An Interview With Vanessa Ogle
Implement continuous feedback and improvement processes: Creating systems for ongoing feedback and being willing to act on it is a necessity when building inclusive communities.
In a world where diversity is often acknowledged but not always celebrated, we are taking a step forward to highlight the importance of inclusivity in building strong, vibrant communities. This series aims to explore the various facets of diversity — be it racial, cultural, gender-based, or within the differently-abled community — and understand how embracing these differences strengthens our social fabric. As part of this series, we had the pleasure of interviewing Valentina Jaramillo.
Val Jaramillo is a VITA-certified SLR coach with over 700 hours of specialized training, including Urban Tantra Professional Training and Like a Pro: The Wheel of Consent training. With 8+ years of DEI experience, Val brings a wealth of knowledge to the coaching industry.
Leveraging a background of 10+ years in communications for a Fortune 500 pharmaceutical company, Val now specializes in helping SLR coaches attract more clients, increase revenue, and maximize their impact by creating safe, inclusive spaces for LGBTQ+ individuals.
Val’s approach is rooted in the philosophy that we are whole beings, perfect as we are. This unique perspective, combined with extensive experience in DEI initiatives, positions Val as a leading voice in the evolution of SLR coaching towards greater inclusivity and effectiveness
Thank you so much for joining us in this interview series. Before we dive into our discussion about celebrating diversity, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
What brought me to working in the DEI space was my lived experience as a queer, gender nonconforming person in the corporate world who was closeted for a very long time. I was living in Colombia at the time and didn’t feel safe to come out. Colleagues always asked me about my husband or boyfriend; no one ever used inclusive language such as “partner.” There were no queer people I could look up to. I knew of other LGBTQ+ folks at work, but they were all closeted as well. I knew I wasn’t giving my best at work because I spent so much time hiding part of who I am.
Then I was transferred to the US, and I thought, “This is my chance; I’ll be able to come out and live openly.” To my surprise, as soon as I met my new team, I was immediately put in that cis, straight box again. Everyone made assumptions. Again, there were no people like me to look up to. The LGBTQIA+ ERG was non-existent. I didn’t feel safe. It took two years of covering up to finally feel the need to come out. It was a scary process. After that, I decided I would do everything I could so that people like me didn’t have to go through what I went through. I’ve been working in the DEI space ever since.
Can you share an interesting or hopeful story where spending time with someone who did not look like you or who was different from you taught you something that has been useful to you?
One time I attended an event with my wife and when we got there, we were the only white people in the room. It was a group of about 100 people, and we were the only two that were white. The moment we entered and realized this was the situation, I shrank. Then I took a few deep breaths and immediately thought, “Oh, so this is what it feels like to be the only person in the room.” I shared my experience with my wife, and she was in the same place.
We went in, participated in the event, talked to people, and even made new friends. It ended up being an amazing day. After that event, I am so much more conscious about paying attention to who is in the room and who might be feeling like they are the only ones there. I make sure they get a chance to speak and do my part to see them integrated instead of feeling relegated and stopping any interaction.
That experience also taught me that I need to be aware of my white-passing privilege, even as a Latine person. It taught me that building inclusive communities, whether at work or in your personal life, is key if we want a world where everyone can thrive. It also taught me that intersectionality needs to be at the forefront of our work because the added cumulative effects of multiple forms of oppression (such as racism, sexism, and classism) create unique challenges and experiences for individuals.
Ultimately, this experience reinforced my commitment to being an active ally and DEI advocate for underrepresented groups. It reminded me that creating inclusive spaces is an ongoing effort and requires self-reflection, and a willingness to step out of our comfort zones. When we embrace diversity and fostering environments where everyone feels valued and heard, we can build stronger, innovative, inclusive and equitable communities for all.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
The three character traits I think are the most instrumental to my success are:
1. Curiosity: I’ve always been a very curious person, eager to learn and explore different things and ideas. This curiosity led me to read diverse authors, allowing me to explore firsthand experiences different from my own. I wanted to understand what living in a different country, practicing a different religion, or having any different background meant and how it could feel. I also took various courses, learning new things and trying new activities, which led me to pursue an MBA and later a 600-hour coaching certification after already holding a Bachelor of Science. Curiosity also led me to travel and live in various countries, which has helped me understand the differences and similarities in people no matter where we come from. And this curiosity fuels my DEI work because I always try to find new ways to create safe and inclusive spaces where everyone can thrive.
2. Resilience: I am a long distance runner. I ran 50 miles several times and multiple 50km and marathons. This taught me to keep moving no matter what. It allowed me to see failures as opportunities for learning instead of blockages. When I encounter a problem in my business or in life, or something fails to go according to plan, I know that I need to analyze what happened, seek feedback where needed and look for the areas that can be modified and improved and go try again. When I fail I don’t quit. I see it as an opportunity and I learn the lesson so I can actually achieve my goal.
