Impact Kits Benefit


I recently attended a luncheon for Impact NW. One of the speakers shared an inspiring story of how a small group of employees decided to do something to benefit our immense homeless population here in Portland, OR.

They created Impact Kits, a simple and easy way to directly help those with immediate needs. Assemble basic necessities into a bag, hand them out. Pretty simple, right?

And then she started talking about the unexpected benefits of employees from diverse departments and job functions coming together to work on this project as a team. Boosting morale, diminishing tensions and providing perspective for a larger cause in the community.

Recruiter brain ah-ha moment! I’m not saying we should set aside altruistic motives for selfish ambitions but there’s certainly some benefit when a diverse group of employees work together for the greater good. Maybe your community is faced with a similar problem. Or maybe you want to create a new project that’s specific to your city. Either way, I hope this inspires you to assemble your own team in your home community.

Create your own Impact Kits

What to include:

  • Toothbrush & toothpaste

  • Portable, easy open food

  • Warm socks

  • Lotion

  • Bandages

  • Poncho

  • Sanitizing wipes

  • Lip balm

  • Handwarmers

What’s next?

Gather the items in a reusable, water-resistant bag. Store finished kits in your car or office to hand out as needed.

Need more info?

Contact Impact NW:


Ask Lucy. Making a decision between two offers.


Annie from Ohio writes….

I received two offers just days apart. Both well-known brands, same title, similar responsibilities. One offer came in 10K lower than the other. I am already facing a pay cut regardless of which company I choose due to the cost of living increase. A 10K difference in base salary intensifies the decision. In case you’re wondering about the cost of living issue, all I can say is that’s what happens when you want to leave Ohio. Both companies are eagerly awaiting and I have a difficult decision to make.


If this decision was purely based on money you would have already accepted the offer and wouldn’t be asking this question, right? Let’s look at all the angles.

Dissecting your interviews to date, paying close attention to the onsite, in person interview. Was the process well organized and the company served as a good host i.e. appropriate water and restroom breaks or did you fly from one person to the next? Was there an enthusiasm for your potential employment or did you feel more like a number of applicants?

Did you have a connection with your potential boss, direct reports, cross functional team members? Did you sense any opposition to your role or to you personally?

Were the current employees genuinely content, glad to be there and all had decent tenure? If so, this company’s doing something right. Do they promote from within? Or will you have to leave again in a few years in order to take the next step in your career?

How’s their reputation in the industry? Speak with a handful of trusted colleagues and friends who have worked for this company or knew someone who has. Ask them to confirm the company culture as described to you. Sometimes we need to hear from a variety of sources to validate our decision-making process.

Money’s not everything. When faced with two or more offers, look at the big picture. In each scenario consider what your life will really be like. Will you be working so many hours that the increased base negates itself anyway? Is there a realistic possibility you will be promoted in the future? The interview process is telling of the company’s overall processes. Finally, people work for people. Who did you have the better connection with?

Are you sick of me asking you all these questions? I invite you to consider a 360 view before making a decision based on compensation alone. Choose the best fit. Chances are you know in your gut what the right decision is.



- Lucy


Flexibility is the New Leadership


Author: Maggie Walsh

It goes without saying that the career landscape for women has changed substantially from the generation of working baby boomers to working millennials. Our moms, and the women before them had to fight to crack that corporate glass ceiling with fewer options than we have, while battling even more societal restraints. By contrast, modern millennial women were more likely to have grown up with a working mom, have had a female hero or mentor, and were probably told repeatedly that they can do “anything they put their mind to.”

Millennial women are looking for careers that promote the elusive work-life balance. A study of 7,700 millennials commissioned by Deloitte found that “women place greater emphasis on flexible working opportunities and the ability to derive a sense of meaning from their work.” Being in the millennial category myself, I can attest that I and most of my friends and family, would gladly accept a flex schedule option, work-from-home-Fridays, or any non-traditional scheduling perk, over almost any reasonable monetary incentive an employer could offer.

