-day project focuses on sustainable fashion and the beauty of aging. The German fashion designer and engineer is passionate about sustainability and creating a more diverse and mindful world for both consumers and fashion brands.

Ruth Frölich is committed to sketching women who work in sustainable fashion

Ruth Fröhlich is committed to sketching women who work in sustainable fashion- Image Credit: Ruth Fröhlich Instagram

While the exact environmental impact of the fashion industry is uncertain due to lack of transparency and other complex aspects of how the industry works, estimates say it’s sizable.

Ruth is committed to a more aware and empathic approach to fashion. One where resources aren’t wasted, diversity is present, and the beauty of aging is celebrated. And what started as a bet with one of her children in March of 2021, has become a beautifully illustrated, ongoing tribute to not just sustainability, but stylish women and chic icons in the world of sustainable fashion and beauty.

Red Shoe Movement spoke to Ruth Fröhlich about her illustrations, her views on sustainable fashion, the beauty of aging, and some tips on how to consume fashion more responsibly.

Read more about a young environmentally conscious leader here!
Featuring women of all ages and backgrounds is one of Ruth's goals. Image Credit: Ruth Frölich Instagram

Featuring women of all ages and backgrounds is one of Ruth’s goals. Image Credit: Ruth Fröhlich Instagram

Ruth Frölich’s Commitment to Sustainable Fashion

RED SHOE MOVEMENT – What’s your “origin story”? Tell us a little bit about yourself and how your interest in sustainable fashion began.

RUTH FRÖHLICH: It was clear to me very early on that I wanted to do something with fashion or art. I trained as a dressmaker in 1987 and then studied art. In 1994, I started my own business with custom-made products, my own collection, and the sale of sustainable fabrics. At that time, the first hemp fabric was presented at trade fairs and there was a wave of sustainability. I exported fabrics and products to England and America, the demand was so great. The company grew very quickly but as is often the case we had some issues, and the company was dissolved six years later. Then I went back to school, this time pairing fashion design with an engineering degree.

It was important to me because I wanted to know more about industrial processes. So, I’m a fashion design engineer. Weird, right? I had two children to take care of, so I began designing collections for various companies as a freelancer. I was responsible from the first sketch, through the selection of fabrics, to monitoring production abroad for the entire collection. Of course, this was not about sustainability but about profit, which bothered me a lot.  In addition to freelance work, I taught fashion illustration, project management, and presentation techniques at the university.

I noticed how much I enjoyed sharing my knowledge and experiences. While looking for jobs for my students, I was offered a position as a fashion designer at one of the largest button manufacturers in Europe, where I was deputy head of the menswear design department for 9 years. I worked with all major designers, labels, and fashion houses worldwide.

I got to meet a lot of people, especially fashion designers, and after a while I realized the one thing I no longer wanted: A senseless waste of resources. So, to keep my conscience clear, I stopped then and there.  I teach fashion and textiles and try to educate my students on how to act sustainably. So that’s great! From my many years of design experience, I know that aspiring fashion designers are almost exclusively interested in big brands such as YSL, Gucci, Prada, etc. Nobody does illustrations focusing on sustainable brands. That’s my niche and I’m committed to it.

Sketching diverse women who work in sustainable fashion highlights a side of fashion seldom seen. Image Credit: Ruth Frölich Instagram

Sketching diverse women who work in sustainable fashion highlights a side of fashion seldom seen. Image Credit: Ruth Fröhlich Instagram

Older Bodies and Diversity in Sustainable Fashion

RSM – How far do you think the fashion industry has come in terms of creating a more gender-fluid fashion? Are more brands working at subverting gender tropes?

RF – Yes, I think so. Especially since this is becoming an increasingly important topic in society. And, of course, you can also make good money with big topics. The theme is greenwashing….

Mark Bryan is redefining fashion one fabulous outfit at a time.

RSM – Do you believe there’s been progress when it comes to ageism within the fashion industry? Are older bodies finally being talked about and catered to in fashion?

RF – Yes, I am very optimistic here too! Just like with the gender-free debate, even if it is initially only intended as a marketing strategy, it cannot be reversed long-term. Even television shows like Germany’s Next Top Model are becoming more diverse in terms of age, gender, height and weight for the first time. It’s a game of supply and demand.

RSM – In what ways does sustainable fashion intersect with other important social issues?

RF – Fashion is an expression of society and cannot be viewed in isolation. In this respect, all socially relevant topics are always reflected in fashion. 

Every Tuesday, Ruth Frölich joins #RedShoeTuesday by sketching red shoes and boots. We are so grateful!

Every Tuesday, Ruth Fröhlich joins #RedShoeTuesday by sketching red shoes and boots. We are so grateful!

Sustainable Fashion and How to Get Started

RSM – What are some of the changes that you believe need to happen in the way fashion is being not just produced, but also consumed? How can individuals contribute to fashion becoming part of the circular economy?

RF – This is an important question. We always talk about the textile industry and the fashion world needing to change. Yes, that’s true, but we definitely need to change our consumer behavior as well. Clothing needs to be shared, leased, reused, repaired, refurbished and recycled for as long as this cycle is possible. We have to stop buying the cheapest possible clothes. Once we’re willing to pay for more expensive clothes, we learn to appreciate them more and treat them with more care, instead of throwing them away after wearing them a few times. And we should reflect on whether we really need new clothes every season.

RSM – Sometimes people just don’t know where to begin. How can those who are interested in taking a more sustainable approach to fashion get started? Are there any accounts you’d recommend for guidance?

RF – Yes, especially on platforms like Instagram you can find more and more accounts that deal with sustainable, fair fashion. Accounts like Fashion Changers, Fashion Revolution, and the Sustainable Fashion Forum, to name only a few. Other than that, I can recommend for everyone to be more critical of their own buying behavior and review their needs. Less is more!

Sustainable fashion by Ruth Fröhlich

Sustainable fashion by Ruth Fröhlich

Ruth Frölich: Illustrating the Beauty of Aging

RSM – Tell us about your sketch-a-day project on Instagram where you feature women who work in sustainable fashion. How did it get started? What are you trying to achieve?

RF – It started at the end of March 2021 with a silly bet with my son. He downloaded an art app for his iPad and began drawing with it. I was totally amazed by it and wanted to try it because I used to draw and sketch a lot.  He said I wouldn’t do it anyway, to which I answered: Want to bet? I created an Instagram account and then got started. That pressures me to draw something every day. My original thought was, Finally, drawing again! But I quickly realized that that wasn’t enough for me.

Looking around, I only found illustrations for big brands. Not a single illustration for sustainable labels that catered to a more diverse or aging audience. This is my niche and I work hard to create representation. Sustainability is of course very important to me. Something has to change in fashion and in the way, people consume and deal with it. Through my illustrations, I hope to create more space and empathy for these topics. I am committed to this.

RSM – How do you choose the subjects you illustrate?

RF – As I said, I have three major themes that are important to me: sustainable fashion, the beauty of aging (probably because it affects me) and diversity. I don’t really have a system, but I do let my feelings guide me when making a choice.

 

 

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