Have we reached a tipping point with sexual harassment? Karetta Hubbard and Lynne Revo-Cohen come to this discussion from a unique point of view. For more than 30 years, they have been advising companies on important workplace issues, including sexual harassment and sexual assault. They have been writing about the topic for Woman Around Town in a series titled “Toxic Culture.” In this podcast, they talk with Woman Around Town’s Editor Charlene Giannetti about how the workplace has evolved since they began their work, how the #metoo movement is forcing change, and what needs to happen next.
When does Individual Opinion Become Collective Wisdom?
By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Kilmartin
After each article we ask for comments from readers, and interestingly, receive many responses representing various opinions.
The following represent individual opinions that taken together represent the conversations occurring across America. Note the different perspectives, but especially the commonalities. Please feel free to answer each question if you choose, and we will post those too.
Reader No. 1: Great piece as always. You may want to write about generational differences in this issue. Had lunch with a publishing colleague and we were swapping notes. She told me that the 30-somethings in her office were militant, but the 20- somethings were not. And I agreed! I had a discussion with some 20-something women this past weekend who felt that the whole issue had just become a trend that would pass soon. I worry that the deeper more critical issues are being lost in everyone wanting to have their own trendy #metoo moment in the light. It might be interesting to see what your reader base sees in their communities and workplaces on generational differences. By the way, no reason on why the older millennials are more militant than their younger peers – or their older “sisters”. Thoughts?
Fascinating stuff.
Reader No. 2: Thanks for sending this which I read with interest. I have fingers crossed for long term improvement. Going forward, I think a challenging moment will arrive in about three to five years when there will have been significant turnover in these organizations, but the urgency of this moment will be in the distant past. What will happen then? I surely hope the changes of this moment will endure then!
Reader No. 3: I once wrote in my now defunct blog, an issue entitled “The Forgiveness Factor.” It was an attempt at rationalizing for those knew what they knew, and when they knew it, but don’t tell. It’s about sexual misconduct, but it’s also about all of what’s wrong, when something is going wrong. Think Enron.
Who’s next?… rumor has it that Matt Lauer was “doing” his stuff for many years, but the NBC morning ratings are VERY important to network earnings…so live and let live…until you get caught…or until public opinion was too strong to ignore. Now of course Lauer is gone, disgraced, wife divorcing him, having to live on his savings…and a few Execs lost their jobs, but they waited until the pressure cooker of public opinion blew the lid, so to speak.
Of course, the big “whale” a financial industry term, is Harvey Weinstein, in the entertainment industry. Now let’s get something clear here. I was a little kid, barely able to speak when I listened to the radio and learned of Hollywood’s jokes about the “casting couch.” I don’t think there is an American who hasn’t heard that expression. Somehow it was always said in jest…There was never a visual in those days…no starlet ever said out-loud, “Gee, I got the part because I had sex with Mr. Louis B. last night…”
It was a big joke, probably with 99% truth to it. There was no forgiveness factor needed because in the eyes of the American public men and women had their own roles, and nobody was offended that a starlet might have had a romp on the casting couch. What was to forgive?
Then the world changed. Civil Rights, Equal Rights, Women’s Rights, Sexual Preference Rights…et.al… and when the rules changed the cuteness of the casting couch became the battle of “rights” and “law” and harm and threat. So Harvey, you opened up a great big door through which you could drive a proverbial tractor-trailer truck. Women who said NO…others who knew and allowed it to happen for profits (yes, Harvey, like others you made a lot of very profitable movies and made a lot of money and had a lot of influence)…women who were demeaned, threatened, embarrassed, changed their careers, …for your ego? For your influence?
So now there are a million stories in the press…many are legitimate, blasts from the past, 99% accurate…and they get men to quit their jobs, or not get elected (BRAVO ALABAMA), or in the latest event to get fired (Bye, Bye, Steve Wynn).
But… I have a concern… seems this all applies to famous people in high profile jobs.
What about all of those nameless, faceless Male and Female Americans who need our culture to change in order to have a voice…who is attending to that? If a 50 year-old woman said that her postman abused her 30 years ago…what’s her recourse…what factor was operational for her 30 years ago? Who would have listened?
There has been a tiny change…but we need a Sea Change…led by a government and business that supports these values…without a FORGIVENESS FACTOR…honoring the rights of all peoples…who have all varieties of preferences…and where YES means YES and NO means NO. And finally, where the rule of law applies equally to all.
We welcome your thoughts and comments. Each contributes to the conversation which is the key to understanding and culture change. Please send them to WATExplorer@gmail.com and we will publish them. Thanks!
By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Kilmartin
One of the questions asked by outside observers of sexual harassment or assault victims is, “Why did the person take such a long time to come forward to talk about the incident?”
An excellent question. A prevailing thought is that, “If this happened to me, I would have spoken up right away and taken care of the SOB.”
Not so fast, at least until you have walked in someone else’s shoes. Labeled “Victim Blaming,” this belief is holding the target of maltreatment or violence partially or wholly responsible for their own victimization.
Victim blaming is a psychological security operation. “If I can find one thing that the victim did, and attribute the maltreatment to it, and I avoid that behavior, nobody will victimize me.”
For sexual harassment or assault, Victim Blaming is rampant and an unconscious strategy for dis-identifying with the victim. Common versions of victim blaming include the attributions that a woman was mistreated/assaulted because:
She is immoral.
She has poor judgment.
She accompanied the offender to the site of the attack.
She consensually kissed the offender and/or flirted with him.
She drank too much (people attribute more blame to a victim the more they are told that she drank; people attribute less blame to the offender the more they are told he drank).
She dressed provocatively.
It’s easier for her to “cry rape” than to look like a slut.
She liked it at the time but regretted it the next day.
She didn’t struggle or say no (up to 40% or more of assault victims show a “tonic immobility” or “freeze” response, which is an involuntary brain response rendering them physically unable to resist or speak).
Rose McGowen, the first woman, and well-known actress to bring rape charges against the now infamous Harvey Weinstein, described exactly this response. She writes in her recently published memoir, Brave, “I did what so many who experience trauma do, I disassociated and left my body. Detached from my body, I hover up under the ceiling, watching myself sitting on the edge of the tub, against a wall, held in place by the Monster whose face is between my legs, trapped by a beast. In this tiny room with this huge man, my mind is blank. Wake up Rose; get out of here.”
Victim blaming is fueled by the Belief in a Just World: the belief that people get what they deserve. It is a denial that sometimes bad things happen to good people. Again, this belief maintains a false sense of security. If I think of myself as a good person, nobody will victimize me.
Examples of Belief in a Just World (alternative explanations in parentheses):
A person is poor because they are lazy (as opposed to disadvantaged).
A person is rich because they are smart and worked hard (as opposed to being privileged and inheriting wealth).
A person needs extensive dental work because they haven’t taken good care of their teeth (as opposed to having a biological predisposition for dental problems).
When we encounter evidence that the world is not a just place, we either act to restore justice or maintain our belief in a just world and thereby blame the victim.
When people describe assaults in passive voice and/or language that focuses mainly on the target of maltreatment, victim blaming is more likely. For example, in the sentence “she was attacked,” the person who attacked her does not even appear in the sentence.
Victims often become adept at blaming themselves for the same reason. If I do not do that behavior again, I will be safe. Many times victims become experts at blaming themselves and do not need help from others.
Many times, victims are seeking support from friends, family members, professionals, but if they are punished for their experience(s), the trauma and ultimately the ability to recover quickly, if at all may not occur.
We welcome your thoughts and comments. Each contributes to the conversation which is the key to understanding and culture change. Please send them to WATExplorer@gmail.com and we will publish them. Thanks!
By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Kilmartin
Many readers responded to the GREEN Light, YELLOW Light, RED Light guidelines (see the story) to identify the differences between appropriate and inappropriate behavior. All asked for more examples.
We are familiar with the colors that everyone identifies with; Green Light – Go; Yellow Light – Caution; Red Light – Stop.
The following scenarios describe potential harassment situations that might occur in the workplace. Using the traffic light analogy, consider these scenarios and the questions that follow asking for your thoughts in response. Tell us how you scored these vignettes, and we will publish them. The correct answers are posted below.
Before you read each scenario, please consider – Is there inappropriate behavior?
If so, is the behavior(s) RED, YELLOW or GREEN Light ?
Most importantly, consider what would you do in this situation?
Case Scenario 1
While at work, Nina frequently makes personal phone calls to her friends. Her conversations are loud and generously sprinkled with foul and obscene language. Her co-workers in nearby cubicles cannot help but overhear her conversations.
What is the inappropriate behavior, if any? Is it green, yellow or red light?
Yellow Light Foul obscene language is Inappropriate; however, the behavior can move into red light if the language becomes sexual in nature.
Case Scenario 2
Mihai persists in asking his co-worker Maria out to dinner, even though she turns him down each and every time he requests a date. She has told him several times to stop asking.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Red Light because she said no, and he didn’t stop asking her to dinner.
Case Scenario 3
Alexander frequently tells sexual jokes during team meetings. Lilia is offended. She doesn’t think Alexander’s jokes are so funny.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Yellow Light It is inappropriate to tell sex jokes during team meetings; if infrequent may not rise to level of hostile environment unless really offensives such as “rape” jokes.
Case Scenario 4
Suzanna and Haik are co-workers who enjoy a great working relationship and just recently have started dating. They can’t seem to get enough of each other. They take breaks and lunch together and are often seen flirting in the break room. They are clearly infatuated with each other.
Is the appropriate/inappropriate behavior green, yellow or red light?
Yellow Light The bystanders are harassed as well. It is always inappropriate to be flirting at work. Plus, it is unprofessional at the least, and distracting at most.
Case Scenario 5
Timur and Olga, travel together on a week-long business trip. In the taxi ride from the airport to the hotel, Timur snuggles up to Olga and tries to hold her hand. Olga strongly objects, and Timur backs off.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Red Light, as Timur has created a serious hostile work environment: unwanted touching.
Case Scenario 6
Anton is Director and has hired Rosa, just out of graduate school, as his assistant. After a few months on the job, Anton caresses her back and suggests to Rosa that if she shows him some “real appreciation” he might be inclined to promote her. Rosa refuses and is fired two months later for no good reason.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Red Light, as Anton makes an implicit Quid Pro Quo offer. The offer does not have to be explicit, just implied.
Case Scenario 7
Andrei: Well let’s see, next order of business for the meeting here today is the new hire, Rita. She is hot. I just hired her a couple days ago. Have you guys checked this out yet?
Mark: Yeah, good job Andrei.She has the longest legs I’ve ever seen.
Elena: In reviewing Rita’s application, and as an assistant, I see that I hired her for her computer skills, and her typing speed, and not her appearance or body measurements.
Andrei: Elena we realize that. All we’re saying is she’s a qualified individual but she just happens to look very nice and we’re commenting on that.
Mark: I don’t see any harm in that and I, for one, look forward to seeing her on a daily basis.
Elena: Why are you guys talking about her as if she is a piece of furniture or a decoration? What on earth do her looks have to do with how she does her work for this company?
Andrei and Mark: Well, we’re just a bunch of guys, I mean it’s normal guy stuff. Men talk about these things, as do women sometimes.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Strongly yellow, because Mark and Andrei are creating a hostile environment against Elena. Note: Andre and Mark are depersonalizing Rita, i.e, would you make the same compliment for a man? These comments are unprofessional and inappropriate in the workplace, and create a hostile work environment for Elena.
Key Points to Remember
Any conduct or behavior that has a sexual innuendo or suggestion is considered YELLOW Light; and if unwelcome, can easily lead to RED Light If the behavior becomes pervasive and persistent.
YELLOW Light is not strictly prohibited; but, it reflects poor judgment! It is often inappropriate behavior in the work place.
When someone is engaging in YELLOW Light behavior, and you find it offensive, embarrassing or uncomfortable, you can help everyone by asking the person to refrain from such behavior, if you feel safe in doing so.
When someone asks that you refrain from YELLOW Light behavior in their presence, it is important that you respond to that request respectfully and promptly, and that you honor that request.
RED Light behavior is quite serious. And, should come to the attention of management. If you don’t feel safe reporting the behavior, you can ask a colleague who can be an Ally, to report RED Light behavior to someone in management, and management will address the behavior.
When a supervisor becomes aware of a YELLOW Light situation, the supervisor will inquire into the circumstances to determine whether any further action is appropriate. The supervisor should also consult with senior management about the incident. Document the incident, and your actions to try and remedy the situation.
When a supervisor observes or hears about RED Light behavior, the supervisor must take immediate action to stop the behavior, and immediately notify senior management about the incident. After the matter has been investigated, serious disciplinary action will normally be appropriate. Management must also take all reasonable steps to remedy the situation and prevent its reoccurrence.
We don’t want YELLOW Light to occur; If enough YELLOW add up, they could add up to RED.
Aspirational goals: Not just compliance; we want a workplace that is fully respectful.
Since 1984 the founders of NewPoint Strategies, Karetta Hubbard and Lynne Revo-Cohen, have built a strong reputation for delivering extremely effective prevention training in high-risk issues such as sexual harassment/assault. Contributing Author and Lead Consultant, Chris Kilmartin, Ph.D, Emeritus Professor of Psychology from the University of Mary Washington, is an expert in Sexual Harassment and Assault Prevention, specifically Male Violence Against Women. Gwen Crider is a Diversity Expert.
By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Kilmartin
Many readers wrote to ask our thoughts regarding the article in Babe, an online magazine interview with “Grace,” the fictional name of the young woman who had a date with comedian Aziz Ansari. Without repeating the numerous accounts of the evening already posted in the press, and without assigning blame, it occurs to us that The Issue is about how to have Crucial Conversations.
Our sexual harassment/assault practice has taught us that most men and woman want to do the right thing. But right now, in this real time moment, the fear of doing the wrong thing, saying or acting inappropriately far outweighs taking any action at all. We are hearing that men are reticent to ask women out on dates, that when on a date, women are leery of saying what they actually feel or want, sometimes fearful they will offend their date. This goes for both men dating other men and women dating women. Another unintended consequence is that both men and women in the workplace are afraid to mentor younger employees for fear of offending the mentee. Also, we hear from both men and women that they are simply “scared silent!”
Often, we are taught that being right is important. We equate being heard with being right and often expect the automatic acceptance of our position by the other person. Ever play ‘telephone’? If so, you know that the phrase you began with and passed along to the next person, when passing through the lips of the last person, is not only not what you said, most times it is hysterically different.
The same phenomenon can occur between two people as among ten people. When we think the other person isn’t paying attention and/or we don’t feel heard we tend to push harder. What happens next? The person receiving your information may shut down, may change the subject, ignore your thoughts or resume his/her position before the conversation began.
So, how to begin the Crucial Conversation?
Some ground rules and simple suggestions.
First don’t assume that you are right and the other person is wrong No one is ever right or wrong on every issue. Conversations take place so each side can express their thoughts and feelings. Each side can listen, learn and state their opinions.
Decide at the outset what you want from the conversation. What is the best outcome for you? If you don’t know, then state this, and explain that your hope is that what you want will become clearer as the discussion takes form and substance.
Agree to disagree. EVERYONE sees the same situation through their filters, and not every filter results in the same perspective.
Agree that each person will be able to finish talking before the other one jumps into the conversation. Acknowledge periodically that you hear the other person’s point of view. You may also want to ask them if they understand what you are trying to say.
If the conversation doesn’t go the way you would like, take a pause and continue at another time after you have again thought through your preferred outcome.
Beginning the uncomfortable Conversation in workplace situations. (Noting these techniques can be used in personal circumstances too.) Using eye contact and begin with one of the first two approaches:
“I have something I would like to talk with you about, do you have time to talk?”
“I would like your help with an issue that is bothering me. I would like your feelings (perspective) about this too”.
Then launch into specifics:
“When you touch me, it makes me feel uncomfortable (and/or you could say I am tense, embarrassed, uneasy).”
“I had different expectations from our relationship. I prefer to keep it professional (and/or, to respect our work space; and/or to continue to enjoy working on our joint projects).”
“When you refer to women in a disrespectful way like “that bitch” it makes me feel nervous, (or angry) and I’m not sure how to respond. How about when we are together you avoid saying stuff like that? I would really appreciate it.”
Successful Outcomes:
Know why this conversation is important to you. You may have to repeat the reason to the other person several times.
Listen to what is important to the other person. Ask him or her to repeat it if you need to understand fully. Once you do understand what he or she wants, then be sure you can adjust your desires with this goal, and/or can accept it.