Flexibility (of schedule, of location, of responsibilities) from an employer is worth more to us than the corner office, outstanding benefits or the extra cash on payday. Millennial women see our careers more as a means to enjoy our lives rather than the whole of our identity and worth.

What’s more, the women whose careers we admire aren’t necessarily the ones who land the CEO position of a Fortune 500 company (although women like Marissa Mayer kick ass). We envy the travel blogger who is able to make ends meet while living a full and interesting life; we look up to the consultants and freelancers who can schedule their work projects around important family events and long weekends; and we aspire to work in companies that allow us to dictate our time and invest our energy into projects we love outside of work.

Flexible careers, free from the restraints of the clock and the cubicle, are more realistic and more appealing than ever. Technology has changed literally everything about the working world - creating jobs that didn’t previously exist, increasing efficiency - thereby decreasing time invested, and not to mention establishing an environment where artistic efforts can be monetized with things like graphic design or an Etsy business. Modern life has proven that ‘Instagram influencer’ is an actual (lucrative) career, that it is possible to work from wherever there is Wi-Fi, and that you can cobble together a decent living by working in an office part-time and freelancing on the side.

Which is not to say that millennials are vapid plastics whose only dream is to become a Flat Tummy Tea peddler on Instagram (not that there’s anything wrong with that!). I think leadership means something different and manifests in different ways for our generation. Leadership is giving yourself a voice on social media, participating in important movements, marching with other women, or simply creating work and developing a life for ourselves in which ownership of our time and effort is in our own hands. We can do that by cultivating a career that leaves space for leadership in other ways, in other parts of our lives other than in the confines of the office.

Millennial women are just as ambitious as the generations before us, resulting in 40% of American households having the woman as the primary breadwinner, according to Pew Center analysis of U.S. Census data. And to date, 390 women are planning to run for the House of Representatives – a number that is higher than any previous time in history*. Millennial women are as invested in achievement and being #girlbosses (do we still say that?) as we ever were. But instead of being focused on climbing the corporate ladder, we’re working to do it on our own terms.


Finding Success as a Woman


Author: Maggie Walsh

Climbing the corporate ladder has been the traditional model for career success for hundreds of years. You start at the bottom, and through hard work and dedication, get to the top. Unfortunately, this process has only been open to women in the last several decades, and men still vastly outnumber women in top leadership positions. Only 25% of American executive and senior-level positons, and merely 6% of CEO positions belong to women (source:

Career women feel just as pressured as men to be in positions of leadership to measure their success. To manage employees, teams, departments, or even a whole company is a necessary step to achieve the top positions. So, what gives? Are women not given the same opportunities as men? Do women opt-out of careers in order to tend to their families? Are women satisfied reaching a certain point of responsibility and leadership and staying there? All of the above.

A pillar of modern feminism is that our foremothers fought to give us something they did not have – choices. Freedom to choose to work, or to stay at home, or to do a little of both. Some women encounter roadblocks in the career climb - from the birth of a child, an inability to find safe and cost-effective child care, or by encountering gender bias in their work place. Today’s women take on those roadblocks, get creative, and redefine success on their own terms.

Some women find their success in the corner office, while others feel successful - not by traditional markers like money or leadership - but by doing what they love, or by giving themselves the room to nurture other parts of their lives through freelancing or working part-time. As a full-time working mom who is currently in a leadership position - I value my children, and I value my career. Here’s the but: I would not want to be in the type of leadership position that was so demanding that I felt I wasn’t giving enough of myself to my children. Will that hold me back? Probably. Am I comfortable with that? Absolutely.

I am grateful for the tenacious women who have paved the way through the corporate jungle. We need their strength and their mentorship. I firmly believe the more women there are in leadership positions to guide other women, the better it is for all of us. But that’s not the only way to success. Women can find success by choosing alternate paths that allow them to pursue passions without the confines of a 9-to-5. “Women see gig work as the opportunity to level the playing field - 86% believe gig work opens the door to equal pay, only 45% believe traditional jobs offer the same opportunity” (source: USA Today).

