Brevity & Wit

Exciting news! 🎙️ Minal joined Centre for Holding Space podcast with hosts Heather Plett and Krista dela Rosa to discuss the intersection of tenderness, holding space, and Diversity, Equity, Inclusion, and Accessibility (DEIA). Listen in to hear how Minal’s expertise in human-centered design and behavior change psychology is helping build more equitable and inclusive spaces. 💡 Check it out now! https://lnkd.in/g8a5xPTJ #DEIA #HoldingSpace #HumanCenteredDesign #DiversityAndInclusion

Minal Bopaiah was a guest on the Conflict Decoded podcast with Katherine Golub! In this episode, Minal discusses how to facilitate conflict-competent communication in hybrid workplaces, offering practical strategies and valuable perspectives. Don’t miss this opportunity to learn from Minal! Listen to the episode here: https://lnkd.in/gCSQgzGB

As the U.S. election approaches, it's crucial for organizations to define their values and behaviors regarding political discourse. Establishing clear boundaries and setting the tone will empower leaders to navigate these conversations with confidence. Explore insights, from Ann Melinger at Brilliant Ink, on how to foster a balanced approach and shape cultural norms in the workplace in this thought-provoking essay. Read more here: https://lnkd.in/gwehDbjP

🎧 New Podcast Episode Alert! 🎧 Minal Bopaiah, founder of Brevity & Wit and bestselling author of Equity, joins Rhodes Perry on Imagine Beloning at Work Podcast to tackle a hot-button issue in DEI: SHRM’s controversial decision to drop the "E" from DEI. In this episode, Minal dives into why equity is essential to creating systems that actually support inclusive behaviors and why focusing on "inclusion" alone can set up your teams for failure. 🚨 Key takeaways: 🔍 What’s at stake: The ripple effects of removing "equity" on departments, positions, and programs. 💬 Dealing with pushback: How to navigate objections from those emboldened by SHRM’s decision. 🚀 Actionable steps: Practical ways to uphold equity in your organization. 💡 Don’t miss these critical insights if you’re a leader striving for real belonging in your workplace. Check it out now: https://lnkd.in/gEdkJn7s #DEI #Equity #InclusiveLeadership #Belonging #Leadership #DiversityAndInclusion

Exciting news from the Council on Foundations! A recent survey reveals an increase in racial diversity among U.S. grantmakers, alongside a notable rise in the number of women in leadership positions. This progress reflects a broader commitment to equity in philanthropy. Read more about these important findings here: https://lnkd.in/g8h6qFq7

If you wonder why I emphasize observable behaviors so much, it's because of feedback like this from leaders: “No one knew what they were supposed to be doing,” the former dean said. “And no one would tell us. But we had to show that we were doing something.” This The New York Times article presents some interesting challenges and negative impacts of #DEI at the University of Michigan. But it fails to acknowledge the root of the problem -- a poor understanding of what DEI is (behavior and culture change that benefits an organization's mission, not righting every societal wrong), conflating anti-racism and social justice with DEI (there are distinct differences), and idealistic goals that are not sustainable (i.e., "DEI is everyone's job"). Saying DEI is everyone's job is like saying IT is everyone's job. True, every knowledge worker should know how to use a computer and email, but not every employee should be able to build a website or troubleshoot IT issues. Plus, people already have full-time jobs! DEI is it's own profession with its own set of skills, and it deserves skilled professionals, like medicine or finance. Also, there's some problematic framing here, such as these two sentences, where the "nevertheless" seems to imply the latter fact (a high number of people of color) negates the former statement's intent (not hiring people because of their identity): “We wouldn’t even want to hire people because of their identities,” she said. “It’s about their skills and competencies.” Nevertheless, out of the 49 new faculty members subsequently hired through the program, 80 percent were people of color, according to a university spokeswoman. It's incredibly possible (and likely) the University did not hire people because of their identities, AND the less biased practices put in place allowed talented people of color to get through the gates. Which is to say, assuming that the proof of "not hiring because of identity" is a status quo of white people being hired shows the reporter's bias and flawed thinking. He truly believes that an unbiased hiring system will lead to the same number of white people getting hired as they are now. That is, he believes the system is already unbiased, despite decades of research proving otherwise. Or he believes people of color are inherently inferior and less talented — which is the core belief of all white supremacist ideology. The New York Times editors should do a better job editing out this sort of bias. There's a lot more I could say about this article, but it's also important to note it's one case study, not a representative example of all DEI work. This is the negative power of storytelling -- people confuse a powerful story as illustrative of all stories, and it is not. So be a savvy news reader, especially when it comes to DEI.

Today is the official release of the 3rd edition of our Restorative People Leader Watchlist here at Intersectional Innovations! Full Watchlist: https://lnkd.in/gTn3Pnhp A Restorative Leader understands that true innovation and resilience come from embracing diversity—of thought, background, culture, and experience. When you create space for different voices, you build a team capable of challenging assumptions, identifying blind spots, and pushing the business forward with fresh ideas and solutions. Congratulations to: Mary-Frances Winters - spotlight interview Daisy Auger-Domínguez (she/her/ella) Michael Sykes Anna Frazzetto Minal Bopaiah Den M. Macy Ferguson-Smith, MSW, LCSW Nancy J. Di Dia, PCC Rochelle Younan-Montgomery Jamie Jackson Amy C. Waninger Doris Sumner Bushra Amiwala Michelle Beauchamp • Jessica Pettitt, MBA, CSP, MEd Alan Richter Stacie Holt-Eley, MMEdL 🏳️🌈 Ashley Herd Lillian Tsai Bernard C. Coleman III Rocki Howard Greg Jenkins Morgan Vien Courtney Bryant Shelby, PhD Elisabet Raquel García (she/they)

At the heart of our Change Agents program, led by the inspiring Paige, is a commitment to uniting diverse perspectives from around the world. 🌍✨ From wherever you are, our program fosters a dynamic space for innovation and problem-solving. Join us on this exciting journey and be part of a global movement for change! Change Agents starts October 3! Discover more at bit.ly/deichangeagent #GlobalCollaboration #ChangeAgents #VirtualLearning #InnovativeSolutions #CollectiveImpact #Diversity #ImpactTogether

Let’s get real about the challenges we face in DEI. 💬 Share your thoughts in the comments and let’s brainstorm solutions together. Ready to make a bigger impact? Check out our Change Agent program and join a community of like-minded leaders! 🌟 Register today to save $500! #DEI #Leadership #Community #ChallengeAccepted #Innovate #Collaboration #ChangeMakers bit.ly/deichangeagent

What’s the biggest DEI challenge your organization is facing right now? 🌟 Our Change Agent program offers practical, tailored solutions to turn those challenges into opportunities for growth. Ready to transform your approach and lead with impact? Apply now and take the first step toward meaningful change! Tomorrow, September 25, is the last day to register and save $500! bit.ly/deichangeagent 🚀 #DEISolutions #Leadership #ChangeMakers #OpportunityKnocks #InnovativeThinking #ImpactDriven #TransformativeLeadership