Benji Fountain’s Post

👩🏭✨ On International Women's Day, we celebrate the incredible women in manufacturing on our team who continue to break barriers and drive innovation in the industry. Let's recognize and honor their contributions not just today, but every day. Together, we can create a more inclusive and diverse manufacturing sector. 🙌💪 #InternationalWomensDay #WomenInManufacturing Creating a more inclusive and diverse manufacturing sector requires a collective effort and commitment from all stakeholders. Here are some strategies to promote inclusivity and diversity in the manufacturing industry: 1. Establish Diversity & Inclusion Policies: Develop & implement policies that promote diversity & inclusion within the organization. These policies should outline the commitment to equal opportunities, fair treatment, & representation of underrepresented groups. 2. Provide Equal Access to Opportunities: Ensure that all employees, regardless of their gender, race, ethnicity, or background, have equal access to training, development programs, promotions, and leadership positions. This helps to create a level playing field for everyone. 3. Foster a Supportive and Inclusive Work Environment: Create a work culture that values & respects diversity. Encourage open communication, collaboration, & teamwork. Establish employee resource groups or affinity networks to provide support & a sense of belonging to underrepresented groups. 4. Implement Unbiased Recruitment & Hiring Practices: Review & revise recruitment & hiring processes to eliminate biases & promote diversity. Use diverse interview panels, blind resume screening, & structured interviews to ensure fair & equitable selection. 5. Provide Diversity Training & Education: Offer diversity & inclusion training programs for all employees to increase awareness, understanding, & appreciation of different perspectives. This helps to create a more inclusive & respectful workplace environment. 6. Partner with Diverse Suppliers: Actively seek out & engage with diverse suppliers & contractors. Promote supplier diversity programs & ensure inclusion in the supply chain. This supports the growth & success of underrepresented businesses. 7. Collaborate with Educational Institutions: Partner with schools, colleges, & technical training programs to promote careers in manufacturing among underrepresented groups. Offer internships, apprenticeships, & scholarships to provide opportunities for diverse talent. 8. Engage in Outreach & Mentorship Programs: Engage in outreach initiatives & mentorship programs to attract & retain diverse talent in the manufacturing industry. Provide mentorship opportunities for employees from underrepresented groups to support their professional growth & advancement. By implementing these strategies, we can create a more inclusive & diverse manufacturing sector that benefits from a wide range of perspectives, experiences, & talents. Together, we can build a stronger & more innovative industry. 🙌💪

Women's History Month is less than 30 days away...is your organization ready to celebrate and empower women? Here are four things you can plan to do in the month of March: -Hire a career coach to develop a personalized acceleration plan for your high-potential women, ensuring they will have the tools and guidance needed to advance in their career.  -Expand your commitment by organizing events or lunches for allies, creating a space for open dialogue and the introduction of new ways to advocate.  -Elevate the conversation by hosting a virtual or in-person speaker, to introduce innovative concepts that inspire and women in the workplace.  -Encourage knowledge-sharing and growth by providing your team with a thought-provoking book authored by a woman, sparking discussions that transcend the pages. Here is a link to my book, "A Cure for Career Quicksand." https://lnkd.in/gwRXPgHH Together, these initiatives will not only celebrate Women's History Month but also contribute to building a more inclusive, productive, and thriving workplace. If you need more ideas or you're seeking a dynamic speaker to amplify these messages and ignite positive change, direct message me to to schedule a free 30-minute call. #RCC #ReaganCannonConsulting #MotivationalSpeaker #CareerCoach #WomensHistoryMonth

