Mujerista is a cross-cultural concept, reflecting the millions of women who, yesterday and today, bring their innate wisdom and relational orientation to lead needed change in many social spaces.

 In this workshop, we begin by reflecting on the legacies of our women ancestors and their examples of persistence, resistance, and care. As contemporary women, we will discuss our leadership competencies as disrupters and changemakers possessing empathy, emotional intelligence, and interdependence. Join us in this intimate conversation.

Workshop facilitators are Drs. Patricia Arredondo & Azara Santiago Rivera, always at the forefront of Mujerista leadership efforts.

Register Now!

Date: Tuesday, October 20, 7-8:30 pm EST via Zoom.

Fee: $50.00

Please send the following registration information: name, email address for Zoom invitation to:

parredondo@arredondoadvisorygroup.com or parredondo700@gmail.com

Facilitator Bios:

Dr. Patricia Arredondo:

Patricia Arredondo, AAG President, is an academic entrepreneur, having a successful career both in higher education administration and the business sector. Patricia has led AAG since 2016 with a team that fosters culture-centered leadership. AAG focuses on “organizational change through perseverance and passion.” Patricia leads workshops and seminars for women navigating workplace culture and for individuals “designing their dream consulting practice”.Her doctoral degree in Counseling Psychology is from Boston University. She currently resides in Mexico City.

Dr. Azara Santiago Rivera: 

Azara Santiago Rivera, Ph.D. is currently a Lecturer at the Department of Counseling, Human Development and Family Services, University of Vermont, VT. She is Professor Emerita and formerly the Founding Director of the Clinical Mental Health Program at Merrimack College, North Andover, MA. Dr. Santiago Rivera’s leadership positions in professional organizations include President of the National Latinx Psychological Association and Founding Editor of the Journal of Latinx Psychology. As a senior consultant of the Arredondo Advisory Group, she conducts workshops on Latinas and leadership.

Co-authored by Dr. Patrica Arredondo and Dr. Azara Santiago Rivera

It may be 2026, however, there are still gay men who struggle with telling their mothers that they are gay. Mom, I Have Something To Tell You, is a documentary that introduces the struggles, second-guessing and insecurities that are barriers to revealing a secret to the most supportive person in the life of a gay man.

Mothers also revealed their early wish that their son would marry and have children, as well as the need to protect him from critical family members and religious institutions. Mothers experienced many double binds, but supporting their sons became the priority.

The documentary, Mom, I Have Something to Tell You is based on interviews and conversations of the past 20 years held by Rick Miller, Executive Director of Gay Sons & Mothers (gaysonsandmothers.org). Through his interviews, Rick has brought to life the special bond and love between gay sons and their mothers.

You are invited to the screening of this poignant documentary on Wednesday, September 30th, 7:30 pm, EST. The 15-minute documentary will then be followed by a live discussion led by Rick and Alan Locher, a GS&M board member.

Join us. The link is below:
https://www.youtube.com/watch?v=6NIt-0FWZp0 

I met Gloria Steinem in March 2012 when she came to the University of Wisconsin-Milwaukee to give a keynote address at our women’s conference. As the Dean of the School of Continuing Education, I insisted on inviting her. I was a long-time “fan” and believed Gloria Steinem’s voice of activism and women’s empowerment would inspire all of us—and we were not disappointed.

The title of Gloria’s talk was The Longest Revolution, addressing women’s progress in the workplace and modern feminism. She did not sugarcoat the need to persevere for women’s equity in the workplace and society, and how this was an act of empowerment. One of her quotes illustrates her belief: “Feminism has never been about getting a job for one woman. It’s about making life more fair for women everywhere. It’s not about a piece of the existing pie; there are too many of us for that. It’s about baking a new pie.”

About Sharing Our Stories

The evening before the conference, I hosted a small dinner to welcome Gloria and to engage other conference speakers; there were about six of us. What will always stand out for me was her personal interest in who we were. She leaned in and faced each person, making direct eye contact, genuinely curious about who we were, our backgrounds, and what brought us to higher education.

