Courtney M. McSwain’s Post

. They are downplayed as “housekeeping,” yet effectively executing these functions is what makes organizations tick. There’s a parallel in the ways that women’s labor, particularly women of color’s labor, is not valued. Just as women of color are disproportionately responsible for reproductive work (the uncompensated labor to maintain social and family structures in households to support a workforce), similarly, inside of the workplace itself, we are also responsible for that same reproductive labor. We are responsible for building community to provide support during times of stress, organizing social events, managing communal resources and spaces, raising up the next generation through coaching and mentoring junior colleagues, and the labor of mediating conflict. All of these are labors that are both expected and taken for granted. https://lnkd.in/eqinbS9Y

A very important read.

I am all of these archetypes at once because my anti-racist journey is never ending. This is hard, to be sure. A search for what I am not, isn’t useful. It encourages vanity and discourages personal accountability. This can result in some unhelpful substituons for real, long-term and proactive work. In my own experience that has looked like: - performative action, - prioritizing my own “brand” over the deeply personal and difficult exploration of my own role and my own privilege, - a search for the bad guy/actors which means adding to stereotyping, and - unhelpful binaries that enable notions like being “one of the good ones.” Important read.

It is very disappointing to hear that the U.S. House Office of Diversity and Inclusion (ODI) was disbanded this week as part of a government spending bill passed earlier this month. Sesha Joi Moon, PhD, ODI President, shared that the department will close effective Monday, April 1st. “The elimination of the House Office of Diversity and Inclusion is a tremendous loss, not only for the U.S. House of Representatives, but for the advancement of equity and opportunity in America overall. ODI’s dissolution is a significant setback in the conservative war on D&I, endangering the creation of policies that will promote opportunity and uplift underserved communities throughout this country.” - Rep. Joyce Beatty Companies that don’t practice racial diversity could alienate 30% of their talent pool — Black, Latino and Asian Americans. Women, make up 51% of that talent pool. “There’s no company that’s going to make it and thrive in the world if you ignore essentially 80% of the talent pool. You run the risk of reducing your talent pool, the quality of your talent pool and you run the risk of inhibiting your innovation.” - Janet M. Stovall, CDE Global Head of Diversity, Equity and Inclusion at NeuroLeadership Institute Though Black Americans make up slightly more than 13% of the country’s population, according to the latest U.S. Census Bureau Data, only 5.9 percent of all chief executives in the U.S. are Black. About 85% of all chief executives are white, according to 2021 data from the Bureau of Labor Statistics. In 2022, a study by the University of Georgia and Stevens Institute of Technology found that firms appointing Black chief executives on average saw their market capitalization jump 3.1% within three days of the announcement. And contrary to worries that unqualified candidates would receive promotions simply for being part of a minority community, the study found that 93% of Black CEOs have advanced degrees, compared to 53% of white executives, and 1.6 more years of education than their white peers. “The problem is, especially in the corporate world, is that we see everything as a zero-sum game. We think that if one person gets something, it means I lose something. It’s a scarcity mentality. What we really need to understand is that if we believe in diversity, if we habituate inclusion, if we build systems that sustain equity, everybody benefits.” 💯🙌 #DEI #DiversityMatters #Equity #Inclusion #CorporateAmerica https://lnkd.in/eGUrxgjk

Embracing Resilience: How YW Boston Keeps the Flame of Equity Burning Amidst Challenges Dear Community, As we stand on the brink of 2024, the path toward racial and gender equity faces significant challenges. Key cases, like the one against Fearless Fund, loom in the courts, representing a pivotal moment where the fight for diversity, equity, and inclusion (DEI) is being put to the test. It's a time when the very essence of our collective efforts may encounter roadblocks, with opponents seeking to challenge and undermine the principles we hold dear. Amidst these shadows of uncertainty, voices have echoed concerns that more companies might retreat from explicit race-based considerations in their programs. This shift, as articulated by Janet Stovall, signals a potential trend where organizations might shy away from initiatives grounded in acknowledging and addressing systemic inequities. At YW Boston, in the face of these foreseen challenges, we find ourselves at a pivotal moment—a moment that calls for unwavering commitment, resilience, and innovative thinking. While external factors may cast a shadow, they cannot dim the flame of our dedication to equity. We believe that challenges, however daunting, present opportunities for innovation and transformation. Our commitment to racial and gender equity is unwavering, and here’s how we continue to push forward: Adaptive Strategies: We acknowledge the evolving landscape and commit to evolving with it. We will adapt our strategies, ensuring they remain effective and aligned with our mission. Community Engagement: We will deepen our engagement within the community, fostering dialogue, and amplifying diverse voices to galvanize collective action. Education and Advocacy: Education remains a cornerstone of change. We will continue to educate, advocate, and collaborate to drive systemic change. Resilience and Unity: In the face of adversity, we stand stronger together. We will remain resilient, united, and steadfast in our pursuit of equity. Our commitment to creating inclusive spaces, advocating for justice, and fostering equity for all remains resolute. As we navigate the challenges that 2024 may bring, we stand firm, knowing that our collective strength and dedication will light the way forward. Together, let’s continue to push boundaries, challenge norms, and forge ahead toward a future where racial and gender equity isn’t just a goal but a lived reality. In solidarity, 📢 #racialequity #genderequity #equity #DEI #allmeansall

