|Job Title:||Consul General of Canada to the Southeast USA|
|Employer:||Government of Canada|
|Degree(s):||M.A. Political Science|
What makes you a good mentor?
I want to see more engagement across generations. Now that I have crossed the bridge into my 40s, I feel like I learn the most and am inspired the most when I have conversations about leadership, future of work and the global economy with people who are under 30 and over 55. I would love to see more conversations happening among generations. We have a lot to learn from each other and if we were intentional about harvesting those experiences, the impact would be significant. I also believe that the now popular catch-phrase, "you can't be what you can't see" is true. If I can inspire or motivate someone who is looking to enter into the world of international relations, then I am happy to do so.
About Nadia Theodore
With over 20 years experience in the Canadian federal public service, Consul General Theodore has built a reputation for forging strong partnerships with government and business leaders and building strong multi-disciplinary teams. Ms. Theodore has made advancing inclusion in the workplace a core pillar of her mandate as a senior executive in the Canadian public service and as Consul General in Atlanta. She is committed to making sure that the public service is included in the global conversation on diversity and inclusion within organizations and the deliberate work to build inclusive teams, including and especially at senior levels.
Ms. Theodore has been profiled for her work in publications such as the Rosenzweig Report on Women in Leadership and OnBoard Georgia and serves on several non-profit boards including the Carter Center Advisory Board, CIFAL Atlanta (United Nations Institute for Training and Research) Advisory Board and as a Global Advisor for G(irls)20.
Ms. Theodore holds a Bachelor of Laws from the University of London and a Masters of Arts in Political Science from Carleton University.
Personal quote: “A failure to tackle the structural barriers and persisting negative (and often unconscious) perceptions associated with diverse leadership will continue to keep women and minorities out of senior roles. Despite all the evidence to the contrary, there remains a widely held view that a focus on diversity across an organization – but especially in senior leadership – means compromising skill or qualifications.”