We had a celebrity in our midst who prioritized relationships and stories. She cared about the other. In short, she was a great interviewer and listener. She wanted to hear our stories, and as she has said to many others—Tell your story.

Gloria Steinem’s Lengthy Legacy is About Being Action-Oriented

I was a beneficiary of the steadfast encouragement and example of Gloria Steinem and other 1960-1970 feminists. One quote that stands out is about legacy we can also emulate: “I’ve been using my torch to light other people’s torches. Because the whole idea that there’s only one torch is part of the reason why we’re so f***** up. Everybody needs a torch.”

Another favorite quote of Gloria’s is: “The art of life is not controlling what happens to us, but using what happens to us.” This is a quote that requires reflection followed by action.

This final quote from her is about being practical, humble, and about collective mentorship: “We need to remember across generations that there is as much to learn as there is to teach.” Please share your favorite Gloria Steinem quote with the readers of this blog.

Caring, determination, generosity, humility, and spunk are just a few of the words that come to mind as I reflect on Dolly Parton, a legend and advocate for inclusion, equity, cultural respect, and others’ well-being. She never forgot her roots and honored her parents who gave the children the gifts of music, interdependence, and love.

Dolly Parton’s legacy for women is one of authenticity and persistence in the midst of social barriers, and always bringing along other women. She left us the truth many women experience in the upbeat “9-5” lyrics. 

It’s all takin’ and no givin’
They just use your mind
And they never give you credit
It’s enough to drive you crazy
If you let it

Dolly’s message is to take charge, own our voice, mind, and accomplishments. She lived unapologetically, was her authentic self, brought gifts to children and underserved communities, was a woman of wisdom, and opened her heart to the world. Small in stature, she left us with her grace, spirit, and sense of joy.

With great appreciation to the iconic Dolly Parton.

Mujerista is a cross-cultural concept, reflecting the millions of women who, yesterday and today, bring their innate wisdom and relational orientation to lead needed change in many social spaces.

In these chaotic times that too often diminish women and girls, collective empowerment is needed. In this workshop, we will draw upon Mujerista principles and recognize our unique competencies of empathy, persistence, emotional intelligence, and interdependence. Join us in this conversation.

Workshop facilitators are Drs. Patricia Arredondo & Azara Santiago Rivera, always at the forefront of Mujerista leadership efforts.

Register Now!

Date: Thursday, August 20, 7-8:30 pm EST via Zoom.

Fee: $50.00

Please send the following registration information: name, email address for Zoom invitation to:

parredondo@arredondoadvisorygroup.com or parredondo700@gmail.com

Facilitator Bios:

Dr. Patricia Arredondo:

Patricia Arredondo, AAG President, is an academic entrepreneur, having a successful career both in higher education administration and the business sector. Patricia has led AAG since 2016 with a team that fosters culture-centered leadership. AAG focuses on “organizational change through perseverance and passion.” Patricia leads workshops and seminars for women navigating workplace culture and for individuals “designing their dream consulting practice”.Her doctoral degree in Counseling Psychology is from Boston University. She currently resides in Mexico City.

Dr. Azara Santiago Rivera: 

Azara Santiago Rivera, Ph.D. is currently a Lecturer at the Department of Counseling, Human Development and Family Services, University of Vermont, VT. She is Professor Emerita and formerly the Founding Director of the Clinical Mental Health Program at Merrimack College, North Andover, MA. Dr. Santiago Rivera’s leadership positions in professional organizations include President of the National Latinx Psychological Association and Founding Editor of the Journal of Latinx Psychology. As a senior consultant of the Arredondo Advisory Group, she conducts workshops on Latinas and leadership.