The beauty of being alive today is that we are the change, and we are creating the blueprint for our children to find success however they want, and not by conventional measures. The women who have achieved a high level of career success set an amazing example of leadership. Just like the women who are forging non-traditional paths. Both are equally successful. We should all choose to measure ourselves within our own parameters of life success, whatever those personal measures may be – not necessarily by a number on a paycheck or a title on a business card.


Photo: Studio Caw


The Pledge for Inclusion and Opportunity


Outdoor Industry Taking Action to Address Lack of Women Leadership

We all know how much of a boys club it can be once women reach leadership positions. The disproportionate number of female CEOs created a movement specifically in the outdoor industry, a push to close that gap so to speak. We’ve heard a lot of talk in this arena, but have they lived up to their hype?

Three years ago, Camber Outdoors took the initiative not only to recognize this problem but to address it. Their “CEO Pledge”, a commitment by outdoor industries to make it easier for women to mobilize through the ranks, made it their goal to have a better representation of women CEOs.

Jerry Stritzke, CEO of outdoor giant REI, noted that the outdoor industry specifically presented problems for women who were trying to move up.

“What became obvious to me in the outdoor industry is that the opportunity to network into leadership roles probably didn’t exist in the way that it did in the other environments that I had been in,” Stritzke noted when recently asked about the CEO Pledge.

Since the CEO Pledge was created three years ago, other major players, such as REI, signed the pledge and taken action toward fixing the disparity problem.

For businesses like REI, the push to get women into more leadership positions was an easy decision. Women make up a large portion of consumers of outdoor equipment. It simply makes sense to give them that representation by allowing more opportunity for women in leadership roles. A win-win-win if you will.

Outdoor Industries are Leading the Way

In terms of action, there’s no doubt that the outdoor industry is one of the leaders in striving toward equality. The CEO Pledge has already been signed by a total of 75 different outdoor businesses, and more are starting to join the effort.

Businesses like REI are even holding events that promote women moving into leadership roles.

But there is still work to be done. Women make up roughly 46 percent of outdoor enthusiasts, yet they make up less than 20 percent of the leadership positions in the outdoor industry. Not as much disparity as other industries, but the gap exists nonetheless. By recognizing the problem at least, and giving women the opportunities to further their career and broaden their network, gradual change will occur.

This push might not solve gender inequality in leadership entirely, it could however permanently change the culture of the outdoor industry. Imagine how this could drive sales and ultimately transform the outdoor industry into an all inclusive, not to mention lucrative, playing field.




Photo: Zululand Observer

Delicates Drive. A Record Year & Smashing Success

The Junior League of Portland has successfully completed our 6th annual Delicates Drive to benefit survivors of Human Trafficking. We are proud to report a record year collecting 11,239 undergarments and toiletries.

To put things in perspective, in 2017 we collected over 2,000 items. This year, we more than quadrupled that number. What does this mean? Our six partner recipient organizations: Janus Youth, SARC, A Village for One, Rose Haven, & Rahab’s Sisters will have 4x the resources to distribute. Meeting an essential need that most of us take for granted.

Here’s what happened….

A well spent Saturday. By the numbers.

11am we pull up in a commercial delivery truck because 82 standard size cardboard boxes won’t fit in my SUV. Go figure. This thing is packed, and I’m slightly panicked on how said boxes will travel from truck to the fourth floor League office. 11 committee members appear all ready to unload. Problem solved.

The pizza I ordered on the way has just arrived. Perfect timing.

Upstairs inside the League office we’re unsure of where to put all the boxes in an already overpopulated room of bins overflowing with undergarments. We make it work and assemble for a quick directive meeting before beginning the work of sorting, categorizing and counting.

  • Step one: create stations of product type and size

  • Step two: begin sorting thousands of items into said piles

  • Step three: count everything

  • Step four: divide equally among six partner organizations

  • Step five: bag it up and load into our vehicles for delivery

At one point I looked up from my counting station and realized that more volunteers had joined us. Old friends and new faces fill a room, sacrificing a coveted Saturday afternoon to serve their community. It never ceases to amaze me how much a group of determined women can accomplish. Working side by side. A sisterhood. This is the Junior League.

