Press

Colin S. Graham Joins The Opportunity Network's Board of Directors

February 27, 2024


3 min read

Colin Graham Headshot
Colin S. Graham

New York, New York (February 27, 2024) – The Opportunity Network (OppNet), a national nonprofit headquartered in New York City aimed at closing the opportunity gap that exists for underrepresented students, is thrilled to announce the appointment of Colin S. Graham to its Board of Directors. Colin brings a wealth of experience and expertise in executive search, board advisory, and industrial leadership.

Colin is a seasoned leader in the field of executive search and leadership development. As the head of Spencer Stuart’s Industrial Practice in the Americas, Colin has played a pivotal role in shaping leadership teams across diverse Industrial sectors. He has recruited some of the world’s top CEOs in his industry while also assisting boards with CEO succession planning and board-build mandates for private equity-backed and public companies.

Colin's industry focus spans aerospace & defense, automotive, industrial technology, engineered products, and capital equipment. He has a keen understanding of the challenges and opportunities faced by organizations in these sectors. His work has contributed to transformative talent pipeline programs and leadership assessment initiatives involving CEOs and their direct reports. His impact on clients has been recognized with the firm’s prestigious Lou Rieger Quality Award for exceptional client service.

Colin earned his bachelor’s degree in business management from Plymouth State University. His commitment to education extends beyond his alma mater; he has endowed a leadership scholarship for the College of Business Administration and serves as a mentor to scholarship recipients. Additionally, Colin is a regular contributor to Forbes and actively supports other nonprofit organizations, including The End Fund and Habitat for Humanity.

Colin’s appointment to the Board of Directors marks an exciting chapter for OppNet. His strategic insights, industry acumen, and dedication to fostering talent align perfectly with OppNet’s mission. Colin's expertise will be invaluable as we continue to empower underrepresented youth through education, mentorship, and career development.

“We are delighted to welcome Colin to our Board of Directors,” says Raquel Vargas Palmer, OppNet’s Board Chair. “His track record in leadership development, driving organizational excellence, and commitment to social impact make him an ideal addition to our team.”

“I’m excited to have Colin join our team. His thought leadership will be critical for OppNet as we chart a new journey for the organization,” says Lucria Ortiz, OppNet’s new President & CEO.

Colin joins a distinguished group of executives who share a passion for creating pathways to success for young people. OppNet is a leader among nonprofits in Board Diversity. This appointment reinforces OppNet’s commitment to diversity, equity, and inclusion.

About The Opportunity Network

The Opportunity Network is a nonprofit organization that ignites the drive, curiosity, and agency of underrepresented students on their paths to and through college and into thriving careers, powered by our commitment to access and community. Through our programs, students gain access to educational resources, professional networks, and career opportunities. We believe that every young person deserves a chance to thrive, regardless of their background.

To learn more, visit opportunitynetwork.org and follow us on LinkedIn, Instagram, Facebook, and YouTube.

Forbes leadership insights

For Emma Grede, Purpose-Driven Business Is The Best Kind

Contributed by

Forbes


Author

Jessica Pliska


Date


6 min read

Last week, global fashion entrepreneur Emma Grede launched Safely, a new business venture with co-founders Chrissy Teigen and Kris Jenner, to bring “clean cleaning” into our homes through plant-powered products. The CEO and Co-Founder of inclusive denim brand Good American and Founding Partner of shapewear brand SKIMS spoke with me about her mission-driven businesses, why representation matters, and why savvy consumers want more from brands than just the products they sell.

“For all of my campaigns, representation is paramount. It’s not a calculated choice; it’s an absolute given. It’s a non-negotiable.”

—Emma Grede, Co-Founder of Safely, CEO and Co-Founder of Good American, and Founding Partner of SKIMS

Jessica Pliska: Tell us about your brand-new venture, Safely. How does it fit into your overall vision?

Grede: Everything I do has to have a common purpose. When I think about my career on the whole, access and inclusivity have always been at the core. In the case of this newest company, Safely’s mission is to rid American homes of harsh toxins with plant-powered products. Most households in America use cleaning products made with chemicals harmful to our families. What I love about it is that the price range is accessible, ranging from $6-14. We should all be able to reduce chemicals in our lives. Cleaning products are not a nice-to-have beauty product. They’re a necessity.

Pliska: How did you, Chrissy and Kris come together and why?

Grede: I’ve known Kris and Chrissy for a very long time and I approached them. I knew they would be amazing voices in bringing the mission to life. Sure, it’s about marketing, but it’s also about connecting with audiences, which they each do brilliantly. They feel very familiar to consumers. They build connections and understand what people are thinking. They’re both so good at building a community—they’re already doing it for Safely, engaging directly with customers about future product ideas for the line.

Pliska: As a CEO who’s also a Black womanyou’ve been vocal that representation matters in your companies’ visual branding—that it’s important to you that women of color see themselves reflected. Do you remember the first time you felt seen or represented in advertising or media? 