3. Being a Good Listener: When I talk to clients, I don’t impose my thinking on them. I actively listen to their struggles, reflect what I heard, and then ask questions to help them delve deeper into their own story. This process enables them to identify solutions, biases, or anything else on their own. I strive to have an open mind and an open heart when I talk to people so I can truly understand their needs without making assumptions. From this place, it is easier to support them in reaching their own conclusions and helping them question where their beliefs come from, allowing them to create intentionally safe and inclusive spaces.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Can you share a personal story that highlights the impact of diversity and inclusivity in your life or career?
One personal story that highlights the impact of diversity and inclusivity in my life and career happened recently. I started my Instagram account and posted a reel talking about the importance of pronouns and sharing my own pronouns, which are they/them. It was flooded with transphobic comments. In less than 6 hours, it had over 200 comments, all voicing their hate towards people who don’t fall in the gender binary. The video ended up having more than 3K views in less than a day, which for a new account was great. However, it was not the right audience.
When all the hatred started to come in and I saw 200 comments, none of them positive, it hit me hard. I immediately reached out for support from my community to balance the comments. I felt all the feelings, and the next day I was able to understand why this work is so needed. There is a lack of knowledge and understanding about what gender really is and the difference between gender identity, gender expression, and sex assigned at birth. This fueled me to keep up my work and reminded me of the importance of creating safe and inclusive spaces where we can all thrive and no one has to go through anything similar.
How do you approach and manage the challenges that arise when working towards creating more inclusive communities?
When working towards creating more inclusive communities, I approach challenges with a focus on open dialogue, diverse collaboration, and continuous improvement. Open dialogue is necessary so that everyone involved can be heard and can express their opinions in a productive way. Active listening is crucial for open dialogue to be successful. I teach people how to really listen, which means that while someone is talking, they are focused on what that person is saying. They are not thinking about what they are going to reply, they don’t interrupt, and they reflect what they heard to ensure understanding. This is key so that everyone can be on the same page.
Collaboration with diverse stakeholders is important because it sets the foundation for inclusivity. When creating inclusive communities, they need to be inclusive from the get-go. If the foundations aren’t strong, the whole structure will fail and probably end up doing more harm than good. We need to ensure representation at all levels, and this happens organically if the base is set up this way.
Lastly, feedback and continuous improvement are essential. When building inclusive communities, we need to be open to receiving feedback and acting on it as needed. We need proper processes to ask for feedback and make it part of the foundation of the community. It is also important that we ask for feedback from a diverse audience to avoid just hearing from people who think exactly like us. We need to understand that community building is an ongoing process and not a once-and-done affair; therefore, these three tips are in continuous movement.
What innovative strategies or initiatives have you implemented or observed that effectively promote the importance of diversity and inclusivity?
One innovative strategy I implemented was a monthly meeting between two different members of the executive committee and a group of people from various ERGs at a company I worked with. These were small meetings, with 8 to 10 participants, aimed at discussing their experiences, sharing perspectives, and brainstorming ways to enhance inclusivity in the workplace. The groups included a mix of employees from various backgrounds to ensure varied perspectives. These meetings fostered deeper understanding and empathy among colleagues. They also allowed the executive committee members to truly understand what employees go through, enabling them to collaboratively develop solutions and suggestions for improvements.
In your opinion, what are the key elements that make a community truly inclusive, and how can these be fostered on a larger scale?
The key elements to make a community truly inclusive are representation, culture of belonging and equity. Representation ensures all voices are heard and represented, especially those of historically marginalized groups. Representation can be fostered by actively seeking diverse individuals and giving them the platforms so their voices can be heard. Representation is also fostered by intentionally choosing the people who will be involved and ensuring they are diverse and represent the totality of identities out there.
A culture of belonging is key because people need to feel safe, welcomed, seen and valued. We humans need to feel connected and part of something bigger than ourselves. A culture of belonging allows folks to show up authentically and be their true selves. This is done through continuing education, checking our own biases, open communication and celebrating diverse cultures and identities. A culture of belonging at large scale can be fostered by advocating for inclusive policies at local, national, and global levels, and by supporting organizations and movements that champion social justice.
Last but not least, equity. This means leveling the field by giving everyone the resources and support they need to be able to succeed. Equity can also be fostered at large scale by advocating for inclusive policies at local, national, and global levels and ensuring equity is not overlooked.
Based on your experience and research, can you please share “5 Ways We Can Build Inclusive Communities”?