Curiosity killed the cat or so they say. However, when listening to the other person, curiosity can be your best friend. Learn as much as you can through these dialogues. Remember you can always end the conversation if the outcomes don’t suit your desires. If the other person changes their behavior in the way you asked, remember to say thanks, that you appreciate being heard. Same thing if you make a “slip” and offend someone else and they tell you it offended them; no need to defend yourself in a long dialogue of what you meant, just say you are sorry and thank them for telling you.
Most importantly, you have crossed the divide into productive dialogue, and can continue to use these suggestions to your benefit. If this is a relationship you want to continue, problem solving solutions with the person is the next best step.
Practice, practice, practice.
The preceding is based on Kilmartin, C. T. (2017). Male allies to women. In J. Schwarz (Ed.), Counseling women across the lifespan: Empowerment, advocacy, and intervention. New York: Springer.
By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Kilmartin
The #metoo movement exploded on social media shortly after Harvey Weinstein’s fall from his powerful position as the “movie maker” mogul creating Oscar-winning actors and movies. But long before this watershed event, women were harassed and assaulted, and it was perilous for many of them to challenge the prevailing thought that the victim was not telling the truth.
What follows is an unfortunate, but all too typical, scenario.
Three women sit next to each other in the prescription alcove at the grocery store, not knowing each other, but waiting to hear the number announcing their medicine is ready to be picked up. The oldest of the three, late forties, is neatly dressed in a grey wool sweater and matching slacks. Flipping through the newspaper, she pauses on a photo of a famous female celebrity standing in front of a #metoo sign.
“I just don’t get this #metoo movement,” she exclaims out loud. “I’ve been married for 15 years, my husband and I have a good relationship. Okay, sometimes men have whistled at me, but no one has ever crossed the line. Do you really think most women have experienced harassment?” she asks of no one in particular.
“Well, I’m an emergency room nurse,” the second woman says. She has black hair pulled back in a ponytail, and is wearing a sweatshirt, blue jeans, and running sneakers. She yawns. “I had the night shift last night. I patched up five women two because of their possessive boyfriends, one because of a jealous husband, and two others whose stories I didn’t learn. The women were ashamed to tell even the police the names of the men who assaulted them. What depresses me is that even since the news broke about Harvey Weinstein, the women keep coming through the door with swollen lips, cuts, bruises, and more.”
“Do you know how #metoo came about?” inquires the first woman. “I have two daughters and a son. Even though it hasn’t happened to me, if this is as widespread as you suggest, I would like to educate my kids about this kind of behavior.”
The third women, wearing sunglasses, a black pullover, black slacks, and, until now silent, sarcastically asks, “Seriously, you think? Have you checked their social media lately?”
“No kidding,” explains the nurse. “Trust me, your kids are seeing and hearing things that’ll make your mind spin! Actually, the #metoo thing goes back a good while to a civil rights activist who was working to help victims get over the pain of sexual trauma. She was really ahead of her time. I think her name was Tarana Burke. Then that actress, Alyssa Milano, who accused Harvey Weinstein, encouraged women to tweet the #metoo phrase to show how huge the problem is. It took off like wildfire. Over 32 million people worldwide have posted online, and lots of them added their own story of being harassed or assaulted. #Metoo has been a game changer for sure and women now have their voice. The other really good news is the support that is growing among `good men’ who want to help drive the change, which Is awesome!”
“Opps, the pharmacist just called my number, so gotta’ go,” says the first woman. “But thanks for talking with me about this. I will be sure to teach my children about appropriate and inappropriate behavior, what to say and do. Have a nice afternoon.”
The third women stared straight ahead as the older woman left, then turns to face the nurse, slowly removing her sunglasses. Her left eye is swollen shut, and the skin around it is black and blue. “Please help me,” she asks through tears.
From Author Dr. Chris Kilmartin: I think this issue is framed really well. I’m starting to see the expected backlash now, some of it coming from women basically saying, “boys will be boys; women just need to get over it.” It’s always easier to tell women what to do, than it is to expect men to be decent human beings. And the people missing from the conversation are the good men, those in the vast majority, who are not confronting other men on their behavior. It’s MLK Day and I just saw a quote from him saying that he was more disappointed in the White moderate than in the KKK. I think there’s a parallel there in that we have a lot of passive men who are afraid of confronting their friends and colleagues on their sexism and/or don’t know what to do. This is an eminently solvable problem.
The preceding is based on Kilmartin, C. T. (2017). Male allies to women. In J. Schwarz (Ed.), Counseling women across the lifespan: Empowerment, advocacy, and intervention. New York: Springer.
Comments? We welcome your thoughts and comments. Each contributes to the conversation which is the key to understanding and culture change. Please send them to WATExplorer@gmail.com and we will publish them. Thanks!
In our past article – How Shall the Punishment Fit the Crime? – we learned about the Red, Yellow, and Green Light way of evaluating sexist behavior. Then, we “listened in” as three men were presented with various scenarios and had to decide what color light should be assigned to each situation. One episode involved replacing the face of a bikini-clad Miss Universe with that of a female employee. Other examples dealt with compliments – what’s appropriate, what goes too far. Here are some reader comments:
1) Head on an image – what if someone put a guy’s head on Miss Universe? Is that demeaning? These days with software being what it is, people superimpose faces on all sorts of images. I think the key for me would be consent. If a person (woman or man) agreed to the gag or was routinely part of the joking around, then this should be a yellow not a red. Use caution, common sense, and assess context.
The compliment is really tough. I routinely, for example, compliment women and men. Am I guilty of abuse? I think that people enjoy being told something positive about themselves and I have the philosophy that you can always find something nice to say to someone and brighten their day. Often it is related to them personally. People appreciate simple comments. It’s not intended to be abusive or sexist or discriminatory. I think there is a difference between acknowledging politely (and professionally) a new hairdo or tie or shirt – and something like “you look hot today,” which can be considered inappropriate. I worry that any personal interaction is coming under negative scrutiny. It’s the human element that makes the world – otherwise we will all just become machines. Saying something politely and nicely shouldn’t be negative.
Thanks for this continuous stream of thoughtful dialogue in your articles!
2) The traffic light analogy is a provocative way to frame behavior. Thinking about your examples, and depending on your point of view, it might be that yellow light should not only be caution but thought of as seriously approaching red. But serious caution is called for. I like this analogy because it is simple, and can be used in a lot of different situations.
By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Kilmartin
In a previous article, we discussed that sexism is a form of prejudice, just as racism is. In the last article, we discussed Prevention of Sexual Harassment at work: What’s OK, What’s Not OK? We listed workplace behavior that is acceptable, and behavior that crosses the line. However, the line is confusing, and several readers wrote to say the guidelines are unclear and therefore unfair to those who would like to do the right thing. Their comments follow.
“OK! I get there are rules that can guide workplace behavior. But, it is mystifying to me about the gradation of severity of inappropriate actions and their consequences. So, how is it calculated among President Bush Sr.’s pat on the fanny, Senator Franken forcing non-wanted kisses on colleagues, and Weinstein exposing himself to non-consenting women? These actions simply don’t equate to me in terms of intensity, and therefore in equal punishment. Solutions?”
“I admit I am a fan of Senator Franken, and I still think he got a raw deal having to resign as compared to the really egregious behavior by many of the other men. Isn’t there a penance that people can do? Everyone should have the opportunity to learn and change.”
In response to these comments, it is often challenging to decide where the line is drawn on different types of behavior.
Red Light, Yellow Light, Green Light
To address this issue, the U.S. Navy in 1993 defined sexual harassment using colors to group acceptable and non-acceptable conduct by using an analogy to a “Traffic Light.” The Navy uses a different framework now, but this analogy works for the lay person.
“Red Light” behavior simply must not occur in the workplace at all; should never happen in the workplace. Such behavior that is always unacceptable includes sexually explicit visual displays, unwanted touching of a clearly sexual nature, or a supervisor basing job-related actions on an employee’s agreement to provide sexual favors.
“Yellow Light” means caution. This behavior is questionable in the workplace and should be monitored very carefully. This is behavior that involves race, color, religion, sex, national origin, age, disability,genetic information or medical information, or sexual orientation. Examples include gender-related jokes, sexist comments or remarks, physical behavior, or visual displays that involve sexual innuendo.
“Green Light” behavior is appropriate and/or acceptable in the workplace and is often necessary to the job. This behavior may build trust and teamwork in the workplace rather than undermining trust and teamwork.
Remember Dave, Miquel, and Fred In Men as Allies, and how they learned to discuss respect and inclusion issues, and then confront each other when differences occurred? Assume these men are now participating in a Sexual Harassment Prevention training session, and are assigned to the same group. A classroom is set up in a large conference room and the facilitator faces the class. Displayed on a screen facing the group are explanations of Red, Yellow, or Green Light Behavior. The session is in progress, and the facilitator recites the following example.
“In your group, decide among yourselves whether the following situations are Red, Yellow, or Green light conduct.”
1. An employee uses the company email to send some jokes to other employees and to friends outside the office. The jokes are about sex.
Dave, “Oh man, this is too obvious. Of course, you can’t use the email to tell a joke. The Company pays for the Internet so it should be only for company business.”
“Wait a minute,” interjects Fred. “So, we could tell a sex joke person to person”?
“Well”, says Miquel, “any inappropriate joke, whether in person or through email, should be off limits. Time for a decision: Red, Yellow, or Green Light”
“Ok,” says Fred, “not a piece of cake. But, Red Light?”
“Red Light,” the other two agree.
What would you say? A. Green Light? B. Yellow Light? C. Red Light?
2. Bill puts up a picture on the bulletin board of Miss Universe in her bikini bathing suit with the head of Jane, an Employee in the office, very carefully and artfully superimposed on the body of Miss Universe.
Miquel begins, “This is inappropriate, I think. Was Jane asked if she minds her head being superimposed on a Miss Universe body”?
“Actually, my take is that since the bathing suit photo doesn’t have anything to do with our job, I agree this is inappropriate,” says Fred.
“Well, she looks really good in that photo,” says Dave. “I wonder what Jane thinks? Isn’t this the point? The person has to agree and it is ok”?
“Shall we vote?” asks Miquel. “Two yellow, one green,” says Fred.
What would you say? A. Green Light? B. Yellow Light? C. Red Light?
3. A male supervisor compliments a female member of his staff on her new hair style by saying, “Mary, I like what you’ve done with your hair style. It looks very nice!”
“Softball…,” exclaims Dave. “We learned last week compliments are OK! Don’t need to vote. Green Light. Everybody agree?”
“Hey be careful. Would you ever say that to a guy, and if not, isn’t that a sexual innuendo?” suggests Miquel.
“Oh, OK, when you put it this way I can see this is Yellow light. Everybody agree?” asks Dave. Followed by high fives.
What would you say? A. Green Light? B. Yellow Light? C. Red Light?
4. At an office party, a female supervisor suggests to a male subordinate that they leave and get a bottle of Champagne and go to a nearby hotel.
“Here we go again!” says Dave. “The blasted consent issue once more.”
“Sounds like this is Green Light to me,” Miguel insists.
“All right, two consenting adults, even if one is a supervisor, going to a hotel with a bottle of Champagne, should be fine?” questions Fred.
“I think so, but guys, she’s his boss and even if he goes along with it, he might just be caving into the pressure,” adds Dave.
Miquel raises his eyebrow. “Dave, you are usually odd man out on these scenarios. But you gotta’ agree with us on this one; look he’s a guy and a single guy at that, so why not, what’s wrong with you, man?”
“Ok Ok, I cave…. Green Light,” shouts Dave. Fred and Miquel knuckle bump.
What would you say? A. Green Light? B. Yellow Light? C. Red Light?
The facilitator wraps up. To emphasize, “Red Light” behavior will result in serious disciplinary action, up to and including separation from employment. If your behavior is “Yellow Light,” very often, like the traffic light situation, you can quickly cross into “Red Light” behavior. Thus, frequent or persistent jokes or comments that are “Yellow Light” can become “Red Light.” When you are engaged in “Yellow Light” behavior and someone asks that you refrain from such behavior in their presence, it is extremely important that you respond to that request positively. Green Light – Behavior that is appropriate in the workplace.
Answers: How many did you get correct?
Question 1: Sending sex jokes through the Internet. The group decides Red Light. Answer:C. Sharing sex jokes in the workplace, whether by email or verbally is Red Light as it is considered offensive and is inappropriate conduct. Although, if everyone wants to hear them and nobody can overhear them, it’s not sexual harassment which has to be unwelcome. It is, however, quite unprofessional and has no place at work for that reason.
Question 2: Employee face superimposed on Miss Universe. The group was divided, “Two yellow, one green.” Answer:C.Red Light, as this behavior is considered offensive and/or intimidating; even if Jane does not object; also note Dave’s comment was itself inappropriate.
Question 3: Male supervisor complimenting female subordinate on new hair style. The group agreed it was Green Light. Answer: B.Yellow light. Yes, the “hair style” comment might be fine, but context is important – was it accompanied by body language or behavior that suggest it wasn’t simply an innocent compliment? If it’s debatable, it could be Green Light, or Yellow Light.
Question 4: Female supervisor suggests to male subordinate to get champagne and go to a hotel. The group decided Red Light. Answer: C. This is Quid Pro Quo, definitely Red Light.
Comments? We welcome your thoughts and comments. Each one contributes to the conversation which is the key to understanding and culture change. Please email WATExplorer@gmail.com and we may publish your comment. Thanks!
By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Martin.
Sexism is a form of prejudice, just as Racism is. In the conversation, we presented in our previous story, men learned to confront each other, and as an important byproduct, to support each other. We received the following comment from a reader.
“Interesting article, as they all have been. It seems to me that if the husband and wife (or any male-female pair) have a relationship grounded first by true friendship, then a lot of the male exploitation issues go away. I know that’s a great over-simplification, but I believe it does work for at least some people, myself included”.
The questions remain about how to prevent sexual harassment at work. The following helps to understand in simple interactions What’s OK, What’s Not? Note: even though women are most often targeted regarding the following behavior, we note men are, too. Use of the word “woman” could be easily replaced with “man.”
What’s Not OK (The following examples may be obvious to many, but still a handy guide for curbing the wrong instincts.)
Office meeting: telling a woman on the team that she should “take one for the team” to “be extra nice” to a prospective client or supervisor/manager.
Telling a sexist joke in front of colleagues.
Making demeaning sexist comment about a woman’s body (body shaming), who they are considering putting on a key assignment.
Inappropriate touching, the difference between a nonsexual pat on the arm and sexual rubbing, massage, grabbing, fondling, kissing, cornering, etc.
What’s ok and not ok on a business trip with a colleague or subordinate; where to meet up, drinking, etc. Drinking alcohol can be a slippery slope that might allow your Inner Devil to surface.
Comments about male/female suggesting, you know “why she/he got the assignment?”
Using social media to degrade female colleague using a photo of her.
Spreading rumors to friends about sexual liaisons at work.
Calling a strong woman names such as “bitch,” “feminazi,” for being tough and demanding at a meeting.
Comments on “getting lucky”: speaking about your personal issues in your marriage or love life
Leering in a sexual way, stalking either in person or online, lewd or suggestive comments, licking lips, touching or exposing oneself in view of another person
Displays of sexually suggestive or pornographic images at work or after work online
Comments on mood such as time of month, other personal issues
Victim Blaming: making negative comments about someone who has complained about harassment, such as the way they dress, look or act as if they invited harassing behavior.
What’s OK – First rule: The line isn’t always clear: just remember, you need to be sure your behavior is “welcome” and not “offensive” to the others. The following simple examples are a general guide, not meant to be all-inclusive. Remember, you can always ASK the person first. And if the person says they would be displeased, then just don’t say or do the behavior.
complimenting a good job, thought, contribution to work product
shaking hands
pat on the back or arm in a nonsexual manner
telling a non-offensive joke
normal kidding around in a nonsexual manner
criticizing a colleague’s work or behavior that has no sexual innuendo
asking a colleague for lunch, dinner, or drinks with no Quid pro Quo
spending free time with a colleague or subordinate on travel or outside of work with no expectation that they owe you sexual favors
asking a co-worker for a date (not a superior, or subordinate) and if he/she refuses, respect the answer
respect and understand the “reasonable person standard”
if you say the wrong thing, or offend someone: apologize!
These are guidelines, and, as humans we all react to situations differently. Always, use your best judgment.
Comments? We welcome your thoughts and comments. Each contributes to the conversation which is the key to understanding and culture change. Please email WATExplorer@gmail.com and we may publish your comment. Thanks!
By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Martin
“Most men are fair-minded; they like women, are friends with women, and are offended by sexism (Kilmartin & Berkowitz, 2005). However, they overestimate other men’s sexism (Kilmartin et al., 2008). When progressive men and women let them know that they are not alone in their egalitarian desires and invite them to join in antisexism efforts, many men respond in a positive way.”
