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How Tara Wilson Promotes Empowerment

Posted By Tara Wilson, Thursday, March 26, 2020
Updated: Thursday, May 28, 2020

Tara Wilson, SVP and General Manager at Paysafe’s Income Access is a 2019 Mercedes-Benz Emerging Leaders Top 100 Award Winner. Here’s her story:

Defining powerfully empowered

Being powerfully empowered is a responsibility. This includes developing both internal and external relationships. When done successfully, it can help build a brand of integrity, trust and inclusion. As someone who advocates for those values in the workplace, I feel a responsibility to empower, encourage and inspire people in their professional and personal lives. I am one of the lucky individuals who’s had strong advocates in my career for guidance and support when I wanted to give up. Now, it’s my turn to pay it forward.

In previous work environments, it was challenging to be hopeful about long-term career prospects. I wasn’t around many women leaders. To paraphrase Facebook COO Sheryl Sandberg, Lean In author: “I didn’t necessarily believe I deserved a seat at the table. I had imposter syndrome.”

Lean In was an eye-opener for me. It was the first time imposter syndrome, which describes those believing that their achievements weren’t “earned”, was explained in a way that was digestible. Leaving behind that mindset required continuous learning and listening to other people’s stories.

Eventually, I understood and embraced the reasons behind my recognition as a leader: I had earned it by putting in the work. Paysafe recognized my potential and drive and saw me as a person that could add value to our organization because of my passion, experience and skillset. They further encourage me by supporting my continued development.

Empowering individuals

Starting out from a data entry level and working hard to get where I am today, I understand the importance of being down to earth, relatable and open. I’ve been fortunate to hold several positions throughout my career that helped nurture these traits. Those experiences fostered a level of sociability allowing me to easily find common ground with my team, understanding what they go through on the frontline. I strive to share my knowledge gained throughout the years via active mentorship. Currently, I mentor over 20 individuals. Anything I can do to help people evolve their approach to achieving their goals is gratifying.

Working with WXN

Being a Mercedes-Benz Emerging Leaders award recipient was humbling. Part of that honor included an off-road driving experience on rocky terrain with the other WXN winners. Coincidentally, that experience mirrored the obstacles we sometimes confront throughout our careers.

Moreover, spending time with the winners and WXN CEO Sherri Stevens can’t help but make you feel powerful. If this wasn’t enough, WXN recognized us during an exceptional awards ceremony and through continuous content marketing support thereafter. All to say, they’ve done so much more than give me an award. They’ve connected me to other female leaders, shaping us as advocates for one another and future leaders. If you’re not already a WXN member, you should look at becoming one!

Leadership

The platinum rule, “do unto others as they would want done unto them,” is a rule I abide by in my day-to-day life. For a long time, leaders communicated with others using the golden rule, “do unto others as you would have them do unto you,” which I don’t believe is as impactful.

Good leaders understand individuals’ personalities, needs and communication style, which should be reflected when delivering feedback. I strongly believe that the way to get the best employee performance is to treat them the way they need to be treated and not the other way around. Kim Scott’s Radical Candor is a great resource on that topic.

A career-defining moment

In my past, I was asked to speak to vendors to sort out a costly business issue. The call included senior members at a former company (all men besides me). I began talking through my research, when I was interrupted by someone who commented that I shouldn’t “nag” the vendors to make my point. This prompted laughter from all on the call, completely deflating my morale. While I was still able to finish speaking, it was a defining moment in my career because it was finally clear that my contributions to the company weren’t appreciated. In that moment, I decided to move on.

Oftentimes, individuals go through experiences where they must make a similar decision. From my viewpoint, if you’re engaged, trying your hardest and producing quality work, but are not being seen or heard, you must evaluate if the leadership and work culture is a right fit for you.

D&I plans for 2020

Organizational diversity and inclusion (D&I) initiatives welcome employees’ unique traits. As a Paysafe D&I committee member, I believe that everyone deserves a voice. Those voices extend beyond women in business and include people with both visible and invisible characteristics like age, disability, race, sexual orientation and more.