We wrap up at 4pm with the help of 20+ volunteers who all appear slightly frazzled from counting. Or maybe it was the pizza. And cookies. Definitely the pizza.



What we collected….


XS     24
S    2354
M    2118
L    2113
XL    1878
XXL    58

Total    8,545

A    161
B    163
C    147
D    76
DD    92
F    99
FF/G    182
N/O    26
H    133
I    55
J    41
K    33
L    25
M    16

Total    1,249

Sports Bras
S    32
M    50
L    34
XL    66

Total    182

Dental         52
Hair        68
Body wash     82
Deodorant    18
Lotion        42
Misc.        108

Total        370



Socks    142
Pajamas    12
Sports bottoms    5
Lingerie    94
Swimwear    170
Maternity    2
Tanks    37
Children’s    403
Men’s & Boys    28
Gift Cards    $210



The Power of a Global Network


I’m staring at the wall in my living room. From ceiling to floor it’s filled with cardboard boxes nearly the entire width of the room. Each box is packed full of undergarments in their various assortment of size, color and style. They’re all for the Delicates Drive. And they all came from you, our powerhouse network of individuals whose generosity has made this possible.

Now in the homestretch of the Drive, I’m eagerly anticipating this weekend’s “sorting party” (and yes, it’s a celebration where we will hand deliver (via commercial size delivery van) all 90+ boxes to the League office to be sorted and counted alongside committee members who will bring the items they have collected in our community from friends, family and fellow League members. I undoubtedly expect this will be the biggest effort in the Drive’s history. The impact, unprecedented. The best part? Distributing our collection efforts to community partners. I cannot wait to see their faces.  

In some ways I will be sad to see the boxes depart from my living room as it’s a daily reminder of the power of a global network and the immense generosity of those who have so selflessly donated. This is the shit that matters.


A Heartfelt THANK YOU to Those Who Donated to the Delicates Drive


I’ll be honest, never in my wildest dreams could I have imagined the number of donations we would receive from a simple and direct ask. We have received 9,322 items (bras, panties & socks) + a $250 gift card. And we have 5 more boxes on the way! I am truly overwhelmed by your immense generosity. A heartfelt THANK YOU to those who donated to our Delicates Drive.

And now for the heroes….

Randi Sedmak / Urban Outfitters
(12 items)

Emma Morgan
(19 items)

Ashley Priest / Women in Digital
(36 items)

Daveen Richardson
(55 items)

Abby Vanim, David McNally / American Eagle
(62 items)

Isabel P Castaneda
(77 items)

Loretta Covella, Gabrielle Silverberg / Global Brands Group
(100 items)

Lisa Dixon / Dreamgirl International
(100 items)

Justin Cleveland, Brandon Strong / Stance Socks
(627 items)

Elliot Lavigne, Rita Polidori O’Brien, Negean Ghods, Angelina Cabrera & Pedro Tosta / United Legwear
(7750 items)

Ranee Kamens / Simplify Me
(484 items)

Melanie Wilson / Abercrombie & Fitch
($250 gift card)


Leadership Resources for Women in Fashion


Author: Cammy Pedroja

You don’t rise and grind every morning to be ordinary. Still, who says you have to succeed in the fashion business without any help? Check out our carefully curated list of resources for professional women who have their sights set as high as 1990s hemlines.   


Business of Fashion Education

You may already be familiar with the British-based organization and publication, The Business of Fashion. But did you know that in 2018 they’re offering a killer selection of online courses (called BoF Masterclasses) on need-to-know subjects from how to build your own beauty brand to nailing the art and science of buying and merchandising for your fashion company? Now you do.


This powerhouse organization is aimed not only at supporting women in their workplaces but is also concerned with helping workplaces work for women. In addition to providing online learning courses and materials for individuals, via their knowledge center, Catalyst also does consulting and training for businesses on how to support, retain, and take full advantage of their female talent.