How Men are SocializedDetermines Their Behavior
Imagine you are Dave….Stepping off the elevator, briefcase in one hand and coffee in the other, I walk past Carmen and instead of the usual, “Lookin’ sharp today Dave,” I get, “The meeting has started, you better get yourself in the conference room.” “Ummm” I wonder, what’s bugging her; hope it’s not me.
Slowly entering the rear door, moving against the wall I inch my way to the back of the room. Folks are four-deep between me, the conference table and the boss standing in front, facing us.
“As most of you know by now, we have had three Sexual Harassment reports filed here in the last month. This is not acceptable. The reports do seem to be credible; however, they are still being investigated. Please know there is no rush to judgement. But, this is the last thing our company needs. I am putting all employees on notice that this behavior will not be tolerated.”
Continuing, he says, “look, these incidents took place in front of other people, but no one came forward except the harassed to let Human Resources know the incidents occurred. Can any of you tell me why no one defended or spoke up while these insults were going on”? There is silence.
I raise my hand. “Boss, I was there. I didn’t know what to say. The guys are my friends, and well, some of what they said was just joking around and really, everybody seemed to think it was funny.” Nervous laughter ripples across the room. Steely stare penetrates from him to me. Uh oh, I am so toast. How can I take my foot out of my mouth, I wonder?
“Are the women your friends?” a new voice asks. My head whips around and my eyes meet a woman, and my head flops to one side, eyes down; I am wishing I were anywhere but here.
“Folks, meet Inez, our new Director of Human Resources, here to teach us facts about gender disparities and how to engage in Bystander Intervention. Most importantly, though, to teach us all how to beAllies.”
Inez asks no one in particular, “So, why did Dave not speak up? Research tells us that men’s fears of other men’s disapproval are based in distorted social norm beliefs. Men who tell sexist jokes or refer to women by animal names or the names of their genitals, also offend most men and tend to overestimate other men’s acceptance of these attitudes. Men routinely are bothered by other men’s sexism, but believe that they are unusual in this reaction because they are comparing their inner experience with other men’s verbal replies.”
Dave chimes in, “So if I had said something to the men who were saying sexist comments, the other men in the group would have appreciated my thoughts?”
“Exactly,” she says. “In fact, they probably would have supported and agreed with you.”
“Really?” asks Dave. “Really,” she retorts.
Inez proceeds, “We are discussing how most men who behave in sexist ways do so to win the approval of other men. Interestingly, many men who hold more favorable views of women do not challenge other men’s sexism because they fear their disapproval. At the interpersonal level, sexism will not stop until men lose social status with their male peers for engaging in it.”
“I, for one,” says a woman in the front row, “am tired of the lewd comments and innuendo, and the thought that I am ‘less than’ in men’s eyes. There may be more going on here psychologically and socially than I know, but if this is a societal issue that stems from taught sexism, it is time to eradicate it.” Applause erupts among the women, and then Dave, says, “here, here!” Supportive laughs and snorts from the group.
Inez follows with, “There is a lot to unlearn of the socialized differences between us. One way is to identify Everyday Allies. As a company, we can begin a series of discussions, called Crucial Conversations to identify negative and positive behaviors, how to address them, and what to say to one another when witnessing inappropriate behavior. Dave, you would have a language to speak to your male colleagues.”
Dave nods approvingly. “Yea, maybe ‘knock it off, not funny’ for starters.”
Question: have some of you men been in a situation you wish you could confront and change the direction of the message? If so, please send your comments in and we will publish them.
The preceding is based on Kilmartin, C. T. (2017). Male allies to women. In J. Schwarz (Ed.), Counseling women across the lifespan: Empowerment, advocacy, and intervention. New York: Springer.
By Karetta Hubbard, Lynne Revo-Cohen, Chris Kilmartin, and Gwen Crider
Previously, we gave an example of sexual harassment occurring in a male boss’ office with him harassing his female employee. (See the story.) He offered to give her a massage so she would be relaxed for the upcoming meeting that she would be chairing. The employee was uncomfortable yet she was reluctant to confront him to state she did not want a massage. Women typically do not report the incidents, sometimes until years later, and sometimes not at all. Then we asked readers: Do You Know What You Would Say?
Many of you shared your stories of what to say, how it felt, what worked and what didn’t. Your stories were heartfelt, some of you stood up for yourselves, some just couldn’t but shared how much that frustrated you. Sample responses that reflect what most said and felt:
I’d like to believe I’d have the courage to do this, although it’s hard for me to say. I worked in a dive bar for a while with a boss who exhibited pretty sexist behavior. As much as I wanted to say something, I never did. I always chalked it up to the fact that I knew I’d be getting out of there at some point — I wouldn’t have to deal with it forever, but at that moment I needed the job and couldn’t risk losing it….That’s what’s really sad — that we have to fear losing our jobs or advancement opportunities at our jobs just to feel comfortable in our work space.
There were two retired military officers that constantly said sexual remarks to me such as: did you get on your knees for that rating?Although many others recognized I was a hard worker, this was hard to deal with emotionally. I reported the comments and when they asked what I wanted to come of it, I said I just want it to stop, I’m not trying to get anyone fired.
Your honest feedback actually represented “best practices” from the experts, and follows thoughts to begin the conversation to Stop the Harassing Behavior. NewPoint’s Sexual Harassment prevention training program includes, Ouch and Educate, that teaches the harassed to state that what the person said was offensive, and made you feel uncomfortable. The offenders (bosses as well as colleagues) are taught to just say he/she is sorry, and not to explain. The shorter your statements, the better.
One proviso: this approach is an important one, but know it is a suggestion, not an obligation. Each of you needs to feel safe to take this step. If you are nervous about speaking up, try practicing what you might say with a friend or family member. That will help, but if you feel like it’s too risky, look for other options in your company policy, discussed below.
In simple and concise words, describe the offensive behavior back to the harasser.
You just suggested I might want a massage from you, and you’re my boss…you know it’s just not right to ask me that.
Articulate your feelings about the incident(s).
In fact,I really don’t want a massage from you. When you say things like that it makes me very uncomfortable….. and I really don’t want to be touched….. so please don’t go there.
State clearly what you do want from your boss.
Look I love this job and I want to talk about our meeting coming up, but let’s keep this professional…..seriously, I’ll be fine running the meeting and want you to focus on the work to be done. Please do not offer me a massage again.
Confronting your boss is the best approach to end the behavior.However, if this doesn’t work, then read the company’s employee handbook or manual to determine your rights and the policies in place to protect you. In the meantime, do:
Document, document, document! every meeting with your harasser. Write the date, time and the details of what occurred, including he said, she said. Even if this is a Memo to File it is important to establish a record of occurrences. Consider sending it to yourself via email to have a verifiable, dated record of when the situation occurred.
Tell someone, your trusted co-worker, your significant other, a family member. Again, issue a memo to file, detailing date, time and response of the confident(s).
If the behavior from your harasser doesn’t cease, then file a complaint. Contact Human Resources and follow the EEO complaint guidelines. (A future issue will discuss the EEO complaint process.)
Next Week. How men can be heard and help as allies.
Since 1984 the founders of NewPoint Strategies, Karetta Hubbard and Lynne Revo-Cohen, have built a strong reputation for delivering extremely effective prevention training in high-risk issues such as sexual harassment/assault. Contributing Author and Lead Consultant, Chris Kilmartin, Ph.D, Emeritus Professor of Psychology from the University of Mary Washington, is an expert in Sexual Harassment and Assault Prevention, specifically Male Violence Against Women. Gwen Crider is a Diversity Expert.
An exploration of the issues that police officers face daily, especially when dealing with different backgrounds, ethnicities, religions, and facets of the LGBTQIA+ community.
Guided exploration of what officers need to learn about these communities and the issues they face.
The ways that inclusion of police officers and executives who are from different backgrounds can improve teamwork and the safety of all members of a police department.
Implicit Bias
How it affects an officer’s ability to be sage and manage conflict in the community.
An examination of the blind spots that may cause inappropriate responses.
LGBTQIA+
An exploration of the challenges officers face in dealing with LGBTQIA+ issues.
A review of topics such as gender identities, terminology/pronouns/symbols, bathrooms, transgender issues, coming out, and being an ally.
A guided reflection on how colleagues are dealing with these issues.
Guidance on how to be an “upstander” to those in the LGBTQIA+ community.
Culture of Respect
Each person’s role in creating a culture of respect within a department.
How leaders model this behavior most effectively.
How officers can be allies for people who are different.
Janine Mohl is a People Operations Expert with 30 years of experience who has a strong understanding of human resources and agile. With a history of success in employee relations and management roles, she possesses a track record of achievements and leadership skills that she brings to benefit teams. In addition to her SPHR-SCP certification, Janine is a Registered Scrum Master and Product Owner.
As an effective project manager and human resources subject matter expert, she knows that good communication skills are essential to collaborate with all members of an organization to achieve goals. Areas of expertise she brings to the table include employee culture, workforce planning, policy and program development, and organizational analysis.
As the newly appointed COO of NewPoint Strategies LLC, Janine is excited to bring all her experience and passion to bear in growing the business and promoting cultures of respect and safe spaces at workplaces everywhere.
DEIAB
DEIAB
All our diversity courses are grounded in the principles of appreciating differences and leveraging the value of different cultural perspectives in approaching work and solving problems.
Course Features:
Exploration of the concepts of “diversity disconnects” and stereotyping through case studies and dynamic group exercises.
Reinforcement of practical skills to defuse uncomfortable situations and restore relationships damaged by cultural misunderstandings.
Exercises in implicit bias to promote a deeper understanding of unconscious messaging that often drives biased behavior and ways to overcome these cultural influences.
Rich conversations and continuous group interaction, the key to success in our diversity classes.
Courses Include:
Diversity/Equity/Inclusion Awareness
How Unconscious Messaging Affects Our Key Decisions
Working Effectively in a Multicultural Environment
Implicit Bias refers to attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner without awareness, intention, or control.
Course Features:
Info on how implicit attitudes impact hiring, treatment, and promotion of women, people of color, people with disabilities, and people of different body sizes.
Clarification of the subtle, often unconscious, verbal and nonverbal cues we send and receive that can demonstrate bias and have a significant impact on who feels valued and included.
An exploration of the Harvard Implicit Bias tool.
An analysis of micro-affirmations and micro-inequities and how they influence who gets hired, who gets fired, and who gets what assignments, promotions, and inclusions in social and business activities.
A look at how leaders can support and demonstrate inclusive attitudes and behaviors.
Participants in our dynamic, interactive harassment prevention courses will learn the full range of harassment issues and practice useful tools to eliminate it in the workplace.
Course Features:
An intensive look at the cause of the harassment (relevant factors in the workplace), the case (the four key areas of harassment), and the cure (what should be done?).
A full discussion of the reasons that harassment occurs.
Engaging case studies that explore the complexities of legal issues.
Large-group and small-group exercises that practice skill-building and taking personal responsibility to prevent harassment.
The ultimate goal of creating a continuum of respect, not just mere compliance.
Interested in Sexual Harassment Prevention Training?
NewPoint provides the awareness and skills necessary to STOP sexual assault by offering facilitator-led training and mobile applications on secual assault prevention. We’ve helped military groups, colleges, and universities. We cover legal and policy issues and have a unique skill-building focus on bystander intervention. Online training includes a range of case study video scenarios.
Consent Rewind Web Series
Through a series of clever cartoon animations, we give learners the awareness to understand and practice the skills they need to get consent for sexual activity. These animations cover the nationally recognized 10 key points around consent and can be used in facilitator-led training for students and military personnel.
Consent: 3 Basic Ideas
Consent applies to everyone.
Consent doesn’t change based on the gender or the sexual orientation of people.
Consent starts before sex.
Leadership Communications and Strategies: Culture Change and Accountability
NewPoint develops and delivers:
communications strategies to ensure leaders “walk the talk” in their everyday interactions both with peers and subordinates.
“thought leader” pieces to include personal accountability for eliminating sexual assault in the military and in colleges/universities.
This course focuses on the EEO process from start to finish. The participant will explore employee rights, the compliant procedure, and resolving disputes.
Other variations of course include:
EEO Counseling: Law, Regulation, and Skills
EEO Compliant Process and Procedures
EEO and Performance Management
Affirmative Employment Programs
Guidelines on federal regulations, the Affirmative Employment Plan preparation process, and how to survive the audit process.
Discussions and group exercises that are tailored to policies and procedures specific to the agency or organizational goals.
Do’s and Don’ts of Hiring and Firing
Crucial info for every manager who has hiring and firing responsibility.
Guidance on the appropriate way to conduct an interview.
Clarification of the law that dictates what you can and cannot say to a prospective employee or an employee who is about to be terminated.
Americans with Disabilities Act
Explanation of this civil rights law, which prohibits discrimination based on disability.
Information for managers and supervisors on the complicated provisions required for compliance for companies and agencies.
Alternative Dispute Resolution
Specialized services that help parties come to an agreement.
NewPoint has a range of facilitator-led online trainings for the military on destructive behaviors such as sexual assault, suicide, drug and alcohol abuse, and domestic violence.
Will You Step Up to STOP Sexual Assault?
Interactive training for command leaders, junior officers, senior enlisted personnel, program managers, and family ombudsmen throughout the military.
Gendered Fictions: The Role of Cultural Change
An exploration of the way cultural messaging can lead to sexual assault and other destructive behaviors, and the cultural change needed to create a respectful, cohesive environment.
Suicide is Every Sailor’s (Soldier’s) Business: GET INVOLVED…SAVE A LIFE!
An interactive, dynamic presentation for command leaders, junior officers, senior enlisted personnel, program managers, and all hands throughout the military.
Stories From the Trenches: Countering Destructive Behaviors Workshop
A roadmap for sailors and soldiers on overcoming destructive behaviors.
The Biggest Fight: Don’t Lose to Alcohol
A look at the destructive nature of alcohol and drug abuse and the steps to counter the behavior and build a more successful integrative life.
Interested in Military Training on Destructive Behavior?
Lynne Revo-Cohen is a founding partner of NewPoint Strategies. She directs the firm’s strategic development in the areas of client services and products, marketing, financial management, and public relations. Ms. Revo-Cohen has been a recognized expert in the field of management consulting for more than thirty years. She is an internationally known business leader, accomplished author, lecturer, and consultant. Her areas of expertise cover the full range of high-risk employment issues. Her clients, numbering over 250, include Fortune 500 companies, universities, nonprofits, and federal, state, and local government organizations.
Ms. Revo-Cohen serves on several boards and committees and served for four years on the Board of Directors of the Fairfax County Chamber of Commerce. She has been active in the National Association of Women Business Owners, Women in Technology, and the Northern Virginia Technology Council. Ms. Revo-Cohen is a founding member of the National Committee on Pay Equity. She has a BA from the State University of New York at Buffalo and an MA from the University of Maryland.
Caitlyn Brooks
Caitlyn Brooks
Animation Production Manager, NewPoint Strategies LLC
Caitlyn Brooks is an Animation Production Manager with NewPoint Strategies. She is the primary animator for Who Does That, Consent Rewind, Just Say More, Just Say STOP, and she creates the graphic designs for NewPoint’s Corp docs and Marketing materials.
From her time at the Animation and Visual Effects Department of Drexel University, Caitlyn has already demonstrated her creative talents for two co-ops. She created visual design assets for an interactive game app, developed flyers, posters, slide presentations, logos, and other marketing materials for clients and Inkster. Her experiences have taught her how to work effectively with team members, how to organize a workflow and how to communicate clearly and concisely. At her co-ops, she worked with strict deadlines, learned ways to improve design skills, and how to creatively solve issues. She’s a fast learner and is willing to put in time outside of work to master new skills and software programs, which may be required for the job.
At NewPoint, Cate has taken the lead in helping to elevate the brand, enhance visual communications, promote online diversity inclusion products, and update the website. She has experience with Photoshop, InDesign, After Effects, Final Cut Pro, wordpress, Illustrator, Microsoft office, and Maya, all of which could help create digital material, 2D and 3D, to further elevate the NewPoint brand. She is also taking a marketing class to help her understand how to promote NewPoint Strategies through current trends and advertising strategies.
Relevant Coursework:
Animation I, II Procedural Modeling Advanced Lighting
Computer Graphics I, II Material & Texture Creation Character Animation I
Compositing I, II Organic Modeling I Advanced Animation
Joyce Weru
Joyce Weru
Senior Compensation and Pay Equity Consultant, NewPoint Strategies LLC
Joyce Weru is a certified executive leadership coach and senior human resources profession with over 20 years of global comprehensive strategic and operational leadership experience in developing and executing human resources strategies supporting the overall business plan and organizational strategic direction. Joyce brings extensive experience in compensation and pay equity analysis studies. She has developed and worked on Affirmative Action Plans and compliance and supported organizations in managing OFCCP audits and compliance. Joyce has served clients in various industry settings, including International NGOs, Technology, Consulting, Healthcare, Associations, Public Relations Agencies, and Universities. Joyce is a Ph.D. student at The Chicago School of Psychology. Joyce holds a master’s degree in human resources management and a master’s in business administration from the University of Maryland University College.
