How do small businesses’ challenges compare across the United States? How do Native American, Alaska Native, Asian, Black, Hispanic, and White business owners differ in their expectations of revenue growth over the next 12 months? How did the credit-seeking experiences of firms owned by women compare to firms owned by men in 2023? These comparisons and more are now available. Check out Firms in Focus, a series of chartbooks using findings from the 2023 Small Business Credit Survey. Find comparisons by business characteristics (age of firm, credit risk, employment size, industry, revenue size, and rural and urban firms), business owner characteristics (age, gender, immigrant, LGBTQ, race and ethnicity, and veteran), 12 metropolitan statistical areas, and 19 states. Download the chartbooks now. https://bit.ly/4ayyWiA
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How do small businesses’ challenges compare across the United States? How do Native American, Alaska Native, Asian, Black, Hispanic, and White business owners differ in their expectations of revenue growth over the next 12 months? How did the credit-seeking experiences of firms owned by women compare to firms owned by men in 2023? These comparisons and more are now available. Check out Firms in Focus, a series of chartbooks using findings from the 2023 Small Business Credit Survey. Find comparisons by business characteristics (age of firm, credit risk, employment size, industry, revenue size, and rural and urban firms), business owner characteristics (age, gender, immigrant, LGBTQ, race and ethnicity, and veteran), 12 metropolitan statistical areas, and 19 states. Download the chartbooks now. https://bit.ly/4ayyWiA
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Millennial mom educating and empowering women, LGBTQIA+, and Employee Resource Groups to give them a fair shake in this world.
I’ve seen this growing discourse online as DEI comes further under attack: if other people have more rights, then it means others have to have less. It’s as if equality and opportunity is a finite resource. I wholeheartedly disagree! It’s certainly important in today’s day and age for some people to give up their seat at the table for others, but that doesn’t mean that we can’t also ADD MORE SEATS. Just because historically marginalized groups are asking to be heard does not mean that those in power have to give up their own voice. It means that there are other voices that deserve some air time. ---- ⭐ I’m a millennial mom educating and empowering women, LGBTQIA+, and Employee Resource Groups to give them a fair shake in this world. ⭐ Less than 15% of financial advisors are women! ⭐ Follow me on Facebook, X, Instagram or LinkedIn @jessicakmartini Want to learn about the planning our team does? Book a discovery call here: http://spr.ly/6045cpc9T Need a speaker for your next women’s/LGBTQ+ event? Let’s chat: http://spr.ly/6047cpc9V #womensempowerment #womaninfinance #financialindependence #educateandempower #mompreneur #lgbtqadvisor
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“Don’t be a dick” would be a great podcast title. Or so I told myself as I did the pre-production research for Series 3 for Unsaid at work. The idea for this new series? To give a platform to CEO’s who are in the minority. In other words CEO’s who identify as women, and/or are in the LGBTQ+ community and/or are in racial minority in their country. Then e.l.f Beauty STOLE the show with their press release last week. Looking at the boards of almost 5,000 publicly traded companies in the US, they found the data to show what we know to be true : diversity stops before the C-Suite: Here are some eye-opening stats from their press release: 💹 There were 566 men named Richard, Rick, or Dick (Dicks) serving on these public company boards. 💹 Black women and Asian women barely outnumber men named Dick, with only 806 Black Women, 774 Asian Women. 💹 There were only 283 Hispanic Women on these same boards, only half the number of “Dicks.” 💹 There are 19x more men named Dick than the 29 women of Middle Eastern descent on these boards. 💹 There are only 3 Native American Women serving on these boards compared to 566 men named Dick. I’d be interested to see the stats across gender, sexual orientation, disability and race for the UK and the US. 🔥 What’s the most frustrating excuse you've heard for a lack of diversity in leadership? (and follow up question, what should I call Series 3? :-)) #unsaidpodcast #diversityinleadership #ceosofminority #womeninleadership #lgbtqceo #minorityrepresentation #equalityatwork
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Millennial mom educating and empowering women, LGBTQIA+, and Employee Resource Groups to give them a fair shake in this world.
