EDC Appoints Andrés Henríquez as Director of STEM Education Strategy


 

EDC appoints Andrés Henríquez

March 19, 2021

 


 

EDC has appointed Andrés Henríquez as its director of STEM education strategy. Henríquez, a nationally known education innovator who was a key driver of the National Research Council’s Framework for K–12 Science Education and the Next Generation Science Standards, rejoins EDC after decades of leading transformational education initiatives focused on STEM, literacy, and equity.

 

In his new role at EDC, Henríquez will launch and lead strategic partnerships and initiatives that will maximize the reach and impact of EDC’s STEM expertise, working closely with EDC vice president Sarita Pillaiand EDC’s team of STEM specialists. He joins EDC from the New York Hall of Science, where he was the vice president for STEM learning in communities and advanced a wide range of programs with the local Latinx community.

 

“We are absolutely delighted to welcome Andrés Henríquez back to EDC,” said EDC senior vice president Cindy Taylor. “His visionary work to enhance STEM education, his deep dedication to equity and community engagement, and his accomplishments in strengthening educational policy and practice to benefit all learners are unequalled.”

 

Previously, Henríquez served as a program director for the National Science Foundation and a program officer for the Carnegie Corporation of New York, where he led programs focused on science, adolescent literacy, and English language learners. Earlier in his career, he held leadership and research positions with EDC’s Center for Children and Technology, where he managed a partnership between Bell Atlantic and Union City Schools that dramatically improved education in Union City, New Jersey, and received acclaim from President William J. Clinton.

 

Henríquez holds an MA from Teachers College and a BA from Hamilton College. He has held board positions with Excelencia in Education and Hamilton College and an advisory role with the U.S. National Parks Service. He will be based in EDC’s New York headquarters.

 

“I am delighted to bring my various experiences back to EDC to elevate the work in STEM education and workforce development.” Henríquez said. “I am looking forward to working with a group of creative, top-notch colleagues to improve our nation’s efforts in STEM and ensure the next generation of young people thrive.”

 

 


 

What It Takes To Achieve Diversity

What It Really Takes To Achieve Diversity

By Diversity Recruiters™

 

In the wake of George Floyd’s death, there’s been an incredible uptick in inquiries by firms looking to improve their stance on D&I issues. In many cases, companies are looking to firms like Diversity Recruiters™ to assist them in making radical changes to their hiring processes. This is good news for all; however, these changes must be thoughtful, and they mustbe carried out with much care.

 

 

In the midst of the current environment, firms have also increased their focus on diversity hiring – particularly, in leadership positions. While having a diverse workforce is essential to any growth-oriented business, additional structure and systems must also be installed within organizations to ensure adequate representation in hiring processes.  

 

Our founder, Tony Wright, was recently interviewed by Bloomberg on this very issue. As he points out, strong diverse candidates are naturally skeptical about pursuing opportunities in new organizations without a thorough vetting. A major warning sign for these applicants is the lack of historical effort around D&I strategies. Talented employees require a sense of belonging to do their best work. This must be evident throughout the process of interviewing employers when evaluating a career change.

 

Bloomberg Article – https://www.bloomberg.com/news/articles/2020-07-10/wall-street-s-campaign-to-hire-black-talent-isn-t-going-so-well

 

In addition to the hiring process, firms must understand how implicit biases negatively impact diverse individuals. They must fully accept, nurture, and guide all employees irrespective of their differences. In many cases, this type of support isn’t readily available for the under-represented population.

 

In today’s marketplace, talent retention and diversity are tremendously important. Employers with a full understanding of what it takes ‘beyond the hire’ are usually best equipped for growth and innovation. They, too, are best equipped to find the world’s best diverse talent.

 

 

 


 

Inclusive Hiring

Inclusive Hiring Doesn't Have to Be Difficult

By: Nicole Ferrer

 

While diversity in the workplace has gotten its fair share of attention over the past few years, there still appears to be limited traction with firms when it comes to inclusion.

 

As a reminder, diversity focuses on the range of human differences (such as race, ethnicity, gender, sexual orientation, age, etc.). Inclusion, on the other hand, focuses on involvement and empowerment. Inclusive processes promote a sense of belonging, and respects the talents and range of human differences in ways that are recognizable by all parties involved.

 

This is important because when firms focus on surface-level diversity (or visible diversity) and ignore inclusion, it can – and potentially will – do more harm than good.

 

The very best leaders understand the importance of inclusion. More importantly, they understand how to properly facilitate inclusive processes. These leaders understand that this doesn’t mean “giving away the farm” or fully delegating all decision-making processes to internal or external stakeholders. Inclusivity absolutely requires a single point of effective leadership. It also requires authenticity and a collaborative spirit from everyone involved. Combining these important attributes is key to a healthy process that should ensure synergy and cohesion throughout the entire team.

 

It’s important that, at the onset of any collaborative effort, expectations are crystal clear regarding the process that is to be used by all. We’ve developed tools to assist our partners throughout these types of processes because we’ve found that different stakeholders generally approach the process with a different set of expectations regarding the needs of the organization.

 

Given the recent changes to our economy, and our work environments, it’s even more important that these processes are given additional thought.

 

 

 

 

COVID19 Response

We Believe in the Power of Community.

Our response to the COVID-19 pandemic is simple. We will always be here to support our partners and to serve our clients as long as there is a need. 

 

Over the next few months, we will continue to find innovative approaches in helping our clients. Our businesses must continue. 

 

Our staff have been equipped with the resources for working remotely, and we have some of the best tools in the market to do so. This includes dedicated workstations that allow seamless video-conferencing when required by our clients.