DAISY LUNG
Daisy Lung
Director of Operations, New Point Strategies LLC
Daisy Lung maintains seamless, high-quality management of all internal organizational processes including the client base as support to the Account Director and Administrative Systems for all aspects of the organization (Staff, Consultants, Vendors, Partners), and Senior Executive Support. She takes on a crucial role in developing ideas for fostering organizational culture and camaraderie. As she provides ongoing support for Accounting, Communications, Marketing, Business Development and the Senior Executive Team, she retains a deep understanding of the inner workings of NewPoint Strategies.
Prior to her role as Director of Operations, Daisy Lung served as the Sexual Assault Services Coordinator at Northern Virginia Community College where she specialized in crisis counseling and advocacy for survivors of gender based violence. Her hands on support included accompanying survivors to police interviews, medical forensic exams and court hearings. She lead trainings on topics such as “Consent” and “Healthy Relationships” throughout the community as part of her commitment to violence prevention.
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Yania Padilla
Yania Padilla
Yania Padilla Sierra, MS, CAS, MPM (she/her) is a writer, suicide prevention SME, mental health advocate, and teacher. She has provided extensive suicide prevention program development, implementation, and evaluation solutions to regional, national, and global organizations. She is a licensed master Applied Suicide Skills Intervention Training (ASIST) and safe TALK trainer, the gold standard in suicide intervention. Other trainer certifications include SBIRT, QPR, SoS, and Youth/Adult MHFA. She is a 2021 National Hispanic and Latino Executive Leadership fellow, 2020 CantoMundo fellow, and 2020 Frontier Editorial fellow. She has served as chair for the Connecticut chapter of AFSP, and is an outspoken advocate for best practice suicide prevention practices within the veteran and military family community. Her current projects include reducing health disparities and improving mental healthcare access for traditionally excluded and underserved communities.
TIMOTHY KANE
Timothy Kane
Diversity Inclusion Expert, New Point Strategies LLC
For over a decade, Timothy Kane has engaged thousands of clients seeking to embrace equity in the workplace, moving beyond diversity to a culture of inclusion and belonging. Timothy’s interactive and engaging presentation style is grounded in his diverse educational background, which includes a Bachelor of Arts from Hamilton College, a Master of Divinity from Harvard University, and a Master of Theology in Justice and Peace Studies from Maryknoll School of Theology. Timothy is also a certified instructor of Teaching English to Speakers of Other Languages and holds a Certificate in International Development from the Monterey Institute of International Studies, as well as Graduate Certificates in HIV/AIDS Studies, International Education and Islamic Studies from GW.
PATRICIA LYNCH-EPPS
Patricia Lynch-Epps
Senior Policy & Law Consultant, New Point Strategies LLC
Patricia Lynch-Epps is a Navy veteran after providing 20 years active duty in the United States Navy. She served as the Senior Legal Advisor to senior executive governing bodies, executive management, and advisory boards and as a program manager over all legal resources for military health care facilities throughout South East United States, Europe and Cuba. She is an astute litigator, manager and subject matter expert over a myriad of Federal and state laws, DoD and in particular Navy regulations, policies and directives.
As the key legal consultant and advisor on all areas of the command climate, legal readiness and mission accomplishment, she assisted inspection teams and reviewed key aspects of command climate assessment surveys, led small group segments, and provided training to ad hoc committees and risk management departments to prep for various inspection surveys in areas affecting sexual harassment. Her direct involvement routinely resulted in zero discrepancies. She steered program managers on successful implementation of sexual harassment policies, liaised and coordinated with local and regional SARP managers to develop and identify areas of concern in sexual harassment and sexual assault training modules and; in the collection of evidence practices to preserve the integrity of the process. She reviewed over 100 investigations on cases involving allegation of rape, sexual assault, sexual harassment, indecent acts and provided astute recommendations on the dispositions of cases in accordance with applicable laws and regulations.
As Staff Judge Advocate and key legal advisor to Echelon II and III Commanders, for operational forces, she developed a Standard Operating Procedure for handling all matters forwarded by subordinate commands involving alleged offenses of rape, sexual assault, forcible sodomy, fraternization, and attempts to commit these acts for review and recommended disposition in accordance with applicable rules and regulations, to include the Uniform Code of Military Justice. Additionally, she supervised all cases forwarded for disposition by subordinate commands and delivered legal guidance and coordinated with DoD contractors and local officials to ensure the completion of forensic evidence collection kits on cases presented at all levels of the command to include the Emergency Room for potential litigation. She conducted ‘just in time’ training on cases presenting as sexual assault, battery, rape, and sexual harassment, resulting in awareness and sensitivity to affected personnel. Her recommendations were not only aimed at resolving current issues, but also, to create best practice that reduced or deterred future similar occurrences.
Ms. Lynch-Epps’ professional affiliation and licensures include: Virginia State Bar, Court of Appeals for the Armed Forces, Certified Judge Advocate General, UCMJ, Article 27(b), Navy Sub-specialist designation in Health Care Law and Healthcare Administration. She possesses aMaster of Laws, L.L.M., George Washington University, School of Law, Washington, DC; Certificate of Health Care Administration, George Washington University, School of Science and Health Care Administration; Juris Doctorate, Seton Hall Law School, Newark, NJ; Bachelor of Arts, Cum Laude, Long Island University, C. W. Post College, Greenvale, NY.
DR. MURIEL A.S. GRIMMETT
Dr. Muriel A.S. Grimmett
Senior Consultant and Trainer, New Point Strategies LLC
Educator and consultant specializing in diversity, equity, inclusion, community engagement, counseling, mentoring, and evaluation. Her agenda focuses on social justice, retention, and educational attainment rates of diverse student populations. Dr. Grimmett has conducted workshops for non-for-profit organizations with emphasis in building creative partnerships and increasing the capacity and performance of professionals and organizations. A graduate of St. Louis University with an earned doctorate in higher education, she has administrative and teaching experience in higher education having led national training initiatives in assessment, evaluation and accountability.
MARIA MORUKIAN
Maria Morukian
Diversity Inclusion Consultant, New Point Strategies LLC
Maria Morukian is a Senior Consultant and Trainer for NewPoint Strategies. She is a NewPoint leader on Gender and Diversity/Equity/Inclusion issues in the workplace. Maria has over 15 years of experience as an organizational development trainer, consultant and coach, specializing in diversity and inclusion best practices and high-risk employment issues such as harassment prevention and anti-bullying strategies. She works with federal, corporate and nonprofit organizations, helping everyone from aspiring leaders to senior executives, to build strong, healthy, inclusive organizations. She currently leads NewPoint’s work on Unconscious Bias with several government and non-profit organizations. She has delivered successful webinars on implicit bias to CCAR, HUC, Reform Congregation search committees, and also presented at the Reform Conference on Conscience in Washington DC.
Maria’s clients include the Department of State, Department of the Navy, Marine Corps, Substance Abuse and Mental Health Services Administration, General Services Administration, Securities and Exchange Commission, Department of the Treasury, Department of the Interior, Library of Congress, U.S. Postal Service, U.S. Agency for International Development, Spitzer Auto World, Lorain Public Schools, Syngenta Seeds LLC, Association of Chartered Certified Accountants, and Delta Airlines.
Maria formerly served as the Practice Director for Leadership and Management at Management Concepts, where she led efforts to develop in-person and virtual training and consulting solutions, including a number of diversity and inclusion focused projects. Maria also served as a leadership development specialist for the U.S. Department of State, where she provided training, coaching, and consulting on leadership skills, diversity, inclusion, employee relations, EEO, and global diversity and cultural competence. She also served as an EEO Counselor during her five-year tenure with the Department.
Maria served as the Executive Director for the National Multi-Cultural Institute, where she led efforts to develop and deliver customized organizational change initiatives focused on diversity, inclusion, anti-discrimination and harassment, and global diversity competency, for organizations ranging from the International Monetary Fund to the International Brotherhood of Electrical Workers.
Maria currently serves on the faculty of the Office of Personnel Management’s Federal Executive Institute, where she trains and coaches senior executives in the federal government on leadership, with a particular focus on building diverse, inclusive, and innovative teams and organizations. She currently leads a number of diversity and inclusion training and consulting efforts, partnering with the OPM’s Office of Diversity and Inclusion and providing anti-bias training across federal government.
Maria is currently an adjunct faculty at American University’s School of International Service, leading graduate courses on intercultural competence, diversity and inclusion. She previously served as adjunct faculty at George Washington University teaching cultural competence training design.Maria earned her dual Bachelor’s Degree from the University of Michigan in Organizational Studies and Spanish and Master’s in International Communication from American University. She regularly presents at conferences, including the Training Officers Consortium, Federally Employed Women, and Blacks in Government, on issues of diversity and inclusion.
Keron Sadler
Keron Sadler
Executive Director, NewPoint Strategies LLC
Keron R. Sadler is the Executive Director of the Maryland Association of Resources for Families and Youth (MARFY) where she is responsible for developing the strategy, goals and tactics for MARFY as the statewide voice for child welfare providers and the larger community of nonprofits that serve children and youth. She advocates on behalf of the provider community to improve the state’s system of care for the families MARFY members serves.
Before joining MARFY, Keron served as the inaugural Chief Executive Officer (CEO) for the MD LGBT Chamber of Commerce where she executed sound business practices to level-up the organization. For almost a decade, she was the National Health Manager and LGBTQ staff lead at the N.A.A.C.P. National Headquarters, which is the oldest civil rights grassroots organization fighting for equality for all people.
A change agent across diverse national sectors, she has a proven track record of mobilizing communities around complex issues using innovative approaches. As a pioneer leader, she executes and sustain organizational strategies to attain optimal goals. Understanding the significant impact that Diversity, Equity and Inclusion (DEI) can have based on systemic and institutional changes, she is a committed DEI Trainer facilitating challenges through education and awareness to influence behavioral change.
She serves in the United States Army Reserve as a 1st Lieutenant Chaplain and also has formal training as a MFT psychotherapist at Pfeiffer University. Keron holds a Bachelor of Art degree from American Baptist College, a Master of Divinity degree from Hood Theological Seminary, and a DEI certificate from Cornell University. Keron is the founder of KRS Ministries plus Lady Keron and a co-author of the Daily Dose of Direction Devotional for Women in Business. Additionally, Keron is an ordained Elder in the African Methodist Episcopal Zion (AMEZ) church.
KARYN TRADER-LEIGH
Karyn Trader-Leigh
Diversity & Inclusion Expert, New Point Strategies LLC
Dr. Karyn Trader -Leigh is a Senior Consultant and Trainer for NewPoint Strategies LLC. She is currently on the team for Employee Relations training at FSI, State Department. Trader-Leigh provides consulting in organization Development, Human Capital, Diversity and Inclusion. Karyn has served as CEO of KTA Global Partners for 18 years, providing consulting services in Human Capital planning, developing talent management systems, performance management accountability and performance assessment systems, leadership development, succession planning, culture change, and capacity building. Karyn is currently involved in a system wide performance management project driven by the Government Performance and Results ACT (GPRA). As a researcher she has been involved in global and national studies. Her portfolio of clients includes government agencies, private sector corporations, NGO’s and global multilateral institutions. Government agency work includes NSA, NASA, Homeland Security, DOD, IMF, United Nations, and Army Research Lab. Karyn has worked as a Director of Human Resources, Employee Relations Director, and Director of Training and Organization Development in Aerospace and IT organizations. She has also served as Program Director and Researcher for the Joint Center for Political & Economic Studies and Adjunct Professor Hampton University School of Business.
Karyn served as a senior consultant to the National Multicultural Institute for 14 years, leading diversity initiatives and training D&I advocates. Karyn’s article on Identifying Resistance in Managing Change was based on dissertation work completed in the US Department of State examining implementation of a radical change to management and support structures in U.S. embassies worldwide. Other international experience includes consulting in Eastern Europe, lecturing in the Peoples Republic of China, presenting papers in Britain, Bahrain, United Arab Emirates, Turkey, The Czech Republic and living and working in a war torn country in West Africa. Academic credentials include a Doctorate in Organization Change from the Pepperdine School of Education and Psychology, MA, International Transactions School of Public Policy, George Mason University, Masters Work in Organization Development, Pepperdine University. Ethnic and Conflict Management Training from Central Eastern University and the Open society Institute in The Czech Republic. Certifications include Conflict Dynamics Profile, Benchmarks (360), Executive Dimensions, Disc, and Certified Coach (ICC) international Coaching Community (London).
GWEN CRIDER
Gwen Crider
Diversity Inclusion Expert, New Point Strategies LLC
Gwen Crider is a Senior Consultant with NewPoint Strategies. She works with NewPoint clients on a range of issues covering Diversity and Inclusion, Harassment Prevention, EEO, Employee Relations and Conflict Management. Currently, she leads the training team for NewPoint’s major clients, the Architect of the Capitol, State Department (FSI) and Department of Commerce where we are providing training for employees, supervisors and managers. She is also the chief developer of the NewPoint innovative QuickPoints online training tool. Gwen Crider is an organization effectiveness consultant with expertise in strategic planning, leadership development, diversity and inclusion, and team performance. Her 20 years of experience includes leadership and consulting roles with organizations in the private, non-profit, government, and education sectors. Gwen served as Executive Director of Diversity Best Practices where she provided strategic direction in the delivery of services to 160 corporate members, including Colgate-Palmolive, Chevron Corporation, IBM, Eastman Kodak, Motorola, and Cisco Systems. As Executive Director of the National MultiCultural Institute (NMCI), Gwen planned and executed professional development conferences, conducted diversity climate assessments and focus groups, and facilitated strategic planning sessions for clients including the Academy for Educational Development (AED); the International Monetary Fund; Gallaudet University, the U.S. Department of Health and Human Services, HIV/AIDS Bureau; Arlington County (VA) Public Schools; and Valdosta State (GA) University, among others.
Gwen led leadership development and diversity and inclusion initiatives in the museum field as Executive Director of the Austin Children’s Museum, Executive Director of the Science and Technology Center of Atlanta and Deputy Director of the Smithsonian Institution’s National Air & Space Museum. As Board member for the Association of Science-Technology Centers she served as Co-Chair of its Equity & Diversity Committee; served as a Board Member and Co-Chair of the Diversity in Action Task Force for the Association of Children’s Museums, and served on the Diversity Task Force for the American Association of Museums. As an adjunct professor at George Mason University (VA), Gwen teaches “Diversity in Organizations” to 3rd and 4th year management students. She is the author of numerous articles and a frequent speaker on subjects related to leadership, diversity & inclusion, strategic partnering and workforce development. She holds a Bachelor of Science Degree from the University of Connecticut and a Master of Public Administration degree from The George Washington University.
CONNIE KIRKLAND
Connie Kirkland
Sexual Harassment & Assault Prevention Expert, New Point Strategies LLC
Connie J. Kirkland, M.A. is a senior consultant for NewPoint Strategies and serves as a leading expert on the issue of sexual assault prevention. She was a key advisor for the NewPoint team project at West Point on sexual assault prevention. She assists in the design, protocol and delivery for the methodologies and training utilized in sexual assault prevention engagements. Connie was a primary advisor in NewPoint’s development of the STOP application on sexual assault prevention for colleges and universities. As Founder and Director of the Office of Student Mental health and Behavior at the Northern Virginia Community College, Connie provides behavioral intervention and response services for Sexual Assault to a community of over 80,000. Connie has worked for over 27 years in crime victim advocacy, as a college instructor, and as a criminal justice researcher and trainer. She is an ATSS Certified Trauma Specialist (CTS), a National Certified Counselor (NCC), and a Certified Law Enforcement Instructor. She has authored legislative bills, training manuals, and materials related to crime victim issues, specializing in violence against women. In 2003, Ms. Kirkland partnered with the US Department of Justice National Drug Intelligence Center to co-produce a manual designed for law enforcement and medical investigators, titled “Drug-Facilitated Sexual Assault Resource Guide.” She was recognized in 2002 in several ways for her expertise in sexual assault and stalking. She was appointed by the Virginia Attorney General to his Advisory Council on Domestic Violence and Sexual Assault. She was also appointed to the Virginia Statewide Sexual Violence Strategic Planning Team. In addition she authored “Campus Stalking,” a bulletin for the US Department of Justice Violence Against Women Office. She was also the Consulting Editor of Campus Safety & Security: Forms, Checklists & Guidelines (2nd Edition) (2002).
