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People still feel the need to explain why people of difference are good for organizations.
My first boss told me, “Get in as much good business experience as possible before you have kids and your priorities change.”
Participating in a panel discussion on diversity and inclusion last year, the moderator asked me, “What unique obstacles impeding Latinas’ professional development are other women not aware of?”
"Are white women and women of color really allies?” "What are the differences in the issues that each face in the workplace?” "How can we forge greater collaboration between white women and women of color?”
I recently saw a cartoon depicting a white male executive and a black woman at the starting line of a race. Between the white man and the finish line were two small hurdles.
We were sitting across the table from each other, a glass of wine in front of each of us.  I was a black woman, middle-aged. He was a white male, younger, although not young. It was all so civilized. A job interview. He was not the hiring manager, but was critical to the decision.
People often ask what I believe would help employees of color thrive at work. Many companies have declared a commitment to diversity and inclusion — to creating a level playing field where all employees have the opportunity to excel and be their authentic selves.
I spent the last two years embracing change at lighting speed — some of it good, some of it full of growing pains. Life brought changes that touched every aspect of my being — relationships, career, parents, kids, even my dogs.
I made a personal commitment to keep it extra real in 2015. I love social media for connecting, entertainment and the speed with which we’re able to satiate our natural curiosity. But let's be honest, if we're not careful, media can also have us believing the worst about humanity.
You know, sometimes, you hear something or read something and later read it again, or maybe just think about it, and you realize that you've dealt with it before.