Black Women in Executive Leadership (B-WEL)’s Post

Are you attending Morgan Stanley Women's Leadership Summit? If so, we hope to see you there!! MFS’ Emily Dupre will be presenting Generational Wealth: Understand, Plan, and Communicate. • Wednesday, September 25, 2024 at 10:15 a.m. in Training Room A, Terrace Level. Family wealth transfers sometimes fail, damaging sibling relationships and affecting the impact you want your assets to have. Please join us as we review 5 common mistakes to avoid and discuss tools & resources to help aid the family wealth discussion.

I recently had the honor of joining Jessica Fitzgibbons in Evertree Insurance’s inaugural Women Leadership Series discussion, and the conversation was invigorating! In addition to defining mentorship, we also discussed one of the most important characteristics needed for long-term success: self-awareness. It’s essential to understand what you do and don’t know, and surround yourself with people who fill in the gaps.

At the NQ Women's Leadership Forum a few ago I spoke about how leaders and organisations benefit when they apply Intersectional Leadership into their daily practise and how crucial it is for advancing gender equality in the workplace, especially for women facing multiple forms of discrimination. This approach recognises that gender inequality intersects with other factors such as race, ethnicity, disability, socio-economic status and sexual orientation. Key points on the importance of Intersectional Leadership: ✅ Addresses unique challenges: It acknowledges that women from marginalised groups face specific barriers in their careers, such as feeling invisible and experiencing precarious work relationships. ✅ Promotes inclusive policies: Intersectional Leadership encourages the development of targeted solutions to overcome barriers, such as laws to encourage hiring trans and gender diverse people. ✅ Enhances representation: It helps identify and combat structural inequalities that hinder the professional development of all women, particularly those from underrepresented groups. ✅ Improves organisational performance: By embracing diversity and inclusion, organisations can benefit from a wider range of perspectives and talents. ✅ Uncovers hidden biases: Intersectional approaches help reveal unconscious biases within HR systems that may inadvertently perpetuate discrimination. By adopting Intersectional Leadership, organisations can create more equitable workplaces that support the advancement of all women, regardless of their background or identity #16DaysofActivism

They say, "If you can see it, you can be it." Can a woman picture herself as a leader at your company? What if, beyond focusing on recruiting more women, you invested in developing more women leaders? Our next Leadership Accelerator starts SOON. Book a call to see how you can enrol the high-potential women in your company today: https://buff.ly/3QgDbbd

What an amazing Leadership Summit to help organize and bridge connection between students and professionals. Let's keep the discussion going, ask yourself: am I truly embracing my unique strengths and leveraging them to create a meaningful impact in my life? #leadershipsummit #empowerment #education

Throwback to earlier this week. If you look closely at the pic below I'm the balding, slightly out of shape middle-aged white bloke sat front left. What was absolutely brilliant about this event was that, unlike most events I attend, that made me in the minority.   Ridiculous but true. I - most of us? - operate in a male-dominated sector where (and with apologies to the writers of the 'Cheers' theme tune) nearly everybody looks the same. It's fair to say there's been some positive change in terms of sentiment in recent years, but the data still shows there's a massive gender imbalance and the pace of change is glacial.   Change and culture comes from the top. At Palatine we aim to enhance the boards of companies we invest in through equipping them with high quality people and a broad range of skills. Proactively building a diverse board is an obvious way to ensure there are different experiences, skillsets, mindsets, opinions, perspectives and outlooks - and that flexibility of thought can only be of benefit to the wider business and the ongoing development of the people within it.   This event brought together a fantastic group of business leaders; they all just happened to be female. Fundamentally, they are people that others can look up to, be inspired by and also aspire to be. They are successful business people and active role models - and as the father of two daughters I struggle to see how that can't be a good thing. It shows the art of the possible.   For me, this event just reaffirmed my personal view that the current gender imbalance across numerous sectors, but particularly in financial services, is an absolute nonsense. However, with a proactive mindset, flexible thinking and acknowledgement that we're all in a position to do something about it, positive change can be made - which would be of benefit to all gender types.   Thanks to psd group for co-hosting and to all of those who attended and contributed to the discussion. Looking forward to working with some of you soon!

Being part of the New Jersey Black Women's Collective Leadership Institute means preparation. It prepares us to be in rooms where deals are made, and changes happen, from the boardroom to the golf course. Today, I learned the game of golf and played on my first golf course. I can’t pretend. I didn’t think I would like it. I always thought it was boring. I was wrong. Golf is a game of strategy. It’s an art and science. You have to know what tool to use and when, how much force to put behind your swing, and when to pull back. It’s a game of navigating the terrain and aligning your body, position, and tools to meet your target. Similar to strategically aligning your business in the market. How do you show up? How are you aligned with your audience and their needs? What is your strategy for you to find them and for them to value you? Everything requires a strategy. I’m about to develop mine for golf.

Recently, we've received inquiries about the future of the Magnolia Leadership Program (MLP) for Black Women amidst challenges facing DEI initiatives. Our commitment remains steadfast. Our sixth cohort will commence this September, and here's why we believe MLP presents a vital opportunity for companies now more than ever: - Resilient Support: MLP provides essential support and development tailored for Black women leaders. - Strategic Investment: Investing in MLP showcases a proactive stance towards diversity and inclusion, fostering a resilient organizational culture that values diverse talent. - Impactful Development: The program equips participants with crucial skills, empowering them to thrive in senior leadership roles and contribute significantly to organizational success. - Community and Connection: MLP fosters a supportive community and meaningful connections among participants, enhancing individual growth and organizational cohesion. - Proven Advancement: Past participants have achieved remarkable career growth, with 73% being promoted or advancing within one year of completing the program. Past cohorts have included women from companies such as Chevron, Land O'Lakes, KeruigDrPepper, Nestle, and Marriott. Let's discuss how the Magnolia Leadership Program (MLP) for Black Women can support your organization's leadership development goals.

Excellent leadership opportunity!!