Camber Outdoors: Resources and Women Role Models

Historically, women have been left out of the pack when it comes to the business of outdoor adventure and the more rugged side of athletics apparel. That’s why Camber Outdoors’ commitment to connecting and championing female talent is so refreshing. From networking events, to a curated job board, to mentorship, to a coveted women’s leadership award, you’ll love what they do.

Lean In Education

Named after the bestselling book by Sheryl Sandberg, the Lean In Organization is a network of women from over 150 countries that support each other’s passions and careers. Members meet routinely in smaller regional groups and prop each other up with advice, encouragement, and resource-sharing.

Girlboss Academy

Started by Sophia Amoruso, the founder of Nasty Gal (and yes, the subject of the short-lived Netflix show) this online learning hotspot offers access to top female mentors “…over 40 hours of talks, panels, keynotes, and workshops from renowned creatives, entrepreneurs, and thought leaders.”   

WIFI: Women in the Footwear Industry

Part of the very cool Two Ten Footwear Foundation, WIFI’s founding mission is to “harnesses the collective power of women in the industry to support each other, advance the cause of the Two Ten Footwear Foundation, and to create a strong sense of community.” Not content to let the footwear industry function like a boys’ club, WIFI founders Diane Sullivan and Carol Baiocchi, are now at the head of over 4000 members who have access to mentorship programs, bi-annual national enrichment events, and the support of local chapters in addition to distance learning.



Photo: Pinterest

Ask Lucy. What’s the best way to find a mentor and ask them for help?



Julia from New York writes….

I am just starting out in my career and am looking for a mentor to help me understand and navigate the industry. What’s the best way to find a mentor and ask them for help?


Well, Julia that’s a great question. I’m always impressed when young people acknowledge the need for guidance and mentorship. Frankly, it’s a good idea at any age and stage in one’s career.

Before thinking about who to ask and where to look, let’s talk about what you want to achieve.

  • Are you looking for someone who can help you determine a career path or achieve your career goals?

  • Or maybe you’re looking to learn more about a specific subject i.e. merchandising, online retail or management.

Depending on what you hope to achieve could change who you approach.

Next. There are a couple of routes you can take in terms of finding the right mentor.

1. Direct Network

Ask someone in your direct network. You likely wouldn’t be asking this question if you already knew someone so let’s look beyond the obvious. Who do you have in your LinkedIn network? It may not be someone you know personally but perhaps they share a similar career path or is simply someone you respect and feel you could learn from. Spend some time getting familiar with who you’re already connected to and create a list of your top 10 prospects. Keeping in mind the reasons why you’ve chosen them and what you hope to achieve.

Craft the message

  1. Be clear from the jump that you’re seeking a mentor.

  2. Tell them why you are reaching out to them i.e. why you’ve chosen them. Flattery will get you everywhere.

  3. Clearly define what you hope to achieve no matter how simple or specific it may seem.

  4. Outline your expectations and what you are willing to do. For example, coffee, phone conversation, etc. for one hour a month. In return you will be on time, complete any assignments they give and receive constructive criticism. Things like that. This shows your commitment and that you’ve thought it through. This will no doubt be a commitment on both ends.

  5. Thank them. Even if they’re not able to become your mentor, be sure to say thanks for their time. Simple as that.


2. Work with an organization

There are industry specific organizations who already have mentorship programs in place. Two that I can personally recommend are:

Camber Outdoors – Ideal for women in the outdoor industry at all levels.

Two Ten’s Women in the Footwear Industry – also for women but in the footwear industry.

Women in Digital – I’ve recently become acquainted with Women in Digital who to the best of my knowledge doesn’t have a formal “mentoring program” but does offer a similar format but in more of a group setting. I’m guessing you could find someone within this group once you get to know the members.

If this is the route you choose, I’d suggest contacting them directly with a similar message as the direct network approach. Enrollment periods to obtain a mentor may be at certain times of the year or annually. It depends on the organization’s process and timing but in this scenario you’re guaranteed working with someone who has a desire to serve as a mentor and there’s likely some parameters in place.

