Reflections on the Women of Color Education Collaborative August Wellness Retreat
The Women of Color Education Collaborative (WOCEC) hosted a transformative four-day wellness retreat from August 8–11 in Savannah, GA. Designed as a restorative space, the retreat allowed women of color to explore resilience, collective care, and healing from the systemic stressors that disproportionately impact their lives. As Audre Lorde wrote, “Caring for myself is not self-indulgence, it is self-preservation, and that is an act of political warfare.”
Health Disparities – A Sobering Reality
The retreat’s goal was to bring together a community of women of color for mindfulness, fitness, and community-building activities—inviting participants to either jump-start or re-commit to their health. These sessions were particularly vital given the persistent health disparities affecting communities of color:
Maternal morbidity: Black women in the U.S. are 3–4 times more likely to die from pregnancy-related causes and experience higher rates of chronic conditions such as hypertension, diabetes, and obesity (CDC, 2024).
Cardiovascular disease and breast cancer: Black women face significantly higher mortality from heart disease, stroke, and breast cancer. Breast cancer death rates among Black women are approximately 40% higher than White women (American Cancer Society, 2022; Scripps Health, 2024). Asian American women face increased risk for hypertension, heart disease, and type 2 diabetes—even at lower BMIs—with conditions often appearing earlier and more silently (NIMHD, 2025).
Cancer mortality among Latinas: Cancer is the leading cause of death for Latinas aged 25–54, with a mortality rate of approximately 298 per 100,000. While they have lower death rates from lung and colon cancer than other groups, breast cancer remains a significant concern (Martinez-Tyson et al., 2008).
Hypertension and obesity: High blood pressure affects about 58% of Black women compared to 41% of White and Hispanic women (CDC, 2019). Chinese American women report hypertension rates of 23.5% (NIMHD, 2025). From 2015–2018, about 80% of Hispanic women over 20 were overweight or obese, compared to 66% of non-Hispanic White women (NIMHD, 2025).
Co-host and WOCEC President Dr. Stephanie Wood-Garnett reflected, “Wellness is not abstract for me—it’s rooted in lived experience. I’ve faced health challenges shaped by the pressures of work, family, and community. Those challenges have deepened my resolve and remind me why this work matters so much. At the WOCEC, we are creating spaces that prioritize health and well-being—for ourselves, our families, and our communities. As leaders, we must safeguard our own health while doing the important work of improving lives.”
Wellness Retreat Highlights
These health disparities are not abstract—they are lived, personal, and often
intergenerational. The retreat offered a radical, necessary recalibration of wellness. Participants explored how combining strength training with aerobic exercise, flexibility, and balance work can dramatically improve quality of life, reduce chronic disease risk, and maintain independence as women age. Sarcopenia, the natural loss of muscle mass, can begin as early as the 30s and accelerate after menopause, making these practices essential. The WOCEC wellness retreat included morning walks, a bike tour, yoga, Pilates, guided meditation, pickleball, strength training, and delicious community meals.
Closing Thoughts
Savannah’s slower pace, historic architecture, and lush canopy of centuries-old live oaks provided more than a picturesque backdrop—they created a container for deep rest, reflection, and renewal. Co-host Dr. Cheryl Logan noted, “Active rest is hard to come by. The retreat allowed everyone to disconnect from home obligations and focus on four days of functional physical activity. Spa treatments and delicious food rounded out a true act of wellness and self-care.”
Save the Date: WOCEC’s 2026 Wellness Retreat will take place June 26–29, 2026, in Savannah, GA.
References
American Cancer Society. (2022). Breast cancer death rates are highest for Black women.
Centers for Disease Control and Prevention (CDC). (2024). Maternal mortality rates inthe United States, 2022.
Centers for Disease Control and Prevention (CDC). (2019). Summary health statistics: National Health Interview Survey: 2018.
Centers for Disease Control and Prevention (CDC). (2021). Health United States, 2019.
Martinez-Tyson, D., et al. (2008). Cancer mortality among Cubans, Mexicans, Puerto Ricans, and Central and South Americans in the United States.
National Institutes of Health, National Institute on Minority Health and Health Disparities (NIMHD). (2025). Diabetes and Asian Americans.
Scripps Health. (2024). Heart disease and Black women: Risk factors, prevention strategies.
U.S. Department of Health and Human Services, Office of Minority Health. (2025). Heart disease and Black/African Americans.
U.S. Department of Health and Human Services, Office of Minority Health. (2025). Obesity and Hispanic Americans.
WOCEC On the Move! News about Our Coaches and Graduates
Over the last several months, WOCEC team members have had a variety of professional changes. Here are a few highlights:
Dr. Brenda Casselius, WOCEC executive coach, is the new superintendent of Milwaukee Public Schools. Prior to Milwaukee, she served as superintendent of Boston Public Schools and as Minnesota’s Commissioner of Education.
Joining Dr. Casselius in Milwaukee is former WOCEC cohort member Dr. Silvia Romero-Johnson, who is that district’s new academic superintendent for elementary schools. Before her role in Milwaukee, Dr. Romero-Johnson was the assistant superintendent for teaching and learning at Middleton-Cross Plains Area (WI) School District and an assistant superintendent at Boston Public Schools.
In addition, Dr. Gabriela Bell Jiménez, another former WOCEC cohort member, is now the academic superintendent for literacy in Milwaukee. Dr. Bell Jiménez most recently served as director of instruction for literacy, biliteracy, arts, world language, and humanities at the Madison Metropolitan (WI) School District.
Forner WOCEC cohort member Dr. Shuanta Broadway is the new chief of student support services at Memphis-Shelby County (TN) Schools. Most recently, she served as chief of performance management, equity and accountability for the Allentown (PA) School District and as area director for the Salt Lake City School District.
Former WOCEC cohort member Dr. LeTricia Gloster is the new associate superintendent of innovation and performance at Prince George’s County (MD) Public Schools, after six years as an assistant superintendent in York, PA.
In July, the Huntington (NY) school board appointed former WOCEC cohort member Dr. Gretchen C. Rodney as that district’s director of English language arts and reading. She was previously the executive director of elementary education in Riverhead Central (NY) School District.
In September, the national nonprofit UnboundEd named WOCEC alumna Dr. Linda Chen as its new president. Previously, Dr. Chen was at Boston Public Schools, where she served as senior deputy superintendent of academics. Before Boston she was chief academic officer for New York City schools.
WOCEC alumna Sascha E. Quartey is the new supervisor of early childhood special education at Dallas Independent School District (DISD). Before joining DISD, she was at Omaha Public Schools as an early childhood supervisor.
Finally, Dr. Carolyne Quintana, another WOCEC alumna, is the new chief executive officer of the NYC-based Teaching Matters. Previously, Dr. Quintana spent over 20 years in public schools and districts, most recently as deputy chancellor for teaching and learning at New York City Public Schools.
Five Actions District Leaders Can Take to Increase School Leader Diversity
This 2022 report from New Leaders seems even more relevant now as districts work to diversify their school leaders. With growing student diversity, school leadership must become more representative, and it outlines five concrete strategies for district leaders to achieve that (1) build clear leadership pathways so that educators of color can move into principal roles, via strong preparation and development; (2) reform promotion practices to be more equitable and ensure that advanced leadership opportunities reach diverse candidates; (3) improve conditions (reduce burdens, increase supports) so that school leaders of color stay in their positions rather than leave; (4) make recruitment and hiring more transparent and free of bias so that selection processes welcome educators of color; and (5) measure and prioritize leader diversity systematically—setting goals, tracking data, and committing resources to ensure that leadership reflects school communities.