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>> Nathalie, you mentioned
that you love leadership.

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>> Yeah.
>> When I look across

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the organization chart of ICE

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I see not a lot
of women's faces in the map.

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What do you think
hinders women from moving up

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into the leadership ranks here?

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>> You know, I think often times
more often than not themselves.

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I have to say yes we have the ceiling,

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there are challenges,

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but we are in a far better place,

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particularly in our agency

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and I can speak to my component

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where I feel like the men
in leadership encourage,

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and they know good talent
when they see it.

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Whether it's a male officer,

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or as female officer,

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or in our administrative rank and file,

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but I think a lot of times

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because many of the women
in our ranks

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and our mission
support specialists as well,

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they've got so much going on,

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on their plates like
speaking about your mom

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and everything
going on at home.

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How do I possible manage?

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And how do I keep
those priorities straight?

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And so while that's--I
certainly understand that,

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I live that myself.

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When I take time to speak

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with the deportation officers out there,

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and I know the ones that are going
to be the shining stars,

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up and coming I talk
to them about that.

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It's like "you know, I really
don't want to do that right now.

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I've got these other priorities."

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Whether it be kids,
or still pursuing studies,

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or my dogs.

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I mean, it's one of those things

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where I think it's how we deliver
the incentive

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to them to say

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but in fact you have
those tendencies

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about you that make you a good employee

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that you time manage well.

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you would bring a lot
to the organization

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just by basically
being who you are,

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and that is the skill set

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that we as women do tend to bring

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in the law enforcement ranks
is we're great communicators.

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And I think we've talked about this

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before about just the strength
of bringing folks

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in who speak
other languages, right?

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Or I can tell you I've been
in many situations

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where I've seen our rank
and file deportation officers,

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a female just really diffuse
a situation much more quickly,

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or perhaps more effectively than say
her male counterpart at the time.

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Not that his approach
would be wrong,

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it's just the female as a communicator

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can sort of soften
the situation at the time.

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So when I try
to encourage our females,

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our women to think
about moving into the ranks

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I think with some coaxing

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and finally they step up
to the plate

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but I'd certainly like
to see more do that

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because again I think
collectively they tend

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to hinder themselves

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just because I don't know,

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they don't think they're ready,
they tend to be perfectionists.

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We're never gonna be ready.

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You are never gonna
be ready, right?

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Did you ever think
you were gonna be ready

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to be thrown into the positions
that you're in?

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But it's more that
your leadership,

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your mentors see that in you.

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So hopefully I can continue to make
that impression in this role

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that I have now
in headquarters as I go out

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and speak to the women in our ranks

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about you're ready,

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just step up and take
the opportunity.

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>> So peaking of, Debbie,

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you're one of our newest senior
executives here.

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Did you think twice
before you sought the opportunity?

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>> I certainly did.

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I think that going off
of what Nathalie was saying,

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and in my conversations
amongst colleagues

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and friends women

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tend to be very analytical

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before they pursue
a job opportunity,

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a promotion or whatnot, right?

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We look at all the criterias

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and we want to check
every single box,

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and we want to be sure
that we're absolutely ready

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before we throw in our application.

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And certainly I had those
thoughts and moments

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and I took a little bit
of my own advice

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that sometimes timing
is everything as well.

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I have always wanted
to be a leader.

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I've always wanted to be a supervisor.

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That was the goal of all
throughout my career.

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I believe in cultivating relationships

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with those who I work with in achieving

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the agency's mission together.

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And so although there were
little doubts in my mind

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in terms of am I truly ready for this,

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I felt the need
to pursue the opportunity

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because you lose 100%

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of those jobs
that you don't pursue.

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And ultimately it was up
to agency leadership to decide

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whether I was ready
and not necessarily up to me.

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All I can do is raise my hand
and stand up,

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and try my best.

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And I'm so glad I did.

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I feel so fortunate

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to be able to occupy
this position

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to work for you, Tracey.

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It's been very exciting so far

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and I can see that this is truly
a growth opportunity

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for me moving forward.
>> That's great.

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So, Tonya, you are leading

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a field investigative group.

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Talk to us a little bit
about your team

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and what you bring
as the supervisor there.

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>> So I feel really
blessed with my team

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because before entering
as a first line supervisor

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I always heard horror stories

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that when you first enter an office

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you receive the worst group,

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and you'll have all
the problem children

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but I didn’t have anything
like that at all.

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When I walked in I was like "what?

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Really?" I have amazing people.

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The group, it's really
self-sufficient

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so I don't have to worry
about the small things.

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I can worry about
actually being a leader

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and trying to do other things

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outside of just management and service.

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Someone that encourages
and different roles

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and things that
a leader should do.

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I think it's very important
that people,

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women do strive for leadership.

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One thing that I think
maybe prevents some of them

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from doing so outside
of what Debbie

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and Nathalie
have spoken to is

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just that they don't have
a lot of women

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to look up to.

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As we mentioned there
aren't so many women

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in leadership positions

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and a lot of times
if we don't see it,

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we don't think it's possible.

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And on the HSI side
there are SAC offices

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that may have no women
in leadership positions,

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there may be one and there
are a lot of women.

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We are not the majority
in this agency,

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but there are a lot of women
in this agency

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and I feel that there should be
more in leadership roles.

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So as leaders if we do see places

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that may not have women
in leadership positions

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I feel that it's out role to try
to be mentors to some people.

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If we see younger women,

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or just women in general
in those offices

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or locations reach out
to them and say hey,

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maybe there isn't
someone here in your office

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that you can relate to
or you feel comfortable with.

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Email me or call me anytime,

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just be willing to talk.

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'Cause in my office
or actually in my SAC area

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I’m the only woman
in a leadership position.

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So I feel a certain responsibility

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to not just the women
in my group,

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but the women in the office.

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So I think it's a really
great opportunity

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and as I mentioned I think
it's very important

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to have people to look up to
because I’m a first line,

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but I don't plan to stay
a first line supervisor

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for the rest of my career

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so I can look at
the other ladies on the panel

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who have moved up
the ranks which I admire

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and I have someone to say hey,

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they did it, I can do it as well.