Independent analysis shows that clients with a comprehensive financial plan understood their bigger financial picture, had confidence in the progress of their goals, and felt emotionally better in other areas of life compared to people without one. If that's what you're looking for, reach out and let's talk about a better way to money. Source: Assessing the Value of a Holistic Advisor, Dr. Hal Hershfield, 2023 ---- ⭐ I’m a millennial mom educating and empowering women, LGBTQIA+, and Employee Resource Groups to give them a fair shake in this world. ⭐ Less than 15% of financial advisors are women! ⭐ Follow me on Facebook, X, Instagram or LinkedIn @jessicakmartini Want to learn about the planning our team does? Book a discovery call here: http://spr.ly/6044gSaLk Need a speaker for your next women’s/LGBTQ+ event? Let’s chat: http://spr.ly/6045gSaLZ #womensempowerment #womaninfinance #financialindependence #educateandempower #mompreneur
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Learning & Development Strategist | Leadership Development | Talent & Organizational Development | SIA DEI Influencer
Gender and intersectionality must be thought about together! You can’t expect advice for one to apply for all. I have been saying this for years…in fact every year before, during and after Women’s History Month. Intersections matter! Race, ethnicity, age, sexuality, abilities, etc…must be incorporated into conversations and recommendations! There are layers of intersectionality that change the dynamics and if you are a white woman, you will not understand. When hosting webinars that offer advice to women, it’s NOT enough to have a gentleman on the panel! Can we please please please see some diversity beyond gender? What you offer to ‘women’ ONLY applies to white women. It does not nor has it ever worked for the rest of us women. We are characterized differently. We are treated differently…and check the news…the same rights and advocacy do not apply to us! So…as you start planning your speakers, panels and posts for Women’s History Month, make sure you are bringing Intersectionality into the conversation…otherwise, your efforts for inclusion will actually be efforts for exclusion. #intersectionality #genderdiversity #inclusiveleadership #inclusion #canwegetitrightthisyear #speaker #podcastguest
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🔥A few months ago Global Inclusion Online Forum joined forces with Diversity Atlas on a groundbreaking global DE&I industry research study. 🫠As a worker in the DEI industry, I thought I couldn’t be surprised by any results. However, no matter how bias-free you might seem to be, the stereotypes hit hard. 📚Here are some eye-opening key findings based on our survey of 300+ DEI experts across 60+ countries: 📌 23.24% of DEI experts identify with the LGBTIQ+, whereas a significant 72.61% do not. This finding challenges the common assumption that DEI efforts are predominantly driven by the LGBTQ+ individuals. 📌 42,4% of DEI specialists are Millennials, with 38,95% of Gen X representatives, challenging the stereotype of DEI as solely a concern for Generation Z. 📌 66.5% of DEI workers are women, highlighting a significant gender gap within the industry. ⚡️Participation in the project requires a simple action: you need to complete our anonymous survey, which takes approximately 4-5 minutes. 💭If you or your organization want to contribute to the accuracy of our research and the DEI industry in general, simply type “Survey” in the comments or send me an invite and we’ll discuss our future collaborations in DM. #DEI #deib #diversity #inclusion #research #survey #equity
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As professional women, we've climbed mountains and shattered glass ceilings. Yet, the fight for equity, advancement, and belonging isn't over. We need to champion an intersectional approach to inclusion within our own women communities. Let's face it, we all have biases. Our backgrounds, experiences, and privileges shape how we see the world. This can create blind spots, where we fail to see the challenges faced by women from different backgrounds. Women are not a monolith. Our experiences vary greatly based on race, ethnicity, sexual orientation, socioeconomic status, and more. A one-size-fits-all approach to women’s empowerment simply doesn’t work. Intersectionality acknowledges that these identities overlap, creating unique experiences and challenges. A Black woman may face a different set of barriers than a Latina entrepreneur, or an LGBTQ+ woman in STEM. Uplifting Every Woman, Everywhere This month, let's commit to: 1. Educating ourselves on the diverse experiences of women. 