DEI Champion Finalist
General Manager
Midwood Investment & Development

One of the greatest privileges of a leader is being able to be a voice for the voiceless and a catalyst to uplift people in a professional, authentic, and genuine way. This past year, I was able to find ways to successfully do this through the lens of diversity, equity, and inclusion. In my 10 years within the multifamily industry, I've been made aware of the need for champions of diversity - people who can inspire others to want to be better and find effective ways to do it to be inclusive and promote belonging.

In May 2022, I transition from Village Green (third party management company) to Midwood Investment & Development (commercial and residential owner/operator). With Village Green (as an Executive Property Manager), I was continuing the new hire teachings of unconscious bias, leading different levels of leadership within maintenance, leasing, operations, and corporate employees. I was an active member of Village Green's Diversity & Inclusion Committee, contributing to monthly company celebrations around other culture's holidays, dispelling cultural stereotypes, and more. Through this work, we were able to help retain more employees of color and help bring in more attention to retention and attracting diverse talent. Long term, this has lead to a more diverse landscape in on-site and management positions. Due to its smaller multifamily portfolio, Midwood has less overall employees, and DEI was not a concentration point. Immediately, I consulted with HR regarding future plans for proactive DEI initiatives, and was immediately brought in to be a part of the planning of that growth. I was able to be involved in the conception of Midwood's upcoming Employee Recognition Program, which required over 3 meetings in discussing how to fairly measure our associates and to consider all identities and the barriers people may face looking to achieve goals. This allowed for the most equitable program for our organization.

In the meantime, I've been able to make a difference with the on-site team. In our morning meetings, we spend time learning new DEI concepts and how that impacts our ability to perform and provide quality customer service. I also try to align industry topics to the site team, even incorporating a presentation on Unconscious Bias during NAA RPM Careers Week. I take the time to allow associates to ask questions that they may otherwise be scrutinized for, especially related to politically correct or sensitive matters. This allows for a more authentic dialogue to focus on understanding and impacts of our attitudes, language, and actions. Moving forward, I look to continue the work of making DEI a necessary fabric of Midwood's cultural cloth.

Another area that I've been able to continue the work of championing is through the Pennsylvania Apartment Association (PAA). I have been serving since 2018 and been witness to the work it has taken to transform it into an affiliate that encourages DEI. This year, I chaired the PAA's Diversity, Equity, and Inclusion committee again. This committee is so unique and special to me because it has begun to set a precedent for what an affiliate DEI committee can do. In our monthly meetings, concepts related (but not limited) to intersectionality, tokenism, allyship, decentering, and civility are discussed in a way that is educational and draws a connection to its effect to the workplace and the multifamily industry. Many of the members of the committee have expressed that they were able to learn more about themselves, leadership concepts via DEI, and how to be overall better contributor. Leaders within other affiliates have also reached out to me to reflect on our committee's progress and ask how they can provide the best content to their members. Others have been encouraged and inspired to apply for NAA DEI programs to continue their education. Some have even brought concepts back to their organizations, like National Civility Month. Via one committee members, I was able to collaborate locally with Berger Communities, doing a presentation on the act of civility being instrumental in creating inclusive workplaces and apartment communities. One member was able to add a pledge that their employees and residents acknowledge setting civility as a standard at their communities, encouraging inclusion and belonging. I am proud of this affiliate committee accomplishing so much and setting a tone for how DEI can create change agents.

This year, I was the recipient for the PAA's DEI Leadership Award at the Best of Living Awards. This was one of my proudest accomplishments on behalf of the affiliate and how far the committee has come within just 2 years. We were voted in as a standing committee this year, solidifying our impact and stance. Locally, I was able to present during the Pittsburgh's All-Stars Education Conference. My hour long presentations were on microaggressions, showing supplier partners and property management employees just how impactfully these micro-insults, -aggressions, and -assaults can impact our team. This was well received by the membership, and inspired my joining the education committee for next year to continue this work.

Other accomplishments this year includes serving on the NAA's DEI committee, as well as creating the first collective of black women within multifamily who cultivate each other personally, professional, and authentically. I named this collective Melanin In Multifamily ™ to help create safe spaces for melanated multifamily professionals, allowing us to balance social inequities within our identity, and continue to foster the work of the NAA, its affiliates, and the overall multifamily industry.

Easily the most rewarding part of DEI work is the impact you can leave with others. This year, I've been able to help other affiliate DEI committee chairs to identify and develop programming and topics relevant to their membership. Another new venture that was created this year is Melanin In Multifamily ™. After a very successful and fulfilling Apartmentalize, I realized that there was a need for a community already connected. This group was formed to highlight social inequities within our identity base and within our industry, and help provide ways to enrich each other professionally, emotionally, and. This collective is in the works for becoming incorporated and an active supplier partner for the NAA, amongst other organizational goals.
Another impact of my efforts have been the attention the PAA DEI committee has gotten for being an option for framework of running an affiliate committee. It has been a recommended model as we are one of the longest standing DEI committees within the affiliates. This committee has been impactful by being successful in adding DEI to the PAA education schedule and increasing engagement through educational webinars and panel discussions. It was also the first time a DEI topic was featured as a main presentation for an affiliate education conference.
Future impacts include being asked to help Berger Communities develop their unconscious bias facilitation so they can have permanent programs in place to ensure their employees are properly training on their DEI expectations.