Grede: Oh, yes. I close my eyes and I can see it now. I was a young girl and it was a fashion campaign for United Colors of Benetton. It was the very first time I saw kids in ads who looked like my sisters and me. I was raised in London, which is very multicultural, but when I was growing up, I didn’t see Black people or people of color represented in magazines or on TV. For all of my campaigns now, including Safely, representation is paramount. You have no idea who’s seeing it, who it might mean something to, the way the Benetton ad impacted me. And I want my children to see the true representation of themselves in anything I’m involved in. It’s not a calculated choice; it’s an absolute given. It’s a non-negotiable for me.

Pliska:  That is certainly purpose-driven.

Grede: For me, when you start a company, if you’re going to be mission- or purpose-driven, yes, you ought to be consistent based on a set of principles.

Pliska: Do you have an example of a decision you made based on values or mission that wasn’t the obvious best choice for business in terms of revenue?

Grede: Many! We launched Good American with such hype and fanfare that everyone came knocking—all of the retailers of my wildest dreams. I couldn’t believe it. And then they said, “We love it all and we want everything you do...in sizes 0-8.” But the hallmark of that brand is inclusive sizing for any woman 00-24. At the end of the day, I’m a CEO, and my job is to build a profitable business and make money for shareholders. But we’re nothing without our principles.

Pliska: What did you do?

Grede: We said no to any retailer with that stipulation. And it was the best thing we could have done, because from the outset, we got a reputation for not sacrificing principles, and customers loved that. They knew that if a given retailer wasn’t successful, it was likely because that brand wasn’t supporting our vision and therefore not supporting theirs. I learned quickly that saying no to something was saying yes to something else—yes to the fact that we were going to be steadfast in our mission. It meant so much to our customers. And, frankly, the world doesn’t need any more brands that don’t serve a purpose. So you’ve got to be doing something better than what exists to have a chance of any kind of longevity.

Pliska: How else do your operating principles show up?

Grede: In everything. We went through this exercise for Safely. What are our core principles and how will we need to apply them? For example, if we value accessibility through affordability, that impacts price point, which impacts our distribution strategy, which impacts our entire business plan. And, by the way, how are we going to apply these principles not just now, but in five years? In 10?

Pliska: Safely is the latest accomplishment in a career that most entrepreneurs can only dream about. To what do you attribute your success?

Grede: Self-belief coupled with really thick skin! If you are going to be in this business, you’re going to get knocked back. It hasn’t deterred me. I don’t want to paint an overly rosy picture—my journey hasn’t been easy—but self-belief has been pivotal for me. For that, I credit my mother. I was raised by a single mom in a part of London that felt really devoid of opportunity. My mom taught me that I wasn’t better than anyone else, nor was anyone else better than me. She really believed I could do anything. That’s stayed with me. I’ve also self-appointed great mentors along the way. I would say, “Wow, you’re really good, I think you should be my mentor!”

Pliska: What are you really good at as a leader?

Grede: My true leadership talent is as an operational CEO. I’m good at building companies from zero. I didn’t have formal management training. I didn’t go to business school. But my superpower is my gut instinct. I rely on it, day in and day out. I’d love to tell you that I base all of my key decisions on data analytics, but it’s more my instinct about what consumers want. So much of what I’ve done in my career are things that haven’t been done before, so I’ve had to rely on instinct when there wasn’t data. And having by now made enough decisions against my gut instinct, I know to listen to it.

Pliska: As a Black woman operating in predominantly white industries, what advice would you share with young people of color doing the same?

Grede: I think we’re in an amazing moment right now. I think it’s a time for young people of color to bring their whole selves to work—their full backgrounds, full experiences, and unique understanding of what it means to be a Black person or a person of color in America, We need your voice. So I implore young people to consider that now is not the time to show less of your true selves. It’s time to lean in to who you are.

Pliska: So from here, what’s the big goal? What does the home run look like?

Grede: It’s always world domination, Jessica.

Click here to read the original article.

Forbes leadership insights

A Life Of Unfaltering Purpose, A Career Of Enduring Impact

Contributed by

Forbes


Author

Jessica Pliska


Date


6 min read

In her new memoir, I Am These Truths: A Memoir of Identity, Justice, and Living Between Worlds, Emmy Award-winning co-host of The View Sunny Hostin chronicles how her biracial identity as the daughter of a Black father and a Puerto Rican mother shaped her sense of belonging in the world, and fueled her drive toward purpose in her career―first as a federal prosecutor working to bring justice to communities of color from inside the legal system, then as a broadcast journalist, lifting marginalized voices in telling stories. Here, she revisits pivotal career decisions, advice from Justice Sonia Sotomayor and what Kamala Harris’ vice-presidential pick meant to her.

 

There are always going to be people who don’t understand your dream, because the dream was not meant for them. The dream was meant for you.

— Sunny Hostin, Emmy Award-winning Co-Host of The View

 

Jessica Pliska: This book is a treasure trove of guidance for young women of color navigating the complexities of white dominated workplaces―how to go for what you want, while being authentic to your full self.