My plans in 2020 are to elevate those around me by continuing to drive change and having the difficult conversations that may arise along the way.

Tara Wilson, SVP and General Manager at Paysafe’s Income Access is a 2019 Mercedes-Benz Emerging Leaders Top 100 Award Winner. She has been recognized as Canadian woman between the ages of 30 and 40 who has had successive leadership positions within her organizations and has proven a passion for learning and innovation.

2020 Top 100 Nominations are now open. Click here to learn more about Top 100 and nominate a powerful female or even yourself!


About Tara:

Tara WilsonTara Wilson, SVP and General Manager, Income Access (Paysafe Group)

2019 Canada’s Most Powerful Women: Top 100 Award Winner

Mercedes-Benz Emerging Leaders

Tara Wilson has almost two decades’ experience in the tech sphere and 16+ years’ expertise in operational leadership within the payments and marketing sectors.

Tara is both a mentor to others, helping them reach their maximum potential, and an advocate for Diversity & Inclusion, promoting the needs of women in the workplace and other frequently disempowered groups. In recognition of her achievements, Tara took home the 2018 Silver Stevie Award for Female Executive of the Year in Canada.

Tags:  Canada's Most Powerful Women: Top 100  CMPW Top 100  Diversity  Diversity and Inclusion  Emerging Leaders  Female Leaders  Inclusion  Inspiration  Leaders  Leadership  Mentoring  Powerful  Powerful women  Powerfully Empowered  Powerfullyempowered  Top 100  women empowering women  WXN 

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Why empowerment takes many forms for the Hon. Dr. Jean Augustine

Posted By Women's Executive Network, Wednesday, December 18, 2019
Updated: Thursday, May 28, 2020

Jean Augustine header

You might recognize the Honourable Dr. Jean Augustine as the first African-Canadian woman elected to the House of Commons; a former MP for 13 years; the Minister of State Multiculturalism and Status of Women Canada; a school principal with two public schools named after her; the driving force behind the placing of the Famous Five statue on Parliament Hill.

Jean AugustineAnd if you’ve been following WXN’s Canada’s Most Powerful Women: Top 100 announcements, you’ll know her as this year’s Accenture Inclusion Vanguard Award Winner, too.

We could go on, really. Her accomplishments are as numerous as they are impressive. But if there’s one thread that winds through them, it’s one of empowering others. It’s just taken many different forms throughout the years.

Augustine the educator

Growing up in Happy Hill, Grenada through the 1940s, Augustine knew early on that she wanted to teach. In fact, teaching was her first job. So when she immigrated to Canada in 1960 to become a nanny, she was already qualified in education – but still had a journey ahead of her.

Education remained her focus early on in her career. She completed her education at Toronto Teachers College and earned her bachelor of arts at the University of Toronto. And while earning her masters of education, she taught elementary school with the Metropolitan Separate School Board in Toronto.

In the coming years, she rose from teacher to principal. Still, she never forgot her roots – or the kids she taught. “When I walk the streets and meet young people who I taught and who remember what I taught them, I feel I have made some contribution to their lives,” she told the National Post. “I feel that’s a really big achievement.”

Augustine’s now at 82 has never stopped teaching. She has two schools in her name. She continues her work with the Centre for Young Women’s Empowerment, where girls age seven to 17 learn everything from self-confidence and leadership skills to martial arts and yoga. York University’s Jean Augustine Chair in Education, Community and Diaspora aims to advance access, equity and inclusivity in education.

Augustine the activist

After arriving in Toronto, Augustine noticed there was work to do. “There were so many things that I saw that needed activism, especially because I was an immigrant, black, Catholic woman,” she told the National Post. “Sometimes I was the only black face in the room or the only woman.”

She became active in Toronto’s Caribbean community, serving on the committee that organized the first Caribana festival in 1967. She founded the Toronto chapter of the Congress of Black Women of Canada (later becoming the organization’s national president). And she did all of that while volunteering with grassroots organizations fighting for women’s rights and combating violence against women, drug abuse and poverty.