The recent release of Net Crimes and Misdemeanors (2002), a book on cyberstalking by J. A. Hitchcock featured the advocacy of Ms. Kirkland with victims of campus cyberstalking. Connie served as Chair of the Northern Virginia Turn Off the Violence Coalition, a major community violence prevention initiative from 1993 through 2001. Connie’s sexual assault research and innovative programming has been recognized by the U.S. Department of Justice, Violence Against Women Office and the National Crime Prevention Council as a Promising Practices resource. She has also been recognized by the U.S. Department of Justice for her work in the area of sexual assault and stalking protocols, serving as expert resource, national speaker, and federal grant peer reviewer. She is also a consultant specializing in crisis management following workplace violence, campus security initiatives, and public policy development.
CHRIS KILMARTIN
Chris Kilmartin
Sexual Harassment / Assault Prevention Expert, New Point Strategies LLC
Dr. Christopher Kilmartin is a Senior Consultant and Trainer for NewPoint Strategies LLC and part of the NewPoint sexual assault prevention team. He is a professional psychologist, college professor, author, stand-up comedian, actor, playwright, and consultant on gender and violence prevention. He is a Professor of Psychology at The University of Mary Washington in Fredericksburg, VA. He holds a Ph.D. in Counseling Psychology from Virginia Commonwealth University and is a licensed clinical psychologist who has a great deal of experience consulting with businesses, college students, human services workers, athletic departments, the military, and counselors. His major scholarly work is The Masculine Self (5th edition Sloan, 2015, now co-authored by Andrew Smiler), which has also been translated into Korean. He has also co-authored Men’s Violence Against Women: Theory, Research, and Activism, Overcoming Masculine Depression:The Pain behind the Mask: (also translated into Hebrew and Korean; 2nd edition, 2013), and Sexual Assault in Context: Teaching College Men about Gender, a manual based on his consultation experiences. Drawing on his background as a professional stand-up comedian, Dr. Kilmartin wrote a solo theatre performance on men’s issues entitled Crimes Against Nature. This work, an integration of his scholarly and performing interests, and performed by the author, has toured to over 150 campuses and other venues for a total of 220 performances.
He is currently touring with a lecture/storytelling/multimedia hybrid entitled Guy Fi: The Fictions that Shape Men’s Lives. Dr. Kilmartin delivered the Keynote address at the NCAA Violence Prevention Summit in 2011 and has also consulted with the U. S. Department of Education, the U.S. Army and Air Force, and the international group, Democratic Control of the Armed Forces. He served as a consultant for three years with the United States Naval Academy on a revision of sexual assault and harassment prevention curriculum. He was a scriptwriter for an Army training film on the same topic. Dr. Kilmartin was the Distinguished Visiting Professor in the Department of Behavioral Sciences and Leadership at the United States Air Force Academy for the academic year 2013-14.
In 2007, he was the Fulbright Distinguished Chair in Gender Studies at the University of Klagenfurt, Austria, one of only 39 such honors awarded annually worldwide. He was elected to Fellow Status in the American Psychological Association in 2008 and is a Past President of Division 51 of that organization, the Society for the Psychological Study of Men and Masculinity, which awarded him its Researcher of the Year distinction in 2010. In 2015, the University of Mary Washington granted him its Professional Achievement Award. He has been a featured presenter at the National Psychotherapy with Men Conferences. Dr. Kilmartin is an internationally-recognized expert on gender and violence prevention.
ANNETTE CREMO, PhD
Annette M. Cremo
Senior Consultant and Trainer, New Point Strategies LLC
Dr. Annette Cremo is a Senior Consultant and Trainer. She is a leader for the NewPoint public safety training team on diversity/inclusion/implicit bias, sexual harassment/sexual assault prevention. She is an accomplished writer, speaker, designer, trainer and consultant with more than 26 years of experience in management consulting. She acts as key strategist and business partner to stakeholders in aligning organizational development, education, and performance improvement initiatives with vision/mission.
Dr. Cremo’s areas of expertise range from Interactive and experiential learning, Gap Analysis, Needs Assessment, Instructional Design and Delivery, Diversity, Unconscious Bias and Inclusion, virtual and distance learning, workplace civility, train the trainer among other important workplace issues.
She has provided consulting, training and design work for many clients for over 20 years on diversity/ unconscious bias and inclusion. She has also developed and taught many train-the-trainer courses teaching selected individuals to teach the customized curriculum.
Key recent clients include Pennsylvania Offices of Public Safety (including the PA State Police, Department of Corrections, Veteran Affairs and Probation and Parole), Pennsylvania State, U.S. Department of Defense, and the Pennsylvania Workforce Investment Board, where she designed and implemented diversity training curricula and Train-the-Trainer courses as part of a comprehensive diversity program.
Currently Dr. Cremo is on the faculty of three Universities, the Touro University Worldwide, California, Pennsylvania State University, and the University of Scranton, PA
Dr. Cremo has an Executive M.B.A. (ABT), University of Michigan; Ph.D. – Adult Education and Organizational Development, Psychoeducational Process, Temple Universit; M.Ed. – Training and Development / Adult Education, Pennsylvania State University; B.So.Sc. – Psychology (Counseling and Organizational Psychology), Pennsylvania State University; A.A. – Marketing, Allentown Business School. She has several published books and articles, and done multiple conference and media presentations on Leadership, Diversity/Inclusion, and Sexual Harassment
ALAN BERKOWITZ
Alan Berkowitz
Sexual Harassment & Assault Prevention Expert, New Point Strategies LLC
Dr. Alan Berkowitz is a Senior Consultant/Trainer for NewPoint Strategies. He is currently o the NewPoint team as a Subject Matter Expert (SME) for US Navy training project for Leaders in the Pacific Fleet. Dr. Berkowitz is an SME for the US Army, Air Force, Marine Corps and Navy on the topics of sexual assault prevention and bystander intervention as well as a Key Strategy Contributor and Reviewer for the Department of Defense 2014-2016 Sexual Assault Prevention Strategy. From 2011-2012 he served as a Highly Qualified Expert in Sexual Assault Prevention for the Department of the Navy. In this capacity he provided leadership training throughout the Atlantic Fleet on sexual assault prevention and bystander intervention as well as assisting in the development of the successful Great Lakes Naval Training Station sexual assault prevention program. In the last eight years Dr. Berkowitz has presented at over fifteen conferences for military leaders on their role in creating a Command Climate that can prevent sexual assault and foster effective bystander intervention. In addition he frequently visits military bases to provide leadership training and consultation services.
Dr. Berkowitz is a prolific researcher and scholar who has written extensively on the subject of sexual assault prevention and who is frequently invited to be a keynote speaker on this topic. He is also the founder of the “Men’s Workshop” – a sexual assault prevention program for men that has been evaluated as reducing actual sexual assaults by 75% after four months. In addition, he is the author of a highly acclaimed book on bystander intervention that provides a model for methods of effective intervention. Dr. Berkowitz has received five national awards for his work.
In addition to working with the military Dr. Berkowitz conducts workshops for colleges, universities, State Health Departments and Sexual Assault Prevention Coalitions on men’s responsibility for preventing rape, the use of media to prevent violence, bystander intervention theory and skills, culture-change, and the characteristics of effective prevention programs. Alan has been a presenter and on the planning committee for the first three National Sexual Assault Prevention Conferences hosted by the Centers for Disease Control and was a founding member of the Board of Directors of End Violence Against Women International.
Dr. Berkowitz received his Ph.D. in Psychology from Cornell University in 1981.
Ariana Roberts
Ariana Roberts
Ariana Roberts has been at NewPoint Strategies since January 2021, and has had the opportunity to support the team in a variety of ways. She is currently pursuing a master’s degree in math and statistics from Georgetown University, where she received a bachelor’s degree in math in 2020. At NewPoint, she helps to write proposals, gather and analyze data, and manage several databases to aid outreach and consulting efforts. Upon graduation, she will begin a career in consulting.
“I’m grateful to NewPoint for giving me valuable exposure to the field and helping me grow professionally.” – Ariana
Page Eastman
Page Eastman
Accounting Manager, NewPoint Strategies LLC
Page Eastman is the Accounting Manager with NewPoint Strategies. She works with NewPoint clients and their accounting departments, serving as the lead point of contact for all client financial management matters. In addition, Page is the lead contact with all consultants and executive staff handling all financial situations. Page is a trusted advisor for clients, consultants, and the executive staff. Using clear communication when discussing the payroll, invoicing, and payment processes, Page ensures all understand the payment procedures. Page ensures financial reports are generated in accordance with NewPoint’s guidelines as well as addressing client needs. She works with clients ensuring all invoicing and payments are processed accurately. In this role, Page handles all financial matters relevant to the company’s financial health.
Karetta Hubbard
Karetta Hubbard
Founder, NewPoint Strategies LLC
Karetta Hubbard is a founding partner of NewPoint Strategies, LLC. She directs the firm’s strategic development in the areas of client services and products, marketing, financial management and public relations. Ms. Hubbard, with more than thirty years of consulting, lecturing and managing experience in strategic management and organizational change. She focuses on innovative approaches to “shared cultural wisdom” in organizations. This concept is a core principal to the firm’s diversity practice.
Ms. Hubbard is an entrepreneur, educator and author with a depth of experience in the field of diversity. She has provided management consulting to organizations throughout the world. She conceived and developed an innovative technological solution to provide web-based training on high-risk workplace issues to their clients. As a pioneer in the web-based training field, she directed her firm’s success in winning the prestigious Blue Diamond Award for technological achievement. Ms. Hubbard has been active in the community for more than 30 years, she was appointed to the Small Business Advisory Council (SBA), a past President of the Tyson Business and Professional Women (BPW) and the Fairfax County Democratic Committee. Ms. Hubbard attended the University of Virginia and received her B.A. degree from George Mason University. She attended Catholic University’s Graduate School in Social Work.
STAR BOBATOON
Star Bobatoon
Senior Consultant, Speaker, and Trainer, New Point Strategies LLC
Star Bobatoon is accomplished attorney, dynamic trainer and award-winning speaker. Star’s background in employment litigation and diversity counseling gives her valuable insight into HR and corporate diversity issues. With over a decade of performance on stage and screen, Star delivers that insight in a high-energy and engaging style. Star her mastered communication and training skills by training and sharing the stage both nationally and internationally with motivational icon Les Brown and then honed her skills as a contract trainer for a national training company where she became the top trainer in sales and performance. She leaves her audiences and clients informed, inspired and equipped with the practical skills necessary to achieve higher levels of personal and professional excellence.
DR. E. BEVERLY YOUNG, PhD.
Dr. E. Beverly Young, PhD.
Adult Learning Strategy Consultant, New Point Strategies LLC
Dr. E. Beverly Young, Adult Learning Strategies Consultant, author, and blogger, is founder and Executive Director of EbevyYG Learning Solutions, LLC, a black-female owned company specializing in curriculum development, lesson content review and editing, teaching, instructor development, workforce development focused on diversity, impartial policing, and communication skills for police and law enforcement.
Fred Andriaccio
Fred Andriaccio
Senior Police Consultant, NewPoint Strategies LLC
Mr. Andriaccio is a retired New York State Trooper and State Police Investigator with over 32 years experience in law enforcement. Investigator Andriaccio was very active in the State Police Community Policing Program and the Community Stabilization Team, where, aside from meeting and talking with citizens, he engaged with other police agencies, civic groups, and government leaders to determine where to most effectively use their departments for community outreach, deterring crimes, and winning the trust and support of the community.
Investigator Andriaccio was the first recipient of the New York State Police William V. McDonagh Community Service Award for his work in the communities he served.
Karla Hill-Donisch
Karla Hill-Donisch
Senior Consultant, NewPoint Strategies LLC
Karla is a Senior Consultant working with clients on a range of issues covering diversity, equity and inclusion, and conflict management.
Currently, she leads the training teams for NewPoint’s clients and has also designed and developed several online training programs in the corporate and not-for-profit sectors. Karla’s 20+ years of experience includes leadership and consulting roles with organizations in the private, non-profit, government, and education sectors.
She is an Organizational Change Management consultant with expertise in strategic planning, leadership development, diversity and inclusion, team performance and consensus building. She is a certified facilitator and mentor trainer for facilitators.
Karla received her Bachelor of Arts Degree from The University of Minnesota and Masters of Human Development from the University of St Mary’s.
MAJOR BEN BROOKS
Major Ben Brooks
Diversity Inclusion Expert, New Point Strategies LLC
Benjamin F Brooks is a retired Major of the Pennsylvania State police, Management Consultant, and founder of Major Ben’s Consulting Agency, specializing in providing assistance to companies to more effectively implement their Cultural Diversity programs. Specific areas of expertise include: a common sense approach to Understanding, Valuing, and Managing Diversity, Inclusion with a strong emphasis on the impact of Unconscious Bias, Dealing with Difficult People, Policing Your Image, Preventing Sexual Harassment in The Workplace, and Workplace Violence. As a former licensed private investigator, with three decades of experience, he has a keen awareness of sensitive workplace issues.
Brooks received a Bachelor of Arts Degree in Sociology from Kutztown University, Kutztown Pennsylvania. He completed the Commonwealth of Pennsylvania’s Management Training Program for Senior Managers, the FBI National Academy, Pennsylvania State University Police Supervisor in-service training and Police Executive Development Program. He is certified by the US Department of Justice for Diversity Training.
Brooks, as an International speaker is a member of the National Speakers Association, American Seminar leaders Association, Dale Carnegie Group, NSA Philadelphia, and the National Organization of Black Law Enforcement Executives (NOBE). He is a published author.
Dorothy Nelms
Dorothy Nelms
Our MENTOR
Dorothy Nelms is the brilliance and heart behind everything we do at NewPoint. She has been our Mentor and key advisor on the work we do to Create a Culture of Respect in the worlkplaces of America.
When Lynne was a young lobbyist on Women’s Issues in the Workplace, Dorothy Nelms, then the National President of Federally Employed Women, hired her to be their very first paid lobbyist. Lynne knew how to lobby, but it was Dorothy who taught her everything she knows about issues of Racial Equity and Social Justice and how to move the needle in Congress and the Administration. It was the beginning of a life-long deep friendship and Mentor/Mentee relationship.
When Karetta and Lynne broadened their work beyond Pay Equity for Women, Dorothy agreed to join our firm to build our consulting practice and create a variety of innovative training programs in Sexual Harassment and what we now call Diversity/Equity/Inclusion (DEI). Thirty years later, NewPoint still leads with the program Dorothy designed called “Sexual Harassment: The Case, The Cause, the Cure”.
Born in Jersey City NJ, Dorothy came to DC to get her BS from Howard University. She worked for federal agencies for 25 years, primarily for the Social Security Administration and Director of Training for Dept of Housing and Urban Development until early retirement. After retiring, Dorothy obtained her JD from George Washington Law School. She is a phenomenal motivational speaker on Women’s History and Black history. She has also practiced criminal law and EEO law.
We thank Dorothy every day for how she nurtured us and our firm and gave us the wheels to drive NewPoint to national prominence on the issues that matter in our increasingly diverse workplace.
Thank you Dorothy, you mean the world to us. Lynne and Karetta
DAMOND HAYNES
Damond Haynes
Lead Consultant on Racial Equity, New Point Strategies LLC
Damond Haynes (he, him) is a Brooklyn-based educator and facilitator focusing on anti-bias, anti-racists, intergenerational community building, and youth development. Damond is interested in holding space for brave discussions about exclusion, privilege, and healing.
For the past 15 years he’s worked with nonprofits and local government agencies to provide impactful direct service to their clients and staff of all levels and demographics. A few of Damond’s clients include the New York Public Library’s Schomburg Center for Research in Black Culture, The Police Athletic League, New York City’s Department for the Aging, New York City’s Department of Education, and The Human Root.
As an Equity Practitioner for The Human Root, Damond provided trauma-informed professional development training, consultation, and in-depth partnerships with the school’s educators and families. His focus was accountability and long-term strategy. He’s also created and facilitated college and career, professional development and life skills workshops for teens throughout the New York City area.
Damond has worked with the New York City’s Department for the Aging’s Family Resource Center. He’s delivered intergenerational workshops focused on community building to seniors and youth within New York City Housing Authority communities participating in the Mayor’s Action Plan for Neighborhood Safety program. Damond has presented at multiple conferences and has also provided fun, equity based workshops to students enrolled within New York City’s Department of Education and private academic institutions.
Before he began focusing on DEI, Damond was an Event/Program Coordinator for The New York Public Library’s Schomburg Center for Research in Black Studies, he eventually transitioned to working within it’s Scholars Program guiding teens through the program’s extensive academic year centering historical literacy through college-style lectures and multimedia presentations.