🚀 Exciting Announcement: The EC Collective is Now Accepting Founding Members! 🚀 We just witnessed the power of community when 90 Black women on a Zoom call in 2020, grew into a force of 44K+, raising $1.6M in just 3 hours. This showcases the immense potential of unified action and shared purpose. Today, we're creating a similar opportunity for change. The EC Collective is a groundbreaking community for women of color professionals, designed to support each other in breaking barriers and redefining success on our own terms. As a Founding Member, you'll gain access to: A supportive, judgment-free space for authentic professional growth Weekly sessions to boost confidence and combat imposter syndrome Exclusive Q&As with accomplished BIPOC career experts A powerful network of like-minded professionals cheering for your success Founding Member spots are available at an incredible value of just $15/month - an investment in your career that pays dividends. These limited Founding Member positions are available on a first-come, first-served basis. Don't miss this chance to be part of something transformative. Ready to elevate your career and join a community of empowered professionals? Learn more and join the EC Collective at the link in comments! Together, we're not just climbing the ladder - we're building our own. Join us in making history. #CareerDevelopment #WomenOfColor #ProfessionalGrowth

“A recent study, published by the Harvard Kennedy School of Government, of entry-level US-based employees at a large, global professional-services firm found that White employees—and in particular, White women—had the highest retention and promotion rates, while Black employees had the lowest retention and promotion rates, relative to their White, Asian, and Hispanic/Latinx colleagues. The largest relative turnover and promotion gap was between White women and Black women. In addition, Black women were the only workers whose turnover and promotion outcomes were impacted by the number of White coworkers they had on their teams.” https://lnkd.in/etMSSr2g

Really appreciating this article about creating inclusivity in financial services from Aiyisha K. Adams, MBA, CRPC. Our industry is so much stronger and enriched by supporting and lifting up professionals from communities that have been traditionally overlooked in this space. #inclusivity #diversity #equity #financialservices #financialservicesindustry #financialservicesjobs

🌟 Celebrating Women's History Month 🌟 We are celebrating Women’s History Month by sharing wisdom and advice from past Girl Scouts who are making a difference in their communities and the world! 👋 Holly Martinez – Executive Director of the California Commission on the Status of Women and Girls 💚 Memories: What I remember most of my time as a Daisy is my mother leading our group. I remember her preparing before each meeting, and loved it when she’d give a little hint of what we’re going to do on the car ride over. While I can’t recall any specific lessons from so long ago, how I felt about that time in my life is as vivid and strong like it happened just yesterday. 🤝 Leadership Journey: Being a Girl Scout has played a role not just in my leadership journey but also as a parent. Like my mother, I am now involved in Girl Scouts and co-lead my daughter’s troop. Throughout my career, I have centered the needs of California’s women and families, and serve the needs of our communities. Today, I serve as the Executive Director of the California Commission on the Status of Women and Girls working to eliminate inequities in state laws, practices, and conditions that affect California’s women and girls. Over the past three years, the Commission has supported women and girls at the local level by infusing local communities with resources that advance economic opportunity for women. 💡 Advice to Future Women Leaders: We must take action now to make economic independence a reality for women. We must end the wage gap. While acknowledging, thanking, and celebrating women is important – it shouldn’t start and end with a thank you. Don’t just thank us… pay us. 🌱 Best Leadership Advice: "When a woman dares act big, we must challenge others who work to make her look small." 📣 Final Thoughts: I am so excited that we have entered into a collaboration agreement with all eight Girl Scout councils to invest in the women leaders of the future. Here's to the past, present, and future trailblazers of Women's History Month! 💪 #GSHCC #WomensHistoryMonth

Today I read that a federal judge ruled that the Minority Business Development Agency must desist in its mission. I read that Dr. Sherita Golden stepped down as CDO from John's Hopkins Medicine because she discussed privilege in a newsletter. I read that Missouri is trying to put teachers on the sex offender registry for acknowledging the social transitioning of Transgender students. Every day there is another assault on DEI. What do they all have in common? Every single policy or decision made above is completely contraindicated by widely available, validated data. Data shows that people with historically marginalized identities are underrepresented in spaces across the board - programs like those offered by the MBDA are designed to counter systemic inequities. Data shows that the over-representation of dominant culture values and 'privilege' impairs decision-making, collaboration, and employee satisfaction in organizations. And the data is SUPER clear that providing a safe and supportive environment for Trans and gender non-conforming children/teens saves lives and is a matter of public health. The facts don't seem to matter anymore. Every day there is another story similar to the above and everyone working in DEI, Human Resources, Learning and Development, etc. can feel it. It is exhausting. The communities committed to building fact-based, safe, equitable, and inclusive spaces are struggling. The 2024 Racial Justice at Work Summit: Justice for All is an effort to bring these communities together for support, connection, inspiration, care, and practical guidance to help combat not only these attacks to the work - but also to the attacks on our peace and well-being. This 3-day, virtual event has 7 keynotes, 10+ industry panels, 60+ sessions, performance artists, daily yoga practice, networking opportunities, and more. (And it's all being recorded, so there is no stress to pick and choose!) I hope you can join me and my whole team there. This is, without a doubt, one of the most important conversations this year. https://lnkd.in/gWaspgcZ