She also spent time as the chair of the Metro Toronto Housing Authority where she provided leadership to people living in difficult housing situations.

Noted for her leadership in her community, government leaders approached her for help on important issues like the development and launch of Canada’s multiculturalism policy and training teachers in diversity and equity.

Augustine the politician

On Oct. 25, 1993, Augustine did something no African-Canadian woman had ever done: she won a seat in the Parliament of Canada.

Her work in her community and her activity in the Liberal Party put her on the radar of former Prime Minister Jean Chrétien, who nominated her for a place in the coming election. Her stunning victory came at a time when her riding was less than one per cent African
Canadian.

In office, Augustine kept her activism going, championing a historic motion designating February as Black History Month in Canada and the Famous Five statue on Parliament Hill that honours five Alberta women who fought so that women could be considered “persons” under the law.

Before leaving her position as MP in 2006, she had served as Parliamentary Secretary to the Prime Minister, Minister and Secretary of State for Multiculturalism and the Status of Women, Chair of the Foreign Affairs and International Trade Committee, Chair of the National Women’s Caucus, and in her final year, Assistant Deputy Speaker.

After leaving Parliament, Augustine did one last tour of duty as the first Fairness Commissioner in Ontario, where she set new standards for regulatory bodies on conditions for foreign-trained professionals. She stepped down in 2015.

Augustine the award winner

This year, Augustine added the Accenture Inclusion Vanguard Award to her list of distinctions – and she was honoured to do so, she told the National Post.

“I’m deeply honoured that I was selected, simply because diversity and inclusion has been my life’s work,” she said.

The Accenture Inclusion Vanguard Award resonated with the firm’s values and commitment to offering an inclusive environment where all people have a strong sense of belonging, can be their authentic selves, and have equal access to opportunities.

The Inclusion Vanguard award recognizes a leader, male or female, who has made a profound, thoughtful and measurable impact on diversity; who champions others; who betters the experience in the community around them. Through her work here in Canada, Augustine has done just that.

This award joins other accomplishments she has earned: the Order of Canada, the Queen’s Diamond Jubilee Medal, seven honorary doctorates, and her appointment as Commander of the Order of the British Empire for her work in education and politics, to name a few.

Still, her work isn’t quite done yet. As she said in a response to a Speech from the Throne on Feb. 5, 2004, “I am living proof that we live in an open and inclusive society. But as long as people express that they have experienced racism and discrimination, we still have work to do.

“I am confident that the action we have already taken will benefit many generations after us. We must continue to act.”

To learn more about Jean Augustine, and our 2019 Top 100 Winners, visit our Top 100 winners page.

Tags:  CMPW Top 100  Diversity  Diversity and Inclusion  EDI  Equity Diversity and Inclusion  Inclusion  Top 100  WXN 

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Why Rich Donovan puts "delight" ahead of "diversity"

Posted By Women's Executive Network, Thursday, September 26, 2019
Updated: Wednesday, May 27, 2020

It was 2008 and Rich Donovan had just crunched the numbers on how many people live with disabilities worldwide.

The United Nations at the time reported the number around 600 million. His analysis pegged that population at 1.2 billion.

“I actually had to do the analysis three times because I didn’t believe the numbers. They were just too big,” he said. “It’s a pretty ballsy statement to make that the UN’s wrong by a factor of two, right?”

But he was right – and that’s the moment Donovan, founder of Return on Disability, author and past winner of the Women’s Executive Network’s 2018 Inclusion Vanguard Award, knew there was a huge, untapped opportunity touching 53 per cent of the world and worth an estimated $8 trillion.

Today, the number of people with disabilities has grown to 1.7 billion people, yet it’s an entire market that’s historically been overlooked. “From my perspective, this is the reason why every company that faces an end consumer, every government that faces an end citizen, should put [disability] at the core of their experience design,” he said.

That’s why he’s changing the conversation.

Building a new approach

In a world where companies talk about diversity and inclusion, Donovan is talking about something else entirely: markets and delighting customers.