I hope this helps you along your journey to finding a mentor. Happy Hunting!




How Women are Carving Out Success of Their Own


By: Cammy Pedroja

Haven’t found a job where you get to flex your skills and creativity while getting paid like a boss? Join the movement and create your own. At least that's what women today have been turning to in large numbers.


In a corporate climate where women have historically faced some pretty lopsided statistical barriers to scoring leadership positions, the tectonic plates of power are beginning to shift. In 2016, two out of five new businesses were founded by women, and from 2016 to 2017 women at the head of new business ventures grew worldwide. This inclination is likely to continue in 2018, partly due to a trend of daring women sidestepping the traditional corporate ladder route and putting themselves at the helm of their own ventures.

Look at it this way: currently, female CEOs only make about 7% of Fortune 1000 companies. So, if you see that a system isn’t working for people like you, would you try your luck toiling at the bottom, or would you take the reins into your own hands and reach for your career dreams on your own power?

Up to the Challenge

On last year’s CNBC Upstart 25, a list of the most promising startups published for the first time in February of 2017, a surprising 40% of the new companies featured were founded and run by women. Now that this year’s list is nearing its release date, it’s likely that even more promising female bosses will be featured, as we’re smack in the middle of a female entrepreneurial boom. In fashion and retail, however, where you might expect female talent to get more clout than in other industries, the growth rate of women owned businesses still trails all the other industries analyzed by the 2017 State of Women-Owned Businesses Report.

So, what can those who work in the fashion world do to increase the number of women on top in the field? Hire them. Recognize their strong work. Mentor them; and promote them. And in the case of those talented women who want to make their own way, fund them. Even though women are going into business for themselves in record numbers, they are still being funded at markedly lower levels than their male counterparts. Boo.

Betting on the Female Future

But wait, there’s still good news for equality on the horizon, as female resilience strikes again. Even with the knowledge that they may face more difficult challenges than male founders, the ladies are still betting on themselves and starting their own business at increasing rates, regardless of the lopsided funding flow. The Female Entrepreneurs Institute now estimates about 1000 women are starting their own businesses every day. So, tell us—how will you support this intrepid movement of girl bosses?


Need Help with Retention? This Could Be the Key


By: Anna Jones

Beyoncé, in song-form, once asked, “Who run the world?” and of course, answered herself with the resounding and apropos hook, “Girls.” Women have proven time and time again to be effective leaders - study by the Harvard Business Review, even scoring higher than men in the leadership department, according to a study by the Harvard Business Review


Maybe Beyoncé was onto something. In fact, the aforementioned study shows that men only scored higher than women in one key area: developing strategic perspective. The reason being, states HBR, is “top leaders always score significantly higher in this competency; since more top leaders are men, men still score higher here in the aggregate.” So, in this case, men won by default (to be fair, we fully believe in the value of both male and female leaders and the different qualities each brings to the table - diversity, people, that’s all we’re saying!).

In studies from management consulting firm McKinsey, there are nine key leadership workplace behaviors that improve overall performance: “participative decision-making; role model; inspiration; expectations and rewards; people development; intellectual stimulation; efficient communication; individualistic decision-making; and control and corrective action.” McKinsey states that “women apply five of these nine leadership behaviors more frequently than men.” Women tend to shine in people development. It makes sense: with employees being one of the main pillars of business, development is essential to a burgeoning bottom line.

Women take the time to listen, develop, and take part in mentoring relationships - aka people development. Female leaders also focus much of their energy on being role models for their employees. Commitment to changing dynamics within a company, along with strong leadership skills; these leaders are effectively able to retain top talent and have a competitive edge, which ultimately gives their respective companies an overall competitive edge in the marketplace.

Folks want to work under good management that is committed to mentoring and talent growth as opposed to utilizing control and corrective action. We would even go as far as to say that employees thrive under this type of leadership. Recent studies by executive coach David Rock and neuroscientist Jeffrey Schwartz, stated that there are several motivators that influence employees’ behavior more so than money. Many of these motivators are simply based on feelings, i.e., the feeling of autonomy, feelings of relatedness and fairness, and the perception of having your status elevated by a job role. Since women take a mentorship attitude in their leadership and are great listeners, this makes them effective motivators, able to manage employee expectations and goals. 

