CORE Empowerment LLC’s Post

Psychological safety in the workplace for Black women? We are learning more about the misogynoir, racial surveillance, micro aggressions and lateral violence — racial trauma that impacts health and well-being — that too many Black women experience in the workplace. What we are witnessing, learning, is the tip of the iceberg. It is impossible to be “authentic”, feel a sense of inclusion, let alone belonging, in unsafe and unsupportive spaces for Black women. “Creating Psychological Safety for Black Women at Your Company”. by Agatha Agbanobi and T. Viva Asmelash: ”While Minda Harts excelled in the project and edged out her colleague for the promotion, she felt betrayed and lost trust with her manager, who seemingly ignored the emotional and mental impact of the accusations. Minda’s story, which she shares in her recent book _Right Within: How to Heal from Racial Trauma in the Workplace_, is an example of the psychological and emotional duress that we, as Black women and gender-expansive Black individuals, face while trying to achieve our best work in the workplace. Feelings of inclusion, connection, and trust with colleagues and managers are harder to come by for Black women due to the historical and sociocultural context of the U.S. workplace, and more broadly, our country.” https://lnkd.in/g557gj4C

“Feelings of inclusion, connection, and trust with colleagues and managers are harder to come by for Black women due to the historical and sociocultural context of the U.S. workplace, and more broadly, our country. Leaders who are truly committed to diversity, equity, and inclusion (DEI) in the workplace must ask themselves these two critical questions: What are the individual, interpersonal, and organizational costs of neglecting how psychological safety is different for Black women? And how might a tailored approach to psychological safety boost well-being and work outcomes of Black women in the workforce?”

Breaking Down Barriers: Embracing Black Identity in the Workforce As National Minority Mental Health Awareness Month comes to a close, it's crucial to acknowledge the challenges faced by Black professionals in the workplace: 64% of Black employees feel the need to conceal their true identities while at work. 45% of them grapple with mental health issues stemming from workplace stress. Research shows that companies that prioritize not that check box diversity and inclusion witness a 35% increase in financial performance. To foster a supportive work environment, it's essential to appreciate the diverse backgrounds and experiences within the Black community. Avoid generalizations and stereotypes by: Understanding the unique roles and responsibilities of each individual. Identifying key resources for support and guidance. Respecting reporting structures to promote transparency and accountability. Let’s continue to celebrate the rich cultural tapestry of the Black community and promote inclusivity in the workplace. #ConsciouslyExposed #Inclusion #Diversity #MentalHealthAwareness #BlackIdentity #WorkplaceCulture

We're thrilled to invite you to an insightful session where Laura Durrant will jump into the heart of the Black Talent Charter. This event promises to be a deep dive into the definition, purpose, and impact of the Charter, spearheading discussions on its key objectives and goals. Laura will shed light on how the Charter is pivotal in enhancing workplace representation and addressing racial disparities. 🚀 Here's what you can expect: Gain profound insights and best practices for organizations keen on joining the movement. Explore strategies for improving workplace representation and fostering inclusivity. Learn first hand from the Marcia Dyce of #icaew, the first Professional Body to pledge support to the Charter. Get a sneak peek into the long-term vision driving a more inclusive workplace. Be inspired to take action and make a tangible difference in your sphere of influence. Understand the metrics and criteria defining success within the context of the Charter. 📅 Save the date: 28/02/2024 11:30 - 12:45 GMT 🔗 Register now: https://lnkd.in/eUqcJXm9 Don't miss this opportunity to be part of a transformative dialogue aimed at driving positive change in our workplaces and communities. Let's empower each other to build a more equitable and inclusive future together! #BlackTalentCharter #InclusiveWorkplaces #DiversityandInclusion

What does a supportive environment look like for Black professionals? It starts with acknowledging that although there are more conversations around racism and anti-racism, the effects still impact Black employees in the workplace. 💼 From inequities in opportunity and pay, to the "emotional tax" we discussed last week, Black professionals need employers and organizations that are willing to listen to their unique needs and engage in initiatives that better the work environment for everyone. 🙌 Here are some insights and suggestions to think about when fostering a more supportive environment for Black professionals: ⬇️ - Let go of the ‘colorblind’ myth - Hire equity-minded Black professionals for leadership positions - Respect and value Black professionals across the board - Extend anti-racist values to your partnerships and affiliations - Find the gaps within your organization and take action While these tips can help transform the workspace into a more inclusive and equitable place, it only scratches the surface. Dive deeper into this topic at our February 6 webinar "Reflections on Racism and Transforming the Black Employee Experience" at 12 pm EST. Register for free today at https://hubs.li/Q02ht_lC0! 🔗✨ While you're there, you can also read the full blog post "Creating a More Supportive Environment for Black Professionals" at https://hubs.li/Q02htPPw0. 💡 [Alt Description is located in the comments.] #Webinar #Webinars #BlackProfessionals #Inequity #Racism #AntiRacism #Inclusivity #Inclusion #InclusiveWorkplaces #WorkplaceInclusion #WorkplaceEquality #DEI #SGO #WorkplaceEquity #DiversityandInclusion #DiversityEquityInclusion #SheGeeksOut

Black women don’t feel psychologically safe in corporate. The most vulnerable segments of society are typically also vulnerable in corporate spaces. That has always been the case for Black women. The workplaces traumas that Black women have to undergo are unprecedented, yet avoidable. In my clinical work as a culturally-responsive trauma psychologist, this was one of the most prominent complaints I heard Black women bring to sessions: the lack of psychological safety at work. How can corporations do better to safeguard the mental well-being of their most vulnerable employees? That’s a layered question that I hope we can give enough attention to. And particularly in light of the slashes in #DEIB. Thank you to Agatha Agbanobi, M.Ed, CDP and Viva Asmelash for this insightful article via the Harvard Business Review

The authors write' 'How can we be expected to advance to our fullest potential without the reinforcement of what we’re doing right, as well as specific and unbiased feedback on how we can grow?' Well, as I told a colleague today who has been on a professional roll: - Write down your accomplishments (don't wait until review season) - Ask for clarity (and examples)  - Know your own value - Give feedback and ask for specific help - All else fails, call on your allies. At the end of the end of the day, you always want Facts vs. Feelings.

Differentiated solutions for Black women and other marginalized identities requires that leaders consider the relevant historical and social context. Discriminatory beliefs against Black people permeated the American labor system and laws for more than 400 years, notably through chattel slavery, Jim Crow, and unequal access to quality education and employment. Because of this historical context and because most corporate offices were primarily designed with white men in mind, there is an ever-present apprehension among Black individuals about potentially being alienated or devalued in subtle and not-so-subtle ways by non-Black employers and team members. These concerns can be validated, even on teams where leaders believe there is a great level of psychological safety and team members work together closely. #mentalhealthawareness #psychologicalsafety #Blackwomen #workplaceculture https://lnkd.in/emkC9tEK

Differentiated solutions for Black women and other marginalized identities requires that leaders consider the relevant historical and social context. Discriminatory beliefs against Black people permeated the American labor system and laws for more than 400 years, notably through chattel slavery, Jim Crow, and unequal access to quality education and employment. Because of this historical context and because most corporate offices were primarily designed with white men in mind, there is an ever-present apprehension among Black individuals about potentially being alienated or devalued in subtle and not-so-subtle ways by non-Black employers and team members. These concerns can be validated, even on teams where leaders believe there is a great level of psychological safety and team members work together closely. #mentalhealthawareness #psychologicalsafety #Blackwomen #workplaceculture https://lnkd.in/gDHTXTFi