Sunny Hostin: I hope so! My intent is for it to be inspiring, to show young people to know that they, too, can achieve their dreams, no matter the obstacles they may face.

Pliska: In one example early on, you took a colleague’s suggestion to use ‘Sunny’ professionally, instead of your given name, Asunción, because they said it would be easier for audiences to say it and to connect with you. It didn’t occur to you then that it would be a decision you’d regret.

Hostin: That decision tortured me for some time. I never should have changed my name. You shouldn’t have to change your identity, your authenticity, to fit a ‘whiter’ identity. It’s a disservice―not just to yourself, but to the industry you enter, and to our country. I don’t think young people of color should make the choice I made. In fact, when people call my teenage daughter, Paloma―whose name we chose very intentionally because of her heritage―“Lolo” or “Loma,” she corrects them. She holds people to it. I wish I’d done that.

Pliska: You write about colleagues who overlooked either your Black or your Puerto Rican identity, because you never seemed to them ‘enough’ of either. There’s a passage where you consciously made a decision to emulate Soledad O’Brien, whose mother was Afro-Cuban and whose father was Australian of Irish descent. Do you think she’ll be surprised?

Hostin: We’re dear friends. I told her about that passage over lunch, in advance of the book coming out, and she cracked up. She was surprised, because she didn’t realize how helpful she had been to me in that job, when I really needed it, when I was floundering to find my path. She said she saw me as a really intense badass, but I didn’t feel like that at all. We were both at CNN when we were being who we were told to be and not ourselves―‘look into the camera and just the facts, ma’am’ kind of journalism. But journalists of color bring to the table a certain perspective, and it should not be ignored.

Pliska: Yours is also a story about finding purpose. Even though your career has been so untraditional, from lawyer to broadcast journalist to talk show host, there’s a common thread of purpose throughout. How can young people find and pursue their purpose in a career?

Hostin: We need to give ourselves the permission to listen to ourselves. There’s this feeling inside that we all have when we know what our purpose is, but we don’t listen to it. We don’t trust ourselves. There are always going to be people who don’t understand your dream, because the dream was not meant for them. The dream was meant for you. Only you need to understand it. To trust in it. We can embrace the fact that people won’t understand.

Pliska: A powerful moment in the book when you trusted your gut about purpose was when you were taken off the Trayvon Martin trial at CNN. Producers said you were too close to it, when in reality, you knew it was your perspectives and your lived experience that made the coverage good. So you just flat-out refused to leave.

Hostin: It was hard to do. I knew it was risky. And I did it anyway, because I knew I was doing the right thing. It was so important to be there, to use my voice to represent what was right. Everyone else was getting it wrong. I knew I was the best person to do it and yet I was the person being sidelined. I thought to myself, ‘That can’t happen. I just can’t let it happen.” So I stayed in Sanford, Florida, and in that courtroom. I had to borrow a courtroom press pass from friends at another network, because mine was given to the new reporter. I made that decision at great professional risk, but it was worth it. Any professional milestone usually happens when taking a risk.

Pliska: Why do you think CNN didn’t fire you?

Hostin: Because my coverage ended up being so good.

Pliska: Moving forward to today, The View is now more explicitly addressing racism. How do you do a show every day that forces you to confront people or ideas that you disagree with, when they’re topics that can’t be compartmentalized as political, because they’re fundamentally about humanity?

Hostin: It’s extremely challenging, every day, in front of three million people, to discuss things we’re told we shouldn’t talk about. I feel a particular duty to get it right, because there are so few people in my position who look like me. I get so many emails, tweets and handwritten letters from people of all ages, saying, “Thank you for your voice. You speak for me.” When you have that duty and honor, it’s humbling and it’s also a burden. I’m also forever conscious that I run the risk of the racial trope of being the angry black woman. I’m quite careful about that. So I internalize all of this. As I write in the book, I was diagnosed in my late 40s with diverticulitis. My doctor said he sees it in 70-year-olds, that younger people only get it when they’re in extremely stressful positions. We know studies show that people of color suffer from undiagnosed PTSD, so it’s something to be cautious about.

Pliska: Your book is being released in both English and Spanish at the same time.

Hostin: Yes. It was at the suggestion of Justice Sonia Sotomayor that it be in Spanish from day one. She’s an idol for me, another Puerto Rican woman from the South Bronx, and a lawyer. When I told her I was writing my memoir, she stopped me and said, in Spanish, that it had to be in Spanish, as well as English. She had done that with her own books, because she felt it was important to let Spanish speakers know that bilingualism is something to be proud of, that Spanish as a first language is something to be extremely proud of. I loved that. (And when a Justice of the Supreme Court tells you to do something, you do it.)

Pliska: This conversation we’re having today happens to be in the same week Kamala Harris was announced as Joe Biden’s vice-presidential pick. Your thoughts on the Biden-Harris ticket?