It is somewhat ironic that listening, understanding, and investing time in an employee can be often seen as a leader’s weakness or as hurting the company, when studies show that it is clearly quite the opposite. How many of us have failed at a job, because of poor management, or because our bosses refused to listen or to take on a mentoring role? For example, a bad manager may hire an Executive Assistant, and fire him or her within a matter of weeks, because they “just don’t get it,” or they’re “not the right fit.” But if that manager had taken the time to thoroughly explain the ins and outs of the work environment and viewed their role as a mentor rather than a parent scolding a naughty child, then perhaps the EA would have thrived or even made vertical moves, as opposed to staying stagnant, being let go, or quitting. With knowledge that appears almost intrinsic to their success, perhaps women put in leadership roles could truly run the world.


Photo by Breather on Unsplash

When it Comes to Leadership, the Personal Touch Matters


By: Lana Rafaela Cindric

We all want to be treated as people first, employees second. Sometimes it’s easy for that to slip through the cracks and make us feel like we are just the cogs that turn the profit-making machine.  After all, who hasn’t complained about the daily grind?


However, that’s no longer enough and the focus in corporations and smaller companies alike has shifted from money to mission.

This is where nonprofits and organizations truly shine. They put people first.

It’s time we learned from their example.

Growth through Connection:
Two Ten’s Women In the Footwear Industry

Every company needs to generate revenue. What makes a difference is whether it’s got a 20/20 vision when it comes to the world at large.

Two Ten's Women In the Footwear Industry is a great example of a personal touch done right.

In June, the Seattle, Boston and New York chapters of the organization known for connecting women in the footwear industry organized wine-tasting events. The main focus was on educating women about wine so they would feel comfortable ordering it in front of colleagues and partners.

At first glance, it may seem trivial but note the mention of women feeling comfortable. That’s a great 21st century example of a people-oriented leadership style that recognizes the value of thoughts, emotions and intuition in running a business. These finer aspects are important but often overlooked, and Two Ten’s WIFI recognizes that.

Leadership and, consequently, management should be three-dimensional: striving to achieve tasks, benefiting the world and valuing the people who do it.

The main positive practices to adopt from WIFI’s example are:

  • Encourage the sharing of knowledge between industry professionals and new entrepreneurs in order to overcome barriers to entry and encourage cooperation

  • Pay attention to the finer things like business etiquette to smooth out the process

  • Provide space for communication and discussion in order to generate new ideas and passion for the company’s mission

Diversity with Thought Leadership: Camber Outdoors

Ideas are what makes every business turn. By giving diverse thinkers and businesswomen the opportunity to speak their mind, the chances for better idea-generation grow exponentially.

Camber Outdoors is an organization dedicated to achieving women’s equality in the outdoor industries. What Camber knows is that the world is thirsty for new ideas. And you can’t generate them with the same old way of thinking.  

By connecting CEOs and companies, and influencing their leadership styles through exchanges and thought-leader programs, Camber is actively creating better company cultures to work in.

They also cultivate leadership through seminars and mentoring programs, allowing both new leaders and the established ones to share ideas and work together for a common goal.

While their emphasis may be on women’s equality in the outdoor industries, Camber Outdoors achieves much more through a few guiding principles:

  • Create a diverse forum with a multitude of ideas to drive innovation

  • Actively create great company cultures by working with employees and employers

  • Cultivate healthy leadership through thought-exchange and cooperation

Sustainable Leadership

In nonprofits and organizations, leadership isn’t just encouraged – it is cultivated.

In order for any business to succeed, it needs a healthy environment for ideas to grow. By allowing for the personal aspects and communication, we create a sustainable future for both our businesses and the people taking part in them.

And like any healthy environment, it needs room to breathe and space to grow.

Nonprofits and organizations know that already. Maybe we should take a page from their book.



