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.”

 

 


 

Angela Dixon


 

Berkshire Bank selects Angela Dixon as Chief Diversity Officer

March 1, 2021

 


 

Diversity Recruiters™ is pleased to announce that Berkshire Bank has selected Angela Dixon, a 30-year veteran in the Human Resources and the Diversity, Equity, Inclusion space. Angela has joined the Company as Chief Diversity Officer, reporting to EVP, Chief Human Resources and Culture Officer Jackie Courtwright.

 

Dixon brings a range of experience working with public and private sector organizations on workforce and strategic management issues, including strategic planning and leadership development.

 

As Chief Diversity Officer, Dixon will be responsible for driving the Company’s Diversity, Equity and Inclusion strategy in collaboration with executive management and each of Berkshire’s business lines. She will also work to enhance the impact of Berkshire’s existing diversity initiatives and programs.

 

‘I could not be more excited to begin this role at Berkshire Bank.’ Said Dixon. ‘Berkshire Bank has made significant strides in developing an inclusive and diverse workforce and applies their core values across the business to impact the customers they serve.

Before joining Berkshire Bank, Dixon owned and operated Dixon Consulting II, LLC, a management consulting firm focused on Diversity, Equity and Inclusion (DEI), and Talent Management. Her company helped organizations create and cultivate DEI initiatives that align with business strategy, expand opportunities for diverse communities, and produce sustainable, measurable impact. Previously, Dixon served as Vice President for Talent & Inclusion with the Capital Region Chamber of Commerce in Albany, NY, and served as Deputy Comptroller for Human Resources and Administration at the New York State Comptroller’s Office.

 

‘Angela will fill a very crucial role for our organization,’ stated Sean Gray, President and COO of Berkshire Bank. ‘Her talents and experience are well aligned with the core values that Berkshire Bank holds in the Diversity, Equity, Inclusion space.’

 

Ms. Dixon has a BA in Political Science and MBA from the University at Albany. She is also a Senior Certified Human Resources Professional through the Society for Human Resource Management (SHRM-SCP).

 

In 2018, she was named to the US Chamber of Commerce Foundation’s inaugural Business Leads Fellowship Program – an initiative focused on strengthening the role of business leaders in education and workforce development.

 

About Berkshire Bank

 

Berkshire Bank is a 21st-century community bank committed to purpose-driven performance based on its Be FIRST corporate responsibility culture.

 

Berkshire Bank provides business and consumer banking, mortgage, wealth management, investment, and insurance services. The Bank has approximately $12.8 billion in assets and operates 127 branch offices primarily in New England and New York, with an agreement to sell its eight Mid-Atlantic branches. Headquartered in Boston, Berkshire Hills Bancorp (NYSE: BHLB) is the parent of Berkshire Bank and is a member of the Bloomberg Gender-Equality Index. To learn more, call 800-773-5601 or follow us on Facebook, Twitter, Instagram, and LinkedIn.


 

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.