Hostin: I co-wrote a Washington Post op-ed this summer with a group of Black women activists and celebrities about the need for a Black woman Vice President and a Black agenda. I got significant hate mail in response from people who asked, “How dare you demand that he pick a Black woman?” My response is that Black women have always been the bedrock of the Democratic party. We’re its most loyal voting bloc. Other voting blocs or lobbies make demands of candidates all the time, based on their agendas. Why can’t Black women ask for representation at the very highest levels of government? It’s our time. We deserve that representation. We’ve earned it.

Pliska: And when you learned she was chosen? Can you describe the moment?

Hostin: I cried. I was on the phone right away with some of the women I’d written the op-ed with, saying, “We did it. We really did it.” I was ugly-cry sobbing in my kitchen. My daughter walked in, asked what was wrong and when I told her who was chosen, she said, “Whaaaat?! She was?!” And she put on “All I Do is Win” by DJ Khaled and started dancing on the kitchen countertop. I’m crying, and she’s dancing.

Click here to read the original article.

PRESS

Dany Garcia Is Taking Care Of Business

Contributed by

Forbes


Author

Jessica Pliska


Date


5 min read

You don’t need permission to be excellent.

— Dany Garcia, Chairwoman and CEO, The Garcia Companies; Owner, XFL

 

Building and running a phenomenally successful portfolio of companies, producing blockbuster films and buying a major sports league are all in a day’s work for Dany Garcia, Founder, CEO and Chairwoman of The Garcia Companies―who’s also the XFL Owner, Co-Founder of Seven Bucks Companies, a professional bodybuilder and Dwayne ‘The Rock’ Johnson’s co-producer and business partner. I’m exhausted just writing that sentence.

Jessica Pliska: Dany, you’ve built nothing short of an empire: Film. Television. Health and Wellness, Beverage. Ice cream. Apparel. Tequila! And with your acquisition of the XFL, you’re the first woman with an equal or majority stake in a U.S. professional sports league. Where did it all begin?

Dany Garcia: My earliest influence was understanding that wealth generation would have a great impact on my ability to take care of my family. That was my first dream. I’m first-generation in the United States. My parents were immigrants from Cuba. It was challenging and I understood that. I’ve worked since I was 12 and I always really enjoyed it. I never dreamt of being a movie star or a singer. I just dreamt of working.

Pliska: How did that impact the company you’ve built?

Garcia: Taking care of people is the core of everything I do today. It’s the root that anchors everything; it colors everything I touch. Now taking care of my family also means my companies and the individuals I work with. I’ve developed a very holistic, family-based approach to the build-out of my enterprise.  I’ve been able to expand the dream and express it completely and in a more powerful way.

Pliska: What does that look like in action?

Garcia: Take the XFL. Football is a sport absent of the idea of taking care of everyone involved or responsibility for how that experience is to the fan or the audience. All of my passion, perspective and expertise is taking care of people. It’s advancing the human experience. So the XFL is the largest-scale opportunity I have to utilize everything I’ve done to date to impact people in amazing waysto really get in there, create incredible gameplay and deliver excellence in football, but to also bring a female interpretation of excellence in football.

Pliska: I’m struck by how unlikely it would be to hear the male head of a major sports league talk about ‘taking care of people’ or ‘advancing the human experience.’ And yet it’s clearly been a competitive advantage for you.  What do you mean by ‘female interpretation?’

Garcia: Football is a male-dominated sport, built by men, with a male point of view, who may think, “This is how women will enjoy it.” But it’s not just about the female fan or consumer experience. It’s also the perspective I bring to management style, to enterprise style, which gives me greater breadth. I have a holistic point of view. I look for sustainability in action, like with our athleteswho they are when they come to us and what happens to them after us. That full circle approach is rare to find in the sports industry.

Pliska: You’re also, amazingly, a professional bodybuilder.

Garcia: That dream took hold the first time I ever opened a bodybuilding magazine and saw a female bodybuilder. When I saw that physique and saw what women athletes could look like, it blew me away. For me, it’s about what it takes to build a physique. To express yourself through sport. It’s the discipline, the drive. What you learn about yourself. The confidence you build.

Pliska: You and your siblings were the only Latinx students in your high school. What advice can you share from your experience with young people of color charting their paths in predominantly white spaces?

Garcia: You don’t need permission to be excellent. When I was coming up, I prepared to be excellent. Spend time preparing to be absolutely the best you can. You’re going to have to do more than others. Gather people around you to be your support system, who say, “We know you, we got you, we love you.” And then make it easier for people coming up after you.

Pliska: In the fall, you launched #LatinxtheMosaic, a virtual conversation among Latinx thought leaders on racism and colorism in the Latinx community and celebrating Black influence within it. Why?

Garcia: There are movements that need to happenmovements to normalize equality. For us in the Latinx community, we see the power of the Black Lives Matter movement, the justification for it, the right to it. I’m so proud that #LatinxtheMosaic has embraced it. I’m humbled to have an opportunity to be part of the work.

Pliska: Young people often have trouble imagining that successful leaders ever made mistakes or are still dogged by insecurities. What still challenges you, despite your undeniable success?