Co-authored by Dr. Patrica Arredondo and Dr. Azara Santiago Rivera

In June 2020, the Supreme Court ruled civil rights law protects gay, lesbian, and transgender employees. The ruling bans employment discrimination based on sexual orientation and gender identity (CNN, 2020). This ruling was cause for celebration, yet, like previous federal civil rights rulings on behalf of marginalized populations, the societal climate has worsened. Legislation in various states, in fact, has reduced protections with respect to housing, public accommodations, school bullying, and healthcare access. The Human Rights State Equality Index and The School for Human Rights provide state-by-state reports on laws that protect LGBTIQ+ people and their families and enacted legislation that create barriers. The links below take you to updated information.

Being an Ally in the Midst of Societal Negativity

The workplace may provide a positive climate for LGBTIQ+ employees through proactive programs and support groups, but this is not enough. Allyship matters. All individuals can assume responsibility to contribute to an accepting and supportive workplace. MINES, an International Business Psychology Firm, based in Littleton, CO, recommends six practices:

1. Practice humility—be honest about what you do not know
2. Commit to learning—pursue the many resources available
3. Take an outspoken stand—use your voice and show up when it matters
4. Use inclusive language—if unsure of a term, look it up or ask
5. Examine your own bias and participation in exploitive systems—be self-aware
6. Take meaningful action—leaders and manager can influence workplace practices
7. Build authentic connections—but also respect privacy

Closing thoughts

Feeling safe, respected, and heard, and a sense of pride in the workplace are desirable and possible experiences. All it takes is for each person to assume responsibility for creating a welcoming workplace environment for one’s LGBTIQ+ colleagues.

References
MINES & Associates, Inc. (2026). https://minesandassociates.com/pride-at-work-how-to-be-an-ally-for-lgbtq-colleagues/

The School for Human Rights (2025). https://tsfhr.org/lgbtq-non-discrimination-laws-a-state-by-state-analysis-of-your-rights/#google_vignette

The Human Rights Campaign State Equality Index (2024). https://www.hrc.org/resources/state-equality-index

Kindergarten, junior high, high school, college, and graduate school graduations are among the most celebrated in May and June. Pictures of smiling graduates of all ages in their caps and gowns are posted on social media platforms. Captions celebrate 79-year-old graduates and 14-year-olds who are moving on to the university.

The summer solstice occurs on June 21, 2026, at 4:24 am EST, the longest day of the year. This is another time of transition, with the sun in the farthest north in the Northern Hemisphere. On December 20-21st, it will be the furthest south, in the Southern Hemisphere. Summer brings longer days and at times a perpetual sense of vacation, but is it really so?

Post-graduation Realities
When the celebrations end, reality sets in. This is particularly relevant for college and graduate students. A new life chapter lies ahead, and expectations for a job, moving away, and putting one’s degree to work. Does one have 1) a list of contacts, 2) people who might write letters of recommendation, or 3) a circle of friends for support in this time of transition?

Career planning is an opportunity to be strategic and not reactive. A degree in Political Science, Math, or a graduate degree in Economics and Nursing still requires having a detailed resume, solid interviewing skills, and a job-seeking workplan. Beyond the skills just described, there are the qualitative aspects of career planning—1) What is the motivation for pursuing this position or that one? 2) What additional learning can occur with different work opportunities? 3) Purpose—what is your purpose in life? This is another important career planning question.

Career Planning is a Life-long Task
Mid-and-senior career planning is also relevant. People report working for 20, 30 and 40 years and asking, What comes next? Years of work experience means knowledge and competencies in different fields and settings. These are assets that can be the foundation for the next career stage. The relevant questions include: 1) What will be purposeful and meaningful? 2) What values matter to me? 3) What are the risks of leaving or staying where are I am? and 4) How much time should I give to planning my next career?

Suggested Readings and Resources
The Arredondo Advisory Group provides career coaching. Let us know if you are interested at arredondoadvisorygroup.com Meanwhile, consider these resources.

