Male SVP/CFO of Global Construction Company Names MOXY as a Needed Medium

It was in November 2021 when I received a message on LinkedIn:

Congratulations, and thank you, for starting MOXY. You are providing a needed medium and I wish you and your team great success.

Best,
Bona Allen

SVP and CFO of Kajima Building & Design Group Inc., Bona Allen (speaking at head of classroom) is passionate about women’s equality in the workplace.

Bona Allen? I couldn’t place the name. Had I met him at an industry event? Did we have a mutual connection? And how did MOXY get on the radar of an SVP/CFO of a global construction/development company just one month after we launched? A little more digging and I soon discovered Bona was based in Atlanta. His office was just a few miles from mine so I asked if he’d like to meet for coffee. I found his LinkedIn message thoughtful and encouraging, and I wanted to understand what would compel a man in his position to look at MOXY as a “needed medium.”

Over the past year as I’ve gotten to know Bona, I’ve experienced first-hand his unwavering commitment to supporting women. Almost 50% of MOXY readers are men, and while I think all our female readers will enjoy hearing from him, I believe the male audience will gain additional insight into the importance of advocacy and why it’s critical to a business’s success. I recently sat down with Bona to talk with him more about this.

Natasha: So, how exactly did you first hear about MOXY?
Bona: I first heard about MOXY on LinkedIn. It must have been one of the first posts. I was immediately impressed with the content, and happy that you and your co-founder had started this important medium.

Natasha: You’re such a champion for women. Why are you compelled to be an advocate?
Bona: First and foremost, it’s the right thing to do. I firmly believe that everyone should be treated equally and with the highest level of respect regardless of…. anything.

Natasha: Regardless of anything, but….
Bona: Unfortunately, there’s groups of people that have, historically, not been treated equally, and have suffered from discrimination, bias, and worse. This continues today, whether or not we want to admit it.

Natasha: Growing up, what was it like in your family? Did your mom work outside the home?
Bona: Growing up, I watched my dad support my mom as she served on the board of trustees of her college, was elected to be one of the first female leaders in our church (in 1970), served in various [capacities] in our community, and worked as a secretary. She did all this, and more, while also raising my sister and me.

My parents were wonderful role models and gave me a strong sense of what equality should look like. Once I entered the workforce in the 1980s, over time I realized that level of equality was spotty, at best.

Even recently, I’ve seen my wife face obstacles I’ve never experienced. She’s a highly educated, intellectual person, having earned advanced degrees in nursing and in law. She’s licensed to practice in those professions and has achieved successful careers in both. Yet, in workplaces and outside her workplaces, she’s experienced forms of bias and harassment that I’ve never faced.

Bona has found it frustrating to see his highly educated wife face bias and harassment in her industry. “Women just need the same opportunities and treatment as men,” he said.

Natasha: It must be so frustrating for you to hear what she’s encountered.
Bona: Yes, absolutely it was frustrating, but primarily for her and what she had to endure. Over my career of 40+ years I’ve worked with, and for, women. I find that women are incredible workers and leaders. So when you ask me why I am such an advocate for women? Because women have just as much (and oftentimes more) drive, talent, intellect, ambition, professionalism, and overall business sense as men. Despite their advanced and wide-ranging abilities, women still face unfair obstacles.

Many times, women are more qualified than men, so they should have a fair shot at opportunities to achieve success at all levels. The result of their success is to bring success to the organizations for whom they work and for themselves. Women just need the same opportunities and treatment as men.

Natasha: How does having a diverse workforce improve your company's performance?
Bona: We attract the best, most qualified people! People from diverse backgrounds and experiences offer levels of creativity that are essential, especially in these unprecedented times of the pandemic, supply chain challenges, inflationary pressures, changing markets, and other issues we haven’t seen previously.

Kajima Building & Design Group, Inc.’s (KBDG’s) core business is to provide in-house architectural and engineering design for advanced manufacturing, warehouse/distribution, and office facilities. KBDG then constructs those facilities as a general contractor.

The high level of diverse thought and problem-solving abilities provided by our team has been key in our successful navigation of the wide range of business challenges we have faced, especially since early 2020.

Natasha: Have you seen any measurable improvements within your organization by increasing female headcount?
Bona: Yes, as we have increased the percentage of female staff at KDB Group, we find that our decision-making skills improve due to being 365-degree focused. Diversity in employment allows management to make decisions that are impactful as alternative views are expressed. This is especially noticeable as it relates to company policies and procedures. Decisions made by individuals with varied backgrounds are generally more acceptable to employees. They are construed as being “fair” instead of being based on one mindset. I work closely with Sue Foxworth, the Director of Human Resources at KBDG, and she provides this insight to me.

Natasha: Almost 50% of MOXY readers are men. What advice do you have for these male leaders who want to cultivate diversity? Where do they start?
Bona: First, have an open mind to hire and promote the most qualified people. Ignore antiquated, inaccurate, unfair stereotypes. If you’re in an industry that’s historically male dominated (like construction), this can be difficult, but is a critical first step. Gender and ethnic diversity are key, but also focus on seeking candidates with disabilities.

In the hiring process consider resources that may be outside those you have typically used. Many times, these processes are ingrained in the company culture and can be difficult to change, so incremental steps may be necessary.