Damond has presented at the Mayor’s Office to End Domestic Violence conference focusing on healthy relationships and gender roles, he’s served on multiple boards, and is certified in Cornell University’s Parenting a Second Time Around(PASTA), a facilitator training for professionals working with grandparent/caregiver relatives. He graduated with a BA in Sociology/Black Studies from SUNY, New Paltz.
ZIZ ABDUR-RA’OOF
Ziz Abdur-ra’oof
Senior Presenter/Trainer, New Point Strategies LLC
Ziz Abdur-Ra’oof is a Senior Presenter, Consultant and Trainer for NewPoint Strategies LLC. Ziz is the NewPoint lead on training for Racial Equity and Social Justice projects. Ziz speaks with passion to NewPoint clients on what it takes to achieve racial healing. He is a former NFL Wide Receiver for the Kansas City Chiefs turned Entrepreneur (4-3 Forty, LLC), guiding Industry leaders and educators to achieve peak performance in the 21st century. Author of “Accelerate, A guided Playbook for Young Dreamers, Scholars, Artists & Athletes”, he uses his Performance Coaching Skills to shift thinking, reframe leadership concepts and increase performance levels by playing to win. As a former pro athlete with three decades of performance coaching experience, Ziz serves as an Outside Consultant to Anne Arundel County Public Schools (AACPS) in their office of Equity. He works with students, teachers and various sports teams in team building, culture, diversity and inclusion work. From 2017 to present, Ziz has been intricately involved with school administration, teachers, parents and key stakeholders in dealing with specific issues such as race and implicit bias at various middle and high schools in the AACPS school system. He has been involved in panel discussions as well as book studies on White Fragility. His specific areas of focus include: Performance Coach, Speaker and Facilitator. In 1987, he received a Bachelor of Arts Degree in Speech Communication from the University of Maryland, College Park, Maryland. In 2001, Ziz completed his training from The Coaches Training Institute and is a Certified Coach through International Coach Federation.
RAJ GUPTA
Raj Gupta
Diversity & Inclusion Expert, New Point Strategies LLC
Raj Gupta is a senior consultant and trainer with NewPoint Strategies, LLC. He brings over 25 years of EEO expertise with the EEOC headquarters in Washington, D.C. His primary role is to provide consulting to NewPoint Strategies clients in the area of EEO compliance, complaint investigations, Affirmative Action, diversity, and harassment prevention training. Mr. Gupta has worked with NewPoint Strategies in providing consulting and training on employment issues for numerous government agencies and private clients. Mr. Gupta has had an illustrious career as senior legal and policy advisor to five Presidential Appointees at the EEOC. He represented the Commission in appellate litigation, headed a Policy Development branch, and served as an administrative judge for class actions. He represented the EEOC on Vice President Al Gore’s National Partnership for Reinventing Government (NPR) and on the NPR Diversity Task Force. He co-authored two NPR repots: “Best Practices in Achieving Workforce Diversity” and “A Report on the Status of Diversity Initiatives in the Federal Government.” Mr. Gupta is listed in the premier edition of WHO’S WHO AMONG ASIAN AMERICANS. He has been interviewed extensively for the EEOC Oral History Project and his interviews are a part of the EEOC historical collection at the U.S. National Archives. Mr. Gupta received masters of laws degrees from the university of Delhi, Columbia University, and the New York University. He graduated at the top of his law school classes at the University or Delhi. He also has a Bachelor of Commerce degree from the University of Delhi. He is a member of the New Delhi bar, the New York bar, the U.S. Supreme Court Bar, and the bars of several U.S. Courts of Appeals and District Courts.
EVA YOUNG
Eva Young
Senior Consultant,
New Point Strategies LLC
Eva Young is a Senior Consultant for NewPoint Strategies. She currently serves on the NewPoint training team for the New York/New Jersey Port Authority. Eva is an Organizational Development (OD) Practitioner who works independently and in collaboration with management consulting firms to design and deliver strategic interventions. For NewPoint Strategies, Eva provides leadership and implementation on Train-the-Trainer engagements.
Eva provides technical assistance, small and large group interventions, facilitation and training in areas such as: Managing Diversity (dialogue across differences, diversity awareness and skills building, power dynamics), Retreat Facilitation, Train the Trainers, Team Training and Development (team building, communication skills, goal setting, group dynamics), Anti-Racist and Anti-Homophobic Work, Community Capacity Building, and Cultural Competency.
Eva Young has provided consultation to profit and non-profit companies interested in creating planned change and helps organizations assess their readiness for change through cultural audits. Eva engages small and large groups in individual and collective learning processes with a commitment to action.
Eva has a Masters in Social and Organizational Learning from George Mason University, and she is a Massachusetts Institute of Technology (M.I.T.) Community Fellows. Her educational background and professional experiences has provided Eva with the theoretical understanding to guide and design her work. She is in a continuous learning process, and keeps deepening her own understanding of change, diversity, human relations, and productive workplaces and communities.
Some of the clients Eva Young has worked with independently or in collaboration with other consultants include: PepsiCo, Monsanto, SodexhoUSA, National Parks Conservation Association, the National Association of Social Workers, the Fairfax County Public Schools, Texaco, District of Columbia Public Schools, The National Latino Council on Alcohol and Tobacco Control and Prevention, Northrop Grumman, the New York State Health Department AIDS Institute, the Tellin’ Stories Project, the Center for Substance Abuse Prevention, Montgomery County Health Department, and the United Nations.
Eva is a founding member of the Diversity Leadership Forum, the leading organization for diversity practitioners. In addition, Eva is fluent in English, Spanish, and French.
RACHEL CASTELLON
Rachel Castellon
Gender Pay Equity Expert,
New Point Strategies LLC
Rachel Castellon is a Senior Consultant at NewPoint Strategies and is a subject matter expert (SME) on sexual harassment in the military. She is committed to the eradication of sexual harassment and is a dedicated and passionate consultant, trainer, facilitator and coach. Rachel recently completed a successful active duty US Air Force career that ranged from overseas duties in Italy, Republic of Korea, and deployment to the Middle East, as well as a number of stateside assignments, culminating at the Defense Equal Opportunity Management Institute (DEOMI).
Rachel enlisted the first seven years of her Air Force (AF) career then was selected for a commissioning program. She earned her second lieutenant bars and became a human resources officer for the remaining 14 years. The final six years of her career were focused on Equal Opportunity (EO), Diversity, and Human Relations. As a result, she was instrumental in a number of AF-level initiatives. Highly regarded as a sage visionary, she was the number one choice to help draft and finalize historic AF EO documents and guidance, such as the AF EO Strategic Plan, the EO AF Instruction, and the career field education and training plan. Proving her mettle on these critical documents, she handled a variety of sensitive tasks to include co-author on a courses of action package to the AF Vice Chief of Staff to gain approval in creating a training requirement for joint based civilians who were EEO personnel converting to AF positions. Rachel also served as the Air Force Service Liaison while at DEOMI. She was a natural choice to serve as lead of the Joint Complaint Processing working group, meticulously researching similarities and differences among the services and components as a stepping stone to devising innovative proposals for an evolving Joint Base and service-integrated deployment environment.
She was entrusted as DEOMI’s SME for the U.S. Government Accountability Office’s comprehensive study on sexual harassment in the military. She also served as SME for HQ AF EO Office’s sexual harassment in the military briefing to a congressman; and representative to the U.S. Government Accountability Office’s during their Service specific portion of the comprehensive study on sexual harassment in the military.
Rachel was instrumental in the coordination and execution of the first AF EO World-wide Training Workshop. She maintained direct oversight over logistics, resources, technologies, briefings, and the results were nothing short of phenomenal. A training needs analysis was conducted to identify training gaps and isolate areas for standardization and the agenda was built upon the community’s clear message of the training needed. Over 185 AF EO professionals were in attendance; the results of the participant surveys were very positive with 97% stating the training was right on target.
She was the first military member of the AF-level Barrier Analysis Working Group, investigating ways to overcome obstacles towards providing a diverse civilian AF workforce. She served as a board member for the 2010 A1 Community Awards Affirmative Employment Program and Special Emphasis Program category. She has been recognized with several awards to include Field Grade Officer of the Year (DEOMI 2010); the Col L. Joseph Brown EO Program Team Award at the Air Force level in 2008; the DEOMI Annual Team Award in 2008; the Outstanding USAF Military Equal Opportunity Individual Award for Air Force Space Command in 2007; and the USAF Military Equal Opportunity Office Award for Air Force Space Command in 2007.
Rachel is a life-long learner and has earned her associates, bachelors, masters and PhD degrees. Her PhD dissertation study focused on sexual harassment experiences and tolerance levels, analyzing the similarities and differences among and between male and female active duty Equal Opportunity Advisors. She also holds the Senior Professional in Human Resources (SPHR) certification. She enjoys family, friends, and staying physically fit while volunteering for organizations within her community.
RAE CHALOULT
Rae Chaloult
Diversity Inclusion Expert, Harassment Prevention, and Sexual Violence Prevention
New Point Strategies LLC
Rae Chaloult is a Senior Consultant with NewPoint Strategies. She works with NewPoint clients on a range of issues covering Diversity and Inclusion, Harassment Prevention, and Sexual Violence Prevention.
Rae is a consultant and trainer with expertise in diversity and inclusion, racial equity, interpersonal violence, strategic planning, leadership development, restorative justice, institutional betrayal, and organizational mitigation. Her years of experience include leadership and consulting roles with organizations in the non-profit and higher education sectors. Rae’s most previous role was as the Associate Director of Sexual Violence Prevention and Education at the University of Pennsylvania. Currently, Rae is the Associate Director of Implicit Bias Training for March of Dimes’ National Office.
Rae is a notable national keynote speaker on topics of the intersection of sexual violence and racial violence and provides training mitigation and mission strategies to create cultures of equity. Rae has worked at a variety of different higher education institutions as a prevention and DEI trainer and leader, including Michigan State University and University of Pennsylvania, where she trained over 10,000 individuals and executive leadership. She has also been a featured educator at the National Conference Sexual Assault Conference and National Association of Student Personnel Administrators Strategies Conference training up to 500 individuals per conference plenary session.
In Rae’s current role as Associate Director of Implicit Bias at the March of Dimes, Rae delivers training and consultation to healthcare institutions across the country on systemic racism, implicit bias, organizational climate, and mitigation strategies at the individual, interpersonal, and institutional level of change.
Throughout Rae’s experience working in DEI and sexual violence prevention, she consulted with institutional leaders, planned and executed professional development conferences, conducted diversity climate assessments and focus groups, and facilitated professional development and strategic planning sessions. She is a firm believer and expert in mixed-methods assessment to further inform her training and the organizational future planning.
Rae holds a master’s degree in student affairs administration with a concentration on adult learning and instructional design.
GORDON SUMNER
Gordon Sumner
Organizational Development Expert, New Point Strategies LLC
Gordon Sumner, Jr., PhD, is a Senior Consultant for NewPoint Stratgies LLC. Dr. Sumner is on the NewPoint team for sexual assault prevention services for the military service branches. He provides direction and leadership to the team to ensure NewPoint’s service offerings are consistent with DoD core principles and procedures. Dr. Sumner is also the founder of Gordon Sumner Consulting, a Service-Disabled Veteran Owned Small Business and Native American Small Business providing professional consulting services focusing on developing sound business strategies for firms with a focus on Federal government actions, increasing the firms’ visibility to the Federal, state and local governments, large and small businesses and associations.
He provides project support for veteran businesses, Guard and Reserve components, and family and employer support programs. Prior to establishing Gordon Sumner Consulting, Dr. Sumner served as the Executive Director for the National Committee for Employer Support of the Guard and Reserve (ESGR). As a presidential appointee and member of the Senior Executive Service he provided executive leadership to the largest volunteer organization within the Department of Defense promoting cooperation and understanding between Reserve Component Service members and their civilian employers and assisted in the resolution of conflicts arising from an employee’s military commitment. He was a leader in ensuring the principles of Diversity and Inclusion were adhered to in the makeup of personnel for key committees in the organization. Since 2012 he provides support to the Unicorn Group who is committed to delivering effective business development solutions for our clients by tapping executive relationships.
After retiring from the US Army as a Colonel select in 1997, Gordon served as a Project Manager, Program Manager, Director and Managing Director, SYColeman, formally SY Technology, a wholly-owned subsidiary of L3 Communications, as a consultant to the Chief of Staff, Army and establishing the Active Component / Reserve Component Integration Directorate as well as delivering state-of-the-art solutions to customers, expanded leading market positions to deliver value to all of our stakeholders, and provided innovative solutions to a broad base of customers, from the U.S. government and its allies to the world’s most prestigious corporations. He then served as the VP, Government Services Division with Peduzzi Associates, LTD, providing talent, knowledge and experience to commercial and government clients in Washington, D.C. and around the world via two areas of concentration — Business Development and Services for small start-ups and large established businesses. He holds a Doctor of Philosophy in Adult Education from Madison University, a Master of Business Administration (Summa Cum Laude) from Auburn University, a Master of Education (with Honors) from Boston University and a BS, Music Performance and Music Education, Jacksonville State University. He is also a Graduate at the John F. Kennedy School of Government, Harvard University.
Gordon currently serves as a Senior Fellow and Affiliate Faculty, George Mason University; Council Member, Graduate Education Development Council, Auburn University; Scholar, Washington Scholars Program, The Admiral Carey Foundation; Board of Advisors, Office of Military Services, George Mason University. He served on the Board of Governors, Jacksonville State University. He is the Secretary, Board of Directors, Veterans Moving Forward, a nonprofit whose mission is to provide service dogs to veterans with physical and mental health challenges. Gordon is a member of a variety of veteran service organizations, associations and business groups where he has served in many leadership positions at the local and national levels.
JUDITH GAIL
Judith Gail
Senior Consultant,
New Point Strategies LLC
Martha Burk is a national Gender Pay Equity Consultant, and NewPoint’s Senior Consultant on Pay Equity issues. She designed and conducted pay equity studies for the City of Albuquerque and City of New Orleans which were the first- in- the- nation gender pay equity initiatives at the city level. These studies included project oversight, design of reporting procedures, and statistical analysis of gender pay gaps, both for city employees as well as city contractors.
Martha also consulted on Gender Pay Equity initiatives for San Francisco, State of New York, City of New York, Phoenix, Erie County, NY (Buffalo), State of Missouri, Kansas City, Mo. She has provided several private sector consultancies governed by non-disclosure agreements.
As Money Editor for Ms. Magazine, Martha produces columns on the politics of money as it pertains to women, including equal pay, family leave, minimum wage, and other topics. She led the Working Group on Paid Family Leave, Southwest Women’s Law Center, Albuquerque, N.M.
Martha is a syndicated columnist, gender issues, distributed by Other Words to newspapers nationwide. Previously, Martha was the CEO of the National Council of Women’s Organizations, Washington, D.C., the nation’s largest coalition of women’s groups, collectively representing 10 million women.
Martha was a consultant for the State of New Mexico under Governor Bill Richardson. In this project, she designed and implemented first- in- the- nation gender pay equity initiative at the state level, including gender pay equity analysis of 17,000 State of New Mexico employees, and statistical analysis of gender pay data from entities contracting with the State.
Martha consulted with the U.S. Department of Labor, Obama Administration, and produced working papers and one-on-one consulting with Secretary of Labor and principals of the EEOC on process and outcomes on gender equity initiatives. For the National Academy of Sciences, Obama Administration, she provided consultation, and presentations regarding New Mexico pay equity initiatives. For the U.S. Department of State, Clinton, W. Bush Administrations, Martha sponsored presentations on gender equity including Kuwait, China, Lithuania, Estonia, Iceland, Latvia. For UNESCO, she sponsored seminars on gender pay equity, Macedonia, Serbia, Albania.
Martha serves on the following Boards: U.S. National Committee for U.N. Women, New York, Wider Opportunities for Women, Washington, D.C., National Committee on Pay Equity, Washington, D.C. She has a B.S, University of Houston, M.S, and Ph.D, University of Texas at Arlington, and is Licensed by the Texas State Board of Psychology. Contact: 202-247-1300
ROGER OWEN
Roger Owen
EEO Investigations Consultant, New Point Strategies LLC
Roger Owen is a senior EEO Investigator for NewPoint Strategies LLC in the Southern California area. He just successfully completed an EEO investigation for USGS in California. Mr. Owens is a former Federal EEO Counselor and Investigator with more than 15 years of experience in employment issues, discrimination, training, counseling, and Special Emphasis programs. He performs counseling and training on various EEO issues surrounding Title VII, Age Discrimination in Employment (ADEA), Americans with Disabilities Act (ADA), the Equal Pay Act, and EEO/Affirmative Action issues. Mr. Owen has given numerous training classes to employees and supervisors on all forms of discrimination, harassment, sexual harassment, and diversity in the work force.