Did you know that the percentage of women joining boards in 2022 was 39% lower than in 2019 and 2021? By now I’m sure you’ve seen E.L.F. BEAUTY's bold campaign, “So Many Dicks,” calling out the number of men named Richard, Rich or Rick that sit on corporate boards. Here are some of the stats: 👀 There are 2x more men named Dick (566) than Hispanic women (284). 👀 Black women (866) and Asian women (704) barely outnumber men named Dick. 👀 There are 19x more men named Dick than women of Middle Eastern descent (29). 👀 There are only 3 Native American women serving on these boards. What the e.l.f. is right! 😳 e.l.f. has formed a partnership with the NACD (National Association of Corporate Directors) to support sponsoring 20 women or diverse professionals through a training program called NACD AccelerateTM. The two-year program will create a pipeline for underrepresented executives to prepare to join a corporate board, and shake up the U.S.'s current 3% growth rate of women and diverse candidates on corporate boards. In a post by Shelly Lombard, she brought up an important point about how she was able to serve on 6 boards. One word: RELATIONSHIPS Shelly said, “A strong network of business relationships can help ambitious women close the gap between where they are in their careers and where they want to be…whether their goal is a board role, the C-suite, or a career pivot.” 💯!!! Which is why my post about exclusive women’s groups is so important. It’s not that they can’t serve a purpose, but without creating a diverse professional network of both women AND men, we won’t close the pay gap, the C-level gap, or the corporate board gap. As Shelly said, “Relationships. Close. Gaps.” Do you agree? Links to sources and articles are in comments below. #robynsthoughts #womenonboards #womeninbusiness

As we begin Women's History Month, we would like to celebrate and shine a light on some of our colleagues. Our first employee spotlight is Senior Pharmacy Operations Analyst Errin Gaines, MBA, PAHM. ▶️ What does Women’s History Month mean to you? It is so special to me because it's a time for us to reflect on and celebrate all of the accomplishments of women. It allows us to honor the achievements and contributions of women of ALL backgrounds, race, color or creed, no matter how big or small the accomplishments are. ▶️ What does being a woman in today’s workforce mean to you? I think women play a major role in the success of companies in the world today. The leadership abilities and unique qualities that women bring to the table make women an asset to any organization or company. I believe, women in today’s workforce should cultivate a culture of mentorship, and create a supportive culture in the workplace that benefit all to want to follow and emulate. ▶️ What advice would you give to women entering the workforce? Be confident in all of your workforce endeavors and the qualities and strengths. Be willing to take risks and opportunities even if you feel somewhat afraid or discouraged. ▶️ Is there a favorite piece of advice you were given that has helped shaped you in your career? Always work hard, maintain a positive attitude, and treat people the way you would want to be treated. “Do not live someone else’s life and someone else’s idea of what womanhood is. Womanhood is you.” Viola Davis

"You're too attractive to work with." Women's History Month is a time to honor women's achievements. As part of honoring these contributions, it's important to shed light on the unique challenges women face to achieve those accomplishments. So let me explain the remark. Earlier in my career, I had just been promoted to management. One of my first responsibilities in this new role was to lead a session during SKO with our whole GTM organization. The funny thing is, I have no memory of the details behind the exercise I was leading except that everyone had to write something on a Post-it note that I read aloud. As I read the notes to the room, I came upon the Post-it with that remark. I started laughing when I realized what it said. I should be flattered, right? Someone thinks I'm attractive. What a nice compliment. I think I laughed it off and said something like, "Let's stay focused here." I had worked with this team for quite some time. They are all good people, and I believe the person who wrote the note thought they were complimenting me. I doubt they have given it a moment's thought since then. But that remark has lived with me ever since. I took this comment as anything but a compliment. I was humiliated. I still feel humiliated about it because those six words reduced me to nothing more than my appearance. The identity I worked hard to create (a person who was valuable to the company, a colleague who supported our team, a new leader the team could look to) was now an identity that had morphed into my level of attractiveness. And what made it worse was that there were about 30 people in the room, and four of us were women. Because I didn't know who wrote it, I suddenly felt different about every man in that room. In the grand scheme of things, this is small compared to the real threatening situations women have and continue to face. The #metoo movement is evidence of that. But numbing ourselves to these micro-aggressions also contributes to the bias and real danger women face as they pursue and meet their accomplishments. A sales leader told me once, "We didn't have to think about these things until recently." This hit me hard because, as women and underrepresented individuals, most of us have to navigate our labels and the baggage that entails every single day. This event happened over fifteen years ago, and it still forces me to assess how people respond to me in a room. I can't imagine the freedom that must come from being someone who doesn't have to think about these things. But there was a great deal of truth in his words. I've learned that these moments often happen out of ignorance, not ill intent. People remain silent, and these moments turn into something even bigger than they had to be. So, I want to turn the table. For the month of March, I'm going to share more stories, and I'd encourage you all to do the same. Let's shed light on these moments, no matter how small. Let's listen, learn, and improve.

