Advancing DEI and Women’s Leadership Is Everyone’s Job

I’ve been reflecting on an incredible event last week, and I’m excited to share this story. I had been invited to speak at the US House of Representatives. While I was there, I got to meet Catherine Szpindor, PMP , who is the Chief Administrative Officer, responsible for ensuring the House runs effectively from an operational perspective. She invited me on a?tour of the House Chambers and balcony, and on a beautiful sunny spring day in our nation’s capital, she told me some of her story.

Catherine is an incredibly dynamic person who has differentiated herself in the STEM field, dominated by men. As she rose through the ranks in a corporate world early in her career, she was told countless times that if she applied for the next position and failed, she would be fired. She applied anyway.

The reason I was there is that over the years, Catherine realized she needed to do something to help women staffers rise in government. She was so passionate about it that she created the “Women as Leaders” initiative. It did not emanate from an HR office, but was set in motion by the CAO herself. It has turned into a robust program with a quarterly special guest. This time, it was me — and when the program manager, Candace Cunningham , reached out via LinkedIn a few months ago to invite me to speak at the US Capitol, I first thought it was a joke.

I was absolutely blown away by the people who showed up. There were women of all experience levels ranging from “I’m an intern” to “I’ve been at the House for three decades.” There was incredible diversity of race and ethnicity, age, and role. And they were so supportive — at least 50 people stood in line to have me sign my book excerpt and to tell me their story. The event seemed to resonate with everyone.

That’s when it hit me: this is a great example of how diversity, equity, and inclusion and advancing gender equity is everyone’s job, starting with Catherine. We?all?own it. In fact, it works best when people inside an organization believe in it and put their arms around it. It was a beautiful experience that really reinforced my passion for doing this work. It exemplifies the #CatalystEffect — the idea that each of us has a role to play in creating ripples of change.

This brings me to the final part of the story. A month or so ago someone told me that the U.S. House was eliminating their DEI department. I was initially concerned that Candace, my contact person, might be losing her job, so I called her up to check on her. She said “No, actually the work will continue — and it’s expanding, so I’ve received a promotion!” She told me the House is incorporating the DEI into the HR department, which makes it even more integrated into the fabric of the organization.

The sooner we start thinking of DEI broadly and gender equity specifically as an integral part of our operations — rather than a one-off or a special project — the more unremarkable it will be to see people of all ages, races, cultures, and genders leading the way — and getting results.

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