For the past two decades, Mr. Owen has performed EEO investigations with the U.S. Department of Veterans Affairs and the U.S. Equal Employment Opportunity Commission (EEOC). Mr. Owen performed nearly a thousand investigations to include the States of Alaska, Arizona, California, Nebraska, Nevada, the Counties of Imperial, Orange, Riverside, and San Diego. He also investigated cases with Southern California cities and hundreds of private companies and organizations. Mr. Owen also mediated cases to successful conclusions during Fact Finding meetings with the Charging Party and the Respondent. Mr. Owen had the distinction of being the highest producer of investigation cases within the Los Angeles District Office jurisdiction. Mr. Owen’s performance was of such high quality that he received Outstanding Performance Reviews for 5-6 years in a row.
Besides counseling cases with EEOC, his last two years of federal service was with the U.S. Customs and Border Protection where he served as the Diversity and Civil Rights Officer for the agency for Southern California. Mr. Owen worked with the Complainant and management to secure a resolution of the issues brought forward at the lowest possible level. Mr. Owen was successful in negotiating a resolution or settlement with dozens of cases. He also supervised nearly a dozen Special Emphasis committees in providing monthly EEO programs for nearly 4,000 employees in Southern California.
DR. KAREN M. WALKER
Dr. Karen M. Walker
LTCOL (USMC, RET.)
Organizational Psychologist & Lead Psychometrician Consultant, New Point Strategies LLC
Dr. Karen M. Walker, LtCol (USMC, Ret.) is an Industrial/Organizational psychologist and Lead Psychometrician for NewPoint Strategies where she has served as a behavioral expert at all levels of government, private, commercial, academia and non-profit sectors.
Dr. Walker served three deployments in support of Operation Iraqi Freedom and retired from the United States Marine Corps as a well decorated Lieutenant Colonel. LtCol Walker served as a Command and Control Officer, Training Officer, Equal Opportunity Representative, Victim Witness Advocate, Sexual Assault Prevention Response Victim Advocate, Diversity Recruitment and Retention, Public Affairs, Congressional Affairs liaison working with the Assistant Commandant of the Marine Corps for Task Force Respect and several other designated programs for enhanced diversity, equity, and inclusion that were mission essential within the Department of Defense.
Dr. Walker has an extensive background in government and corporate industries, academia, as well as being an entrepreneur herself. Her experiences range from the Department of Defense, U.S. Secret Service, Federal Aviation Administration, Department of Housing and Urban Development, Department of Justice, Drug Enforcement Agency, Synergy Learning Institute, Final Notice Investigative Services Group, University of New Mexico, Ashford University, KW Productions.
Her specific areas of expertise include:
Policy and Curriculum Development
Cultural Diversity and Individual Differences
Gender Stereotyping
Personnel Psychology
Group Work and Cohesion
Conflict Management and Interpersonal Communications
Executive Coaching
Leading Organizational Change
Psychometrics: Assessment and Measurements, Surveys, Applied Behavioral Science, and Statistical Analysis
Dr. Walker has co-authored one of Inc. Magazine’s Top 60 Leadership books for women: “Leading by My Ponytail…”
ARDRA M. O'NEAL
Ardra M. O’neal
Senior Legal Consultant, New Point Strategies LLC
Ardra M. O’Neal, Esq. is the Founding Partner of The O’Neal Firm, LLP. Ms. O’Neal has specialized in labor and employment law for nearly twenty years. She litigates state and federal court employment related lawsuits and counsels executives, and human resource professionals nation-wide on a full range of issues concerning employer-employee relations including but not limited to: wage disputes, breach of contract claims, employee leave matters, independent contractor classifications and discrimination and harassment claims.
Prior to launching The O’Neal Firm LLP, Ms. O’Neal was one of four Senior Labor and Employment Attorneys for Sodexho USA, a Fortune 500 corporation employing nearly 150,000 employees in the United States, and over 360,000 globally. Ms. O’Neal has also practiced law with one of the nation’s largest law firms and was lead defense counsel in all areas of labor and employment litigation.
Because of her extensive expertise, Ms. O’Neal is frequently called upon to lecture on employment law issues. Some of these engagements include: 2002 Loriman Education Services Virginia Personnel Law seminar; 2002 Alexandria, VA Chamber of Commerce Employment Law seminar; 2003 DC Chamber of Commerce Proper Classification of Independent Contractors seminar; 2003 DC Chamber of Commerce Termination and Severance seminar; 2004 Virginia Employment Law CLE seminar, 2006 National Employment Law Council conference, and 2011, 2012 and 2013 Lawline Continuing Legal Education seminars on various employment law matters. She is also a co-author of Employment Law In Virginia, a comprehensive treatise analyzing the complexities of Virginia employment laws.
Ms. O’Neal obtained her law degree from Case Western Reserve University School of Law in 1996. She won several moot court competition awards including First Place on the National Moot Court Team. Ms. O’Neal completed her undergraduate studies at Johnson C. Smith University where she graduated Summa Cum Laude and was the Valedictorian of the Class of 1992.
SHANE YOUNGBLOOD
Shane Youngblood
NewPoint EEO Investigator, New Point Strategies LLC
Shane Youngblood is an EEO Investigator with NewPoint Strategies. He is an experienced EEO professional with more than 10 years of experience investigating claims in both the public and private sector. A graduate of the University of Alabama School of Law, Mr. Youngblood began his career as an investigator with the Equal Employment Opportunity Commission in Birmingham, Alabama where he investigated over 100 charges of discriminations.
Mr. Youngblood’s private sector experience includes handling fair employment practice issues in both a consulting role with Bashen Consulting based out of Houston, Texas, and with The Home Depot and Randstad North America. Because of his expertise in the field, Mr. Youngblood handled new hire fair employment practices training for Randstad during his tenure, and he is the author of a Society of Human Resources Management legal report published in 2005.
An independent Federal sector EEO professional since 2008, Mr. Youngblood has provided both investigative and Final Agency Decision expertise with a number of agencies, including the Department of Homeland Security, the Department of Health and Human Services, the Department of Education and the U.S. Office of Personnel Management. Mr. Youngblood has written nearly 100 Final Agency Decisions and completed over 30 Federal sector investigations.
Mr. Youngblood is committed to timely, quality work and has a proven track record of meeting deadlines, following agency guidelines and thorough investigative work. Mr. Youngblood has completed the EEOC’s 32-hour new investigator training and is up to date with his eight-hour refresher course requirement as of June, 7, 2007.
SHELLY GUGIG
Shelly Gugig
Gender Pay Equity Expert,
New Point Strategies LLC
Shelley Gugig is a consultant and trainer with NewPoint Strategies LLC. Ms. Gugig has over 25 years of results-oriented experience in the Training and Organizational Development arena. She specializes in the areas of diversity, harassment and discrimination prevention, EEO and compliance, management and leadership skills, human resources policies/procedures, career development, and team building. Ms Gugig ‘s training experience has spanned all industries nationwide including: financial services, heath care, technology, education, insurance, transportation, publishing, law enforcement and law firms. Some of her clients include: JP Morgan Chase, Pershing, KPMG, Pfizer, and Time Warner. Ms. Gugig is the principal of Professional Training Strategies, a business consulting organization that provides services on a national basis to privately held companies as well as not for profit organizations. Professional Training Strategies provides training, organizational development, executive development and operations support to organizations in order to efficiently and effectively implement their business strategies, goals and values. Prior to starting Professional Training Strategies, Ms. Gugig served as Vice President; Director of Training and Organizational Development for Citibank. In that role, she was responsible for all business training initiatives for the New York Metropolitan area while managing and mentoring a team of more than 30 training professionals. Her team was responsible for all aspects of training and development including; EEO/compliance, sales, systems, operations, management/leadership and professional skills. The success of this team was due in part to Ms. Gugig’s strong philosophy to tie all training to business goals and outcomes and develop strong partnerships with the management team. Ms. Gugig also served as Vice President of Training for Professional Development at Citibank. In this role, she was responsible for ensuring the development and skill acquisition of all training professionals in compliance and business matters in order to build a world class training organization. Ms. Gugig received her Master and Bachelor Degrees with Honors. Her Master Degree is in Personnel and Guidance Services from Kean College. She received her Bachelor of Arts Degree in Education from the University of Maryland.
MAURA WEIR
Maura Weir
Suicide Prevention Expert, New Point Strategies LLC
Maura Weir is a Senior Consultant with NewPoint Strategies and is currently serving on the NewPoint team on Suicide Prevention for the U.S. Navy in the Pacific Fleet. As Recovery and Wellness Coordinator at a local college in Massachusetts she specializes in health promotion and education for students and the larger community. She is currently providing technical advice in developing alcohol and drug prevention, intervention and protocols for the campus.
Maura is responsible for the development, coordination, and evaluation of campus outreach, awareness, and bystander programming that targets student well-being, healthy relationships, gender-based violence, sexual assault, sexual harassment, stalking, and alcohol and other drug misuse. She is also responsible for promoting, coordinating, and implementing the facilitation of evidence-based alcohol and other drug related prevention programs.
Maura‘s presentations and workshops for all partners and constituents in the college community are always booked to capacity because of her approach and connection with the audience. She is able to use her vast knowledge and humor appropriately to catch the interest of the audience. The feedback is always positive and leave the audience wanting more. These abilities have made her a sought after presenter in many health subjects including suicide prevention, alcohol and drug misuse and Mental Health First Aid.
She is also a seasoned trainer in other evidence based best practice programs including the internationally known Applied Suicide Intervention Skills Training; CONNECT postvention module, Mental Health First Aid, and Breaking Free from Depression curriculum.
Maura has received citations and awards from state and local levels for her outstanding leadership in the field of suicide prevention and alcohol and drug misuse education. She was the recipient of the 2012 Leadership Award in Suicide Prevention sponsored by the Department of Public Health and Massachusetts Coalition for Suicide Prevention for her dedication and commitment to the topic of suicidology She has also been recognized by the Massachusetts Army National Guard for her well-received training of their Suicide Intervention Officers.
Maura has presented at the American Association of Suicidology (AAS) Annual Conference and the European Symposium for Suicide and Suicidal Behavior. Maura serves on the Executive Committee of the Massachusetts Coalition for Suicide Prevention. She is an active member of AAS and the International Youth Research Committee. She has personally trained over 8,000 people in suicide prevention and alcohol and drug misuse, intervention and recovery work.
Maura is currently working on her Doctorate in Psychology from the Massachusetts School of Professional Psychology and has received a Master’s in Youth Health and Education Management from the University of Melbourne, Australia. She earned a Bachelor’s degree from the National University of Ireland.
DEBORAH HORAN
Deborah Horan
Senior Consultant and Trainer, New Point Strategies LLC
Deborah Horan is a senior consultant for NewPoint Strategies and serves as a leading expert on the issue of sexual assault and domestic violence prevention. She was a key advisor for the NewPoint project at West Point on sexual assault prevention issues. She assists in the design, protocol and delivery for the methodologies and training utilized in sexual assault prevention engagements.
Deborah Horan has more than 20 years political and policy experience, with an emphasis on issues affecting women and children. She holds a masters degree in Social Work and currently works for Kensington Wheaton Youth Services providing mental health services to individuals, families, and groups. She is a member of the Maryland State Department of Education’s Sexual Assault Prevention Advisory Committee.
As a violence prevention consultant, Ms. Horan has worked with organizations including the American College of Obstetricians and Gynecologists, the Family Violence Prevention Fund, the National Sexual Assault Resource Center and the Centers for Disease Control and Prevention (CDC). For the American College of Obstetricians and Gynecologists, Ms. Horan designed and implemented the Violence Against Women initiative, including activities, programs, and educational materials for patients and physicians. She also designed and implemented the National Rape and Sexual Assault Prevention Project.
Ms. Horan has served as a presenter at the local, state, and national level, reviewed grants for the Department of Justice’s Grants to Reduce Violent Crimes against Women on Campus Program and coauthored several articles and monographs addressing violence against women and violence prevention.
MARTHA BURKE
Martha Burke
Gender Pay Equity Expert, New Point Strategies LLC
Martha Burk is a national Gender Pay Equity Consultant, and NewPoint’s Senior Consultant on Pay Equity issues. She designed and conducted pay equity studies for the City of Albuquerque and City of New Orleans which were the first- in- the- nation gender pay equity initiatives at the city level. These studies included project oversight, design of reporting procedures, and statistical analysis of gender pay gaps, both for city employees as well as city contractors.
Martha also consulted on Gender Pay Equity initiatives for San Francisco, State of New York, City of New York, Phoenix, Erie County, NY (Buffalo), State of Missouri, Kansas City, Mo. She has provided several private sector consultancies governed by non-disclosure agreements.
As Money Editor for Ms. Magazine, Martha produces columns on the politics of money as it pertains to women, including equal pay, family leave, minimum wage, and other topics. She led the Working Group on Paid Family Leave, Southwest Women’s Law Center, Albuquerque, N.M.
Martha is a syndicated columnist, gender issues, distributed by Other Words to newspapers nationwide. Previously, Martha was the CEO of the National Council of Women’s Organizations, Washington, D.C., the nation’s largest coalition of women’s groups, collectively representing 10 million women.
Martha was a consultant for the State of New Mexico under Governor Bill Richardson. In this project, she designed and implemented first- in- the- nation gender pay equity initiative at the state level, including gender pay equity analysis of 17,000 State of New Mexico employees, and statistical analysis of gender pay data from entities contracting with the State.
Martha consulted with the U.S. Department of Labor, Obama Administration, and produced working papers and one-on-one consulting with Secretary of Labor and principals of the EEOC on process and outcomes on gender equity initiatives. For the National Academy of Sciences, Obama Administration, she provided consultation, and presentations regarding New Mexico pay equity initiatives. For the U.S. Department of State, Clinton, W. Bush Administrations, Martha sponsored presentations on gender equity including Kuwait, China, Lithuania, Estonia, Iceland, Latvia. For UNESCO, she sponsored seminars on gender pay equity, Macedonia, Serbia, Albania.
Martha serves on the following Boards: U.S. National Committee for U.N. Women, New York, Wider Opportunities for Women, Washington, D.C., National Committee on Pay Equity, Washington, D.C. She has a B.S, University of Houston, M.S, and Ph.D, University of Texas at Arlington, and is Licensed by the Texas State Board of Psychology. Contact: 202-247-1300
MARIA CARRASQUILLO
Maria Carrasquillo
Senior Consultant and Trainer, New Point Strategies LLC
Maria Carrasquillo is a seasoned organizational effectiveness practitioner providing human capital consulting services in areas of leadership development, performance management, and corporate learning. For over fifteen years, Maria has provided high-impact strategy development, process improvement efforts, leadership coaching, team building, change management, and strategic planning in the private, non-profit, and government sectors. Maria is a trusted business partner with extensive experience championing diversity and inclusion efforts that has improved employee engagement and optimized performance. She is bilingual in Spanish and English and has been able to use her language and intercultural skills to bridge gaps and bring people together for success.
Her training sessions are highly engaging and interactive as she integrates blended learning solutions with advanced facilitation to enable participants incorporate their new learning quickly and efficiently. Maria’s coaching portfolio includes working with accomplished organizational leaders seeking career transition, strengthening organizational leadership, and team coaching. In her coaching sessions, Maria is grounded in helping clients reach their purpose, vision, and goals. Her coaching addresses issues of being and not just issues of doing, because she believes that leadership requires presence, authenticity, courage, and the capacity to manage oneself in the face of ambiguity.
Maria holds a Master’s in Business Management from Bowie State University in Maryland and a Bachelor’s in Psychology from the University of Maryland, College Park. Additionally, she holds industry credentials as a Certified Professional Facilitator from the International Association of Facilitators, Prosci Change Management Certification, and an Associate Certified Coach with the International Coaching Federation. Maria is trained in various behavioral assessment methodologies and qualified to use MBTI, Leadership Versatility Index, HBDI, EQ2.0, DiSC, Hogan, and Conflict Dynamic Profile.
UDALL SIRAJ
Udall Siraj
Senior Consultant, New Point Strategies LLC
Udall Siraj is a Senior Consultant for NewPoint Strategies LLC. She is an expert in training and consulting on Diversity and Inclusion, Implicit Bias, EEO, Sexual Harassment Prevention, Emotional Competence, Leadership/Team Development and Conflict Management. She is a Master Certified Trainer for the Department of Labor and highly skilled as an instructional system designer, in-person and virtual facilitator and trainer.