2. Actively listening to the stories and challenges faced by women from different backgrounds. 3. Mentoring and sponsoring women who might not have the same access to opportunities. 4. Advocating for policies that promote equity and inclusion in the workplace. Together, we can build a stronger community where every woman feels valued, supported, and empowered to reach her full potential. Happy Women’s History Month! #WomenEmpoweringWomen #BreakTheBias #womenshistorymonth
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Only 2% of women-owned businesses in the U.S. *ever* reach seven figures. Even though women (especially women of color) start businesses at a much higher rate than men, only a small percentage of women-owned companies ever scale past $1 million to create real wealth and impact. As a proud woman-owned and LGBTQ-owned company, we’re gate-openers for women, BIPOC, and LGBTQ+ business owners ready to get visible to drive sales and blaze a path for more representation in their field, industry, and world at large. We need more role models out there. We’re still basking in the fact that Full Swing Public Relations ranked #20 on the 2024 #IncRegionals list of fastest-growing companies in the Rocky Mountain region, and #1 for Idaho. When Caitlin founded Full Swing with nothing but a trusty laptop (and a solid friend in Holly Conti helping her on the side) during a weekend in 2019, she was steadfast in her mission to be the woman doing *the* thing. We hope Full Swing’s story shows more #entrepreneurs who don’t fit the mold that they can do it too, even from a place like Idaho, its trigger ban and enshrined LGBTQ discrimination be damned. Because we did it, we know you can, too. #WomensHistoryMonth #ReclaimYourPower #WomenLeadership #QueerVoicesMatter #WomenHelpingWomenEntrepreneurs
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🌟 Embracing Diversity: Ensuring Accurate Representation 🌟 In our journey towards fostering diversity and inclusion, it's essential to ensure accurate representation of all minorities. Whether it's women, disabled individuals, multigenerational groups, or the queer community, every voice deserves to be heard and respected. As we strive to create inclusive environments, let's remember that diversity goes beyond checkboxes. It's about acknowledging and celebrating the unique experiences, perspectives, and contributions of every individual. Together, let's commit to creating spaces where everyone feels seen, valued, and empowered to thrive. #Diversity #Inclusion #RepresentationMatters 🌈♀️♿️👵🏽👩🏿🦱👨🏽🦱
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I help impact-driven brands & business leaders increase visibility and revenue through strategic planning, producing, and publishing internal + external video content. 🧠 🎥📲 💬 #QuietDisrupter
How do you present your value & overcome barriers in gender/race wage gaps? Skeptical of overcoming stereotypes? Check out this convo w/ Chris Do... Top 10 Takeaways? 1. Focus on elements within your control 2. Earn your value through positioning and merit 3. Identify areas where you can elevate your brand's perceived value 4. Write case studies talking about results you're able to achieve 5. Focus on merit, status, and unique selling propositions 6. Set the intention 7. Make a list of all the things your prospects care about as markers of success 8. Set concrete actions toward achieving recognized status in your field 9. Every morning ask: what am I doing today to achieve these things? 10. Then you manifest. Set clear intentions for the partners and projects you want to attract and create a plan incorporating status elevation and authoritative case studies to communicate your undeniable worth and capability. Forget those who don't see it. That's their problem. Final thoughts for all the women, Latino/a/x, Black, Muslim, immigrant, LGBTQ+, introverts, young, old, and other underestimated people out there... Today is the day we decide not to allow others' limiting beliefs, assumptions, or budgets to dictate our value or get in the way of our purpose. No more limits. No more discounts. We've earned it. Let's go! 🚀
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