Garcia: Your insecurities come with you! People think when you win, it’s because of your strengths and nobody knows your weaknesses. But when you walk into a room, your strengths and weaknesses come with you. And it’s OK. There’s no version where I’m going into a project and know I have 100% or 80% or even 60% of the tools and information I need to accomplish my goal. I’m continuously giving myself permission to be human through my experiences. I do new things every year.  Hard things. Big things. That uncertainty is part of great growth and success.

Pliska: That makes me wonder: Do you typically trust your leadership instincts? Are you good at listening to your gut?

Garcia: Yes. 100%. Whenever I don’t listen to it, whenever I logic myself out of my gutthat’s when I have an issue.

Click here to read the original article.

press

Opportunity Network Launches Free Learning Platform for College and Career Prep

Contributed by

The Journal


Author

Dian Schaffhauser


Date


2 min read

A new open access learning platform can help students advance their college and career goals through online courses in how to network, how to prepare for college, how to budget in college, how to explore careers, social media best practices, how to prepare for interviews and other relevant topics. The program, named UninterruptED, is an initiative of the Opportunity Network, a nonprofit that supports underrepresented young people with the tools and training they need to succeed in life. All of the courses are available free.

According to the organization, the platform on which the program runs was "purposefully selected to be readily accessible to all students"--including those with limited internet access--and can be accessed through a smart phone, Chromebook, tablet, laptop or PC.

While the platform was designed for students to access directly, educators who want to integrate the career resources into their virtual instruction can also access whole courses and lessons, through the Career Fluency Partnershipprogram. The courses can be used for self-directed, asynchronous learning to supplement existing curriculum or as the base for virtual instruction.

"COVID-19 is already laying bare and exacerbating the pervasive and deeply entrenched opportunity gaps our students face every day, the same gaps driving OppNet's mission," said OppNet CEO, AiLun Ku, in a statement. "We hope that UninterruptED will help to close this divide and level the playing field, providing opportunity to all."

To expand the spread of the program, OppNet is working with Reach Higher, an initiative begun by Michelle Obama that guides and supports students to and through higher education.

The work is being supported by a number of foundations, including the Michael & Susan Dell Foundation, AT&T and Coach Foundation.

Students can sign up for UninterruptED through one Google form, and educators through another.

 

Read the original article here.

PRESS RELEASE

Opportunity Network Launches UninterruptED Open-Access Learning Platform

October 6, 2020
New York, NY


 

The Opportunity Network (OppNet) has launched UninterruptED: Unstoppable Learning, an open-access learning platform. Available free of charge and easily accessible to any first-generation student and young person of color, this platform is designed to mitigate the learning loss and opportunity gap caused by the pandemic. UninterruptED is built as a technology-lite platform to minimize the heavy demand on internet bandwidth that many technology applications rely on today. OppNet sees UninterruptED as a tool to support those who are most impacted by the digital divide. OppNet is a nonprofit organization that provides underrepresented young people with the support, tools, and training they need to thrive in college and careers. The UninterruptED platform distills key learnings from OppNet’s six-year Fellows program and national Career Fluency® Partnerships program. Since 2003, OppNet has worked with nearly 10,000 students around the country through its programs and partnerships. 

As our world confronts the educational and economic crises caused by Covid-19, OppNet’s mission emerges as more critical than ever,” says OppNet CEO AiLun Ku. We are acutely aware that this crisis is disproportionately impacting under-resourced communities, which also face greater risks of being left behind during the recovery process. Now, when it is needed most, we are proud to offer UninterruptED as a free resource to any young person who wants to develop their skills as they chart their paths to thriving careers.” 

To get UninterruptED into as many hands of students and teachers across the country as possible, OppNet is excited to partner with Reach Higher, an initiative started by former First Lady Michelle Obama aimed at guiding and supporting more students to and through higher education. Ku recently participated in Reach Higher’s 2020 Beating the Odds Summit to support students who have overcome obstacles to graduate from high school and commit to continue their higher education. 

According to Reach Higher Director of Programs and Community Outreach Stephanie Owens, “We have been working with OppNet since 2014 to bring students the resources and support they need to pursue higher education and fulfilling careers. We selected OppNet as a partner because they consistently step up to meet the evolving needs of first-generation students and young people of color. This approach is exemplified by the new UninterruptED learning platform, with its ease of use and timely topics.” 

OppNet’s leadership team has set an ambitious goal to have as many as 11,000  students and participants using the platform after its launch.

The courses on UninterruptED are interactive and engaging learning experiences, centering students and their most relevant needs. Lessons include Introduction to Networking, Budgeting in College, Professional Interview Prep, Values & Career Exploration, and many more. The straightforward technology used in the platform was purposefully selected to be readily accessible to all students, from rural communities to inner cities. 