Not surprising, given he used to manage about $6 billion in equity as a Wall Street trader. “The trader in me decided to treat disability as a market. I went about doing the analysis as I would for any other trade,” he said.

Trading is where his diversity journey starts, first through Merrill Lynch where he helped with on-campus recruitment efforts for women and visible minorities. “But we weren’t recruiting people with disabilities. In fact, nobody was. And so we decided as a group to add disabilities to that recruiting process.”

That led to Lime Connect, a third-party recruitment organization he founded in 2006 that grew out of those efforts. They connected with other big names like PepsiCo, Google and Goldman Sachs. It’s also where Donovan learned a key lesson: “It’s not about numbers and quotas; it’s about people. And people have desires to be the best that they can be.”

Therein lies the problem with a lot of diversity and inclusion programs, he said. “They haven’t taken the time or the effort, or made the investment, to really understand how those dimensions impact their revenue formula. They haven’t started to build these changes in demand into their product mix, their R&D mix, their customer experience.”

Now, with Return on Disability, he’s leading the charge on a new way of approaching the conversation. “This is more about, how can we best serve our customers? How can we best delight our customers?” he said.

“And the way you do that is you deliver to them what they want.”

Building momentum

Donovan’s decision to start a business focused on that premise was a huge risk, especially since no one else was having those conversations ten years ago.

“When you take a risk like we did, leaving a pretty good job and building something that was totally out of left field at the time, you realize that not many people do that,” he said.

We have honoured deserving recipients with the Inclusion Vanguard award annually, at our Top 100 Awards, since 2016.

That made winning the Inclusion Vanguard Award that much more meaningful, he added. It honours Canadian leaders, both male and female, who champion change and outstanding commitment to a broader diversity agenda within their organizations, clients and communities.

“At the end of the day, professionals don’t do things for awards; they do things for rewards. They do things for profit. They do things to better their business. But between today and the realization of the market, which could be ten years, you need some steps along the way to say yeah, you’re headed in the right direction.”

The award also signals that the conversation he started is becoming mainstream and reduces risk for others who want to follow his lead.

“It’s helpful for other companies to see this is something that you too can be successful at,” he said.

Building the future

Today, Return on Disability has 15 clients globally, ranging from multi-national banks to governments that embrace people with disabilities as valuable customers who drive growth and revenue.

Donovan’s also become an author, publishing Unleash Different last year, which chronicles his journey to Columbia Business School and beyond as a person living with a disability himself.

When he looks back on his accomplishments over the past 13 years, he’s encouraged by the change he’s seen… even if it’s slow-going.

“Organizations and brands are incredibly complex. They’re full of people with different needs, they’re full of corporate mechanisms that we navigate,” he said. “Change on this scale is a very difficult thing to do.”

He’s seen change pick up pace for those 1.7 billion people with disabilities worldwide and the people in their lives, in products like Google’s autonomous car, Amazon’s Alexa and even Disney characters that put accessibility first. He’s seen it in his own work and the work of his clients, too.

“We’ve proven our model and our work…Our clients have put packaging and commercial machinery and technology on shelves globally,” he said.

But there’s still work to do in the market – and he’s ready to do it. “We’re still talking 15 companies out of 5,000, and that doesn’t even include government. So the opportunity’s still there.”


We are proud to partner with Accenture for the Inclusion Vanguard Award, a prestigious part of our annual Top 100 Awards! In 2018, we had the absolute pleasure of honouring Rich Donovan for his extraordinary and notable actions towards diversity and inclusion in Canada. At our 2019 Top 100 Awards on November 21, we will celebrate a new winner of the Inclusion Vanguard Award, recognizing a leader who has made a remarkable impact in driving real, lasting change. The Inclusion Vanguard Award symbolizes what we all strive to achieve: a stronger, more inclusive Canada!

To learn more about the Accenture Inclusion Vanguard Award and our Top 100 Awards, visit our Top 100 page.

Tags:  CMPW Top 100  D and I  Diversity  Diversity & Inclusion  Diversity and Inclusion  EDI  Equity Diversity and Inclusion  Inclusion  Top 100  WXN  WXN Top 100 

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