• Kulcsár, V., Dobrean, A. & Gati, I. (2020). Challenges and difficulties in career decision making: Their causes, and their effects on the process and the decision. Journal of Vocational Behavior, Vol 116, Part A. https://doi.org/10.1016/j.jvb.2019.103346
• Rochat, S. & Borgen, W.A. (2023) Career life as a game: an overlooked metaphor for successful career transitions, British Journal of Guidance & Counselling, 51:2, 298-309, DOI: 10.1080/03069885.2021.1940844 
• Sheehy, G. (2006). Passages: Predictable Crises of Adult Life. Bantam Books.
• Warfield, J. (2025). Rewriting the Narrative: Midlife Career Transitions and the Shift from Hustle to Purpose. Peercite Journal of Women Leadership, 3(S1), 1136-1139. https://doi.org/10.61641/pjwl.2025.3.S1.1136-1139

Career advancement involves attention to your skills, experiences, interests, and motivation. To be prepared means recognizing what it means to navigate to succeed in the workplace as a Black professional. Topics to be introduced are:

• Decoding organizational politics
• Dubois’ concept of dual consciousness
• Unwritten rules in the workplace
• Cultural authenticity
• Considering next career steps and toolkit

Presenters:

Dr. Courtland Lee, Senior Consultant with the Arredondo Advisory Group, Distinguished Professor and Professional Leader. Author of Multicultural Issues in Counseling: New Approaches to Diversity (Fifth Edition).

Dr. S. Kent Butler, Senior Consultant with the Arredondo Advisory Group, Professor, Past president of the American Counseling Association and Author Mental Health and the Black Man: A Mixtape Experience of Hardship and Harmony.

On April 10, Dolores Huerta had her milestone 96th birthday, a day one would expect to be celebratory. But March 17th is also a memorable day in the life of a crusader for social justice advocacy on behalf of school children in low-income neighborhoods, the farmworkers’ movement of the 1960s, and the rights of immigrants across the country. Dolores Huerta, who coined the phrase Sí Se Puede, revealed a long-held secret.

As with many women in the workplace, Dolores encountered sexual abuse. Along with several other women, minors at the time. Dolores revealed the sexual assaults of the man long revered as the leader of the farmworkers’ movement. When asked why she waited 60 plus years to come forth, she reported that she did not want to harm the movement. Her selflessness is admirable, but similar to other women, she silenced herself. Ironically, her name did not have the same recognition as the man who assaulted her, though she was always on the front lines with him.

Continuing the #metoo Movement
In 2007, Tarana Burke began the #metoo Movement on behalf of Black women in the South and other parts of the country, experiencing sexual harassment in the workplace. In 2017, the “Times Up” movement was initiated by women in the media and cinema; simultaneously, they filed lawsuits against Hollywood director Harvey Weinstein and other men who perpetuated sexual misconduct as they tried to advance their careers. Also in 2017, the “Silence Breakers” were recognized by Time magazine as the Person of the Year. (https://www.arredondoadvisorygroup.com/2017/12/13/tarana-burke-founder-metoo-movement-empathy-empowerment/).

People have questioned Dolores Huerta and other women about why they waited to report the sexual abuse. I hear this question as one that seems to blame the woman who was victimized. It’s as though she needs to explain herself.

This is why the #metoo Movement is still needed. Psychological safety is not for one person to assume; the workplace also holds responsibility. Women need to feel the solidarity and support of other women and men in work settings. Additionally, women need to know that by speaking up, they are showing courage and encouraging others not to remain silent.

Possible Resources
Workplaces may have resources such as the Ombuds Office, employee resource groups, or other trusted offices. One reminder is to document the incident and to keep it in a safe place. Another suggestion is to share the experience with a trusted friend or colleague. Finally, as women, we have to remind ourselves that self-care is an act of love and kindness to ourselves.

