USFN’s Diversity, Equity, and Inclusion Section periodically spotlights professionals promoting DEI and enacting education initiatives within the industry. Janice Nakano, Director of Client Relations and Business Development for Aldridge Pite, LLP, describes how she champions diversity and draws from her personal experiences to better understand and learn from others. Learn more about Janice and her efforts and discover small ways you can support DEI in your own work/life.

How would you describe your current thinking about diversity, and how has your thinking changed over time?

As an older adult, I’m more educated about what diversity means and how differences can and should be used to create a rounded perspective and understanding of different people, cultures, and identities. Traveling to foreign countries has certainly opened my mind to the fact that even though we may be from different backgrounds and cultures, we are all striving to have the basics: a roof over our head, a job, a family, friends, and a social existence. Before my foreign travels, I was definitely more self-centric (aren’t we all when we’re teenagers and in our 20s)?

Can you share some examples of how you championed diversity?

Participation: I have always been supportive of diverse communities. Since the late 1970’s, I have supported the LGBTQIA+ community in any way that I can by participating in parades, charities, galas, and events. I have to thank my two best friends growing up for enabling me to be a part of this community.

Support: Supporting women is also something I’ve felt a natural affinity with. I have mentored several young women who have grown into incredible professionals in their careers and continue to do so. I’ve worked with organizations that help women in various manners. Dress for Success is one of those organizations that give women the power to achieve economic independence by giving them tools, aka business outfits and self-care packages. The Mom Project and Path Forward are two organizations that I am just becoming familiar with. These companies help women who want to return to the workforce by equipping them with the tools they need, job prospects, and a community to support them.

Education: Currently, I’m educating myself in racial equality and the history of racism. Two books that stand out are, “How to Be an Antiracist” by Ibram X. Kendi, and “The 1921 Tulsa Race Massacre: A Photographic History” by Karlos K. Hill.

How would you serve diverse groups or traditionally underserved communities?

I live in New York City, which is filled with cultural, racial, socio-economic, and religious diversity to say the least. I try to buy groceries, clothing, and other necessities from my local shops or go to specific neighborhoods where I can find ethnic items.

What challenges do you think you will face working with a diverse population?

I like to think that I can communicate with any community. Language can be a challenge, but having lived in France before I could speak the language has taught me patience and understanding when communicating with a non-English speaker, or someone with very little English or a strong accent.

Growing up in a Buddhist household, when all my friends came from other different religious backgrounds, helped me to understand that we may have different faiths, but on a fundamental level, we are all taught to be kind, love thy neighbor, and be honest and caring.

Describe your ideal corporate approach to diversity, equity, and inclusion. What obstacles do you see in implementing the ideal approach?

Firstly, create a group or committee, state the group’s mission, create goals, and implement a path to achieving goals. Obstacles: making sure this does not become a group that is used to solely voice complaints.

How do you measure success in diversity, equity, and inclusion?

In business, through reporting and analytics, we can look at performance, pay equity, talent recruitment, and retention. Focus on measuring influence and power (people), rather than representation (numbers).

What positive outcomes do you think you will encounter by working with a diverse population?

Different perspectives offer a well-rounded understanding of a situation/topic/task. Learning about other cultures helps me to understand about others’ choices and decisions.

How would you advocate for diversity education and diversity initiatives with individuals who don’t see its value?

The best way to convince others to see the value in DEI, is to educate through discussions, suggested readings, providing information on events, and how to participate in DEI activities.

How would you handle a situation in which someone made a sexist, racist, homophobic, or otherwise prejudiced remark in a professional setting? In a social setting?

In both professional and social settings, I would let people know immediately that the behavior/comment is not acceptable. I have absolutely no problem confronting the person in a respectful and non-aggressive way.

How has your education/work experience prepared you for working with a diverse population?

As a chef in California, many of my co-workers were Mexican. In Europe, many of the support kitchen staff were from Africa. In both cases, these groups were, at the time, considered sub-standard groups.

Being a part of a DEI group has definitely expanded my knowledge and given me more tools for working and living with a diverse population.

Has your background prepared you to be effective in an environment that values diversity?

Growing up in a traditionally Japanese American household, but in a predominantly Caucasian

neighborhood, I always thought of myself as different. My family was the only Japanese family in our neighborhood and there was only one other Asian student with me kindergarten through sixth grade. My appearance has always been mistaken for either Latin American, an Islander, or Caucasian. I’m certain the inability for people to put me into a specific category enabled me to be part of every category in a sense, but at the same time, I wanted to be like “all the other girls” and identify as Caucasian. As I’ve grown older, I’ve embraced my diversity even more. Living in New York City has also allowed me to be part of and value the many cultures that exist.

Are you actively engaged in a group or organization that promotes diversity?

Yes, I am Vice Chair on the Diversity, Equity & Inclusion Committee with USFN.

What is the most challenging situation dealing with diversity that you have faced and how did you handle it?

I remember one time when a teenage girl was slinging offensive comments to a much older man, complaining how long it took for him to unload his groceries from a shopping cart. I turned to this girl and told her that she should have more respect for the elderly, and how would she feel if someone spoke to her grandparents like that. Her response was “whatever.” I honestly don’t think she got it. I’m a firm believer that karma will handle people and their actions.

Have you ever realized that you said or did something that may have been offensive to a colleague/co-worker/friend? How did you respond to that realization, and what was the outcome?

I remember telling a joke once to a friend, only to realize later just how offensive it was. My friend didn’t say anything at the time, but later, I did bring it up and apologized for being so disrespectful and insensitive. As I’ve grown older, I realize the impact words have and how important it is to think about what you say and how you say it.

How would you ensure that you are inclusive of everyone’s viewpoints and what is your approach to understanding different cultural viewpoints?

I believe asking questions is a big part of communication and learning. I’m interested in hearing about what other people think, even when they have very different viewpoints and perspectives than I do.

How do you go about ensuring that you are removing bias from your day-to-day work/life?

I am a work in progress. Confirmation bias is something I am trying to change in myself by reading and listening to different opinions and points of views. I still find myself using gender-specific language such as ‘guys,’ ‘dudes,’ “hey man,’ and similar terms when speaking with other women, or a group that includes women. I’m working on being consciously aware of what I’m saying and who I’m saying it to.

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June 2022 USFN e-Update