- Checking our own biases: Encouraging individuals to regularly examine their own biases and assumptions is a must to be able to create inclusive spaces. One of the practices I use and teach others to work on our own assumptions and biases is to describe people based on observable characteristics rather than assuming gender or other attributes. For instance, I say “that person wearing lipstick and long hair” instead of assuming “that woman.” This exercise helps to challenge our unconscious biases and opens our brain to inclusivity..
- Foster open communication and active listening: We need to create spaces where everyone feels safe to express their opinions and experiences. It is essential to make active listening skills a priority so that people really hear and understand each other. For example, In my workshops, I always take time to ensure everyone understands the importance of active listening. I have different practices to teach others how to focus on what the other person is saying without already thinking on the response or without interrupting. By making sure everyone is on the same page about the importance of active listening, we get to have deeper and more productive conversations and better understanding among diverse groups.
- Implement continuous feedback and improvement processes: Creating systems for ongoing feedback and being willing to act on it is a necessity when building inclusive communities. For example, recently, I started an Instagram account to educate about gender identity, pronouns and other gender and sexual diversities. I received a lot of initial negative reactions. Instead of quitting or getting furious and taking it personally, I decided to use this as an opportunity to understand what was really missing, listen to my audience and with that feedback I was able to adjust my approach and continue the much needed education.
- Promote Diverse Leadership: Ensure diverse representation in decision-making and leadership roles. Including diverse stakeholders from the start when building communities or initiatives is essential to building a strong base. In my work, I’ve seen how having diverse leadership from the start leads to more inclusive policies and practices and to a culture of inclusivity. For instance, while working at a company that was remodeling their office space to make it an open floor, I was helping the team listen to all employees and getting feedback from diverse voices and this brought up the need for all-gender bathrooms. Which contributed to making the workplace more inclusive for all employees and attractive for new talent.
- Implement inclusive policies: Developing and establishing policies that support diversity and inclusion is a great way to build the framework for inclusive communities. This includes anti-discrimination policies, flexible work arrangements, and benefits that go beyond the usual benefits and address diverse needs, among others. For example, a company I worked with went ahead and reviewed their parental leave policy after I suggested they were only benefiting one type of family and discriminating against others. After the review, the policy included adoptive and same-sex parents, and this change made a huge difference in attracting and retaining top talent.
How do you measure the impact and success of diversity and inclusion efforts, and what changes have you seen as a result of these initiatives?
I use both qualitative and quantitative methods to measure the success of diversity, equity, and inclusion efforts. In organizations, straightforward quantitative measures include the diversity of hires, retention rates of people from historically marginalized groups, and the number of discrimination complaints. I also utilize surveys to measure employee perception and engagement. To improve something, we need to measure it, so having these numbers is essential. I’ve seen firsthand how, once organizations start measuring DEI metrics and establish a baseline, it becomes easier to take appropriate actions for their specific situation and see improvement. Without measurements, it is harder to be specific and gauge success.
Qualitative measures are also crucial for evaluating DEI initiatives. By listening to personal experiences, we can relate to and witness the impact of these initiatives. Focus groups, interviews, and open forums are excellent ways to gather feedback, which can then be used for refining and improving the initiatives. On one occasion, we had the CEO present in a focus group. When she heard the employees’ experiences following the implementation of revamped unconscious bias training, her commitment to DEI doubled.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
I want to start a movement called the Global Movement of Empathy and Respect. This movement focuses on fostering empathy and respect for all individuals, no matter who their background or identity. It would start with empathy education in schools to ensure kids learn to cultivate emotional intelligence from an early age, setting them up to be more empathetic adults. Then there would also be education for adults on empathy, and helping everyone become better active listeners, which allows for open conversations and better conflict resolution. Additionally, by enhancing people’s perspective-taking capacities, it would be easier for everyone to put themselves in someone else’s shoes and, therefore, easier to understand each other and do good for one another.
By teaching respect and empathy at every level and making those two traits crucial in people’s relationships, I believe it would be easier to advocate for equity in healthcare, education, work, and all aspects of life. Leaders would be inclusive and lead by example, focusing on the well-being of all people rather than just a select few. Collaboration between countries would be a given, and there would be no wars because we would all understand how it feels to be the other and not want anyone in that position.
The principal objective of this movement is to create a world where everyone feels a strong sense of belonging, is valued and understood, and has the opportunity to thrive no matter who they are.
How can our readers further follow you online?
People can follow me on LinkedIn or Instagram
Thank you for the time you spent sharing these fantastic insights. We wish you continued success in your great work!
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
Celebrating Diversity: SLR Coach Valentina Jaramillo On How To Build Inclusive Communities was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.