Ms. Mistry-Gosine has an extensive history of makinginflammatory posts on social media.
One example is her promotion in late-2024 of a so-called “Women of Color committee” at the NIH. This group, by definition, excludes non-politically favored social categorizations.
In 2020, this group released a report that called for gender quotes in senior leadership.
STRATEGY 1: Sponsor women in senior leadership.
Sponsorship2 is an important avenue to improve numbers of women in senior leadership. Neither formal mentoring programs nor executive coaching led to increases of women in top leadership, but sponsorship programs designed to accelerate the careers of women as leaders had a positive impact; in contrast with mentors, who work closely with faculty to enhance their research and education skills, sponsors have the position, power, and influence needed to advocate publicly for advancement of talented women to senior leadership positions (Helms et al., 2016; Travis et al., 2013). Both male and female employees are more likely to report that they are advancing in their careers, and feel more comfortable asking for raises, when they have sponsors in their company or institution compared with when they do not have sponsors(Hewlett et al., 2010). Connecting women to sponsors through formal programming is crucial for the advancement of women in STEMM (Huston et al., 2019; Sherbin,2018).
Sponsorship also might help address another factor hindering women from reaching top leadership roles in technology companies—their lack of visibility within an organization and/or shortage of opportunities to showcase their skills and value to the organization (Correll and Mackensie, 2018; Simardet al., 2008). Specifically, sponsors can work to ensure that women have access to high-profile projects to propel them into more prestigious leadership positions
Ms. Mistry-Gosine has a long and documented history of support for the poisonous “diversity, equity, and inclusion” ideology. As just one example, she ran the DEI program at a previous employer.
In its 2023 report, this group described its objective as follows:
At dentsu, Diversity, Equity, and Inclusion (DEI) is central to our vision, “To be at the forefront of people-centered transformations that shape society”.
It is our responsibility to empower business and societal transformation and in DEI we do this across our five global diversity themes of Gender, Anti-racism, LGBTQ+, Mental Health and Disability. We have the power to convene and change lives through, media, technology, and education not only for our people, but also our clients and wider society. Our 2023 report is a celebration of more than 72,000 dentsu colleagues from around the world and the contributions they have made to bring diversity, equity and inclusion to life at dentsu.
(Source)
