Both Sides Of The Conversation’s Post

"How can you measure something which for so many people can be subjective?"   Strategy was just one topic of discussion for Leathwaite director Ann Offomata and Justin K., director and global head of DEI of advisory firm, Milltown Partners. The two sat down as a part of Leathwaite's Inspire event series to break down the impact of world-wide events, the black experience in business settings, and what the future holds from a diversity, equity and inclusion perspective. See what they had to say here. #DEI #Diversity #Leadership

In the spirit of Black History Month, it's crucial for us as leaders to reflect on our role in addressing systemic racism. 🌈 This month has underscored the importance of understanding the systemic barriers that persist and the collective effort needed to dismantle them. As a leadership coach committed to fostering inclusive environments, I'm inspired by the array of initiatives making real impacts, from governmental policies like Executive Order 13985 to corporate strategies that prioritize diversity and equity in leadership. Success stories in promoting diversity and dismantling barriers, such as diversifying corporate boards and enhancing equity in educational and healthcare systems, serve as powerful examples for all of us. It's a reminder that change is possible and actionable. 🌟 As leaders, our actions speak volumes. Implementing inclusive hiring practices, supporting ERGs, and committing to ongoing education on equity are steps we can take to drive meaningful change. Let's use our positions of influence to champion diversity, equity, and inclusion, not just this month, but year-round. What steps will you take to make your leadership more inclusive? 🚀 #LeadershipDevelopment #InclusiveExcellence #ChangeMakers #EquityAndInclusion

“If I could change one thing about insight’s it would be to have more subject matter experts come over to the research side” A 2024 Greenbook Future List honoree, Sequoyah is celebrated for her leadership, passion, and commitment to inclusivity. Through CultureMRx, she empowers Black insights professionals, expands networks, and fosters global partnerships. 🌍 Dive into the inspiring work of Sequoyah Glenn, as she champions diversity and collaboration in market research! → https://hubs.ly/Q02SdSz20 #FutureList #MarketResearchIndustry #ConsumerInsights

Inside our latest report: Reckoning with Sustainability We interviewed over 50 Black leaders for our latest report. They each had a clear analysis of what their organizations need for the future, as well as what it will take to support Black leadership in the community organizing field and strengthen Black-led power building infrastructure in this moment of backlash and retrenchment. These interviews uncovered three critical pillars for Black organizing infrastructure: - Sustained and flexible funding - Investment in a robust movement ecosystem - Funding for training and skills Download the full report: https://hubs.la/Q02r60sY0

Unlocking Potential: Navigating the Landscape of Black Leadership in Business. Join us on the Heylia Blog as we explore the strides and pitfalls, celebrate diversity, and delve into the imperative need for prioritizing Black leadership in the dynamic world of modern business. #BlackHistoryMonth #DiversityInBusiness

🌟 Embracing Diversity in Leadership 🌟 Minnesota is rich in cultural diversity, yet representation in leadership roles still lags behind. It's time for organizations to not only acknowledge the importance of Black leadership but also actively support and stand by them in the face of adversity. True diversity isn't just about numbers; it's about creating an inclusive environment where everyone feels valued and respected. Organizations that genuinely believe in the benefits of Black leadership must be willing to confront and address microaggressions stemming from systemic and surface-level racism that those individuals face in everyday business dealings on the the organization’s behalf. By standing by Black leaders and fostering an environment of inclusivity, organizations can not only drive positive change within their own walls but also serve as beacons of progress for their communities. Are we working together to make Minnesota's leadership landscape truly reflective of its diverse population? #DiversityInLeadership #InclusionMatters #MinnesotaLeadership

White Women: If you support Black women in leadership, allies are also welcome to register. If we (white women) want to be part of meaningful change, white women must choose womanhood over whiteness. This requires us (white women) to unlearn what we have been taught about about racial injustice, discrimination, and white supremacy in this country. We must be willing to relearn what it will take to dismantle white supremacy. White women have been part of white supremacy in America since the very beginning, experts point out, dating back to their role in slavery. “They were at the table when the system was designed,” Stephanie Jones-Rogers, a history professor at UC Berkeley and author of the book They Were Her Property: White Women as Slave Owners in the American South, told Vox. “They were co-architects of the system.” It’s hard for a lot of white women to read that last paragraph and embrace this reality. White women historically have leveraged their white power and privilege to gain advantage over women of color; leveraging their whiteness was an intentional strategy when one is operating within a predominantly white male patriarchy. Whiteness over womanhood is easy math. Having privilege doesn’t make white women bad people, and acknowledging privilege shouldn’t be a burden. Acknowledging privilege is an opportunity to learn, grow, and be better, so we can create a just, equitable, and inclusive world. Benefiting from privilege doesn’t make you a bad person, but it does require you to use your privilege to interrupt, challenge, and ultimately end white supremacy. We can’t dismantle what we cannot see. We have to be intentional by practicing seeing how racism is baked into systems and how those systems shape and influence the lives of people and communities. We need to put Black women’s voices at the center of our ongoing journey to reeducation in this country. Need some inspiration? Start by exploring these voices: Anna Julia Cooper, Ntozake Shante, Maria W. Stewart, Joan Morgan, Angela Y. Davis, Tressie McMillan Cotton, Mia Birdsong, Claudia Jones, Mikki Kendall, Paula Giddings, Marita Bonner, Nora Neale Hurston, Lorraine Hansberry, and Rev. Pauli Murray. This is not an exhaustive list, but a great start. This list was provided by W. Kamau Bell and Kate Schatz, authors of DO THE WORK, An Antiracist Activity Book. https://a.co/d/aq6A6BZ Here is Amazon link for the book, $13.99, small investment with a big payoff.

Excellent article. This issue should be top of mind and an active conversation topic in board rooms and in C-Suites. Is there unconscious, systemic bias against people of color and women in the leadership component of a company? Do leaders understand that their leadership structure needs diverse points of view to get the most out of its company and to grow the business? 🤔 #BusinessNeedsEveryone💪🏾 #WomenLeadTheWay2024🇺🇸💪🏾

Joyce O. co-chair of New York Life’s BOLD ERG, shares how she uses insights from leading BOLD to foster inclusivity. In this video, Joyce O., co-chair of New York Life’s Black Organization for Leadership and Development (BOLD) employee resource group shares how she uses insights from leading BOLD to foster inclusivity and support her team. #TeamNYL

After attending a LinkedIn Live webinar titled "Black Leadership: Transforming Organizations, Building Equity", I started reflecting on the narratives surrounding Black leaders—especially Black women. What stories do we tell about who should lead, and why are many of those stories filled with doubt or resistance when Black women step into leadership roles? Black women bring with them a narrative rooted in community, care, resilience, and resourcefulness—skills honed through lived experiences, often managing their own household's P&L statement with limited resources. Despite these strengths, the narratives surrounding their leadership are frequently met with discomfort or unfamiliarity from others. This is the story we need to change. How do we breathe new life into leadership narratives? How do we create stories that celebrate and elevate Black women for the unique qualities they bring to the table? These stories are essential—not just for equity, but for unlocking the potential within organizations to innovate and grow. Supporting Black women in leadership isn’t just a goal—it’s a necessity. I want to help rewrite the stories that define who leads, how they lead, and why their leadership is crucial to building stronger, more equitable organizations. #LeadershipLessons #Blackleaders #Narratives