The platform was designed for students to access directly, but also as a resource for teachers, staff, and instructors who want to integrate Career Fluency® into their virtual programs and their classrooms. Benefits to instructors include: 

  • Flexible courses that can be used for self-directed, asynchronous learning to supplement existing curriculum or the foundation for virtual instruction; 
  • Lessons grouped in “learning pathways” that build off one another and provide a more cohesive learning experience; 
  • Alignment with online learning best practices to drive usage and persistence, including shorter modules with high levels of engagement and gamified context to incentivize users; and 
  • High-quality content through an effective and intuitive learning management system. 

AiLun Ku concludes, “Covid-19 is already laying bare and exacerbating the pervasive and deeply entrenched opportunity gaps our students face every day, the same gaps driving OppNet’s mission. We hope that UninterruptED will help to close this divide and level the playing field, providing opportunity to all.” 

This work is made possible by a strong network of supporters and funders, including the Michael & Susan Dell Foundation, AT&T, and Coach Foundation for critical seed funds to launch and scale UninterruptED.

For more information about UninterruptED or to access the platform: visit: https://opportunitynetwork.org/uninterrupted/ 

 

Media Contacts:

Scott McDowell 

The Wakeman Agency

212-500-5953 x120; smcdowell@thewakemanagency.com

 

Judy Klym

The Wakeman Agency

203-921-9039; jklym@thewakemanagency.com 

interview

Blazing A Path To Success, One Decisive Experience At A Time

Founder Jessica Pliska's Latest Forbes Interview with Susan Chapman-Hughes

Contributed by

Forbes


Author

Jessica Pliska


Date


6 min read

Susan Chapman-Hughes has a big job at a big corporation, but she hasn’t forgotten the people and places that influenced her rise. In this interview, she reflects on her formative career experiences, life lessons, and why, on her list of priorities, good leadership is second to none.


“Being a good leader is what drives me. My passion will always start and end with people―seeing people achieve and creating opportunities for them to do things they didn’t know they could do.”

— Susan Chapman-Hughes, Executive Vice President, Global Head of Digital Capabilities, Transformation and Operations, American Express


Jessica Pliska: What or who were early life influences that helped shape you and the course of your career?

Susan Chapman-Hughes: I was a rambunctious kid. I got into everything. Which meant my mother had to keep me busy, creating as many opportunities for me as possible. My parents had high expectations for me. They’d had high expectations for themselves—each came from a family of 10 or 11 siblings, and each was the only one to go to college. It was expected that I would work hard, go to college, and have a successful career. But I had no idea what it would look like. I knew one single corporate business executive, our neighbor across the street, and that was my first and only glimpse of corporate America for a long time. I could never have envisioned the path my career has taken.  

Pliska: Were there other motivating factors that stand out from your early years?

Chapman-Hughes: My college years at Vanderbilt were a defining period of my life. It’s where I learned if something doesn’t kill you, it will make you stronger. It was hard. Lots of racism. Lots of sexism. A dean there told me I would never accomplish anything. He once said, “I don’t know why you’re here.” But I did it. I graduated. Those obstacles forced me to be relentless. Their negative motivation fueled me.

Pliska: How did you persevere through those years?

Chapman-Hughes: The Black cultural center in college was the place where I could go and just be. You didn’t have to be anything except yourself—it was full acceptance: people who looked like you, cared about the same things, and were going through the same trials. It was a no-judgment zone. We didn’t have the luxury of division and that shaped us. I took that experience with me. When you work in corporate America as a woman of color, you are always or often the only one in the room, and if you haven’t prepared mentally for what that means, or found safe spaces to just be you, you’re going to suffer. I learned that early on.

Pliska: Were there times in your early career when you felt the power of inclusive spaces?

Chapman-Hughes: I chose my business school because when an alumnus took me to lunch, he got 10 alumni to come with him, who all said to me, “We’re going to support you through.” I felt the power of that. Once there, someone told me about a fellowship at the Executive Leadership Council. I applied, won a spot, and got to meet wonderful business luminaries, like Ann Fudge, a superstar Black woman who everyone wanted to be when they grew up, and Ken Chenault, who would go on to be American Express’ longtime CEO. I remember vividly thinking, “Look at all these Black people with these amazing careers.” It was like seeing blueprints for how to chart my course in corporate America. It was a game-changer for me.

Pliska: How did you start pursuing a global career?

Chapman-Hughes: There was a lecturer in business school, who said “You love global; you are global. Why don’t you get a job that’s global?” I had never thought about it. It sounded amazing. How do I do that, I asked him? He helped me get an internship in London, and that was an awakening—that I could actually have a career that fed my need for speed on global stuff, being all over the world, around different kinds of people. I could make that my job. And it accelerated my career, because there weren’t many Black people getting overseas experience at the time.

Pliska: Can you talk about being a Black woman in leadership in finance and technology?

