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» VISIT US ONLINE @ DSNEWS.COM 25 I once had a manager who had a problem with the way I dressed. I was well within the dress code, but she didn't think I looked "feminine" enough. I tried to change the way I dressed to suit her, but being a gay woman, I felt like I was being asked to be something I wasn't. I felt I had no choice but to give up the job. It was devastating because it had absolutely nothing to do with my performance or abilities. To add another anecdote, a male boss of mine in the '90s told me that I would go a lot further in business if I just did what I was told and did not question why. Since that was not in my nature, it was difficult for me not to voice an opinion. e only way that I could overcome this situation was to move out from under this particular manager. So, I applied for a new position, reporting to a different manager who respected my opinions and promoted me based on merit. is is how I started moving up in my career and began gaining respect for my own ideas and work ethic. What do you feel is a common misconception regarding diversity in the mortgage industry? e most common misconception, and perhaps the most dangerous, is that the job is done—that we've accomplished our goal and that everything is all right. It's easy for people who have not been subject to discrimination or have not been accused of treating people differently to believe that it's not happening anymore. We've had nondiscrimination laws on the books for a long time, so many just assume that if they don't see someone getting sued that there aren't any problems. at's just not the case. I don't subscribe to the theory that anyone who isn't actively trying to make the world a better, more diverse place is part of the problem. ey're not a problem, but by ignoring the fact that a problem exists, some people make it much harder for the rest of us to create positive change. Another misconception is that anyone who is an advocate for diversity is trying to get special treatment. Being treated differently is exactly what people who are fighting for diversity don't want. ey want a workplace where everyone is welcome and free to contribute value and then be rewarded for it fairly. A perfect example to cite is a smart, young Hispanic woman who was admitted to a university based on the use of race-conscious admission policies. She spent her entire college career trying to prove the legitimacy of her accomplishments. She had to work twice as hard to overcome being judged for her ethnic background. While diversity and inclusion will certainly be a focus for mortgage professionals in the coming year, what other challenges do you feel the industry will face in the near future? We expect interest rates to tick up and competition for limited housing inventory to make it harder for originators to maintain volumes. Meanwhile, servicers are under intense regulatory scrutiny right now. Even with talk of changes to Dodd- Frank, it's not clear what might change or when. is just adds uncertainty, which is no friend of business. Both lenders and servicers are seeking to reduce overall uncertainty in their operations, which is why they are seeking out qualified partners who can guarantee compliance in their areas. e real challenge for the industry this year will be finding the right partners to help them take their businesses into this new home finance environment. "Unfortunately, I understand discrimination firsthand as it has happened to me more than once in my career. Being a young, ambitious woman in business in the early 1990s, most of the ideas that I had were either disregarded or stolen and presented by a man in a higher- level position than me. It was very frustrating, but did not stop me from coming up with new ideas and at least getting them in front of someone who could implement them."

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