For NewPoint Strategies, Udall served as lead designer and one of the lead trainers for the Office of the Architect of the Capitol. She has developed, designed, managed, facilitated and assessed diversity/inclusion programs for such clients as the New York/New Jersey Port Authority, District of Columbia Metropolitan Police Department, Potomac Electric Power Company, Kilpatrick Stockton, UAW/Ford, U.S. Census Bureau, U.S. Library of Congress, U.S. Department of
Education, U.S. Department of Labor (Mining and Safety Administration), Arlington County Government, Lockheed Martin, MCI, Watson Wyatt and Abbott Pharmeuceuticals. Udall has also developed, designed and faciliated Sexual Harassment Prevention Training for such organizations as Potomac Electric Power Company, Howard County Government, Howard County Emergency Response Units, National Security Admininstration and the International Brotherhood of Teamsters.
Formerly, Udall served as a Professor for the University of Phoenix facilitating on-line Cultural Diversity courses. Also, she served as an Adjunct Professor teaching Managing Diversity for the Human Resource Management Masters Program at The American University.
Udall is a certified Executive Somatic Coach and Group/Facilitator Coach. She specializes in the administration of and coaching for multi-rater assessments as developmental tools for supervisors, managers and executives. She has vast experience coaching mid and senior-level leaders in the public and private sectors. Her coaching experience also includes group coaching with intact work teams with whom she effectively worked to move them to a level of high functionality.
Prior to working as an external Organization Development Consultant, Udall worked as an internal Organization Development/Change Management and Executive Development Consultant to Fannie Mae, EDS, MCI, Potomac Electric Power Company, and the George Washington University.
Udall received her Bachelor of Arts in Sociology and Rhetoric and Communication Studies from the University of Virginia. She holds a Masters of Arts in Education and Human Development (concentration in multicultural issues, adult education, and training) from George Washington University and a Masters of Arts in Human Development (concentration Somatics Phenomenology and Communicative Leadership) from Fielding Graduate University.
KESHA CHIAPPINELLI
Kesha Chiappinelli
Sexual Harassment & Assault Prevention Expert, New Point Strategies LLC
Kesha Chiappinelli is a Consultant at New Point Strategies and is a subject matter expert on sexual assault in the military. She is committed to the advancement of the military justice system in regard to the prosecution of sexual assault cases. She is a passionate consultant and trainer who recently completed a successful active duty Air Force career as an Assistant Staff Judge Advocate.
Before receiving her commission she completed her legal studies at New York Law School in 2009. Kesha was a judicial intern for a New York State Supreme Court Judge in the Commercial Division where cases of fraud, misrepresentation, derivative actions, and contract disputes are heard. She also had the unique opportunity of interning for a legal analyst at Fox News. She researched and drafted articles which appeared on the Fox News website. Each topic was hand-picked from current events and the legal facets of each topic were analyzed. Kesha also got an inside look at the inner workings of national television news production via access to the recording studios.
While active duty she was stationed at Beale Air Force, a busy legal office with a heavy caseload. Her work as Trial Counsel included high profile sexual assault cases with multiple victims, child victims and child pornography. Some of the cases were of public interest and required coordination with Public Affairs. Additionally, many of the victims she interviewed were victims of retaliation. This ignited a passion for helping to eradicate retaliation and reprisal in the military.
In addition to her role as Trial Counsel she was Chief of Legal Assistance and Employment Law and spearheaded a legal internship program with UC Davis School of Law. She had the opportunity to put her knowledge of employment law to work when she collaborated with the AUSA in Sacramento and an Air Force Civilian attorney on a discrimination case involving civilian employees. Together with the AUSA they coordinated multiple interviews of civilian employees and deposed the alleged victim. She also drafted lengthy internal reports and interrogatories in an effort to find a resolution.
Kesha truly enjoys helping others and when she isn’t busy with her young son she volunteers for an international organization devoted to helping other mothers.
TONYA SAUNDERS
Tonya Saunders
Diversity & Inclusion Expert, New Point Strategies LLC
Tonya Saunders, is a Public Policy expert and serves on the team developing “de-escalation” strategies for community policing and intimate partner violence for NewPoint. Founder of Washington Premier Group a government relations and Public Policy firm, that represents a range of private and public clients. Ms. Saunders has an extensive background in federal government affairs and legislative policy that spans over 20 years.
She began her career on the staff of Jay Rocefeller and later became a Sr. Vice President at McAuiffe, Kelly & Raffaelli (a firm founded by Governor Terry McAuliffe). In a chilling period, as a victim of stalking and intimate partner violence, Ms. Saunders was forced to flee for her life. Ms. Saunders used her professional skills and abilities to help legislate for victims of stalking in the aftermath of her own victimization. She was determined to move beyond her own issues and use that experience to advocate for other victims. She chose to work on behalf of the still, little understood and frequently over-looked crime of stalking. She has met with and helped others to understand the importance of addressing the special needs of stalking victims. She frequently provides training and shares her insights with law enforcement, victim advocates, allied professionals and agents of the criminal justice system. She has worked with the commonwealth of Virginia in adding laws to assist victims of stalking. She has served as a Victim Assistance Network (VAN) Volunteer, answering the critical hotline calls from victims across Northern Virginia. She has appeared on The Today Show informing viewers who find themselves in dangerous relationships, based on her own personal experience – how to remain safe. She is a victim survivor who has chosen to turn adversity into victory by using her exceptional professional skills and experience, coupled with her compassionate nature to support and empower other victims.
Notable Awards and Commendations:
2007 Victory Award (Fairfax County Victim Services, Fairfax County Police)
2008 Department of Justice Victim Advocates Award of the Year
2008 National College of District Attorneys Advocacy Award
TV/Media Appearances: ID Show: January, 2010, “On the Case with Paula Zahn – Stalking Awareness Month”
Today Show: August, 2005 “How to Recognize a Dangerous Relationship”
JANICE DOMBI, COLONEL
Janice Dombi
(Retired US Army) Senior Consultant and Trainer, New Point Strategies LLC
Janice Dombi is a Senior Consultant and Trainer for NewPoint Strategies LLC. She is a member of the NewPoint team on sexual harassment/sexual assault prevention training for NewPoint clients with the US military, government agencies, universities, and technical and scientific companies in private industry.
Janice Dombi (COL, Ret) specializes in working with teams to develop a culture of treating individuals with dignity and respect. Her methods in active participation workshops including “Finding Your Voice” and “Thriving as a Woman in a Male Dominant Profession” emphasize confidence and interpersonal skills development linked with situational awareness. Workshops are designed to provide tools and techniques to give participants the confidence and skills to be their own first line of defense against sexual harassment and sexual assault.
Janice Dombi has more than 30 years of professional leadership experience in organizational management, strategic planning, construction program management, and leader development as an active duty officer in the US Army Corps of Engineers (USACE). Her military accomplishments included command assignments at all levels earmarked by highly successful leadership programs, human resource management, logistics management, and fiscal programming. She was the first woman to command a USACE Division, responsible for a $2.5 Billion construction program, 2800 civilian employees and 40 military throughout a 10-state western region. She was also the first woman to command the USACE District in the Republic of Korea staffed by US military civilians and Korean Nationals with a $3.5 Billion construction program.
Janice is the co-owner of the “In Her Boots” program with TF SASA, LLC, a program conceived during her deployment to Iraq, with the goal of reducing the number of sexual assaults in the military. She taught history as an Associate Professor at the US Military Academy at West Point, NY. She was a round table host and presenter at the US Military Academy Corbin Leadership Forum Sexual Assault Prevention Conference in Boston, MA. She consulted for the Homeless Veteran Affordable Housing Project – Life Skills Program and Female Homeless Veteran Awareness project – Multinational Housing Corporation, Waco, TX. She conducted Sexual Assault/Prevention Training for MacDonald-Bedford, Alameda, CA. She was elected as an Academic Fellow with the Society of American Military Engineers and has earned numerous awards and decorations. She is certified John Maxwell speaker, trainer, and coach. Janice has master’s degrees in Human Resource Development, Management, US History, and Strategic Studies.
SHILPA ALIMCHANDANI
Shilpa Alimchandani
Diversity Inclusion Expert, New Point Strategies LLC
Shilpa Alimchandani has more than 20 years of experience in diversity, equity and inclusion (DEI), leadership development, and intercultural learning. She is a DEI strategist, leadership coach, and facilitator who partners with clients to develop holistic solutions that lead to transformational change.
In her most recent role as the Director of Learning & Innovation for Cook Ross, she built the learning and development function from the ground up and led the organization’s curriculum and product development initiatives. With her deep knowledge of various learning modalities, intercultural leadership development, and human-centered design, Shilpa is able to craft interventions that are targeted, impactful, and appropriate for diverse, global audiences.
Before her work at Cook Ross, Shilpa designed and implemented global leadership programs for the State Department, led the development of a global learning strategy for the Peace Corps, and taught in the School of International Service at American University. She has facilitated trainings in nearly 20 countries around the world, and has received numerous awards, including twice receiving the Peace Corps’ Distinguished Service Award.
She is the author of the book Communicating Development Across Cultures: Monologues & Dialogues in Development Project Implementation (Lambert Academic Publishing, 2010), and has been an invited speaker at numerous conferences, including The Forum on Workplace Inclusion and the Society for Intercultural Education, Training, and Research (SIETAR). She has also been a guest lecturer at numerous academic institutions, including Georgetown University and the United States Institute of Peace.
LIZ DONEGAN
Liz Donegan
Sexual Harassment / Assault prevention Expert, New Point Strategies LLC
Sgt. Liz Donegan is a Senior Consultant and Trainer for NewPoint Strategies, LLC. She is on the NewPoint team for sexual assault prevention training for the US military and police departments. She recently conducted a highly effective workshop on sexual assault, stalking, child abuse and domestic violence for First Responders in the Army at Fort McCoy, Wisconsin. Her workshop covered: myths and misperceptions, understanding trauma, debunking the myth of false reports, how to interview victims, understanding predatory behavior, using pre-text communications, and overcoming the “consent” defense in non-stranger rape.
Sergeant Elizabeth Donegan is a 26-year veteran of the Austin Police Department (APD). For over nine years she led the APD Sex Crimes Unit, widely recognized for its progressive approach toward investigating sexual assault, providing better service to victims, and changing the culture surrounding the investigation of non-stranger sexual assault. Sgt. Donegan is a member of the Austin/Travis County Sexual Assault Response Resource Team (SARRT). The APD Sex Crimes Unit was recognized for its progressive approach by Human Rights Watch in their 2013 report, Improving Police Response to Sexual Assault. Sgt. Donegan currently leads the APD Sex Offender Apprehension and Registration (SOAR) unit.
Sgt. Donegan recently served as an expert panelist for the Response Systems Panel, a federal advisory committee which conducted an independent review and assessment of the systems used to investigate, prosecute, and adjudicate crimes involving adult sexual assault and related offenses under military law. She has also trained and presented at a number of training events and conferences hosted by the U.S. Department of Defense, including the U.S. Army Summit, programs at Ft. Hood and Ft. Sam Houston, and ongoing training conducted at Ft. Leonard Wood. She is a veteran of the U.S. Army.
Sgt. Donegan serves as a subject matter expert for the International Association of Chiefs of Police (IACP) on projects related to sexual assault response and investigation, including the National Law Enforcement Leadership Initiative on Violence Against Women and the roll-call training series How To Bring Sexual Assault Offenders to Justice: A Law Enforcement Response. She is a published author and frequent presenter at conferences and seminars. She has won numerous awards for her work, including the first Professional Impact Award given by End Violence Against Women International (EVAWI) in 2011.
ERIN HANLEY
Erin Hanley
Account Director, New Point Strategies LLC
Erin Hanley is an Account Director with NewPoint Strategies. She works with NewPoint clients, serving as the lead point of contact for all client account management matters. Erin is a trusted advisor for clients, customer stakeholders and executive sponsors. Using clear communication when discussing the progress of monthly and/or quarterly objectives, Erin ensures the timely and successful delivery of our solutions according to client needs and objectives based on agreed parameters of contracted services. In this role, Erin researches and considers ways to further support existing clients, and/or identify areas of improvement through additional NewPoint services. By forecasting and tracking key account metrics, Erin prepares reports outlining the status of client accounts.
Erin is a counselor educator with a background in anti-racist education, the academic experiences of Black girls and women, and intersectionality. Prior to working with NewPoint, Erin was a professional school counselor with the Prince William County school system. Her diversity, equity, and inclusion interests include the academic experiences of Black women and underserved groups, diversity, equity and inclusion in academia, and providing safe spaces for underrepresented students to share and process their experiences.
As an adjunct professor at Virginia Commonwealth University (VA), Erin teaches “Leadership Development for Women of Color” to undergraduate students. She is the author of numerous articles, poems, and essays, and is a Ph.D. candidate in Counselor Education and Supervision from Virginia Commonwealth University. Her dissertation analyzes the academic experiences of Black women counselor education doctoral students, and how these experiences impact career decisions. She holds a Bachelor of Science Degree from Virginia Commonwealth University and a Master of Education in School Counseling degree from The University of North Carolina at Chapel Hill.
THERESA SHEETS
Diversity and Inclusion, Harassment Prevention, and Conflict Management Expert
New Point Strategies LLC
Theresa Sheets is a Senior Consultant/Trainer with NewPoint Strategies who works with clients on a range of issues covering Diversity and Inclusion, Harassment Prevention, and Conflict Management. Her work includes the design and delivery of online training programs for NewPoint’s clients in the corporate and not-for-profit sector and the ability to address the full training cycle, from conception to evaluation.
Theresa approaches training design and delivery with a mind for organizational development, by equipping every individual and team with knowledge and tools to connect perspectives and behaviors to outcomes, empowering people to become cooperative agents of change. She has served in training and development leadership and consulting roles in the private, healthcare, nonprofit, government, and education sectors, where her work has included professional development across a range of professional levels, curriculum design, program assessment and evaluation. Her dynamic facilitation is enriched by a B.A. in Communication alongside engaging and interactive training delivery on additional topics such as culturally sensitive and empathetic communication, service recovery, and leadership tools.
Theresa mostly enjoys leading training initiatives that motivate and galvanize stakeholders around a shared vision, similar to her management of M.D. Anderson Cancer Center’s Service Excellence program, where she facilitated more than 820 hours of training for over 14,500 executives, faculty members, clinicians, and professional staff. She holds a Master of Science degree specializing in Training and Performance Improvement, is currently working toward an Ed.D. in Educational Leadership and Management, and looks forward to continued opportunities to help clients achieve their performance improvement objectives through facilitation, training, and professional development.
LORI DANIELS
Senior Consultant and Trainer, NewPoint Strategies LLC
Dr. Lori Daniels is a Senior Consultant and Trainer for NewPoint Strategies. She has deep expertise in sexual assault prevention, education, support, and treatment. She works closely with Dr. Chris Kilmartin, who leads the NewPoint team on sexual harassment and sexual assault prevention for NewPoint clients at government agencies, the military, universities, and corporations.
Dr. Daniels is currently an Associate Professor and Chair of the Masters in Social Work Program at Hawai’i Pacific University. She was the military sexual trauma psychotherapist for the Portland (OR) Vet Center for seven years until 2015 and treated over 200 MST clients.
She earned her MSW from the University of Chicago in 1987 and worked as a social worker/psychotherapist for the VAMC American Lake (Tacoma, WA) inpatient and outpatient PTSD programs until 1992. She was Director of the Traumatic Stress Recovery Program (PCT) for the Honolulu VA from 1992-2001.
Dr. Daniels was awarded the VA Pre-doctoral Social Work Fellowship for 2001-2002. After receiving her PhD in Social Welfare from the University of Hawaii – Manoa in 2002, Dr. Daniels worked as Assistant Professor of Social Work for Hawai‘i Pacific University and as a Consultant with the National Center for PTSD – Pacific Islands Division for over 6 years.
In addition, Dr. Daniels was the co-chair of a community-based conference: Stress, Violence, and Trauma: Promoting Hawaii’s Resilience from 2005-2009. For over 20 years, Dr. Daniels has presented about PTSD treatment (war-related, sexual assault) at International Society of Traumatic Stress Studies Annual Meetings, at the International Society for the Study of Trauma and Dissociation, at International Violence, Abuse, and Trauma, and in various regions of HI, WA, and OR.
Reza Mirzaiee
REZA MANUEL MIRZAIEE
Website / Multimedia Content Intern
NewPoint Strategies LLC
Reza M. Mirzaiee is a UVA undergraduate student majoring in English and Computer Science in the College of Arts and Sciences, class of 2022. He performs in musical theatre and makes computer games in his free time, and made most of the things that you’re looking on the website. Thanks for looking the intern’s bio!
Caitlyn Brooks