Black men remain significantly underrepresented in executive suites and boardrooms. Despite Black professionals comprising roughly 13% to 14% of the U.S. workforce, they hold fewer than 3% of senior corporate executive roles. Recent data indicate that only 7 Black men serve as CEOs in the Fortune 500 (Roberts, Mayo, & Thomas, 2019). Reaching these leadership positions is often only part of the battle. Upon attaining these organizational leadership positions,
Black men face several unseen hurdles:

1. The “Prove It Again” Bias (Williams & Dempsey, 2014): Black male leaders frequently
navigate an exhausting burden of proof. While many peers are promoted or trusted based
on their potential, Black men are routinely judged strictly on past performance. They
must often continue to validate their competence and authority long after establishing their credentials (Roberts et al., 2019).
2. Tone Policing and Stereotype Threat (Santiago et al., 2021): There is a relatively
narrow range of acceptable behavior for Black men in leadership positions. Because of
pervasive, unconscious racial stereotypes, people can easily misconstrue passion or
assertiveness as aggression. This dynamic triggers stereotype threat (Steele, 2010),
forcing many Black male leaders to engage in constant self-monitoring and “code-
switching” to ensure colleagues feel comfortable, exacting a heavy emotional toll.
3. The Sponsorship Gap (Pollard et al., 2021): Mentorship provides advice, but
sponsorship provides opportunity. Black men frequently lack access to influential
individuals willing to spend political capital to advocate for them behind closed doors (Thomas, 2001). This deficit makes the jump from middle management to the C-suite
exceptionally difficult, leaving many high-performing Black men over-mentored but
critically under-sponsored (Coqual, 2019).
4. Isolation and the Representation Burden (Roberts et al., 2019): Being the “only one”
in an executive leadership cabinet or boardroom is inherently isolating. It often comes with the unspoken, unfair expectation to serve as the official spokesperson for an entire race, and other minoritized groups, adding the heavy weight of representation to an already demanding executive workload.

My Experiences and Perspectives
My 40-plus years in academia as a Full Professor, as a president of national and
International professional associations, and as an organizational consultant, have provided me
with lived experiences of tokenism, surprise at my statistical skills, and praise for what I have
accomplished as a Black man. After a while, these roll off my back, however, when they occur in 2026, I am reminded of the inherent racism that continues to exist at the individual and institutional levels for Black men in leadership.

Dismantling the systemic barriers that make leadership an exhausting, uphill climb for
Black men is an organizational imperative. Cultivating truly inclusive cultures means moving
past performative metrics and prioritizing genuine sponsorship, psychological safety, and
structural change for Black men in leadership positions.

Please share your thoughts and experiences in the Comment box.

If you are interested in exploring the issues and challenges of Black men in leadership positions,
please consider attending the following seminar:
https://www.arredondoadvisorygroup.com/seminar-the-power-of-presence/

References
Coqual. (2019). Being Black in corporate America: An intersectional exploration.
https://coqual.org/reports/being-black-in-corporate-america-an-intersectional-exploration/
Pollard, E. M., Sharpe, E. E., Gali, B., & Moeschler, S. M. (2021). Closing the Mentorship Gap:
Implementation of Speed Mentoring Events for Women Faculty and Trainees in
Anesthesiology. Women's Health Reports, 2, 32–36.
https://doi.org/10.1089/whr.2020.0095
Roberts, L. M., Mayo, A. J., & Thomas, D. A. (Eds.). (2019). Race, work, and leadership: New
Perspectives on the Black experience. Harvard Business Review Press.
Santiago, P. N., Konopasky, A. W., & Railey, K. M. (2021). Words as windows: Using language
to move toward an inclusive environment. Journal of Graduate Medical Education, 13,
871–872. https://doi.org/10.4300/jgme-d-21-00961.1
Steele, C. M. (2010). Whistling Vivaldi: How stereotypes affect us and what we can do. W. W.
Norton & Company.
Thomas, D. A. (2001). The truth about mentoring minorities: Race matters. Harvard Business
Review, 79(4), 98–107.
Williams, J. C., & Dempsey, R. (2014). What Works for Women at Work: Four Patterns Working
Women Need to Know. New York University Press.