Talk to your peers that have achieved higher levels of diversity, asking them what worked and what didn’t. Network with members of associations in your industry that focus on women, minorities, disabled, and other underrepresented people. Those groups probably have resources for matching employers and candidates.

Bona’s philosophy is that diversity in employment allows management to make decisions that are impactful as alternative views are expressed. This is especially noticeable as it relates to company policies and procedures. Decisions made by individuals with varied backgrounds are generally more acceptable to employees.

KBDG and our affiliated companies have achieved great success with internship programs. We target colleges and universities that have educational programs in our industry, then send a team of two or three people to participate in career fairs. This is a wonderful way to develop a pipeline of interns that can become long-term employees. A key to this process is to make sure we are visiting schools that have highly diverse student populations.

Attracting candidates, getting them through the door and hiring them is one thing. Keeping them motivated and engaged is another. A company’s culture is critical but can be difficult to evolve and enhance so that it’s relevant and supportive to the entire company. Leaders must constantly evaluate and refine aspects of culture and benefits packages to meet the varied needs of the company’s workforce.

Natasha: We know that college-educated women are hired at equal rates as men, but they’re not promoted at the same rate. The data shows there’s an unconscious bias towards white men in leadership roles.¹ How do we shift that narrative?
Bona: I believe we shift through leading by example. Those of us in leadership roles must ensure that everyone has a chance to advance in their careers, so we must provide educational, hands-on, and other opportunities for everyone to grow and learn.

Looking inward, we must develop and refine servant leadership and mentorship mindsets ourselves, then act on those concepts to help others gain personal development, confidence, and advance their careers.

In this process, we must also be aware that some highly qualified individuals may have experienced situations that deteriorated their self-confidence, and perhaps their self-esteem, so we must be voices of encouragement.

Natasha: Are there any experiences you’ve had with individuals in that situation?
Bona: Several years ago, a woman interviewed me in fulfillment of an assignment for a graduate level program. She had previously earned an undergraduate degree at a highly regarded university known for its difficult and demanding curriculum, while also competing as a student athlete. After earning the undergraduate degree, she worked several years in her specialty, then went back to school while continuing to work full time.

During the interview, she made several comments that were disparaging to herself and to her abilities. Finally, I asked her why she referred to herself in that way when she clearly had as much, if not more, insight as me. She was evasive, but after I pushed, she reluctantly told me that, years prior, someone told her that she would never be successful in the construction industry solely due to her physical appearance.

Natasha: (Shaking my head) Go on….
Bona: I told her that’s B.S., except I didn’t use the initials, and to try to ignore that comment and understand that she can compete with anyone, anywhere. I hoped my encouragement made a difference, but in relaying this story, I must admit a failing of mine. I didn’t follow up with her to offer her ongoing encouragement. When you and I scheduled this interview, it made me think of her. She recently changed jobs and is now in a role with much more responsibility. I reached out to her this week via email and recounted our conversation from years ago. This is, in part, her response:

“…I distinctly remember calling my parents after work and telling them what you had told me and helping me to feel more confident in myself. You were the first person in a professional setting to tell me that I don't need to change my personality, toss my bright red glasses, or dye my hair. Funny enough, right before COVID, I met with the professor who had [made] those disparaging comments to show him who I was able to become. That was one of the things he also told me, that I was too happy, I smiled too much, and wouldn't be respected due to my personality and looks — basically inferring I was a ditzy blonde. Those comments had long affected me, making me think that no one would ever respect or listen to a 'ditzy blonde' like me, and that not even my abilities in the field would erase that persona….”

“…I felt that if I was able to meet up with my professor, it would help further erase what I was previously told and prove that I didn't need to change who I am. I am happy to inform you that my professor was surprised by my continuous improvement from that day in undergrad and told me that I spoke in a very friendly yet professional manner and presented myself as an architect who held confidence in her capabilities. At that point, I was even offered an opportunity to apply for his firm. That confidence came from you, my dad, and other people I respect telling me similar things to what you had said…”

“… you definitely helped to boost my confidence and embrace who I naturally am, particularly since you are in a higher position and knew me on the professional level…”

Natasha: What a telling email!
Bona: Yes, it is a telling email, but what about all the people that are still being held back? In order to change the narrative, we MUST help others realize their full potential. We must also destroy barriers that may be causing insecurities and impeding their growth, advancement, and compensation. This is an ongoing process on which we must continuously work. It’s incumbent upon all of us to help each other. It just takes a few minutes of my time to make an introduction, or to offer someone heartfelt, encouraging words, or to review and comment on a resume. Those few minutes are easy for me and my hope is those few minutes will have a positive impact on someone else’s life.

Natasha: Clearly, you are!
Bona: Thank you Natasha, you are very kind, but there is still, unfortunately, a long way to go to actually “change the narrative.”

This is one of my favorite quotes, it is from Albert Einstein, and I think is apropos:

“We can’t solve problems by using the same kind of thinking we used when we caused them.”

¹ https://www.forbes.com/sites/kimelsesser/2019/07/02/now-theres-more-college-educated-women-than-men-in-workforce-but-women-still-lag-behind-men-in-pay/?sh=40068ee64c31