by Mia Palazzo CTNewsJunkie
HARTFORD, CT — Lt. Gov. Susan Bysiewicz and Chief Equity and Opportunity Officer Mariana Monteiro detailed a broader, more ambitious approach to equity and opportunity in Connecticut during a meeting of the Governor’s Council on Women and Girls last week, one that goes beyond traditional hiring goals to reimagining how state agencies serve communities.
Created in 2024, the position of Chief Equity and Opportunity Officer was established to oversee and coordinate “opportunity plans” developed by each state agency.
These plans are meant to build on – but not duplicate – the work already being done under the state’s affirmative action and anti-discrimination laws, which are managed by the Commission on Human Rights and Opportunities (CHRO).
“We’re very excited about this position, because the very best diverse talent is important to Governor Lamont and me,” Bysiewicz said. “Half of our commissioners are women, a third are people of color, and we continue to make that a very strong priority for our state.”
Monteiro explained that while agencies already follow CHRO requirements to hire from diverse backgrounds, opportunity plans are designed to take a more holistic approach. Rather than focusing solely on who is hired, the plans ask how state services are being delivered, who is being reached, and whether internal staff are being developed for future leadership roles.
Chief Equity and Opportunity Officer Mariana Monteiro speaks during the Governor’s Council on Women and Girls full council meeting at the Legislative Office Building on July 1, 2025. Credit: Screengrab / CT-N
“This is not either-or; it’s a complementary function,” Monteiro said. “Representation is addressed through affirmative action, but opportunity plans are about reaching people where they are and creating long-term systems of support.”
Monteiro outlined several agency-led initiatives now underway:
- Succession planning: Some agencies are identifying and developing current staff to prepare them for leadership roles in the future
- Youth outreach: Departments like Environmental Protection are creating early pipelines by partnering with high schools to expose students to state careers
- Incarcerated education: The Department of Correction is working with other agencies to address educational gaps among incarcerated individuals, 57 percent of whom lack a GED or high school diploma
According to Monteiro, the goal is to ensure that these individuals are better prepared for employment after release, particularly in high-demand industries like manufacturing, where employers are struggling to fill open jobs. A new pilot program will launch in two correctional facilities with full internet access, providing educational assessments and remedial instruction in subjects like reading and math.
Bysiewicz noted that addressing the workforce shortage in the state – where there are more than 90,000 open jobs – requires looking to underutilized populations, including returning citizens (formerly incarcerated individuals) and immigrants. She noted that one in 10 Connecticut residents was born in another country.
“There is a huge opportunity here,” Bysiewicz said. “We’re competing with the private sector for talent. We need to make sure we are including everyone, including those coming out of incarceration, in our workforce strategies.”
Lindy Lee Gold, senior development specialist for the State of Connecticut, emphasized that for most manufacturing jobs, a GED is the minimum requirement. However, even some high school graduates may need extra support due to past learning challenges or years spent outside of the education system.
“There’s also a lot of remedial work that could be done during the period of incarceration and prior to their exit,” Gold said.
The meeting also included updates from subcommittees working on health, safety, and early childhood. The Office of Health Strategy shared highlights from the Health and Safety Subcommittee, which has recently focused on maternal and infant health programs.
One such initiative is a partnership between the Office of Early Childhood (OEC) and the York Correctional Institution, where women receive doula support and lactation education and make community connections during and after pregnancy.
The subcommittee is also monitoring the Family Bridge Program, a pilot program providing home visits by nurses to new mothers and infants. The program was originally launched in Bridgeport and has expanded to eastern Connecticut. The Office of Health Strategy is leading the program evaluation and exploring options for long-term sustainability and statewide expansion.
Bysiewicz also discussed the Council’s Leadership Subcommittee, which recently hosted a panel on women working in transportation, specifically in fields where women are underrepresented, such as aviation, project management, and engineering. The subcommittee has previously featured panels on women in law enforcement, firefighting, and the building trades as well as Indigenous female leaders. Bysiewicz encouraged members to suggest more underrepresented industries for future discussions.
Bysiewicz also acknowledged the upcoming departure of Paul Lavoie, Connecticut’s chief manufacturing officer, who will leave his post on July 24 to become the first Vice President of Innovation and Applied Technologies at the University of New Haven. Bysiewicz praised his work supporting women in manufacturing, a STEM field with strong job growth and high pay.