📣 The 21st annual Stevie® Awards for Women in Business are open for nominations! These are the world’s top honors for #womenentrepreneurs, executives, employees, and the organizations they run. 👩💼 Request the Entry Kit to learn how to submit nominations in the 2024 competition: https://hubs.ly/Q02xrqLS0 🐦 The early-bird entry deadline, with discounted entry fees, is June 26. The Entry Kit contains all of the information you'll need to prepare and submit entries including the requirements for each category, entry preparation tips, and deadlines. There are hundreds of categories to choose from including: - Achievement Categories - Communications & Marketing (Developed for/by Women) Categories - Company/Organization (#WomenOwned or #WomenLed) Categories - Individual Women Categories - Media (Developed for/by Women) Categories - New Product & Service (Developed for/by Women) - Categories - Social Media Categories - Sustainability Categories (New for 2024!) - Thought Leadership Categories #StevieAwards #thestevieawards #Stevies2024 #Business #BusinessAwards #womeninbusiness #femaleentrepreneur #womeninbiz #femaleleaders #womenatwork

Women comprise only 15% of the nation’s 14.8 million-person transportation workforce, and even less at the executive level. This leaves women’s voices underrepresented and suggests challenges associated with attracting and retaining women in the transportation field. Some literature suggests that the perception of the industry and the lack of female role models drive women away from the transportation field. In an effort to connect the underrepresented female voices in transportation, empower their success, and promote #WomensHistoryMonth, we asked a diverse pool of our female supervisors to give one piece of career advice to other women in trucking. Here is what our Marketing & Brand Manager, Madison, had to say: "Mentorships matter. As a young marketing professional new to the industry, I had a lot to learn. I knew that in order to be successful in an unfamiliar, complex industry I’d need guidance and support from a relatable influence. Luckily, my boss and mentor, Shannon Struzik, did that and so much more. Not only did she provide me with advanced knowledge and insights into the industry, but instilled confidence in my work, my voice, and my potential. In just two years under Shannon’s leadership, my professional development has flourished, my skills have sharpened, and my job title went from ‘Specialist’ to ‘Manager.’ Long story short— Find your Shannon!" #WomenDriveFurther #WomenInTrucking #WomensHistory #GenderEquality #FemaleEmpowerment #WomenInTransportation

Love seeing these type of success stories of women in manufacturing! Quick read highlighting women in manufacturing and gaining valuable perspectives from an industry leader.

Love seeing these type of success stories of women in manufacturing! Quick read highlighting women in manufacturing and gaining valuable perspectives from an industry leader.

For every 100 men hired or promoted to a higher position, only 72 women are hired or promoted for that same role. The numbers drop even lower for Latina and Black women. The impact of this is magnified up the corporate ladder, all the way to the top, where 75% of C-suite executives are men. More women on boards and in leadership positions benefits the bottom line. Fortune 500 companies with the highest number of women directors reported a 42% greater return on sales. This is a no-brainer. It’s time to #ActuallyPromoteWomen. Women don’t just deserve a seat at the table, they deserve a seat at the head of the table. In partnership with Indeed. #InspireInclusion #WomensHistoryMonth