Chapman-Hughes: When you’re the only one in the room, you can’t hide. I’ve been called every label there is. But I use it as fuel to find strength and confidence within me. Because when you enter rooms where people are using stereotypes to judge you, you’d better be comfortable in your own skin. When you come from a group that has always been valued as less-than, and you face the microaggressions we face daily, you need a mental fortitude to get through it.  When the images you see tell you that how you look and act are wrong, you wake up in the morning thinking that in order to live in the world, you have to be something you’re not. So you have to find or create places where you’re accepted as yourself. You have a lot more power than you know.

Pliska: How have you made an impact as a leader?

Chapman-Hughes: Being a good leader is what drives me. Yes, I love problem-solving, I’m proud to have had a P&L business, and I love serving our customers with technology and innovation that drive their businesses forward, but my passion will always start and end with people—seeing people achieve. Creating opportunities for them to do things they didn’t know they could do. When I think of my track record at American Express, I note that my people are all over this company, doing very well, and I’m proud of that. That, to me, is what leadership is all about.

Pliska: Has it changed now, since the pandemic and the racial justice movement happening across the country?

Chapman-Hughes: It’s amplified. I’ve always had the ability to get the pulse of the people. I often have to be the voice in the room to make sure that pulse is heard, bring tough conversations to the table, be vocal about the elephant in the room. This moment is just renewing my purpose. The elephant is bigger now and there are more things I’m willing to be ‘straight/no chaser’ about and it’s a sigh of relief for me. Since George Floyd was murdered, I’m proud that many leaders at AmEx have shown a propensity to do something. Even if they may not have felt connected to it before, many seem willing to do the work to get connected. I recognize their efforts. But with balance. In the past, I might have advised someone “Let me tell you what to do,” but now I say: “Ask yourself: Why don’t you know how to respond to this moment? What is it about your life that has been so comfortable that you haven’t had any level of awareness of what’s going on around you?”

Pliska: What motivates you moving forward?

Chapman-Hughes: This work is hard, but it’s not new. I think about what my parents and grandparents and great-grandparents had to endure in this country, and this is easy compared to that. I do the work, I carry it, so my daughter and other kids don’t have to carry it. If it can morph and change over their lifetimes, it will have been worth it.

PRESS

Higher Education: A newsletter from The Hechinger Report – September 13, 2020

Contributed by

Hechinger Report Higher Education Newsletter


Author

Delece Smith-Barrow


Date


3 min read

There’s a stark difference in the kinds of internships awarded to Black and white students, and it’s the Black students who are getting the short end of the stick, according to data published this month from the National Association of Colleges and Employers.

Black students were 6.6 percent of the nearly 4,000 graduating seniors who participated in a 2019 NACE survey, but they accounted for 7.3 percent of unpaid internships. They represented 6 percent of paid internship opportunities.

White students were 71 percent of the graduating seniors who completed the survey, but they accounted for 74 percent of paid internships.

Overall, the data showed nonwhite students to be behind their white peers in just about every way. Graduating Latino students were 10 percent of survey respondents, but they represented 7.9 percent of paid internships. They were also overrepresented for students who never had an internship. Multiracial students who were graduating were overrepresented for students who had an unpaid internship.

Whether students get an internship, and whether they will be compensated, can have long-term effects on their career trajectory and salary, because companies often use internships as a pipeline for full-time roles.

“What we know is internships are highly valued by employers and that a student who has an internship is more likely to receive a job offer than someone who does not,” said Shawn VanDerziel, the executive director of NACE.

If a student isn’t paid for summer internship work, getting a full-time job can be more difficult, he said.

“A student who has had a paid internship, in our studies… received nearly 50 percent more job offers than those that either had an unpaid internship or no internship at all,” VanDerziel said. “That paid internship does hold a lot of value in employers’ view.”

Also, students who have had unpaid internships and then apply for a job might be low-balled for their pay.

“A paid intern receives a premium in pay at their first job, as compared to someone who has only had unpaid internship experiences,” VanDerziel said.

How an institution’s career services department supports Black students may affect what kind of work experiences these students have. Black students used their career services departments more than other races and ethnicities did, even though they are disproportionately represented for unpaid internships, according to the NACE survey results.

“How are career services professionals directing black students and sharing information about internship opportunities?” said AiLun Ku, the president and CEO of The Opportunity Network, which helps Black, indigenous and other underrepresented college students get into and through college, as well as get paid summer internships.

There are a few ways career services departments can help more Black students get more paid internships, Ku said.

They can partner with a college or university’s Black student union to make sure those students are aware of career opportunities, Ku said. And when working with Black students, career services professionals can help Black students learn to communicate how their life experience, in some instances, make them uniquely prepared for work.

“One of the things that we see oftentimes with our Black students is they’re active contributors to caregiving and finances in their families,” Ku said. “That’s a huge skill set. The fact that you are contributing to the management of your household, while balancing schoolwork, that in itself is a leadership skill.”

Video

BronxNet: The Opportunity Network | OPEN

Event

September 9, 2020


 

 

OPEN Host Daren Jaime sits with the President and CEO of The Opportunity Network, AiLun Ku discussing how the organization is helping students from underrepresented communities.