Photo: Camber Outdoors



Ask Lucy

Okay, so there’s no one on our staff named Lucy. But doesn’t it bring back fun childhood memories? But for reals, we’re starting up a formal Q&A. We found ourselves answering so many of the same questions with our clients and candidates on the regular, we decided it might be helpful to provide the answers in a more public format. Don’t worry we won’t publish your name (or where you work, yikes!) but we will provide a thoughtful and specific answer to any question you might have. Chances are, if ye has pondered, someone else has too.

Commitment to transparency. I personally have felt that a sense of mystery around recruitment has developed. As if we have some sort of secretive code by which we operate that no one really understands. In an effort to bring total transparency to our craft, there are no off-limits topics.

And it’s free. Please, no nickels, nickels, nickels.

Got a question?





Delicates Drive

The Junior League of Portland is hosting our 6th annual Delicates Drive to benefit survivors of Human Trafficking. We are urging you to consider donating new undergarments of any size, style and quantity.

Why? When survivors are rescued, they are asked to surrender their undergarments as evidence. Organizations who provide immediate & long-term care lack the resources to provide these essential items. As a result, survivors are left without the basics; something most of us take for granted. The JLP will distribute donations to recipient organizations that include: Janus Youth, SARC, A Village for One, Rose Haven, & Rahab’s Sisters.

Last year the JLP collected over 2,000 pairs of bras and panties. Our goal is to double that number in 2018.

The Delicates Drive will be held January 11th - February 11th, 2018. Please don’t delay in making a meaningful impact.


For more information on how to donate, contact:



Smart Clothes of the Future

Clothing today basically provides one of two functions, or both if you're lucky; either it acts as a barrier, protecting us from the elements or it provides us with a way to express our individual sense of style, making us look and feel our best. Clothing as we think of it today however, is set to take a giant step into the 21st Century; with smart textiles leading the way.

Smart textiles are separated into two different groupings: performance enhancing and aesthetic. The aesthetic category includes everything from fabrics that change color to those that light up. Some of these textiles are capable of harnessing energy from vibrations, heat, or sound from the environment and react accordingly.

The performance enhancing category will have a huge impact on our society. It could affect everything from job safety to athletic performance. Imagine fabrics that reduce wind resistance, regulate body temperature, and even control muscle vibration. These features could enhance athletic performance tremendously. Yet other fabrics have been designed to protect against environmental hazards, such as heat, cold, and even radiation. With life-saving potential, these fabrics could revolutionize on the job safety for military and law enforcement officials as well as any other hazardous job.

Additionally, smart clothing could even benefit the health, beauty and medical industries. Just imagine fabric that contains moisturizers, perfume, or even has anti-aging properties or medical textiles that release drugs in measured doses. The possibilities are truly endless.

Innovative fashion designers are working with engineers to push the boundaries even further. They imagine taking it one step further by designing garments that, rather than having an embedded device, actually are the device. Imagine a shirt that can charge your cell phone as you wear it or track your pulse rate as you exercise.

Genevieve Dion, from Philadelphia’s Drexel University, is working with colleagues to design a band knit from conductive yarn that can transmit radio signals. A fabric antennae fitted to the band would transmit 24/7, real time data. One example of the way this technology could transform lives is to use it for a belly band that monitors the fetus growth in high-risk pregnancies.  The data could be sent to the mother’s physician in real time, and allow constant monitoring of the mother and baby’s health.

Smart textiles are rapidly changing the face of the fashion industry, and this is just the beginning. With technology advancing by leaps and bounds, who knows what tomorrow may bring to the world in terms of “wearable technology.” 


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Photo: CNN

How the AI Revolution Could Change Fashion Forever

How the AI Revolution Could Change Fashion Forever

Artificial intelligence has already started to infiltrate the fashion industry, but rather than look at the here and now let’s instead take a look at one of the roles AI might play in the not too distant future. Artificial intelligence is all about the use of complex algorithms, and the more data you can feed into algorithms, the more capable they become in making decisions and forecasts.