 

We have not changed our operating hours, and will remain very responsive to your needs when the opportunity to serve arises.

 

We also are offering any employer the opportunity to post their open positions on our website free of charge. To do so, use the code ‘Community2020’ at checkout.

 

Posting your position(s) on our online platform gives your firm free access to our vast database of diverse job seekers. As one of the largest diversity recruiting firms on the west coast, we believe this can have significant value for both your firm and the job seekers that are in need.

 

Please visit our site often. We will continue to innovate with our customers top of mind. We expect to launch additional offerings throughout this difficult period.

 

 

Representation Matters!

By Melanie Chavez
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Representation Matters!

 

01/09/2020



Do you remember career day in elementary school? What did you remember about the speakers? Did they come from your communities? Did they look like you? Could you envision yourself in their job?

 

There is no doubt that the power of visualization is strong. If you see it, you can become it. 

 

But what happens if you don’t see it? How do you become the leader you can’t see?

 

Growing up, I did not see people like me in executive leadership positions. To be frank, I didn’t see them in many careers at all. The Latino community on television was usually portrayed as gang members, illegal immigrants or maids. 

 

Who were the faces behind these stories? Did they come from my communities? Had they ever met a Latino CEO? 

 

The first time I met one of my mentors, something sparked inside of me. She was a Latina woman who grew up in a similar neighborhood in South Los Angeles, like me. She worked in the non profit sector. She invested in real estate. She started her own business. For the first time I saw someone like me and knew I could achieve what she had achieved for herself. 

 

Until I saw it, I didn’t believe I could do the same things she had accomplished.

 

We need those stories. We need to see ourselves in positions of power or in opportunities we never dreamt of because no one told us we could. It’s not about becoming the gate keeper, it’s about becoming the key maker. When we see leaders who look like us, we too then can say “If they can do it, so can I”, then the ripple effect happens, change happens. 

 

Representation matters.

 

Who was the first person you saw that made you believe, “Hey I can do that too”?

 

 

 

 

 

Diversity Is Just The Beginning

Don't mistake diversity for inclusion. Leaders assume that singularly focusing on diversity can solve all of their personnel woes. That couldn't be farther from the truth.

One quality placement at a time. We aspire to change the way firms and their communities interact to increase their con

Too often, leaders assume that singularly focusing on diversity can solve or improve all their organizational woes.

 

Diversity often focuses on the differences, and is referred to as “the mix.” Inclusion is the deliberate act of welcoming diversity and creating an environment where all different kinds of people can thrive and succeed.

 

Diversity is what you have.

 

Inclusion is what you do!

 

Audiences that represent a single demographic can struggle with inclusivity. 

 

Diverse teams don’t have to be inclusive. In fact, many diverse teams lack collaboration.

 

Being inclusive is an intentional act. Leaders that lead through inclusion are generally more thoughtful and work harder to eliminate all forms of discrimination.

 

Inclusivity promotes equal treatment and opportunity.

 

I would also venture to suggest that equal treatment and opportunity strengthens the workforce and reduces employee turnover.

 

Being in the mix is not good enough. Certainly, it’s a start – but, it’s time for leaders to dig a bit deeper to truly respect our differences. We all benefit in the long run.

Measuring Diversity

Measuring Diversity: The Metrics That Matter

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McKinsey & Company’s 2018 “Delivering through Diversity” report stated companies in the top quartile for ethnic/cultural diversity on executive teams were 33 percent more likely to have industry-leading profitability. Additionally, companies in the top quartile for gender diversity on executive teams were 21 percent more likely to outperform on profitability and 27% more likely to have superior value creation. These facts are proof that efforts to elevate your D&I initiatives can have a bottom-line impact on your organization.

 

Moreover, research has proven that, without inclusion, diversity is unsustainable.

 

Additionally, the idea of “belonging” is becoming increasingly important to a strong D&I strategy. Belonging is the sense that all employees can be their authentic selves, and as such, are essential to their team’s success. However, to continue effectively driving your D&I initiatives in the right direction, you need to know what is working and how well.

 

The metrics that measure the success of any people initiative are the same for D&I. Performance indicators, especially financial performance (specifically profit margin), should be paired with softer metrics for a complete picture. Correlate financial performance with measurements of employee engagement, employee retention, talent attraction, customer orientation, employee satisfaction and employee participation in decision-making.

 

In addition to these, there are a couple of specific initiatives you should implement to focus on measuring D&I:

 

Diversity Reports:

 

From a broad view, your company may appear to be diverse, but consider segmenting the company several ways to ensure it is representative of all levels and functions. Completing a quarterly or biannual report that shows the following (compiled from Project Include) will lend insight into your initiatives’ success:

 

  1. Employees overall, by function, seniority and tenure (cut by demographics)
  2. Employment status (i.e., full-time, part-time, contractor) (cut by demographics)
  3. Management and leadership (cut by demographics)
  4. Salary (cut by demographics) – Raises and bonuses (cut by demographics)
  5. Board of directors (cut by demographics)
  6. Candidate pools and hiring funnels, by role (cut by demographics)
  7. Voluntary and involuntary attrition rates (cut by demographics)
  8. Promotion rates (cut by demographics)
  9. Formal and informal complaints (cut by demographics) – Complaint resolution status (cut by demographics)

 

As an executive placement firm specializing in workplace diversity, we ensure that our clients have a keen understanding of what it will take to create the best culture to create a sense of belonging for all cultures. We aren’t just an executive headhunter. We are committed to being the best D&I search partner that we can be. Give us a call if you’re interested in finding out more.