Press Release

Kelly Marie Tran, Allan Houston, and Scott M. Mills Honored at the Opportunity Network's 12th Annual Night of Opportunity Gala

Event at Cipriani Wall Street Celebrates 16 Years of Educational and Professional Opportunity for Students

New York, NY (April 8, 2019) — On Monday, April 8th, The Opportunity Network, a New York City nonprofit working with students from underrepresented communities to develop the skills, knowledge, and mindsets to achieve their college and career goals, hosted their 12th annual Night of Opportunity at Cipriani Wall Street on 55 Wall Street in New York.

This year’s event honored actress Kelly Marie Tran, BET Networks President Scott M. Mills, NBA All-Star Allan Houston, and several of OppNet’s incredible student Fellows. From L to R: President of BET Networks Scott M. Mills, Founder and CEO of The Opportunity Network Jessica Pliska, Actress Kelly Marie Tran, NBA All-Star Allan Houston, and Chairman of OppNet's Board of Directors Daniel O'Keefe (Credit: Slyvain Gaboury/PMC)

The record-breaking crowd of 1000 guests from the finance, entertainment, philanthropy, media, and business industries gathered to raise over $2.6 million, a historic first for the organization, to expand its work of connecting students to college and career opportunity, and help scale the impact of that work for as many New York City students as possible.

Founder and CEO of The Opportunity Network Jessica Pliska kicked off the event with an invitation to OppNet’s entire community to come together and “build a future where resources and circumstances do not have power over college and career success.”

Themes of community, growth, and collective impact in service of student success ran throughout the evening. Graduating OppNet Fellow, Occidental College senior, and Student Opportunity Award Recipient Dean Lin said in his acceptance remarks that “looking back, I’m so proud that high school kid found OppNet, and found people who truly believed in his potential.” The evening featured remarks from OppNet leadership, this year’s honorees, and other OppNet students engaging in the organization’s signature Fellows program. From L to R: President of BET Networks Scott M. Mills, OppNet Student Awardees Uma and Dean, Founder and CEO of The Opportunity Network Jessica Pliska, Actress Kelly Marie Tran, NBA All-Star Allan Houston, and Chairman of OppNet's Board of Directors Daniel O'Keefe (Credit: Slyvain Gaboury/PMC)

In her acceptance speech, 2019 Night of Opportunity Honoree Kelly Marie Tran connected her personal experience as a first-generation college student to OppNet’s mission of igniting the tenacity and passions of underrepresented students when she said, “Because if your experience is anything like mine, whether it’s at college or elsewhere, you will one day find yourself sitting in a room full of people who don’t look like you, who don’t speak like you, who don’t understand your experience. And it is in that moment – when the world tells you to feel confused, doubtful, and ashamed – that I want you to remember this truth: you are doing an impossible thing. You are breaking invisible barriers, you are overcoming unjust obstacles, and you are changing the world. And that is nothing to be confused, doubtful, or ashamed about, it is something to be celebrated.”

Founded in 2003 by Brian Weinstein and Jessica Pliska, The Opportunity Network’s track record of success over the last 16 years is marked by a steadfast commitment to guiding students from historically underrepresented communities to college and through graduation, and connecting them to robust professional opportunities along the way by facilitating paid summer internships and academic enrichment programs, training students in key mindsets and practices in professionalism, and equipping them with the skills to build powerful professional and personal networks.

92 percent of OppNet students graduate from college – compared with less than 20 percent of students from underrepresented and low-income communities nationwide – and within six months of graduation, 89 percent of OppNet students are admitted to graduate school or find meaningful employment, far exceeding national trends.

This year, The Opportunity Network is actively pursuing its ambitious growth trajectory of serving more than 1000 students in its Fellows program by 2021, and accelerating the number of organizations and schools served through its Career Fluency® Partnerships program, the organization’s immersive national capacity-building program that trains teachers, guidance counselors, and practitioners to best support students in reaching their college and career goals.

Through the success of this year’s Night of Opportunity, President and Chief Operating Officer of The Opportunity Network AiLun Ku said, “OppNet is now able to propel its work to maximize the promise of college and career opportunity. The investment made tonight has a significant multiplier effect on the work we do at OppNet and how that work can bloom and expand in the lives of students.” For more information please visit: www.opportunitynetwork.org.

About The Opportunity Network

The Opportunity Network (OppNet) connects students from historically and systematically underrepresented communities to college access and success, internships, career opportunities, and personal and professional networks. 92 percent of OppNet students graduate from college and 89 percent secure meaningful employment or graduate school admission within six months of graduation, far exceeding national trends.

OppNet accomplishes this through its two programs, our founding OppNet Fellows program, an intensive six-year experience for students beginning the summer after 10th grade that cultivates students’ passions and skills to persist through college and launch the careers of their choice upon graduation, and Career Fluency® Partnerships, our immersive capacity-building program for schools and youth-serving organizations across the country looking to accelerate college and career readiness for their young people. To date, OppNet has worked with over 50 organizations and schools as they support thousands of young people across the country in achieving college and career success.

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